Podcasts about executive teams

Get 90 Days of Fellow's incredible AI notetaker for free at fellow.ai/cooGuest: Seth LevineBook: Capital EvolutionPodcast: Between Two COOsHost: Michael KoenigWhat we coverWhy Seth wrote Capital Evolution and why nowWhy today's economic shift is structural, not cyclicalHow power has moved from public institutions to businessesWhat companies are being asked to carry that they weren't built forHow AI fits into this broader realignmentEarly signals that companies are adapting well to AIWhat strong executive teams do differently during uncertaintyCommon leadership traps when change happens too fastA real crisis from a portfolio company and what the executive team did wellThe new leadership muscle operators need for the next decadeEpisode Chapters / Timestamps00:00 – Introduction01:40 – Seth's 30-second pitch for Capital Evolution04:05 – Why this shift is structural, not cyclical07:20 – What's broken in the current economic model11:00 – The power shift from government to business15:10 – What leaders are quietly losing18:45 – Where AI fits into this realignment23:30 – What boards see when AI adoption works28:05 – How strong executive teams handle uncertainty33:40 – Leadership traps during rapid change38:10 – A crisis inside a portfolio company44:00 – The new muscle operators must build48:50 – A moment Seth never thought he'd see

Many executive teams look aligned on paper, but behind the scenes, decisions still roll up to the CEO. Leaders hesitate to act, initiatives slow down, and the organization becomes dependent on one person to keep things moving.In this episode of The Executive Appeal, host Alex D. Tremble sits down with Nathan Ohle, President and CEO of the International Economic Development Council, who brings decades of experience leading complex, member-driven organizations where trust and ownership are non-negotiable.Nathan shares what he's learned about building executive teams that don't wait for permission and why trust, not talent, is often the missing ingredient.In this conversation, you'll learn:- Why capable executives still defer decisions upward and what that signals- How CEOs unintentionally train teams to rely on them- Practical ways to increase trust without losing control- How to encourage ownership and initiative at the executive level- What changes when leaders stop being the default problem-solverThis episode is for you if you're leading a smart executive team but still feel like the final stop for decisions, approvals, or problem-solving, and you know that model won't scale.Listen now to learn how trust unlocks proactivity, speeds execution, and frees you from being the bottleneck.Follow the show and share this episode with another senior leader navigating the same challenge.

This special Christmas episode of The Executive Appeal with Alex Tremble features Alex in conversation with Herman Bulls, Vice Chairman, Americas at JLL and founder of the Public Institutions Division, alongside his sons, Herman E. Bulls Jr., Senior Account Executive, and Jonathan Bulls, Account Executive at Microsoft. In the spirit of the season, they share lessons on giving the gift of autonomy to your executive team and helping leaders act independently while staying aligned on strategic priorities.Senior executives often feel like they're the only ones making critical decisions, slowing execution, and creating unnecessary bottlenecks. In this festive edition, the Bulls discuss practical ways to encourage proactive leadership and faster execution, even during high-stakes projects and year-end pressures.Listeners will discover:- How to encourage your team to own problems without constant oversight- Strategies to reduce decision load on top executives- Ways to improve execution speed while keeping alignment- Tips for ending the year strong with more empowered leadersIf you're still the chief problem solver for your exec team or feel like everything rolls up to you, this episode is for you.Celebrate the season by learning how to create a proactive, high-ownership executive team and make your calendar lighter for the year ahead. Listen now and share with another senior leader!

If you lead or are part of a senior leadership team, this episode is for you. Shell sits down with leadership expert Rohan Dredge to unpack what a high-performing executive team actually looks like and how to navigate the unique challenges that come with leading at the top. They talk about:

In this episode we brought in a fellow knuckle dragging Operations guy, Clean Eatz Head of Operations, Quinn Newhall. Quinn came to Clean Eatz back in June. He brings a wealth of knowledge in the food business and has been on both sides of the isle in Franchising as a Franchisee and working on Executive Teams in multiple food brands his entire career. He is a great leader and we are lucky to have him in the Clean Eatz Family. https://www.linkedin.com/in/quinn-newhall-bb182a38/Clean Eatz - www.cleaneatz.comBonseye Marketing - www.bonseyeonline.comFounderz Lounge - www.thefounderzlounge.comhttps://instagram.com/donvarady https://instagram.com/stevebon8https://instagram.com/thefounderzlounge https://instagram.com/founderzlounge Clean Eatz - http://www.cleaneatz.comBonseye Marketing - http://www.bonseyeonline.comFounderz Lounge - http://www.thefounderzlounge.com

