Podcasts about executive insights

In this Executive Insights podcast episode, FT Group CEO John Ridding discusses how he led the organization's successful digital transformation while maintaining its journalistic integrity, pioneering the digital subscription model and leveraging new technologies like AI, all while ensuring the FT's culture and values remain strong through clear principles and inclusive leadership.

In this episode of Electrical Wholesaling's Executive Insights, Roger Little, Rexel USA's CEO, offers some great insight into growth opportunities in data centers and energy, the challenges with tariffs and the company's acquisition philosophy.

Join us for an engaging Executive Insights discussion between Mike Lampa, Chief Analytics Officer at HIKE2, and Adam Carpenter, Chief Data Officer for the State of Montana. In this 30-45 minute virtual webinar, Adam will share the innovative strides his team is making in data and analytics, from breaking down data silos to enhancing data accessibility for improved citizen services. Mike and Adam will explore how these advancements are shaping Montana's data maturity journey, reducing infrastructure barriers, and fostering collaboration across state agencies. This session is an exclusive opportunity to gain insights into the challenges and triumphs of public sector data transformation and its impact on citizens. ABOUT ADAM: Adam Carpenter has earned both an MBA and a Master of Science in Information Systems with an emphasis on Data Science from the University of Texas at Arlington, where he studied under a group of world-class professors. Currently, he is working with the state of Montana to break down data silos and make citizen data truly work for citizens. With a decade of experience in machine learning, Adam is relishing the challenge of guiding the state through its data maturity journey, reducing infrastructure barriers, and easing the financial burden of data accessibility. Through the modernization of Montana's data infrastructure, Adam is helping the state address complex data challenges, fostering collaboration across agencies, and enhancing the citizen experience. He genuinely loves what he does and is deeply grateful for the opportunity to share his knowledge and passion for data science through leadership and mentoring.

It's easy to want a product launch to feature flashy tech tools like VR systems, complex eLearning, or intricate benchtop models. But investing in flashy tech tools too soon can waste time and resources when the procedure is still likely to adapt to key learnings. In this episode, Liz and Rachel discuss what executives should be considering when choosing which tech tools to use in their next product launch. Related Resources: Launching a product in 2025? We'd love to partner with you! Email training@cumbyconsulting.com. Connect with us on LinkedIn:   ⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Rachel Medeiros⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Liz Cumby⁠⁠⁠⁠⁠⁠⁠⁠ About Cumby Consulting:    Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Laurie Buczek, Group Vice President, Executive Insights & Leadership Services, IDC discusses the CIO Executive Council program including highlights on peer networking, access to IDC research, data, and the Pathways executive coaching program. Tune in and to learn more https://www.idc.com/research/tech-buyer/leadership-and-development/cio-executive-council

Join us on November 7th for an exciting day featuring inspirational speakers like Martha Stewart, Sheryl Lee Ralph, Dawn Staley, Robin Arzón, Diana Nyad, and many more. Plus, your ticket includes free access to the National Conference for Women in March, a virtual event celebrating Women's History Month with keynote speakers Oprah Winfrey, Gayle King, Gloria Steinem, and others. As part of our partnership with the conference, we bring you Women Who Inspire. Today's guest is Christy Siegel, Senior Vice President and U.S. Therapeutic Area Head of Immunology for Novartis US Innovative Medicines. Christy will be speaking at this year's conference during the Executive Insights session on Navigating New Work Environments.TicketsTo register for the 2024 Pennsylvania Conference for Women, visit paconferenceforwomen.org.Learn more about Christy's work at Novartis.

Join us on November 7th for an exciting day featuring inspirational speakers like Martha Stewart, Sheryl Lee Ralph, Dawn Staley, Robin Arzón, Diana Nyad, and many more. Plus, your ticket includes free access to the National Conference for Women in March, a virtual event celebrating Women's History Month with keynote speakers Oprah Winfrey, Gayle King, Gloria Steinem, and others. As part of our partnership with the conference, we bring you Women Who Inspire. Today's guest is Christy Siegel, Senior Vice President and U.S. Therapeutic Area Head of Immunology for Novartis US Innovative Medicines. Christy will be speaking at this year's conference during the Executive Insights session on Navigating New Work Environments. TicketsTo register for the 2024 Pennsylvania Conference for Women, visit paconferenceforwomen.org.Learn more about Christy's work at Novartis.First, Suicide is the second leading cause of death for people aged 10-24. As rates among young people rise, raising awareness and providing resources for prevention is crucial. In this segment, we explore how families, schools, and communities can work together to recognize warning signs, offer support, and create safe spaces for young people to seek help. I speak with Jessica R. Umbrell, Psy.D., Senior Psychologist Advisor at PerformCare, a behavioral health organization that is part of the AmeriHealth Caritas Family of Companies. Learn more:PerformCareAmeriHealth CaritasFollow AmeriHealth Caritas:FacebookLinkedIn

Host: Welcome to "Executive Insights," the show where we break down the trends, challenges, and strategies shaping the recruitment of top-level talent. I'm your host, Adrian Lawrence, and today's episode is all about a growing trend in the finance world—the recruitment of part-time Finance Directors. Whether you're a business leader looking to strengthen your financial team or a finance professional considering a part-time role, this episode is packed with valuable insights. Let's get into it! [Music fades out] Host: When most people think of a Finance Director, they picture someone who's deeply embedded in the day-to-day operations of a company, keeping a sharp eye on budgets, forecasting, and financial strategy. Traditionally, this has been a full-time, high-pressure role. But in recent years, the rise of part-time and fractional Finance Directors has transformed the recruitment landscape. Businesses—especially small and medium-sized enterprises (SMEs)—are realizing that they don't always need a full-time Finance Director, but they do need someone with the expertise and strategic thinking to guide them through complex financial decisions. This is where part-time or fractional Finance Directors come in. But how do you recruit the right candidate for such a critical role on a part-time basis? Today, we'll unpack the challenges and opportunities, and hear from industry experts who've navigated this space successfully. Host: So, why are companies turning to part-time Finance Directors? There are a few key reasons. First, it's cost-effective. Hiring a full-time Finance Director can be expensive, especially for smaller businesses that may not require daily financial oversight. By bringing in someone part-time, companies can access top-tier expertise without the full-time salary. Second, many businesses are growing more comfortable with flexible, remote, and part-time work. Post-pandemic, the traditional 9-to-5, in-office setup has become less relevant. Financial professionals can work flexibly, delivering high-value insights without being physically present every day. Finally, the growing complexity of financial regulations and market conditions means that even smaller organizations need high-level financial strategy. A part-time Finance Director can help them with key decisions—whether that's fundraising, navigating cash flow challenges, or planning for growth. "The companies that approach me for part-time work often have big ambitions, but they don't need a full-time CFO just yet. What they need is targeted advice on cash flow, investment strategy, and compliance—things that can be done on a fractional basis without losing the impact." Host: Despite the benefits, recruiting part-time Finance Directors isn't without its challenges. Let's talk about a few key hurdles that businesses and recruiters face. A part-time Finance Director needs to hit the ground running. They often work with companies that need immediate solutions and fast results. This means recruiters must look for candidates with not only technical skills but also deep industry experience, a strategic mindset, and the ability to manage change. "When you're hiring part-time, there's no time for a steep learning curve. You need someone who understands your industry's challenges and can offer insights from day one." Host: Another key challenge is setting clear expectations. A part-time Finance Director's role can be very different from that of a full-time one. How much time will they be expected to dedicate? Will they be involved in day-to-day operations, or focus solely on long-term strategy? It's crucial that both the company and the candidate are on the same page about the scope of work. Companies also need to understand that while they might want full-time results from a part-time role, they must align their expectations with the candidate's availability and the hours allocated. FD Capital are leaders in Part-Time FD Recruitment

Host: Welcome to "Executive Insights," the podcast where we explore the latest trends, strategies, and challenges in recruiting top-tier executives. I'm your host, Adrian Lawrence, and today, we're diving into an increasingly popular and transformative topic: recruiting remote CFOs—yes, that's right, Chief Financial Officers who work 100% remotely. Whether you're a growing business looking to hire your first remote CFO, or a financial executive considering a remote role, we've got expert insights, best practices, and real-world stories to share. Let's jump right in! [Music fades out] Host: Remote work has seen explosive growth over the last few years, and for many companies, it's here to stay. What started as a necessity during the pandemic has evolved into a strategic advantage, and finance is no exception. In fact, we're seeing more and more companies, from startups to established enterprises, recruiting CFOs who work entirely remotely. But why the shift? Traditionally, the CFO has been seen as a role that requires a physical presence—after all, they're managing the company's financial health, sitting in on leadership meetings, and building close relationships with stakeholders. However, technology, evolving work cultures, and the globalization of talent have changed the game. Today, remote CFOs can provide the same strategic financial leadership from anywhere in the world. Companies are realizing that location is no longer a barrier to accessing top-tier finance talent, and the pool of candidates is now global. In this episode, we'll explore the benefits of recruiting a remote CFO, the challenges you might face, and how to find the right person for the job. Host: So, why are companies embracing the remote CFO model? Let's break down a few of the key benefits. Hiring remotely means you're no longer limited to candidates who live in your city—or even your country. This opens the door to a much larger pool of talent. You can find CFOs with niche expertise, deep industry experience, or specialized skills that might be hard to come by locally. [Soundbite from a company founder]: "Finding a CFO with experience in scaling tech startups was a challenge in our area. By expanding our search globally, we found the perfect fit who had successfully scaled three companies—something we couldn't have done if we had focused only on our local market." Host: Another big advantage is cost efficiency. Depending on your company's location, hiring remotely can allow you to attract top-level talent at a more affordable rate. A CFO working from a region with a lower cost of living might not command the same salary as one based in an expensive city, without sacrificing the level of expertise. Not to mention, you'll save on relocation costs, office space, and other overhead associated with bringing someone into the office full-time. A remote CFO offers flexibility. As your business grows or faces challenges, your CFO can scale their involvement up or down without the logistical constraints of being tied to a single location. This flexibility is especially beneficial for startups and rapidly growing companies that need to adapt quickly. Host: Of course, while the benefits are clear, recruiting a remote CFO comes with its own set of challenges. It's not just about finding someone with the right financial skills; it's about ensuring they can thrive in a remote environment and align with your company's culture. One of the biggest concerns with remote leadership roles is communication. CFOs are key members of the executive team, often working closely with the CEO, board members, and department heads. Ensuring seamless communication across time zones and virtual channels is essential. "One thing I had to adjust to when I became a remote CFO was making sure I had regular, structured touchpoints with my team and the leadership. FD Capital offers Remote CFO Recruitment.