In this powerhouse episode of Teamwork: A Better Way, Christian Napier and Spencer Horn welcome Ricardo J. Vargas, a renowned global C-level advisor, to unlock the secrets of high-performing executive teams.✅ How do you take an executive team from good to great?✅ Can broken relationships in the C-suite be repaired?✅ What CEO behaviors make or break a leadership team?Drawing from his extensive research and real-world experience, Ricardo shares practical strategies for overcoming the unique challenges executive teams face. From navigating power dynamics to fostering trust and collaboration, this episode is packed with actionable insights every leader needs.Don't miss this deep dive into executive team transformation!Transcript: https://share.transistor.fm/s/8d1eceb7/transcript.txt

I've been reflecting on two stories from late last year—stories that aren't just news headlines, but signals of deeper, systemic cracks in industries we depend on.The first story: The tragic murder of United Healthcare's CEO, Brian Thompson, in broad daylight. While the act itself was horrific, the public's reaction was startling: social media erupted with jokes, and many Americans seemed to view the act as a violent expression of anger at a healthcare system accused of prioritizing profit over people.The second story: A groundbreaking lawsuit against 11 major food corporations, alleging that ultra-processed foods (UPFs) are engineered to be addictive, contributing to a public health crisis. For many, these foods have become as harmful as cigarettes once were. What connects these stories?Both are about systems that have lost their purpose. A healthcare system that denies care to boost profits. A food system that prioritizes addiction over nourishment. As executive leaders, what should we take from this?I believe we need to start asking tougher questions:When is enough, enough? What happens when a system's priorities become so misaligned with its purpose that it breeds distrust—or worse, existential threats?If you'd like to read about this topic, I've also created a blogpost, which you can access here: https://waldencroft.com/when-is-enough-enough/If you'd like to stay up to date with the work that we're producing to enhance the Collective Enterprise Leadership of Executive Teams, you can receive our bi-weekly newsletter. Sign up here: https://waldencroft.com/newsletter/

SaaStr 784: What Really Works When Hiring VPs and Executive Teams with HubSpot Co-Founder and Chairman Brian Halligan and SaaStr CEO and Founder Jason Lemkin The success rate for executive hires at high-growth SaaS companies can be surprisingly low - you're often lucky if 50-60% of your management team works out long-term. In a recent conversation between HubSpot Chairman and co-founder Brian Halligan and SaaStr Founder and CEO Jason Lemkin, they shared their advice on what actually works when hiring VPs and building your SaaS executive team.  

Carsten Thoma ist einer der erfolgreichsten Software Gründer der 2000er Jahre. Sein Startup Hybris verkaufte er 2014 für über 1 Milliarde EUR an SAP. Aktuell ist er als Präsident bei Celonis aktiv. Carsten gibt Einblicke in die Charaktereigenschaften eines erfolgreichen Gründers, welche Faktoren er bei der Auswahl eines Marktes beachtet und warum die aktuelle Krise dazu führen wird, dass größere Unternehmen gebaut werden. Zudem spricht er über die Schwierigkeiten im Hiring von über 1.000 Mitarbeitern sowie die Transition vom Gründer zum Executive.Ein Interview auf das ich, Fabian, lange gewartet und mich sehr drauf gefreut habe.Ich habe wirklich viel Gutes über Carsten gehört und habe dann versucht das Maximale rauszuholen.Was du lernst:Wie Du als Gründer mit Krisen umgehst und Deine Resilienz verbesserstDie Bedeutung von klarer und direkter Kommunikation im UnternehmensaufbauStrategien zur Transition vom Gründer zum ExecutiveWie Du ein effektives Board aufbaustDie Rolle von KI in der Unternehmensstrategie von CelonisHier geht es zu deinem Geschäftskonto mit integrierten Finanztools: https://qonto.de ALLES ZU UNICORN BAKERY: https://zez.am/unicornbakeryMehr Infos zu Carsten & Celonis:LinkedIn: https://linkedin.com/in/carstenthoma Website: https://www.celonis.com/ Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://newsletter.unicornbakery.deMarker:(00:00:00) Learnings aus der Gründung von Hybris(00:08:57) Carstens Playbook für den Umgang mit Krisen(00:11:03) Daran erkennst du erfolgreiche Gründer(00:23:05) Wie Du mit Ideen umgehst: Bewertung, Priorisierung und Kommunikation(00:27:55) Das perfekte Org.-Chart: Executive-Level, C-Level, Managementebenen(00:32:21) Celonis' Standortstrategie(00:38:07) Mitarbeiterentwicklung & -führung in Wachstumsphasen(00:54:43) Wie managed du high performing Executive-Teams(00:59:27) Die Rolle des Unternehmens-Präsidenten(01:01:35) Celonis' Weg zu 1 Milliarde ARR(01:04:32) Die Bedeutung von KI für die Stategie von Celonis(01:10:14) Company Building - Wann muss mein operating model stehen?(01:14:31) Wie baue ich ein effektives Board(01:21:35) Wie gehst du mit Schwächen im Gründerteam um Hosted on Acast. See acast.com/privacy for more information.

In this episode Judith Germain speaks to Nathan Ott, CEO of the GC Index about enhancing the collective impact of teams. Judith discusses her own highly balanced GC Index® profile, which initially puzzled the GC Index® team. She explains how her ability to rapidly move between the different proclivities has both benefits and challenges, and how understanding her profile has helped her communicate more effectively. Key Takeaways The GC Index® measures how people are energised (proclivities) for impact across 5 areas: Game Changer, Strategist, Implementer, Polisher, Playmaker Understanding an executive team's collective proclivities allows them to align objectives, roles and approach for maximum impact Low scores don't mean inability, just low energy - important for role fit Proclivities can change over time based on context/environment In this conversation Judith and Nathan emphasise how the GC Index® can help teams identify gaps and leverage their complementary strengths. Nathan shares his own GC Index® profile, noting how it has evolved over time as the company has grown and scaled. He reflects on the challenges of balancing his natural game changer and polisher tendencies with the need for more strategic and implementation-focused work. You can watch this episode on YouTube here. You can find out more about our guest and today's episode in this Maverick Paradox Magazine article here. --- Maverick leadership is all about thinking outside the box and challenging the status quo. It's about having the courage to take risks and the confidence to lead in a way that is authentic and genuine. But amplifying your influence as a leader isn't just about having a strong vision or a big personality. It's also about having the right leadership capability and being able to execute on your ideas and plans. The consequences of not having the right level of influence as a leader can be significant. Without the ability to inspire and motivate others, you may struggle to achieve your goals and make a real impact. How Influential Are you? Take the scorecard at amplifyyourinfluence.scoreapp.com and see.  Catalysing Transformation - 1 min video Judith's book: The Maverick Paradox: The Secret Power Behind Successful Leaders.  Judith's websites:  Judith Germain (mentoring, Speaker, author) - judithgermain.com The Maverick Paradox Magazine - themaverickparadox.com The Maverick Paradox Website - maverickparadox.co.uk Judith's LinkedIn profile is here, her Twitter profile (MaverickMastery) is here, Facebook here and Instagram here.  