In this episode of Tech Sales Insights, Randy Seidl is joined by Greg Brown, chairman and CEO of Motorola Solutions, to discuss his transformative leadership journey with host Randy. Greg shares his approach to decision-making, mentorship, and the critical role of clear communication. Reflecting on Motorola's significant growth through over 40 acquisitions and a 1400% increase in shareholder returns, he underscores the importance of customer engagement and listening over telling in sales. The episode also explores effective team dynamics, a meritocratic management approach, and the value of diverse perspectives. With insights on navigating Quarterly Business Reviews (QBRs), sales leadership, and genuine communication, Greg emphasizes resilience, adaptability, and the importance of continuous learning and authenticity in leadership. The discussion includes personal anecdotes, lessons from industry leaders, and the significance of integrating knowledge with wisdom for successful decision-making.KEY TAKEAWAYSTransformational Leadership: Under Greg's tenure, Motorola has made significant transformations including over 40 acquisitions and a 1400% total shareholder return.Sales and Customer Engagement: Emphasis on real, unfiltered feedback from customers and the importance of CEOs engaging directly with sales calls.Decision-Making Philosophy: Effective managers should listen and make data-driven decisions but also rely on gut feelings when necessary.Team Dynamics: Encourages a culture of candid feedback, adaptability, and resilience; mentorship and nurturing talent within the team are crucial.Leadership Style: Combining knowledge and wisdom, balancing fact and intuition, and continuously learning and challenging conventional thinking.Values and Culture: Family-oriented, values-driven leadership with a focus on integrity, energy, and positivity.Lessons from Experience: Reflecting on mistakes made early in his career, Greg highlights the importance of transparency, communication, and appreciating company culture.QUOTES- "Wisdom is experience." - Greg Brown- "Don't read the label. You'll never have it." - Greg Brown- "At the end of the day, there's always an intuition." - Randy Seidl- "It doesn't matter where we're from. It matters where we're going." - Greg Brown- "When you're the senior person in the room, speak less, speak last." - Greg Brown - "You learn by your mistakes." - Greg Brown- "It's not the cards you're dealt. It's how you play the hand." - Greg Brown- "People say Oh, you're a very good communicator. You're good on your feet. That has nothing to do with it." - Greg BrownFind out more about Greg Brown through the links below:https://www.motorolasolutions.com/newsroom/leadership/greg-brown.htmlThis episode is sponsored by Sandler. Sandler is a world leader in innovative sales, leadership, and management training. For more than 50 years, Sandler has taught its distinctive, non-traditional selling system and highly effective sales training methodology, which has helped salespeople and sales managers take charge of the process.

Executives, as you plan your budget, give training a headcount. Tune in to hear the skills your headcount needs and those they don't. Liz and Rachel discuss how content development and facilitation skills are crucial for the product's success. Related Resources: Need a consultant to set up a future headcount for success? We'd love to partner with you! Email training@cumbyconsulting.com. Connect with us on LinkedIn:   ⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Rachel Medeiros⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Liz Cumby⁠⁠⁠⁠⁠ About Cumby Consulting:    Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Once you've approved the budget for a training consultant, how do you choose which one to hire? In this episode, Liz and Rachel discuss questions you can ask to find the best consultant to meet the training needs of your product and your company. They also offer questions for ensuring that the consultant can successfully partner with your organization to create and implement a new training program. Related Resources: If you need a training consultant who understands the med device space, we'd love to partner with you! Email training@cumbyconsulting.com. Connect with us on LinkedIn:   ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Rachel Medeiros⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Liz Cumby⁠⁠⁠⁠⁠⁠⁠ About Cumby Consulting:    Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Host: Welcome to Executive Insights, the podcast for UK directors and C-suite executives, where we dive deep into the latest trends, challenges, and opportunities shaping the business landscape. I'm your host, Adrian Lawrence, and in today's episode, we'll explore topics that are crucial to leaders at the helm of organizations across industries in the UK. Host: Let's kick things off with one of the most pressing topics on every boardroom agenda: the rise of Artificial Intelligence. While AI promises greater efficiency, cost savings, and innovation, it also forces a rethink of traditional leadership roles. Guest Speaker - AI Expert: We've reached a point where AI is not just a tool but a strategic partner. For UK directors and C-suite executives, this means balancing technological adoption with human capital. It's about using AI for data-driven decision-making while ensuring that it doesn't undermine the human element of leadership. Host: Exactly! AI is great for automation, but leaders must focus on fostering creativity and emotional intelligence. How do you see UK businesses adjusting to this balance? Guest Speaker: Many are using AI to optimize operations—logistics, supply chains, customer service—but the best-performing organizations also emphasize reskilling their workforce and building a culture of continuous learning. Host: A great point. Leaders can't overlook the human aspect. As AI grows in influence, directors and executives will need to sharpen their skills in empathy and emotional intelligence. Host: Next, let's talk about the economic landscape. Post-Brexit, UK businesses are navigating uncertain waters. Between changes in trade regulations, fluctuating exchange rates, and shifting supply chains, many C-suite leaders are rethinking their business models. Guest Speaker - Economist: Absolutely. The UK is facing a challenging economic environment, with inflationary pressures and supply chain disruptions. Directors and C-suite executives must focus on building resilience by diversifying suppliers, re-evaluating international markets, and even exploring new trade agreements. Host: How do you see UK companies adapting to these challenges? Guest Speaker: I see a focus on regional trade partnerships, particularly with non-EU countries, and an increasing interest in nearshoring. Directors are also exploring innovative financing models to mitigate risk and ensure liquidity in this volatile environment. Host: That's a key takeaway—resilience and adaptability. Leaders who proactively seek new opportunities while managing risk will be better positioned to weather the storm. Host: Another crucial topic on every director's mind is sustainability and ESG compliance. Investors, regulators, and customers are demanding more from businesses in terms of environmental responsibility and ethical governance. Guest Speaker - ESG Consultant: That's right. ESG is no longer just a compliance checkbox—it's a strategic priority. Directors and executives must embed sustainability into the core of their operations. This not only enhances brand reputation but also drives long-term financial performance. Host: What specific actions should leaders take to improve their ESG standing? Guest Speaker: Start with a materiality assessment—what issues are most relevant to your stakeholders? Once identified, set measurable goals, whether that's reducing carbon emissions, enhancing diversity in leadership, or improving supply chain transparency. And most importantly, communicate your progress transparently. Guest Speaker: Organizations that invest in mental health programs, promote work-life balance, and create opportunities for career development will stand out in a competitive talent market. To keep up to date with news and events from FD Capital and Exec Capital why not read our popular news blogs?

Executives, this one's for you! Listen in as Liz and Rachel discuss the prime time to set a training strategy for your launch whether you're working with external consultants or building it internally. They'll discuss why it's so important to give this strategy development the time and resources needed to be creative and strategic in the development process. Related Resources:Need someone who has the time to develop a scalable training strategy? We'd love to partner with you! Email training@cumbyconsulting.com. Connect with us on LinkedIn:    ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Rachel Medeiros⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Liz Cumby⁠⁠⁠⁠⁠⁠ About Cumby Consulting:   Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Welcome to Executive Insights, the podcast where we delve into the world of finance, leadership, and business growth. I'm Adrian Lawrence, your guide on this journey. Today, we're exploring two key players in the financial and executive recruitment industry: FD Capital and Exec Capital. We'll discuss who they are, what they do, and how they can help businesses thrive. Let's get started! Host: First up, we have FD Capital. Founded in 2018, FD Capital is a leading financial recruitment agency based in the UK. They specialize in connecting businesses with high-caliber finance professionals, including Chief Financial Officers (CFOs) and Finance Directors (FDs). But what sets them apart in this competitive field? FD Capital is not just a recruitment agency; it's a partner for growth. They understand that the right financial leadership is crucial for business success, especially in today's rapidly changing economic landscape. Whether it's interim, part-time, or full-time roles, FD Capital provides flexible solutions tailored to the unique needs of each organization. Host: FD Capital offers a wide range of services designed to meet diverse business needs. Here are some key areas they focus on: CFO Recruitment: Helping businesses find experienced CFOs who can drive strategic financial planning and execution. Part-Time FDs: Providing businesses with the option of hiring part-time finance directors, which is a cost-effective solution for startups and SMEs. Interim Management: Offering interim finance professionals who can step in during transitions or crises, ensuring continuity and stability. Executive Search: Conducting tailored executive searches to find the best talent for senior financial roles. FD Capital's approach combines deep industry knowledge with a personalized touch, ensuring they match the right talent with the right opportunity. Host: Now, let's turn our attention to Exec Capital. Exec Capital is a prominent executive search firm that focuses on leadership roles across various industries. They are known for their expertise in identifying and recruiting top executive talent that aligns with an organization's culture and strategic goals. Exec Capital believes that leadership is the cornerstone of business success. They work closely with clients to understand their vision and objectives, ensuring they find leaders who can drive transformation and growth. Host: Exec Capital provides a range of services designed to support businesses in building strong leadership teams: Executive Search: A comprehensive search process that identifies, evaluates, and recruits top executives across industries. Board Advisory: Helping organizations build effective boards by recruiting experienced board members and providing strategic advice. Leadership Consulting: Offering consulting services to enhance leadership development and succession planning. Diversity and Inclusion: Promoting diversity in leadership by actively seeking candidates from diverse backgrounds and fostering inclusive recruitment practices. Exec Capital's commitment to excellence and innovation makes them a trusted partner for organizations looking to strengthen their leadership teams. Host: While FD Capital and Exec Capital operate in different niches, they share a common goal: empowering businesses through exceptional talent. FD Capital focuses on financial leadership, while Exec Capital emphasizes overall executive leadership. Together, they provide a comprehensive suite of services that can address both the financial and strategic needs of any organization. Please visit our websites:- FD Capital the leader in Fractional CFO Recruitment. Exec Capital the best place for C-Suite Recruitment. Podpage - Exec Capital now has their own channel. Youtube Music - FD Capital's podcast now appears here. FD Accountancy - A new site in our network.

Welcome to Electrical Wholesaling's latest Executive Insights podcast. Our guest is Brian Di Bella, the president and CEO of Legrand's North & Central America business. We are delighted to get on his busy schedule to discuss what he sees as some terrific growth opportunities for Legrand, its distributors and end users installing these products.

Join us on "The Art of Intellectual Hitchhiking & Trendspotting: A Journey to Discovery" with Marian Salzman.