Matt has a fascinating conversation with Shannon Lucas and Tracey Lovejoy. They share their journeys from high school overachievers to leaders in corporate anthropology and executive coaching. Shannon and Tracey discuss their work with catalysts—individuals who drive change and innovation within organizations—and how they help these leaders avoid burnout while achieving impactful results. You'll get a powerful look at how understanding and leveraging natural talents can lead to both personal fulfillment and professional success. This is an inspiring discussion about ambition, resilience, and the human side of leadership.Chapters:00:00:00 - Welcome to the Eternal Optimist!! 00:00:59 - Tracey's Journey: From High School Researcher to Corporate Anthropologist00:04:13 - Shannon's Path: Recycling Initiatives to Innovation Leadership00:07:00 - Transition to Corporate Anthropology: Supporting Customer Needs 00:09:00 - Challenges in Activating Innovation Champions: The 30-70 Rule00:12:14 - Challenges and Triumphs: Navigating Business and Personal Life00:29:25 - Gratitude and Self-Knowledge: Keys to Personal and Professional Growth00:33:49 - Embracing Ambition: The Power of Being 'Too Much'00:34:52 - Body Image and Shame: Overcoming Societal Expectations00:35:54 - Parenting Regrets and Growth: Lessons Learned00:38:00 - Military Upbringing and Masculinity: Shaping Leadership Styles00:41:48 - Journaling: A Tool for Reflection and Growth00:47:47 - Catalysts in Organizations: Driving Change and Innovation00:52:00 - Building an Agile and Resilient Workforce: Lessons from Healthcare and Financial Services 00:55:00 - Creating Sustainable Change: The Role of Executive Teams in Transformation 00:57:00 - Personal Operating Manual: Understanding and Reducing Burnout in Catalysts01:00:37 - Final Thoughts and Book RecommendationsLinks and Resources:Shannon Lucas on LinkedIn: https://www.linkedin.com/in/shannonglucas/ Tracey Lovejoy on LinkedIn: https://www.linkedin.com/in/lovejoytracey/ Catalyst Connections: https://catalystconstellations.com/ Thanks so much for joining us this week. Want to subscribe to Eternal Optimist? Have some feedback you'd like to share? Connect with us on iTunes and leave us a review!

www.CPOPLAYBOOK.comEpisode TranscriptAboutThe podcast emphasizes the vital role of high-performing executive teams in driving organizational success. Felicia Shakiba introduces Duncan O'Rourke, CEO of Accor, who shares insights on crafting effective leadership teams. Duncan highlights the importance of results-focused leadership and values alignment within the team. He prioritizes qualities like subject matter expertise and strategic thinking in team members. Duncan stresses open communication, diversity, and talent inclusion in decision-making.*Duncan O'RourkeAfter studying hotel management at César Ritz Colleges Switzerland and earning an MBA from Reims Management School, Duncan held several hospitality executive positions across Europe, the US, and the Middle East. From 2004, he served as General Manager at Kempinski Hotel Thessaloniki Nikopolis before overseeing the pre-opening of two London hotels.He later became Regional Director & General Manager at Kempinski Ishtar Dead Sea in Jordan, overseeing ten regional pre-openings. In 2008, he became Chief Operating Officer of Kempinski Hotels, joining the Management Board.Duncan joined Accor at the end of 2016, as the COO Europe for the luxury segment and was responsible for 140 hotels in the region until end of 2019. In September 2018, he additionally took over as the COO Central Europe, leading teams in Germany, Austria and Switzerland.As CEO of the Premium, Midscale and Economy Division for Middle East, Africa, Turkey and Asia Pacific, Duncan oversees 1,000 operating properties, with 200+ in the pipeline, with brands including Swissôtel, Mövenpick, Pullman, Grand Mercure, Mercure, Novotel, Novotel Suites, Adagio, ibis, ibis budget and ibis styles.In October 2020, Duncan joined the Group's Executive Committee and manages the Premium, Midscale and Economy Division across 44 countries.*All media inquiries: media@cpoplaybook.com