David Rogers - The Digital Transformation Roadmap Part 2   Mastering Digital Transformation: Insights from David Rogers   In this engaging episode, Aidan sits down with David Rogers, the author of 'The Digital Transformation Roadmap'. They delve into the significant challenges and strategies for digital transformation within organisations. Key topics include overcoming psychological and organisational debt, technical capabilities required for transformation, the importance of suitable technology, retaining key talent, and evolving organisational culture. David also shares insights on governance and iterative funding, emphasising the need for smart shutdowns and resource allocation. The episode is packed with practical examples, including successful digital transformations at Walmart and Netflix. David's profound experience and practical tools make this essential listening for business leaders and innovators.   00:00 Introduction and Welcome 00:13 Understanding Organisational and Technical Debt 02:18 The Importance of Tech Capabilities 03:29 Talent and Culture in Digital Transformation 05:19 Governance in Digital Transformation 08:27 The Role of Teams and Boards 20:00 Smart Shutdowns and Innovation Governance 26:07 The Corporate Innovation Stack 29:34 The Broken Model of Innovation 30:02 Governance Model for Innovation 30:42 Path Three Innovations: Challenges and Management 32:15 Innovation Structures and Strategies 34:12 Skipping Vision and Priorities 35:07 Walmart's Strategic Innovation in Online Grocery 41:24 Four Stages of Validation 49:21 Case Studies: Netflix and Diapers.com 54:37 Conclusion and Final Thoughts   Find David here:   Find Aidan McCullen for Keynotes and Corporate Workshops here:   David Rogers, Aidan McCullen, Digital Transformation, Innovation Governance, Iterative Funding, Corporate Innovation, Organizational Change, Innovation Strategy, Technical Debt, Psychological Debt, Innovation Boards, Startup Culture, Agile Methodology, Product Validation, Strategic Priorities, Business Validation, Smart Shutdowns, Innovation Stack, Customer Validation, Executive Insights  

Executives, you have the power to set your assessment culture! In this episode, Liz and Rachel discuss their high expectations for rep assessments, the importance of developing assessments that ensure patient safety and procedural consistency, and the keys for building a culture that understands and supports your assessment culture. Related Resources: Need someone to work with your physicians to gather case studies of your product? Contact us at ⁠training@cumbyconsulting.com⁠. Connect with us on LinkedIn:   ⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠Rachel Medeiros⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠Liz Cumby⁠⁠⁠⁠⁠⁠⁠⁠ About Cumby Consulting:    Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

We had the privilege of sitting down with Sean Kellenberger, SVP, Head of U.S. Brand, Marketing & Digital Strategy for RBC Wealth Management. Sean shared the importance of connecting with customers on a deeper level, the different avenues of marketing RBC uses for various consumer demographics, how they stay on top of compliance guidelines, and the advantage of partnering with major league sports teams.

New research from IBM and AWS shows that 76% of generative AI projects aren't being secured. Join us for a conversation with Dimple Ahluwalia and Ryan Dougherty of IBM and Clarke Rodgers of AWS as we dig into the research findings to answer why 70% of executives say their organizations are prioritizing innovation over security. Listen in and learn what it takes to securely implement generative AI technologies.Read the full report on Executive Insights: https://aws.amazon.com/executive-insights/content/securing-generative-ai-what-matters-now/

In this episode, Cristina Larkin, former COO of Spero Therapeutics and Executive-in-Residence at Columbia Technology Ventures, shares her journey from pharmaceutical sales at J&J to life sciences executive at Spero. She shares what her day-to-day work is like, and also offers advice on translational research for scientists. Hosted by James Pan.

In this hour of "Sports on a Sunday Morning," host Tom Ackerman engages in conversations with St. Louis Cardinals players Lars Nootbaar and Brendon Donovan, highlighting recovery updates, mental health awareness and the team's determination for the 2024 season. Ackerman also delves into discussions with Cardinals' manager Oliver Marmol and team executives Bill DeWitt Jr. and John Mozeliak about the upcoming season and Marmol's contract extension. . Additionally, Ackerman and Donovan discuss Donovan's involvement with Team RWB, a nonprofit supporting veterans' health, underscoring the importance of mental health awareness and community support for veterans.

In this episode, our hosts Kevin Grabenstatter, Frazer Dorey, Rozy Vig and Vance Moore discuss how the healthcare landscape is evolving, with a focus on the blurring lines between payers and providers, the entry of big box retailers and tech giants into care delivery, the growing role of private equity, and the trend of regional health system mergers. They explore the opportunities and challenges that these changes present for traditional provider organizations. This episode delves into the landscape of U.S. healthcare providers in 2035 and the implications of significant industry shifts. Key points/topics covered:Blurring lines between payers and providersImpact of big box retailers and big tech in care deliveryRole of private equity in healthcare deliveryCross-regional health system mergersStrategies for traditional provider organizations to adapt to industry shiftsTune in to gain valuable insights and strategies that could shape the future of healthcare delivery.Interested in learning more? Read our Executive Insights, Looking Ahead: The US Healthcare Provider Landscape in 2035, Part 2.Connect with our experts on LinkedIn:Kevin Grabenstatter, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/kgrabenstatter/Frazer Dorey, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/frazerdorey/Rozy Vig, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/rozyvig/Vance Moore, a former executive at Mercy Health and current Executive in Residence at L.E.K. Consulting: https://www.linkedin.com/in/vancebmoore/ Visit L.E.K. Consulting at https://www.lek.com/

You have one chance at a first impression with your physicians - are you capitalizing on it? In this episode, we explain how training is your company's chance to make a great first impression with your physician users. From company culture to clinical competency and from developing credibility to creating a strong community, your training program can make a break your relationship with your physicians. Related Resources: Want a partner in developing your advanced training strategy? We'd love to help! Email us at ⁠⁠⁠⁠⁠⁠⁠training@cumbyconsulting.com⁠⁠⁠⁠⁠⁠⁠.  Connect with us on LinkedIn:   ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Cumby Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Rachel Medeiros⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Liz Cumby⁠⁠⁠⁠⁠⁠⁠ About Cumby Consulting:    Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Today we venture into the crucial landscape of biopharma, anticipating the trends and challenges that will shape the industry in 2024. This episode aims to provide insights into the potential changes and advancements in the biopharmaceutical industry. It delves into various topics, including the use of artificial intelligence (AI) in drug discovery and different functional areas alongside challenges and strategies for enhancing commercial models with digital technologies. It also covers the impact of U.S. legislation on pharmacy operations, with a particular focus on maximum fair prices for prescription drugs and potentially greater transparency of the pharmacy benefit manager function.Key points/topics covered:Impact of legislation on pharmacy operationsAdvancements and implications of AI in drug discovery and biopharmaChallenges of, and strategies for enhancing commercial models with digital technologiesDevelopments in cell therapy, gene therapy and advanced modalitiesBiopharma market correction, financing and M&AInterested in learning more? Read our Executive Insights, Looking Ahead in Biopharma: 2024.Connect with our experts on LinkedIn:Peter Rosenorn, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/peterrosenorn/Alex Guth, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/alex-guth-phd/Matt Mancuso, Managing Director, L.E.K. Consulting: https://www.linkedin.com/in/matthewmancusophd/Jenny Mackey, Healthcare Insights Center Director, L.E.K. Consulting: https://www.linkedin.com/in/jenny-mackey-2a594a62/ Visit L.E.K. Consulting at https://www.lek.com/

In this month's Executive Insights, Liz & Rachel share their top questions for executives to ask to determine the type of training needed. These questions will help you determine the budget, time, and resources needed for your company's next training. Ask these questions to get it right! Related Resources: Do you need help creating the right training for your company's needs? Reach out to us at training@cumbyconsulting.com. Connect with us on LinkedIn:   Cumby ConsultingRachel MedeirosLiz Cumby About Cumby Consulting:   Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Executives, is your new VP of Sales requesting a change to the Sales Process? How do you know when to let her do her thing and when to ask her to jump into what the company is already doing? Tune in as Liz & Rachel discuss the questions they'd ask the VP of Sales when requesting a process change. Related Resources: Does your team need help developing their own sales process? Reach out to us at training@cumbyconsulting.com Connect with us on LinkedIn:   Cumby ConsultingRachel MedeirosLiz Cumby  About Cumby Consulting:   Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

The TrainSmart Summit is coming next month, and your training team should be there! Executives, listen in to this week's episode to hear how the TrainSmart Summit and corresponding community will elevate your training team and have real results for your organization. Related Resources: Want more information on the TrainSmart Summit? Visit our website or contact us! Connect with us on LinkedIn:   Cumby ConsultingRachel MedeirosLiz Cumby About Cumby Consulting:   Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Integrating generative AI into marketing workflows is a move only a select few forward-thinking leaders are making. We're excited to collaborate with the Test. Learn. Grow. podcast to feature discussions with two such trailblazers—Tessa Burg, host of Leader Generation and CTO at Mod Op, and Patrick Patterson, CEO at Level. These leaders are at the forefront, not just employing generative AI but also setting the standard for its application. They join the podcast to share their excitement, expert tips, bold opinions, and the valuable lessons they've learned along the way.  Listen to a conversation filled with actionable advice for anyone looking to elevate their organization's AI journey. This episode was originally published by the Test. Learn. Grow. podcast, hosted by Dale Riether and sponsored by Level.  About Patrick Patterson: From the outset of his career, Patterson applied his background in computer science and math to the challenge of reaching and engaging audiences (and carefully measuring every result). In his tenure as president & CEO of Level Agency, Patrick Patterson oversaw its transformation from a pioneering, fast-growing higher education shop into the performance-marketing powerhouse it is today. Under his leadership, the agency's revenue grew 30% or more annually; its profit margin increased 4X; its marketing spend now tops $50M annually, and its capabilities have broadened to offer more complementary services for more industries. About Tessa Burg: Tessa is the Chief Technology Officer at Mod Op and Host of the Leader Generation podcast. She has led both technology and marketing teams for 15+ years. Tessa initiated and now leads Mod Op's AI/ML Pilot Team, AI Council and Innovation Pipeline. She started her career in IT and development before following her love for data and strategy into digital marketing. Tessa has held roles on both the consulting and client sides of the business for domestic and international brands, including American Greetings, Amazon, Nestlé, Anlene, Moen and many more. Tessa can be reached on LinkedIn or at Tessa.Burg@ModOp.com.

Welcome to another edition of In Swine Versation with Bill Even, the CEO of the National Pork Board. In this episode, we dive deep into Bill's journey, insights, and the state of the pork industry. CEO Journey and Perspective: Bill's family history and tradition in agriculture. Defining the role of a CEO and Bill's role models. A day in Bill's shoes as the CEO of the National Pork Board. Industry Challenges and Opportunities: Addressing a significant challenge and opportunity in the pork industry. Blog Post Impact: Discussing the inspiration behind the popular post, "Impactful (and Surprising) Growth Initiatives in the Pork Industry." The importance of telling the industry's story and the significance of harvest and family farm time. CEO Roundup: Initiatives Update: Brief updates on key initiatives: Sustainability: The key to sustainability for America's Pig Farmers in a changing industry. Real Pork Brand: Discussing the Real Pork Trust and Image brand. Connecting it to real people and future generations. How building trust adds value to U.S. pork production. 2023 Recap and 2024 Outlook: Key highlights of 2023 and priorities for 2024. What to expect from the National Pork Board in the coming year.