Tom McCarthy is a CEO/Board Member of 8 companies, early stage investor in over 40 companies and worldwide philanthropist.After a successful career with a Wall Street firm, Tom found his true passion in the field of helping people in business, athletics and life, breakthrough their limitations and step into their full potential. Tom has been the peak performance coach for athletes who have won World Championships and Olympic Gold Medals.In the corporate world, Tom's clients include Cisco Systems, Microsoft, Wells Fargo, Salesforce, MetLife and many others. He has also helped several CEOs and Executive Teams realize their dream of taking their companies public.In today's episode, we explore:How to overcome limiting beliefs to catalyze peak personal and professional achievement.The science of goal manifestation and visualization Strategies for reprogramming the subconscious to navigate and dismantle resistance.Case studies across athletics and business that illustrate the practical application of these psychological principles.The influence of the superconscious mind in refining intuition and forging connections.Evidence-based techniques to realign subconscious patterns and dramatically transform your life trajectory.Sponsors for today's episode:Inside Tracker - Use code LOUISA20 for 20% off - https://insidetracker.com/louisaApollo Neuro - Use code NEURO40 and get $40 off - https://apolloneuro.com/Connect with Tom:YouTube: https://www.youtube.com/@thetommccarthy My Socials:Instagram: https://www.instagram.com/louisanicola_/Twitter : https://twitter.com/louisanicola_Sign up to The Neuro Athletics Newsletter: https://bit.ly/3ewI5P0(00:00) Introduction(00:36) Tom McCarthy's Background(04:53) Shifting Reality: Creating a New Story for Success(09:02) Focusing on the End Result: Upgrading Your Mindset(12:32) The Power of Perspective: Truth vs. Belief(17:17) Accessing Intuition: Unlocking Your Superconscious Mind(23:42) Goals vs. Results: A Paradigm Shift(28:22) Mindset Advice for Coaches and Entrepreneurs(32:08) Becoming Your Future Self: Identity Shifts(35:41) Visualization Techniques(44:09) Recovery Meditation vs. Achievement Meditation(51:24) Tom's Resources for Growth and Success (53:48) The Idea of Endless PossibilitiesThe Neuro Athletics Newsletter Instagram: @louisanicola_Twitter : @louisanicola_YouTube: @Louisa NicolaThe Neuro Experience Podcast is proud to have hosted: Dr Andrew Huberman, Dr Gabrielle Lyon, Dr Layne Norton, Thomas DeLauer, Shawn Stevenson, Dr. Rocio Salas-Whalen, Saad Alam, Uma Naidoo, Dr. Lanna Cheuck, Angela Lee Pucci, Jillian Turecki, Dr. Jordan Feigenbaum, Dr. Darren Candow, Dr. Sue Varma, Evy Poumpouras, Dr Casey Means, Renee Deehan, Dr Chris Palmer, Dr Charles Brenner.

In episode 137 of the PreparedEx podcast, we explore the art and science behind designing and delivering effective tabletop exercises tailored for executive-level groups, such as boards and senior leadership teams. Learn four top tips to enhance engagement, ensure relevancy, and maximize learning outcomes from these critical simulation exercises. This episode is packed with expert...

In episode 137 of the PreparedEx podcast, we explore the art and science behind designing and delivering effective tabletop exercises tailored for executive-level groups, such as boards and senior leadership teams. Learn four top tips to enhance engagement, ensure relevancy, and maximize learning outcomes from these critical simulation exercises. This episode is packed with expert […] The post Tabletop Tactics: 4 Key Tips for Engaging Executive Teams in Crisis Simulations appeared first on PreparedEx.

Join Tegan Trovato, CEO of Bright Arrow Coaching, as she delves into the transition from functional to enterprise leadership in this episode. Explore how cultivating enterprise thinking within executive teams can profoundly influence organizational outcomes, particularly in the context of healthcare systems. Gain insights into strategies CEOs can employ to foster enterprise leadership among their executive team members.This episode is sponsored by Bright Arrow Coaching.

Anni Townend is a Leadership Partner, Coach and Mentor to Executive Teams and Senior Leaders, as well as being an Author, Facilitator, and Entrepreneur and Podcast Host of Leaders in Conversation with Anni Townend.Join Margaret  as they talk about the benefits of walking and talking. Anni explains that walking is one of the ways in which she renews herself and this has always been a criteria for her when deciding where she lives.They further explore  the equation of creativity, collaboration and conversation. A really inspirational chat which shouldn't be missed as it emphasises the importance of finding an outdoor activity which resonates with each of us.  Finding cracks and crevices in our busy lives to take time to stop is crucial.Anni advocates taking small pauses every day and reading!  Listen in to hear how to greet each day as a mini adventure!Anni's Podcast Anni's Website Anni's InstagramSign up to the next Creative Light Festival here: https://creative-light.co.uk/ Sign up to my newsletter to hear first about new retreats: Follow me on Instagram: https://www.instagram.com/margaretsoraya/ Join my online Creative Haven community :https://creative-haven.newzenler.com

"The higher up you go on the org chart, the more important it is that leaders are leading from a mindset of 'I work for you' not 'you work for me.'" In this episode, Mike is joined by Andy Thompson for a fun and enlightening discussion centered on the most important behaviors for executive teams in creating and maintaining healthy organizations. They discuss fizzy water and extra hot coffee, the challenge of pronouncing “anonymity,” why self-care for execs is vital, the importance of asking employees for feedback, hiring execs for high EQ instead of for subject matter expertise, humility, why “walking the talk” (leading by example) is so important for credibility, and more.   Text the word “LEADING” to 66866 to be added to Nash Consulting's monthly newsletter. Just practical management skills and tips. And just once a month. Pinky swear.