If you're an executive implementing generative AI tools at your organization, congratulations! You're ahead of most leaders, for now. The latest episode of the Test. Learn. Grow. podcast features a discussion with two leaders who are futher along than most — Tesa Burg is CTO at Mod Op, and Patrick Patterson, our own CEO at Level.   They've both embraced generative AI as a part of their ways of working, and they're not afraid to share their enthusiasm, advice, hot takes, and cautionary tales. Listen in for insights about: What generative AI is, and what it isn't How to get organizational buy-in from the top down Where to apply AI tools to create the most efficiency and value Why security is critically important (but shouldn't stop your team from experimenting)  

In this season finale of CXO Conversations, host Michael Mitchel takes a moment to reflect on the remarkable year of 2023, revisiting the wealth of knowledge and diverse experiences shared by prominent executives, like Eric Lougher, David Cox, Craig Cummings, Janine Davidson, and many more.   Michael's Key Highlights: Stephen Brown's journey to becoming a President at 32, emphasizing confidence, seizing opportunities, and continual learning. Rand Lewis's insights on the hallmarks of great leadership and his experience as a successful investor. Raphael Crawford Mark's transition from Founder to CEO at Bonusly, mirroring Michael's own transition in the nonprofit sector.   As we bid farewell to this season, Michael teases the exciting lineup for the upcoming year, featuring notable guests like the Honorable Patrick Murphy, Grant Stanis, Christopher Lochhead, and Laura Ortman. Their forthcoming stories promise to bring fresh and inspiring perspectives to the podcast.   Special thanks to the talented CXO Conversations team for their invaluable contributions throughout the season.   Tune in and gear up for another year of engaging, insightful conversations that bridge the gap between ambition and achievement in the corporate world.    Happy holidays, and here's to a new year filled with more inspiring CXO Conversations!   Thank you to ACG Denver for being a sponsor of CXO Conversations Podcast. Association for Corporate Growth in its role as the hub of the middle market business community for quality networking, education and events. Connections are made, deals are formed and thought leadership is exchanged.   Enjoy the show? Leave us a review on iTunes - thanks!  Thank you Jalan Crossland for lending your award-winning banjo skills to CXO Conversations.

In this episode of Tech Sales Insights, Randy Seidl has an insightful discussion with Carl Eschenbach, a successful partner at Sequoia, as they unravel the secret sauce behind effective leadership. This episode delves into how the landscape of sales, technology, and leadership has evolved, emphasizing the role of innovation, data-driven approaches, and the crucial qualities that differentiate successful companies. Learn about Carl's journey from his humble beginnings to becoming an influential figure in the business world and venture capital.KEY TAKEAWAYSEvolution of Sales Tech: Explore the changing dynamics of sales, leveraging technology tools like Gong, which have revolutionized sales strategies, making them more data-driven, efficient, and strategic.Leadership and Boardroom Insights: Discover the art of effective leadership, the critical role of the founder or entrepreneur, and the visionary qualities needed to steer companies to success.Company Differentiation: Understand the distinction between category creators and market disruptors and how both play crucial roles in shaping industries.Operational Expertise: Insights into how an operator-turned-investor like Carl Eschenbach brings hands-on experience to support and guide companies, from leadership mentoring to sales strategies.QUOTES"Sales today is as much data-driven as it is science or art.""You can hire for skills, but you can't hire for passion and drive.""We help companies see around corners, anticipate what's coming, and navigate uncharted territories.""Category creators and market disruptors both play pivotal roles in shaping industries."Find out more about Carl Eschenbach through the links below:LinkedIn Profile: https://www.linkedin.com/in/carl-eschenbach-980543/ This episode of Tech Sales Insights is brought to you by: Sales Community: https://www.salescommunity.com/Sandler: https://www.sandler.com/

Welcome to our episode of "Executive Insights on Navigating Work Stress." In this episode, we delve into the critical topic of stress management for professional executives and explore how stress can impact both physical and mental health.  In this episode, our guest Rui Da Silva, Founder of Balanced Rebel, Coach and Stress Management expert delves into the profound impact of work-related stress. He unravels the connection between work stress and physical health issues, including high blood pressure and chronic illnesses. Rui explains mental health consequences, like anxiety and depression, due to poor stress management and talks about effective stress management for happier relationships, work performance, and job satisfaction. Listen to the exciting episode to explore the key takeaways mentioned below.  Key takeaways from the episode are,  How to manage the impact of work stress on physical health? Dealing with chronic work stress and its long-term implications. Impact of poor stress management on mental health problems. Managing stress for better relationships with family, friends, and colleague. Signs of poor stress management that impact work performance. Tips on how professionals can maintain productivity and focus in a high-stress work environment. How to deal with unhealthy coping mechanisms like overeating or substance abuse. Specific stress-relief practices that professionals can integrate into their workday Role of nutrition and exercise play in stress management. Key recommendations for coping with stress during work-life. Follow Rui Da Silva on Instagram at i.koach  About the host: Alok Ranjan is the Founder & Chief at Fiterobic. Fiterobic helps people stay healthy and fit and live a fulfilling life. After leading global marketing function for the past 20 years for Corporate majors like ITC, Tata Communications, and Essel Group and advising global ICT Ministry in Africa and Asia, Alok has set on a journey to empower individuals in becoming healthy and fit holistically.  Alok is a National Academy of Sports Medicine (NASM) Certified Fitness Trainer and Certified Nutrition Coach, an American Council of Exercises (ACE) Certified Yoga Expert and a Half-Marathoner. Connect with Alok at,  Email: alokr@fiterobic.com LinkedIn: ranjanalok Instagram: thealokr Twitter: thealokr 