Show notes Joe Siencinski 2nd interview https://www.linkedin.com/in/joesiecinski/       My passion is mentoring CEOs and Executive Teams who want to be in control of the growth and expansion of their business. My clients develop and grow in confidence, agility, awareness, and leadership essentials. One thing is for sure, they expand their influence, communicate more effectively, cultivate strong business and personal relationships, and develop a powerful team so the company can focus on exponential growth. WHAT I CAN DO FOR YOU: --------------------------------------------------------powerful tools, time-tested processes, and comprehensive resources, I guide my clients to a great business -- one that is achieving optimal success, as defined by them. MY APPROACH: Exponential growth is attainable. My role is to help you strip away the confusion of constantly changing economic, regulatory, personnel, supply chain, and cash flow issues that can cripple a business. I help you dive deep into the bones of the organization – the framework around which you can set the policies, procedures, systems, strategies, tactical plans, marketing initiatives, sales campaigns, hiring & firing processes, and much, much more. Just like building a house, we'll start with laying the foundation upon which a sturdy, strong, long lasting, profitable, ethical, respected business can be built.       We talk about   The DISC personalities When to raise capital The power of communication and leadership in a business Setting personal goals before business goals AI and how it will impact business owner.   And much more       Connect with Joe   ✅Email me at joe@brainsharecoach.com ✅Schedule a call https://my.timedriver.com/VNTR6 https://www.brainshare.online/pages/3-paths-page    

Introduction:  Oscar Trimboli is an award-winning Author, host of the Apple award-winning podcast Deep Listening and a sought-after Keynote Speaker. ·         Oscar's third book, How to listen-discover the hidden key to better communication is the most comprehensive book about listening in the work place. Along with the Deep Listening Ambassador Community, Oscar is on a quest to create 100 million deep listeners in the workplace. ·         Oscar works with Chairs, Boards of Directory and Executive Teams.   Podcast episode Summary:  In this episode Oscar shares what he means by the transformational impact of listening, often beyond words, in the workplace. He provides numerous examples of what it means to listen and how. We reference his book across the conversation to illuminate the richness of his research and to expand on the idea that listening is a skill, a strategy, and a practice – a way to balance how you communicate.   Points made throughout the Episode:   o    Who are you? Oscar responded by saying he is really a confused human. He plays many different roles, the role of Grandfather, the role of carer for his Father and someone who loves to hike in the bushlands around Sydney. o    What motivated you to get into this particular domain, that is listening? Oscar shared 3 stories to answer this question. The first is that as a teenager Oscar required years of orthodontic work and he did not want to draw attention to his features so he became very skilled at asking others questions. The second is that Oscar went to a school with over 23 different nationalities and whilst playing cards teams would tend to form around their own nationalities. Oscar became adept at reading body language. The third story speaks to a seminal moment in Oscar's career in 2008 at his employer Microsoft. He was part of a larger meeting involved in budget meeting. There were 18 people at the meeting. At the 20 minute mark in this budget meeting Oscar's boss, Tracy, says “Oscar we need to talk immediately after this meeting” This statement caused Oscar to stop paying attention and to question how he was going to communicate to those that mattered he was about to get fired. Instead the comment altered the trajectory of Oscar's career and he has dedicated his research and work to decoding the elements of Listening. Essentially his boss said “Oscar if you could code how you listen, you could change the world” o    That profound insight resulted a body of work where Oscar has coded how to listen and that body comprises 3 books, a quiz a jigsaw game and a playing card game that he runs in many organisations today. o    The difference between hearing and listening is taking action and Oscar believes he had made a dent in the business of decoding how to listen. o    What did you have to unearth or discover to know how to code listening? In the moment Oscar had no clue & about 2 weeks later he was asked to audit another budget meeting hosted by the then CFO, Brian. Despite the fact that the meeting proved almost incomprehensible with few people actually speaking, where when Brian spoke people asked clarifying questions, Oscar noticed he was taking a tally of this phenomena and then realised that he as actually beginning  to decode listening. o    Tracy asked Oscar to code how he listened in order to change the world and what he has used since then to decode how to listen  is the research of deep listening institute, the academic literature and interviews with diverse workplace workers. o    In all of this work Oscar is trying to make sense of what it takes to help  a person's listening  move from  simply nodding and muttering to listening to what is not said. o    Oscar cautions listeners not to try and use a tip they might hear over this podcast on someone that is significant to them to ward against unintended consequences and to make his point he shares a story about his friend Mick. o    What are the salient features that describe the code of listening? o    The maths or neuroscience of listening helps people understand why people are not good listeners. The math is as follows;   1.     People speak at the rate of 125 words per minute 2.     People can listen at the rate of 400 words per minute 3.     People think at the rate of 900 words per minute.   o    What this means is that people can stay in the conversation. Jump ahead and solve or go ahead and judge and anticipate, while they are waiting for the speaker to catch up. o    Oscar analyses the math and helps us understand that what the speaker shares is 14% of what the speaker thinks and means. Good listeners listen to what is said, Great listeners & deep listeners notice what is not said in the 86% o    Most of us are dialoguing using the 14% each way and we can get frustrated. If instead a listener remembers that what a speaker says is only 14% of what they think and mean then the listener can move towards helping the speaker elucidate what is in the 86% o    In teams if you are not taking the time to fully listen this frustration is N squared by the number of people in the room. o    In the workplace as a listener your job is not to make sense of what is being spoken or thought but to help the speaker express what they think and mean.  o    As a nugget Oscar shares a framework which he refers to as a listening compass. First he shares that most of us are coded through our educational systems, to listen for similarities. Pattern matching. Pattern matching trains us to listen for similarities and what is divergent. o    The first question to ask in the compass system is directional to help the speaker say more from their original draft thinking. The question is asked with empathy and genuine curiosity “Say more about that?” This helps the speaker share more about what they are thinking and meaning. o    The second question works to explore the divergent to help illuminate what else might be considered, different perspectives for example. The question is “what else” o    The third question is exquisite silence. Silence and listen share identical letters. Silence is like a magnet to draw the speakers meaning to the fore. o    Silence is a sign of respect, wisdom and authority. A leader can shape the presence of the group or team to listen to each other and not just the active speaker. o    People can immediately complain that this form of listening will take time when in fact it saves time over time. o    What are all the ways we assume we listen and we don't? o    Listening happens before, during and after the conversation and it is important that as a listener you learn how to listen to yourself. o    Many of us are not conscious of our own state, the state necessary to be able to listen. o    Many people are stuck at level one listening, listening to yourself. Level two is listening to the content, level three is listening for the context, level four is listening to what is not said and level five is listening for meaning. o    91% of workplace listeners are paying attention to a notification that is electronic, some of which are getting closer to our bodies such as our digital watches. We are distracted. We do not know the difference between paying attention and giving attention. We have so many browser tabs open in our mind, we are over flooded and what we want to do is shut them down so that we can give attention and listen. o    The best