Description: In this episode, we'll explore the August edition of MRA's monthly Talent Report: Diversity, Equity, and Inclusion. We'll hear from Jim Morgan, Vice President of Workforce Strategies, on best practices, including: Attracting the next generation of customers and staff Employee engagement and experience Recruiting and the candidate experience AI platforms Implementing company-wide DEI initiatives  Uncover C-Suite priorities, top creative HR strategies, and more! Resources: August Talent Report  Talent Report+ Webinar Series  MRA Membership  About MRA  Let's Connect: Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:41:24 Unknown Now it's time to thrive. All right. Well, welcome, everybody, to this episode of 30 Minute Thrive. I'm excited to go over this month's talent report with Jim Morgan, MRA. Vice president of Workforce Strategies, as we go into what he's been seeing in the world of business in the month of August. So thanks for joining us again this month, Jim. 00:00:42:01 - 00:01:08:16 Unknown Always a pleasure to come back. Well, for August, it looks like the special topic was on diversity, equity and inclusion, specifically working on efforts in organizations. So why did you choose this DEI topic for this month? Well, I think, you know, it's a topic that we could probably do just about any month, and we hadn't done it yet this year on the talent report, and that now would be a good time. 00:01:08:16 - 00:01:32:19 Unknown And with the talent shortage and what we've talked about the last six or seven episodes, all of the issues around diversity, equity, inclusion also play into the talent pool as well. And we know what are companies doing in order to to figure that out. And so, Diana, what we brought in from our Ohio office talked about and we talked a little bit more a little bit later about the results. 00:01:32:19 - 00:02:15:13 Unknown But, you know, she started by talking about, you know, why are we doing this in the first place? And we had just done a survey of our Chief Diversity Officers roundtable. And that's sort of what drove this month's topic. And she had brought to it. Well, you know, here's what they were saying were the reasons that they had a DEA program in their company to build stronger teams, to foster collaboration, to make employees feel valued, to enhance productivity, to create a welcoming environment, to build trust among employers, to attract top talent, to increase retention, to increase business development, and to ensure the production of new ideas. 00:02:15:15 - 00:02:38:24 Unknown So that list of ten, I thought, well, okay, well, people aren't interested in those ten things and we're really in trouble. So that's kind of what we focused on, was sort of yea, the positives that come out of that, and especially in terms of engaging and retaining. And I can talk a little bit about our elite program here at Amara, but really it's it's just a strategy that I think almost every company is utilizing now. 00:02:39:00 - 00:03:06:15 Unknown We're just trying to help them see some of the best practices that are out there. Yeah, that was a great list of benefits that you just talked about. And this episode will kind of be a good leeway in to our next week's episode. After this, we're talking about how belonging fits into the diversity, equity and inclusion mix. So understanding that one, yeah, let's kind of go into what's happening in recruiting and retention world. 00:03:06:15 - 00:03:36:18 Unknown So Jim, what's what are you seeing here that's new? We were wrapping up our internal leadership program, of which you are a proud graduate and we were asking, you know, what are you doing in some of your wrap up things? And we got some really neat ideas from the coordinators around kind of their year end projects. And they shared with us that one of them had their interns look in their own department as to how do they attract the next generation of customers and employees. 00:03:36:20 - 00:03:59:14 Unknown And so depending on what department they were in, they were providing their perspectives on how do we go out and engage 20, 21, 22 or 23 year olds. So that was one of their their projects. Another company had them look at the entire employee cycle of life and basically say, What is our candidate experience look like? What's our onboarding experience look like? 00:03:59:16 - 00:04:21:22 Unknown Where does our experienced employee experience look like? And so they reported back on conversations that they had with employees at a variety of different places in that in that cycle, one of the groups developed a campus recruiting strategy for the company so that when they go out next year, they've kind of got the playbook and what it's going to take to go. 00:04:21:23 - 00:04:44:23 Unknown We we recruit people. One put together a social media plan for, you know, how do we go out and recruit. And then most of them were presenting their material to the executive staff, which really I think was a real bonus for the kids that were the interns in the program. It gave them a chance, you know, to have some exposure in front of those people. 00:04:45:00 - 00:05:02:12 Unknown And I think exempt were from everything that we got back. We're pretty excited about the fact that while these are, you know, some of the ideas might be out there a little bit but it's a fresh set of eyes looking at what does this mean for a 20, 21, 22 year old. So really kind of a cool wrap up to the season. 00:05:02:12 - 00:05:23:10 Unknown And I think with a lot of the the interns that we had. Yeah, absolutely. And I just have to mention because I just saw this on LinkedIn, but was Emory's interim leadership program with our intern grads, we gave them a little interim leadership badge to put on their own personal LinkedIn accounts and they can post it as an accomplishment. 00:05:23:10 - 00:05:48:13 Unknown And that also just kind of gets the word out and creates creates our own little intern program advocates and kind of in a fun way to. Yeah. So that was that was pretty exciting. On the intern side, we've also seen, you know, we're talking about salaries and things and the companies aren't in quite the same hiring mode that they were, but they're still looking for those critical positions. 00:05:48:19 - 00:06:14:11 Unknown But the pressure on salaries remains there. People coming in asking for more money than some of the experienced people in that same position. So that continues to be an issue, I think, for employers trying to help people understand what the market actually is. And just because, you know, your cousin made this much out in California, doing something doesn't mean you're going to make that much in Green Bay doing the same thing. 00:06:14:13 - 00:06:41:07 Unknown So they're continuing to try to educate, I think, their employees on on market value and things like that. The people wanting the remote worker mode remains a big deal. And we just keep hearing stories. This one came from an I.T. company that was just having a hard time finding computer technology folks because they were requiring them to come in and finally just said, we'll let them work fully remote. 00:06:41:07 - 00:07:16:08 Unknown And we're surprised at the increase in number and quality of the people that they were starting to get in. And that doesn't apply to every job. But again, people that are in the I.T. business might have already had some experience working remote, and that seems to be something that they're they're very interested in. And then lastly, seeing more of a push right now and candidates asking for more leads, whether that's family leave or paid sick time or vacation, that, yes, everybody still wants more money, but the lead time is coming into play. 00:07:16:08 - 00:07:34:21 Unknown And I think it's one it's a work life balance thing for a lot of people as they come in. But two, you've got folks now that are taking care of elderly parents. They're trying to figure out child care issues. You know, they're kind of stuck in the middle of taking care of both the the people that raise them and the people that they're raising. 00:07:34:23 - 00:07:58:15 Unknown And so I think that's putting a little more pressure on employers as well. You know, anything else in the thinking section just kind of goes along with the recruiting and candidate process. But I know you talked about recruiters being more involved with their hiring managers and actually shadowing the position that they're recruiting for. Can you expand on that a little bit? 00:07:58:17 - 00:08:17:22 Unknown Yeah, You know, I think the people in h.r. Have been pushing for this for quite some time because, one, i can't do it alone. And two, you're the hiring manager, you know, a little bit more about, you know, what's happening in the position. So I think you're seeing a lot more teamwork between the two. I think the hiring managers have begun to understand what the h.r. 00:08:17:22 - 00:08:38:20 Unknown Folks are facing in terms of trying to find good candidates. I think they're buying into the process a little bit more and i think it takes a little bit of the pressure off the human resources people to, you know, basically do everything, but it also engages the hiring manager and the process to it rather than after you've gone through the entire process and said, here's your person. 00:08:38:20 - 00:08:59:17 Unknown They're like, this isn't what I'm looking for. You can find that out a lot earlier, that this is not the skill set or the person will know it right away versus after having them interview and come in and and do the rest of it. So I think that partnership is really sort of helping, helping us find even better people and probably find them a little bit faster as well. 00:08:59:19 - 00:09:21:10 Unknown We also, in connection with that paid time off, there was a Georgetown University survey that came out that said the flexible work schedule is right up there, along with paid time off as the two things that young adults are asking for more than anything else. I don't know that that's really different. You know, I'm guessing when I went in for my first job, I sure I said, how much does this pay? 00:09:21:10 - 00:09:41:00 Unknown How many days off do I get and what's the work schedule? But I think it's just there's more of an openness now to bring it up and have that have that discussion. And like I said, the salary issue, you know, there's a lot of data out there and I think people can look up, Oh, I'm an electrical engineer, how much should I get paid? 00:09:41:02 - 00:10:07:17 Unknown And depending on what sorts you get, all kinds of things come out. Second of all, you talk to your cousin and they say, Oh, I made this much. So you take that and your generation, more than mine, shares information on social media a lot more openly than people did 30 or 40 years ago. And I think we had just as human nature, we have a tendency to find the highest number that anyone shared and said that must be the starting salary. 00:10:07:19 - 00:10:31:17 Unknown So employees and candidates, I think, are coming in with what they think is here's my data and it all says 80,000 and then meeting up with the employer that says, Well, here's our benchmark survey and it says 60,000. And so we're having some tough conversations, I think. But, you know, it is what it is. People have some information and at least gives you a place to start from and have the conversation for sure. 00:10:31:19 - 00:11:06:21 Unknown But we always talk about employee engagement in our talent report conversations. And this month you stated that 31% of us employees are thriving at work or are very engaged where 52% are quite quitting or not engaged in. 17% are actually wild quitting or actively disengaged. So my question is, what do you do with these three different groups? Well, all of this data came from Gallup, and they are well known for their employee engagement surveys and do literally hundreds of thousands of individuals. 00:11:06:21 - 00:11:26:07 Unknown So it's a pretty good database that they can pull from. But yeah, those were those were the results. And, you know, you look at that and you're like, holy smokes, you know, what do I do with this? And, you know, Gallup's advice out of all this was, okay, first of all, you've got more than half of them. They're quiet, quitting, not engaged category to them. 00:11:26:07 - 00:11:46:09 Unknown That's the low hanging fruit. You know, these are people are still showing up. They're not disruptive. They're they're working. And they're probably the group that would be the easiest to sort of push into that engaged group if we figure out what it is. Well, you know, what's missing is it camaraderie? Is it you know, you're feeling like you're independent. 00:11:46:11 - 00:12:15:02 Unknown Is it more social activities? Like, you know what? Why don't you feel engaged? And if we can find that, we can probably push that group, maybe some of that 52 into the 31, the people that are actually, you know, engaged and thriving at work. The second suggestion comes even from those people that are engaged, you know, are they really, you know, like you've got that group of people that you can send them out on the street to sell the organization no matter who it was to? 00:12:15:04 - 00:12:37:21 Unknown And how do you maybe get some of that group that's already engaged, but to that really engaged group? And is there a little bit something special that these are our high performers. These are people that are getting the work done. Can we give them another nudge? And yeah, they'll still be in the same category, but they'll be even bigger zealots, I guess, you know, and advocates for your for your organization. 00:12:37:23 - 00:13:09:17 Unknown And then a little bit of, you know, okay, if you've got people that are loud quitting, which was their term, which basically is now, you know, and not engaged, I'm telling people I'm not engaged and I'm posting things that say I'm not engaged. That's a group that can do some damage. And so with that group, it may be, okay, let's bring you in and find out, can we move you into someone that you know is satisfied with their job, at least not actively out there, you know, saying bad things about stuff? 00:13:09:19 - 00:13:31:19 Unknown Or is it someone who just is a bad fit for the organization and we have to deal with it that way. So I think, you know, if you go from top to bottom, take those really good engaged people and make them even more engaged. Take the group that's not engaged but is just kind of on the fence and try to move them to those that are thriving and for those that are, you know, actively sabotaging. 00:13:31:19 - 00:14:06:04 Unknown And almost we either got to get them under the tent or help them find a different tent in which to play under. And so there's work for all groups, basically across groups. Everybody can move up a notch. I think actually we're kind of moving into more of our tech talk. Last month we talked about how AI is just continuing to grow every second of the day, which means that companies are figuring out how to use it and how to incorporate that in AI into their work, in their day to day responsibilities. 00:14:06:06 - 00:14:35:07 Unknown So any new updates this month on how AI platforms are being used in in work today? Yeah, I just got done doing a seminar with folks that were utilizing it and recruiting and it's fascinating. And all of this that I'm about to tell you came from the part of Chat GPT that you actually have to pay for, which you know, I knew there was the free part that I've used and then there's the paper and I thought, Well, I'm getting what I need from the free part. 00:14:35:13 - 00:14:56:05 Unknown But now having seen the part that you can pay for, it does even a heck of a lot more. But they just gave examples of things that were real, I guess just time savers writing a job description. You know, you can feed in. This is what it is. This is what we're talking about and get an awful lot of information back. 00:14:56:07 - 00:15:15:03 Unknown Give me 12 really good interview questions and they can come back with a whole bite, you know, save you the time of trying to figure out, you know, what are we going to ask this type of job? There was one sample where they took a very complicated job. It was some sort of engineer, and I wouldn't have understood what they did. 00:15:15:05 - 00:15:38:23 Unknown And the question that they actually asked of Chad GPT was explain a whatever a nuclear engineer to me. Like I'm 12 years old and you know, the h.r. Person said he just gave me a better idea of. Okay, i understand now seeing all these big words over here, but now i know what they actually do. So in terms of writing it, I've got a much better idea of what it is I should be talking about. 00:15:39:00 - 00:15:59:04 Unknown And then even, you know, saying, what are 12 good lunch and learn topics that we can share with all of our employees, you know, and you get a list back not only of the 12, but with some bullet points underneath that say you might want to touch on this and this and this and this. So it was really it was really interesting to see the things that could generate that were really time savers. 00:15:59:06 - 00:16:19:24 Unknown All of this comes with a caveat that says don't just take it and put it out there, take it and read it because funky things can happen because this is, you know, this is machine learning. This is a language that is looking for, you know, and pulling out our chat. GB t it basically stop taking in new data in September of 2021. 00:16:20:01 - 00:16:44:20 Unknown So if you're looking for something that's up to date, you're not going to get the latest and the greatest, at least from that platform. But when you're asking for questions like what are good topics, what are good questions, you know, missing out on the last two years probably doesn't make a whole lot of difference. And then I think the most interesting quote I heard during the whole webinar was, you know, people are afraid that AI is going to come and take their job. 00:16:44:22 - 00:17:08:12 Unknown And the person's response was, A.I. is not going to take your job, but someone who knows I might and they're simply saying this is another tool. This is now you know how the Excel and PowerPoint and Word are basic skills. Now, PDFs are basic skills now, and knowing something about A.I. is going to become a basic skill is basically the point that she was making. 00:17:08:14 - 00:17:40:21 Unknown And I've also heard that it's like we all know it's it's never going to go away. So the businesses that figure out how to incorporate it and use it successfully are going to be the businesses that come out successful all through A.I.. Yeah. So Diana Small, our executive director of Emory Emory's Ohio division, Like we said, she also made an appearance on this month's report talking about implementing DEI strategies and efforts into organizations. 00:17:40:23 - 00:18:03:09 Unknown So you talked a little bit about the why, but do you have any other key points or takeaways that Diana mentioned that you want to highlight today? Yeah, When we got done, I just said, you know, and she walked through the beginner and intermediate advanced and everything that was was going on there and people can see the recording of that if they want to go look at the talent report. 00:18:03:11 - 00:18:23:04 Unknown But I just said to her, you know, I said, you've done enough of this just at a gut level, what what has to be in place in order for someone to be successful in putting a DEI program in place? And she said really two things. You know, one, you've got to have a culture that's ready to accepted employees that are willing to engage and want to be a part of it. 00:18:23:06 - 00:18:47:10 Unknown And two, you've got to have leadership buy in. And, you know, that sounds so simple, but, you know, you can just see how things will move faster if you're not trying to overcome your leadership team, but you're being driven by your leadership team that makes such a difference. And then if you find people that are really engaged in this and are passionate about it, that really changes the game too. 00:18:47:12 - 00:19:10:08 Unknown And that, you know, I shared with her, you know, our employee resource group here is called I Lead at MRA and I'm a part of that and about 40 other people are. And it's really our place to go have these deep discussions. And I said to her, I said, That makes complete sense to me, because the people that come into those meetings are passionate about, you know, how do we make sure that we're diverse and equitable? 00:19:10:08 - 00:19:36:07 Unknown I include people and there's a sense of belonging, and people really are very open and honest, sharing their own stories. Here's what they're seeing, here's what they're hearing. And then what do we as a group of employees do to reach out and engage even more of our employees? And so I thought, as simple as you, when you say culture and leadership, it, when you think about it, if those two things aren't in play, boy, then you really got your work cut out for. 00:19:36:07 - 00:19:51:13 Unknown So I just thought you did a really nice job of breaking it down to that point and saying, you know, look, you got to you've got to set the place up to be ready for it and you've got to have the leaders that are willing to lead on it. So it was succinct and simple and but a big deal if you don't have it. 00:19:51:15 - 00:20:18:22 Unknown Yeah, absolutely. I would just reiterate to make sure to tune in to next week's episode. If you do want to learn more about implementing DEI strategy in your organization and how belonging should send to mix. But just as we kind of wrap up here, we've got another chart question, and I know you included the chart at the end of the Taylor Report, and it shows the working age population annual growth rate. 00:20:18:24 - 00:20:43:18 Unknown So what does this chart shows or anything that we should necessarily be scared of when we're looking at it? I think you're doing this to me on purpose, that you're trying to have me. Okay, let's see. And how many words can you describe this chart? So I'm just going to put it on the website. You can go look at it now if you want to see what the chart is, Is it the working age population annual growth rate? 00:20:43:20 - 00:21:21:04 Unknown So how much is it growing each year? And it goes from 1960 predicted through 2050, and it's got ten different countries, continents, areas of the united of the world on there, North America, Africa, Russia, West Europe, Japan, China. So you're getting a look at basically the whole world and what exactly is going on there. And the simplest thing I can say is the chart from 1960 to 19 8085 looks like you're climbing up the ladder to a to go down the ski slope, I guess. 00:21:21:06 - 00:21:48:06 Unknown And when you hit about 1980, 1985, you basically go down the slope and it's for every single country that's in the group, some more severe than others. But you have countries that are dropping below, you know, the 0%. I mean, they're actually getting smaller, which includes North America, it includes Russia, it includes Western Europe. You know, so this isn't just a United States problem. 00:21:48:06 - 00:22:11:19 Unknown It's sort of an all over the place problem. But even the countries that are staying above and are the ones that you think of the fast growing like, you know, Africa, they're starting you know, by the time you get to 2030, you're starting to see a drop off there. So it's a universal thing. And the point we're trying to make with that is this is happening everywhere, maybe for different reasons in different places. 00:22:11:21 - 00:22:31:10 Unknown But as people are thinking, oh, well, I'll just go to where the people are, they might be having the exact same problem that we're having in the United States. And so as people are trying to figure out, if I can't do it here, how do I outsource? Where do I go? It was just sort of take a look around the world because you can see that other people are going to be facing the same problem, too. 00:22:31:12 - 00:22:52:03 Unknown So that chart is I know it's in the tail report that's on the tail report website and maybe we can put it up on the podcast site as well. Yeah, absolutely. Well, you did a good job of describing it. Thank you. Just think of the up and down. Yeah, well, as we wrap up here, can you give us a sneak peek on what September's talent report will be? 00:22:52:05 - 00:23:13:01 Unknown Yeah, it's going to be about compensation and compensation trends. We've got our big comp trends event in September. And just as another plug, we've got our Big D conference coming up in October. So I would encourage everybody to go to the MRA website and take a look at both of those. But we're not going to share all the comp trends data because that's coming out a couple of weeks. 00:23:13:01 - 00:23:33:07 Unknown We won't have the final information, but we are going to have some trends of what people we may not have the specific data for 2023, but we will be talking about some of the things that people are starting to look at and as the teaser, I guess for for for next month that we're sort of at this generational tipping point. 00:23:33:13 - 00:23:57:15 Unknown We're at the point now where the workplace is about 50% millennials and Gen Zs and 50% Gen Xers and Baby boomers. And if you think about the Xers in the Boomers, and then you think about the Millennials and the Zs, they want different things. And so when you start talking about benefits, not just because they're in different age groups, which does drive a lot of it, but they are very different lifestyles too. 00:23:57:15 - 00:24:19:01 Unknown And so now how are companies going to figure out their total compensation practice when these this group of people might be looking for things that isn't what we're offering right now, but we still have to offer them for this group until they retire. And I think it's going to it's going to be an interesting sort of tipping point as we go from one to the other. 00:24:19:03 - 00:24:47:23 Unknown And we'll have some thoughts on that in September. Yeah, sounds like a great topic and a great leeway into the terms about. Yeah, but Jim, thank you for all your great information today and kind of recapping what you've been saying in business with an emphasis on talent for August. So to our listeners, if you liked our chat and topic today, I'd urge you to comment something new that you learned today or any current trends or topics that you've really been seeing in the h.r. 00:24:47:23 - 00:25:09:03 Unknown World. Don't forget to share this episode and consider joining mra. If you aren't a member already. Like always, we have all the resources you need in the show notes below, including jim's resources on the talent report plus. Thank you so much for tuning in today. And we will see you next week. And that wraps up our content for this episode. 00:25:09:04 - 00:25:27:11 Unknown Be sure to reference the show notes where you can sign them to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

Tesla's Tom Zhu In-Depth Discussion, Tesla Executive Insights with Matthew Donegan-Ryan #TSLA

Description: In this episode, we'll explore the June edition of MRA's monthly Talent Report: Employee Engagement and Assessments.  We'll hear from Jim Morgan, Vice President of Workforce Strategies, on best practices regarding employee engagement, uncover C-Suite priorities and top creative HR strategies, learn how to improve employee retention, and more!  Resources: Talent Report+ Webinar Series  MRA Membership  About MRA  Let's Connect: Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:04 - 00:00:55:23 Unknown Now it's time to thrive. Hello, everybody, and welcome to this episode of 30 Minute Thrive. We're excited to go over this month's talent report with Jim Morgan, vice president of Workforce Strategies. As we kind of go into what you've been seeing talent wise for June. So just as a reminder, if you aren't familiar with the monthly report, Jim Morgan gives an up to the minute review on what's going on in the world of business with an emphasis on talent, which is based on input from CEOs, CFOs and HR leaders from MRA's 3000 plus member companies. 00:00:56:01 - 00:01:21:20 Unknown So thanks for coming on the podcast again, Jim. Glad to be here. Well, this month it looks like you're focusing on employee engagement. So why did you choose this topic for you? You know, we've talked in the past on the Talent Report about, you know, last couple of years were attraction, attraction, attraction and everybody spinning. And now people are starting to take a look at retention and how do we hang on to the people we've got. 00:01:21:20 - 00:01:43:12 Unknown So we're not spending quite as much. And so employee engagement is just a huge part of that. And, you know, one of the things that we do here at MRA- to do employee engagement surveys and do employee engagement strategies, because I mean, right now companies are really trying to get a handle on to what extent are their employees invested in the organization. 00:01:43:14 - 00:02:04:10 Unknown How do we how do we get them engaged? How do we get them aligned with the mission and vision of the organization? How do they know that what they're doing truly contributes to what it is? The organization as a whole is going to do? And really just trying to figure out, you know, how do we make sure they know their contributions are valued? 00:02:04:12 - 00:02:28:23 Unknown And that all sounds very oh, of course, you know, it's value. You know, we want to have you here, but, you know, if you're a couple layers removed from the top of the pyramid here, they can okay, I'm just down here and I'm running the marketing department. What do I have to do with the other things? It's really trying to make sure that everybody understand what you did here today makes a difference in everything that we're we're trying to do to accomplish. 00:02:29:01 - 00:03:04:04 Unknown So I think part of it is just trying to figure that out and then, you know, really trying to look at those employees that are having an organized national impact that are not just in my little corner doing my own little thing, but I can see how if I keep doing this and add this to it, it has even a bigger impact, you know, on the organization and really some of those employees that are going the extra mile, that that usually is a pretty good sign of engagement that, you know, we asked Sophie to do a and she went and did A, B, C and D and engaged employees that you want me to do 00:03:04:04 - 00:03:23:05 Unknown A, I'll do it when you add those other things on. And that's usually a pretty good indicator that you've got somebody that is good, is engaged and you really want to keep an eye on and those are the people you want to retain. And so how do we put something in place then? You know, we talked about emerging leader programs and things, you know, a week ago or were a month ago. 00:03:23:05 - 00:03:44:00 Unknown And it really does take that to say, okay, so if he's an overachiever, let's make sure, you know, Sophie wants to stay with us so everybody thinks you're the greatest person ever because you're my example for everything. So I know I was going to say, gee, it's just an honor. I know you have Kristie Haase joining you, our employee engagement survey director. 00:03:44:00 - 00:04:15:08 Unknown And she was just on the podcast, too. And she's got some great insight. So, yeah, Kristie is really good at what she does. I mean, she really understands and has helped a lot of companies. Absolutely. Well, let's talk about what's happening in the recruiting and retention world right now. So, Jim, what's what's new here? A couple of things that, you know, I've heard over the course of the last month, you know, people are talking a lot about perfect attendance for employees and trying to hang on to them. 00:04:15:10 - 00:04:43:02 Unknown And, you know, some folks may or may not know, but if you reward someone for perfect attendance, that might get into some salary and wage related issues that, you know, you may want to talk to your legal counsel about, but it affects their income. And so companies are now taking a look at you know, maybe what we should be doing is offering paid time off for perfect attendance, because in essence, those people are there every single day in one. 00:04:43:02 - 00:05:01:08 Unknown The PTO might mean more to them and two, it gets them away from some of those wage related issues. So companies now are looking at, you know, if you have perfect attendance for a quarter, you you earn 2 hours or you earn 4 hours. And so if you do that all year long, you can earn an extra day or two of paid time off. 00:05:01:08 - 00:05:26:23 Unknown So try to use that perfect attendance as a motivator by providing paid time off is is a new one for us, an interesting one and kind of the negative side, talking to some people somehow we were talking about what their recruiters are seeing and companies are starting to see folks say, oh, you know, it says on your resume that you grade that you graduated from UW Lacrosse. 00:05:26:23 - 00:05:54:12 Unknown Yeah, yeah, I did these. We called there and they don't have a record of that. Oh, I'll send you a copy of my diploma. And candidates are photoshopping diplomas, putting their name on it and sending it off to people. So I think employers are getting very smart about checking and double checking. I think it's pretty safe to say that if the registrar doesn't think you graduated, that's probably the person that you're going to go to. 00:05:54:12 - 00:06:12:18 Unknown And because you sent me a Photoshopped picture of a diploma, that's probably not going to do it for me. So points for creativity, but I'm not sure you're going to get away with that. I was going to say, if they're going that far to get the job, yeah, I think I would just go back and take the six more credits and actually get the diploma. 00:06:12:18 - 00:06:40:12 Unknown I think if anything else that's going on, yeah, we've talked in the past about, you know, companies that were rewarding people for if you were fired, someone that they hired, you would get a bonus or whatever it might be. And we had an interesting come another one from a company that said, you know, we're now rewarding people for just giving us a qualified candidate, even if we never interview them and we never hire them. 00:06:40:14 - 00:07:08:09 Unknown We're just trying to increase that funnel of people whose names we have should we ever need them. And so they're now rewarding. I think it was with gift cards, someone who I just write, Hey, I know Sophie Boler. She's really good at marketing and social media. Just want to throw it out there. And even if they're now looking for a social media expert or whatever it might be right now, but they look at their resume and they say this would be a qualified person if we were ever looking. 00:07:08:11 - 00:07:39:04 Unknown They'll reward them just for that, just so they've got names in the hopper. So that's sort of going a little bit farther than we than we have before. And then lastly, you know, there's been some surveys that have come out now just on employee engagement. And this is going to be a mixed message talent report. But the Conference Board had said something out that, you know, work life balance, satisfaction is up, workload satisfaction is better than what's been performance review is better. 00:07:39:06 - 00:08:02:06 Unknown So they're getting a lot of feedback from employees, basically saying, you know, things aren't quite so bad. You know, I think, you know, we're doing okay here and it's hard to read yet whether or not we've been through so much in the last three years that I don't know if they'll ever be normal again or they'll love or be like the dust has settled and now we're back to even. 00:08:02:08 - 00:08:24:08 Unknown And it might just be that some employees are starting to settle back in to say, All right, either I moved in, this is where I'm going to be now. And so I'm more content or I didn't go, but people took care of me and so I'm more content. So the engagement statistics from the Conference Board, at least have a little bit better, a little bit more positive in terms of employees outlook. 00:08:24:10 - 00:08:49:10 Unknown I'm going to contradict that in about 5 minutes. So, you know, I feel like an economist, the economy might go up, might go down. One of those two things is probably going to happen. So but there is some positive news out there. So another topic I'd like to dive into is thinking section. You talked a lot about training and change management, so can you expand a little on that? 00:08:49:12 - 00:09:19:09 Unknown Yeah, you know, the change management thing with everything that's been going on, remote work, new resources, new technology, we've started, disrupted everything and companies are always talking about, boy, we really need to prepare people because we're about to move or we really need to prepare people because the shock is about to hit the organization. But the shock that's about to come ends up overriding the needs. 00:09:19:10 - 00:09:43:09 Unknown Okay. We got to we got to give everybody some change management skills so that they're ready to go. And so one of the companies that we talked to said, you know, we have now made it part of our managers and hiring managers job to have conversations about change management with their employees at their one on ones. So they change management training at least took place at the higher levels. 00:09:43:09 - 00:10:06:05 Unknown But their job now is to say, look, we may not have time to send 200 people through change management, but here are the skill set. So we want you to be talking about your employees, about how people adjust to change differently, how people prepare for change, some terminology and nomenclature about what change management might look like. But they've almost taken it to a one on one stage. 00:10:06:05 - 00:10:31:12 Unknown It sounds like this is an important skill set for you. Here are some resources for you, but if we're not going to have time to get everybody through our typical four or eight hour training session, we're at least going to expose everybody to some of the training that is necessary for for change management. So it was just a different way of approaching it and trying to make sure at least everybody had had a little bit of a flavor anyway of what's available up there. 00:10:31:14 - 00:10:56:06 Unknown Yeah, that's a great example. Anything else you're seeing here? Well, the other thing, this will be sort of the I guess this is still part of the good news part. But on the retention side, you'll survey by a dive that was talking about, again, how companies are trying to in essence double down on let's identify what are the roadblocks and problems for people. 00:10:56:06 - 00:11:21:23 Unknown Let's identify, you know what, I just started those stones in their shoes that maybe we can get some of those things out of the way to really better understand what's causing some of the strife in their employees or what. Maybe there's just some little things that we're this close to making them really happy, but we're going to really start trying to get some of those things out of the way that if this is what the stickler is, we can change the coffee in the coffee machine. 00:11:21:23 - 00:11:42:12 Unknown We can do this type of flexibility, we can have healthier snacks, just some of the little things that might be irritants. But now we're trying to really adjust those and get them out of the way for people. All for kind of keeping that positive vibe here in the from the field section. You mentioned that American workers are more content than ever. 00:11:42:12 - 00:12:00:21 Unknown According to a recent survey from 2023. So why is that? You know, I guess I think I'm going to go back to what I just said a couple of minutes ago, is that there was so much turmoil, turmoil and so much change and so many people realizing I can make four bucks more an hour, six bucks more an hour. 00:12:00:23 - 00:12:21:23 Unknown I'm in demand right now. I can get a signing bonus if I go someplace else. All of those things are very attractive and I think people went and did them because there was obvious personal benefit. But that's a little bit of turmoil in your life too, that all of a sudden you uprooted yourself. Maybe you had to move, maybe you've got different hours, you got to meet all new people at the office. 00:12:22:01 - 00:12:50:03 Unknown And as good as it sounded and as great as the money was, you now have to figure out a whole bunch of things. And that all happened a year and a half ago. And so, again, I think we might be back to people are now settling in again like, okay, I've been here. I'm a little bit happier with my pay maybe now because I moved or I went to a working office, whether it was in-person or remote, that better served me. 00:12:50:05 - 00:13:08:22 Unknown And so I made a decision to go somewhere that met my work life balance, that met my needs and demands. And I think you're starting to see that now as people are starting to report out on here's what's going on, here's what we're seeing. And now there are just a little bit happier about some of the things that are happening. 00:13:09:00 - 00:13:36:16 Unknown Yeah, it's all good stuff. Yeah, there's the good stuff. So there's my there's my contradiction of what's happening out there. Right. So how about C-suite level, what our leaders doing now and what should they really be aware of right now? There's a couple of things going on. One of them that was sort of interesting is, you know, in a lot of cases, companies are using their own employees as trainers and which is a wonderful thing. 00:13:36:16 - 00:13:57:04 Unknown It's complimentary, you know, and we may come to you and say, Hey, Sophie, can you put on just basic training on social media for some of our people that are engaged, or can you do a little advanced training for some of our people that are engaged? And while I'm sure that would that's flattering to you to say, oh, people recognize that I can be training and teaching on these things. 00:13:57:06 - 00:14:34:06 Unknown I also have my day job and now I've got to start to prepare for that. And so people are being picked because of their subject matter expertise to go train others on some of the things that are going on. And companies are now rewarding that, saying, look, you know, you're making blank dollars an hour or we're going to give you an incentive if you're an hourly person to say, we'll upgrade when you're doing preparation and training because we know it's above and beyond for you, or we'll provide you a bonus to do this one time, prepare, execute, measure your success. 00:14:34:06 - 00:15:00:22 Unknown And so they're realizing that that's not everybody can trade. And so if you've got a subject matter expert who can train, you know, let's begin to reward them for some of that. You're actually we're seeing things now on the economic uncertainty, you know, continuing to sort of swirl about. I don't think anybody's in panic mode still. It's like it's always three months away and it's been three months away now for a year. 00:15:01:00 - 00:15:29:06 Unknown But it's causing companies to start with some of the, you know, what ifs. If something happens, if all of a sudden sales dropped, if we can't get raw material, if we have to cut back, what's the playbook look like? Like, let's think through this when we have time to think through it so that if we actually do have to execute it, it's sort of like, you know, we all did disaster recovery plans a while back where we thought, boy, we better be prepared for this. 00:15:29:08 - 00:15:48:10 Unknown We've all put cybersecurity plans in place now because we think, boy, we better be ready for this. The same things happening now with just what if we have to cut back or we have to adjust and, you know, reduce our expenses, whatever it might be, They're started putting in the what if playbook so that they're they're prepared for it. 00:15:48:12 - 00:16:21:03 Unknown And the last thing that we're hearing a lot about is sort of this environmental, social and governance issues that are going on because of the European Union's corporate sustainability anti reporting directive. And that's a whole bunch of words or letters around words. But it's on CRT, those radar because the European Union has set these rules around environmental, social and governance issues that have expectations around, you know, what are your emissions, what's your social contract, how are you running your organization? 00:16:21:05 - 00:16:45:22 Unknown And even though it's not an American requirement, if your mother ship is in Europe or you are a supplier to a market to a European company, they're now looking down the supply chain and saying, okay, well, we're being judged on this and we're supposed to be judging our suppliers on this. So we now have some questions for you around your environmental, social and governance issues. 00:16:45:22 - 00:17:10:08 Unknown And can you report back to us on this? And so companies are now you're starting to see it pop up on websites. They're starting to review some of the things that they're doing to make sure that they have data to back up their environmental footprint or whatever they might be doing to reduce emissions. So it's putting a little bit more pressure on companies to be telling your story, to be recording what they're doing. 00:17:10:10 - 00:17:32:22 Unknown So seeing a little bit of more of that and that's becoming, I don't want to say a headache for people, but it is another piece of information that they have to in essence begin to record. And you don't see what's happening now on some of the earlier strategies you mentioned for under succession planning, but any other creative strategies you've been seeing here? 00:17:33:00 - 00:18:01:17 Unknown The succession planning is it's sort of omnipresent now. Everybody's talking about it. Everybody knows what should be going on. I think I talked a month ago about there seems to be a little conflict growing between some of the people who are looking at maybe demographics, a whole bunch of other things, saying, you know, we're going to lose 75% of our executive committee in the next five years or 30% of our staff are over the age of 60. 00:18:01:17 - 00:18:20:12 Unknown We're going to have a lot of intelligence walking out the door, really just trying to get people to think strategically about, are we ready for this? What happens not only if we lose at this level or we lose at this level or three key people out of one department can, in essence, shut that down? Are we ready for that? 00:18:20:12 - 00:18:43:14 Unknown So they're really looking strategically around the entire company to say, you know, if we lose this person or two people out of this department, or we only have one person who knows how to run this piece of machinery, those people are just as important. And succession planning now as who's the next CEO. So who's the next CFO? So it's really become almost a strategy within strategic planning. 00:18:43:14 - 00:19:07:17 Unknown Now on the talent side to say, what are our biggest weak points here where, you know, where can this all break down? But it's going to have just an incredible sort of impact on us to say if this happens, we don't really have a plan B. So I think they're just trying to make sure there's a plan B for just about everything that's out there. 00:19:07:19 - 00:19:26:02 Unknown And I'm looking at the end of your report now, the last section, you've got a chart there that shows the top six reasons why different generations stay in their current job. So can you kind of talk about what's on the chart for a little bit? Yeah, The first one we looked at is why did you decide to stay? 00:19:26:04 - 00:19:46:22 Unknown And, you know, this was done by McKinsey and it's a very large study and it took all of the generations into place just to see if there were differences and things like that. You know, and in terms of overall, the number one reason for staying was total compensation. You know, so we talk about a whole bunch of things, but money still matters. 00:19:47:00 - 00:20:12:00 Unknown And it mattered more to the two older generations, the Gen X and the baby boomers. But it really was right there in second place for the millennials, Gen Z. It was actually at the very bottom. And I think that's mostly because their first job probably increased their salary by four fold and they just wanted for making $12 an hour somewhere, getting their job. 00:20:12:00 - 00:20:35:12 Unknown But for just about everybody else, that's still a big deal. The second big deal is meaningful work, and that is really amongst everybody that I want to know that what I'm doing actually makes a difference. And, you know, I'm having an impact on things. So that was number two. And number three was workforce flexibility. And we hear that absolutely everywhere. 00:20:35:12 - 00:21:00:07 Unknown And we hear it from basically everybody that I'm looking at. You know, I want to be able to work a little bit on my time and, you know, my my situation, the work life balance. I want to be able to do it. And the way I moved here, the money is everything across all five, four generations. Money matters. 00:21:00:07 - 00:21:26:03 Unknown That was was basically number one. The second one, though, with the people who took the new job was career development and advancement potential. So that might be one where on that retention side, wherever they were working, they weren't paying attention to what are these people looking for and what is it that they need? So they're really that one jump up between, you know, why I stayed and why I left. 00:21:26:03 - 00:21:44:11 Unknown So I think it really speaks to that career ladder. The where am I going? How am I going to get there? That part is really a big deal. And somehow these new companies that they went to, they offered them money and that probably got the retention. But then they were very excited to find out the development advancement opportunities. 00:21:44:11 - 00:22:11:11 Unknown So I think that plays a little bit more to the long term of what they were looking for. So money matters, but I think that advancement and that, you know, feeling like I'm wanted and feeling like I'm, you know, sort of loved here in terms of what's going on does make a difference. DO Yeah. As we wrap up here, I've got to ask you, can you give us a sneak peek at next month's July ten report? 00:22:11:15 - 00:22:44:18 Unknown Yeah, I'm pretty excited for the July one. We're going to be talking with the head of our Roundtable's department. We have over a thousand people in our roundtables throughout our now five state area, representing about 600 companies. And this is everything from payroll h.r. Generalist rose marketing, i.t. cfos, ceo hours. And we're going to be talking about basically cumulatively, what are we hearing out there? 00:22:44:19 - 00:23:02:07 Unknown Like what's going on? This is not just a focus group of a thousand business people to say when we look at the first six months of this year and maybe the last 18 months, what are they talking about? What's the commonality? Is the same thing on the mind of a CEO as is on the mind of a benefits manager. 00:23:02:12 - 00:23:21:03 Unknown Are those completely separate? Where are the differences and things like that? So I think we're going to have some pretty interesting insights from business leaders all over the upper Midwest and all different levels talking about, Hey, this is what's keeping us up at night and we'll see how that relates to some of the other things that are going on out there. 00:23:21:05 - 00:23:46:19 Unknown And well, I'm excited for that one. Looking forward to it. Yeah, I think it's going to it's going to be fun. Yeah. Well, thank you again, Jim, for being on 30 minute Thrive and sharing June's report. You always bring great insights and information, so we appreciate it. It's my pleasure. Love doing. But to our listeners, I'd encourage you to share this episode, leave a comment or review and consider joining MRA if you aren't a member already. 00:23:47:01 - 00:24:09:00 Unknown We've all the resources you need in the show notes below. We've got Jim's bio and LinkedIn profile along with some talent report resources in the show notes as well. Otherwise, again, thank you for tuning in and thanks. Thanks, Jim, too. And we'll see you next week. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. 00:24:09:00 - 00:24:24:03 Unknown For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.  

In this month's Executive Insights, Liz and Rachel discuss the questions executives need to be asking to evaluate their training programs' effectiveness. They'll discuss questions to ask for evaluating the overall rep and physician training strategies, as well as questions to ask after every training class or major meeting (i.e., sales meetings, congresses, etc.) Related Resources:Need help refreshing your training program? Contact us at training@cumbyconsulting.com.  Connect with us on LinkedIn:   Cumby ConsultingRachel MedeirosLiz Cumby About Cumby Consulting:   Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

In this week's Executive Insight, Liz and Rachel explore the importance of bringing in an outside perspective and what can be gained from this fresh point of view. Listen in to why this investment in an unbiased ear truly is worth it. Related Resources: Do you need an unbiased ear to complete your needs assessment? Reach out to us at training@cumbyconsulting.com Connect with us on LinkedIn: Cumby Consulting Rachel Medeiros Liz Cumby About Cumby Consulting: Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

Is your training program outdated? Execs, tune in to hear Liz & Rachel's top 4 clues that it's time for a refresh. This episode will empower you to identify elements of a stale training program that you can easily pin-point by visiting your company's next training. Related Resources: Need help refreshing your training program? Contact us! Connect with us on LinkedIn: Cumby Consulting Rachel Medeiros Liz Cumby About Cumby Consulting: Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

On Episode 66 of the Executive Career Upgrades Podcast we are taking a detailed look at the state of the current market.Q1 is always great for hiring and we want to keep you up to date of what markets are doing well, and some markets to avoid backed by data.More importantly though how you specifically can succeed with this data.If you are in the middle of a search OR considering one in 2023 this is one episode you do not want to miss.If you need help reaching your career goals schedule a free consult here at www.execupgrades.com/podcast

In our new "Executive Insights" segment, Liz and Rachel discuss what executives should be thinking about when investing in physician KOL facilitators. Tune in to understand why training KOLs on facilitation skills is a worthy investment. Related Resources: Need help training your KOL facilitators? Contact us to hear more about our facilitation bootcamps. Connect with us on LinkedIn: Rachel Medeiros Liz Cumby About Cumby Consulting: Cumby Consulting's team of professionals deliver innovative MedTech training services for physicians, sales representatives, teaching faculty, key opinion leaders and clinical development teams. Whether you need a complete training system developed to deliver revenue sooner or a discrete training program for a specific meeting, Cumby Consulting will deliver highly strategic, efficient programs with uncompromising standards of quality.

On this special episode of the Futurum Tech Webcast – Interview Series, part of the HPE Executive Insights Series, I am joined by Daniel Frye, Vice President, Enterprise CISO for HPE. In this conversation we dive into what exactly is an edge-to-cloud security strategy and why it's crucial in today's marketplace. In our conversation, we discussed the following: The security implications of edge-to-cloud How cybersecurity pros can proactively address the challenges they are facing Why organizations need a Security Share Responsibility Model A look at Zero Trust security strategies HPE's priority for the future Security has never been more important than it is today and this is one conversation you don't want to miss. If you want to learn more about HPE and edge-to-cloud, download a copy of our latest research brief Why Edge-to-Cloud Platform? Why HPE?.

In this episode of the Futurum Tech Podcast – Interview Series, part of the HPE Executive Insights Series, I am joined by Darren Perks, Global Hosting Infrastructure Operations Leader at PwC, and Vishal Lall, SVP & GM at HPE GreenLake Cloud Services Solutions, for a conversation focusing on modernization and business model challenges in the industry. In our conversation we discussed the following: Key objectives for the coming year for data centers and modernization Drivers for PwC's data center consolidation A look into PwC's modernization journey and how it reflects HPE's own journey Challenges of upgrading business models & expected outcomes Best practices from the modernization experience. This was an interesting conversation and one you don't want to miss. To learn more about HPE, check out their website here, and to learn more about PwC, check their website, here. Want to listen to the other HPE Executive Insights Series episodes? Tune in below. The Evolution of On-Premises Cloud Services with HPE GreenLake's Scott Ramsay – Futurum Tech Webcast Interview Series Capitalizing on Data to Drive Healthcare Insights – An HPE Executive Insights Series with Ashok Kurian, Texas Children's Hospital – Futurum Tech Webcast Interview Series

BIA has been closely examining the growing investments in Over-The-Top (OTT) and CTV. To look at it from an industry expert perspective, BIA held executive interviews while writing the report, The Local Programmatic Marketplace: OTT and Digital Reach Extension Channels. In this podcast, BIA's Leyla Chatti and Rick Ducey share top findings from the interviews to offer insights into current observations around the state of programmatic buying in the OTT and CTV ecosystem. They also discuss the business verticals most interested in buying this type of advertising.

In this episode of the Futurum Tech Podcast – Interview Series, I am joined by Ashok Kurian, Director of Data and Analytics at Texas Children's Hospital, and Matt Hausmann, Director of Marketing for HPE Ezmeral, for a conversation focusing on innovation and technology advancement in the healthcare industry. In our conversation we discussed the following: Opportunities and challenges that healthcare organizations face with AI, ML, and data analytics How Texas Children's Hospital is leveraging data to improve the patient experience and expand pediatric research Unique ways that HPE and Texas Children's Hospital are working together It was a great conversation and one you don't want to miss. To learn more about HPE check out their website here, and to learn more about the Texas Children's Hospital check their website here.

On this exclusive Executive Insights episode of Contracting Conversations, Jim Harris, President of Janitronics Facility Services, discusses the future of the cleaning services industry, what makes a good leader, and more.

Contact info: Stephen Timme FinListics Solutions Email: stimme@finlistics.com Website: https://www.finlistics.com LinkedIn: https://www.linkedin.com/in/dr-stephen-timme-phd-finance Email info@finlistics.comfor: Complimentary chapter 1 – Executive Insights from Amazon Best Seller – “Insight-Led Selling; Adopt an Executive Mindset, Build Credibility, Communicate with Impact” And/or more information about FinListics services Please note that heard about FinListics after listening to “Profit from the Inside” podcast Visit finlistics.com to learn more about Insight-Led Selling. Lots of value information in “Resources.” Follow FinListicsand Dr. Stephen Timme on LinkedIn for future events on Insight-Led Selling Bio: Dr. Stephen Timme is the founder and president of FinListics Solutions. He is also the co-author of the Amazon Best Seller, Insight-Led Selling; Adopt an Executive Mindset; Build Credibility; Communicate with Impact. Before founding FinListics, Stephen was a Professor of Finance at Emory University and several other universities. His passion for finance led to the creation of a consulting practice that focused on helping companies improve financial performance. The practice morphed into the FinListics Solutions which helps B2B sellers, like IBM and CISCO, speak the language of executive buyers. Stephen's experience interacting with executive buyers and coaching top sales organizations throughout the world make him a valuable resource to any sales executive or professional. To be more relevant, his message is to tell executive buyers something they don't know, show the business and financial benefits of their solutions, and make their lives easier. The actionable insights he provides make him a sought after expert within the industry. Giving back to the community is important to Stephen. He is on the Board of Directors at Camp Trach Me Away and Sunshine on a Ranney Day, both of which help special needs children live more fulfilling lives. Stephen has a BBA and Ph.D. from Georgia State University.

Buying executives want three things from enterprise sellers: Tell them something they don't know, show the business and financial benefits of their solutions, make their lives easier. Customer Insight-Led Selling provides a framework for sales organization to give executive buyers what they really want by adopting an executive mindset, building credibility, and communicating with impact. Dr. Stephen Timme joins me to share his ideas around this subject. Stephen is the founder and president of FinListics Solutions. He is also the co-author of the Amazon Best Seller, Insight-Led Selling; Adopt an Executive  Mindset; Build Credibility; Communicate with Impact. Before founding FinListics, Stephen was a Professor of Finance at Emory University and several other universities. If you email Stephen he'll send you complimentary chapter 1 – Executive Insights from Amazon Best Seller – “Insight-Led Selling; Adopt an Executive Mindset, Build Credibility, Communicate with Impact.” Please note that heard about FinListics after listening to Accelerate Your Business Growth podcast. If you are a small business owner or salesperson who struggles with getting the sales results you are looking for, get your copy of Succeed Without Selling today. If you haven't seen all Audible.com has to offer, you don't know what you're missing. Sign up for a free trial at audibletrial.com/businessgrowth. Learn more about your ad choices. Visit megaphone.fm/adchoices