tip Oscar can give to those who host meetings it to set the time for the meeting 5 mins past the hour and to run the meeting for 50 minutes, to let people decompress from their previous meeting and be on time for the next. o    Most people are physically present when they arrive at a meeting but mentally present about 5 minutes after. o    You can change your state by changing your calendar appointments by 5 mins each side of an hour, by drinking a glass or water and by noticing your breathing and by listening to music before a meeting or conference call o    Oscar explains why he uses the negative in some of his questioning like asking people to wonder in an exercise “what am I not listening to in  myself” most people are used to listening to the noise so it takes a certain stillness to appreciate what wants to be heard. o    What are the villains of listening? Oscar, in response to a request from a CEO who wanted to help more in his organisation appreciate the value of listening, did some research to generate a quiz that organisational listeners could take. They based their survey on a few very simple questions like;   1.     “what's the other person doing when they are not listening?” 2.     “What do you struggle with when it comes to listening?” 3.     How do you rate yourself as a listener? And how would you rate others that listen to you?   o    It proved interesting that people were able to describe in much greater detail and length what others were doing when they were not listening compared to what they personally struggled with as a listener. o    Similarly there was a massive differential between a raters self-rating and their rating of others o    74% of people rated themselves well above or above average for listening and when asked the other way only 12% of people who listened to them rated well or above average. From this analysis the research company were able to build like cohorts which became the Villains of listening. 4 Archetypes emerged.     1.     People who were unproductively using emotion- they were getting hooked into the story 2.     People who were time or productivity obsessed – they tend to interrupt a lot 3.     People who came across as vague, disinterested or distracted-people who are given the label of lost 4.     A problem solver -they are kind of listening but really they are trying to fix someone -often labelled as shrewd.   o    These archetypes are useful to identify the listening behaviours and not used to label the individual o    Some of the villains are related such as the shrewd and the interrupter they are both time and productivity hungry. o    Oscar began to talk about a process question in team or group meetings that is often missed. If asked the team and group have permission to check/interrupt respectfully through the course of the meeting to see if they are on track and to adjust as necessary. o    The question is “what would make this a great conversation” The question is NOT what would make this a great question for you Tara? The reason why Oscar and his team do not add “for you” is because of an understanding about dialogue. In a 1:1 there are always 3 present, the two people concerned and the relationship they co-create between them. Oscar describes it is the speaker, the listener and the dialogue. The question is designed to ask where are we taking the dialogue. o    In teams it is important to ask this question at the start of the meeting. It is also helpful to ask everyone to jot their answer down on a piece of paper and to indicate a process for sharing as opposed to cold calling on people. o    This round of asks is not done for the purposes of the host but for every member of the team. There will be times when people drift off, get distracted lose themselves in the meeting and this process can be called up by remembering one or two of the desired outcomes. o    A good host will notice who is speaking and who is not in a meeting, He or she will determine what role they assume across the meeting. Perhaps roles such as time keeping or note keeping can be shared to increase the listening attention of the group. o    A potent question to ask during the meeting, not at the end and don't ask for feedback at the end either because there is not an opportunity to change, is “What is one thing we can we amplify & one thing we can  adjust for the balance of our meeting” o    This is a technique to get people to listen to each other in a different way. o    The antidote described above for the person who gets lost is equally valid for any of the four villains o    Oscar describes what it might sound like for a person who prescribes to the archetype of the drama or emotional listener. They listen for the drama and pull the spotlight over to themselves often to show empathy or connection – if you are this villain ask “where is the spotlight in the dialogue” Is it on the speaker, the listener or on the dialogue. Too much on the listener and it needs to shift, think instead about a third, a third, a third. o    What happens when the conversations go awry and descends into conflict? In conversation start to notice when people begin to use absolute language such as, “always, never , absolutely, precisely, exactly etc..” This language indicates & showcases the limits of our mental models Oscar shares another story from his experience. o    Two groups a Finance & Actuarial Group and  sales and marketing Group were trying to agree a pricing structure for their insurance company. The two groups could not agree and began to defend their respective positions based on their understanding of the  organisational structure, incentives, lived experience, educational experience etc.. They could not agree a way forward. Oscars construct is based on the idea that “every model is wrong and some are useful” That is a George Box quote, a statistician. o    The two groups were coming from very different orientations. In both cases everybody could only see why there model or world view was right. o    To unpick what was not said, Oscar asked each side to argue for the arguments and rationale of the other. He divided the groups into pairs, where one person from Finance and Actuarial talked with one person form Sales and Marketing o    The dialogue that ensued was much more energetic and engaged. People were reminded to put up stickies on the wall for information and understanding gleaned in the new conversations. After about 25 minutes into an exercise designed to last longer a person from finance stopped the entire conversation. He told the group that they all had to listen to what had been discovered. Essentially a piece of information assumed by Sales & Marketing to be part of the thinking held by Finance & Actuarial was absent.   o    The meeting ended early with agreement by both sides. Up until then there had been no attempt to listen for what was unsaid. This is where a group listens for difference rather than similarity as is customary. o    Many organisations live in conversations and dialogue where they speak from vested interests which has nothing to do with progressing the outcomes of the dialogue. o    I asked a question that was a version of a level four question to ask how to listen to what is not said so far. I was clumsy and asked a question that was not quite the question I had intended. I really wanted to know if there was anything I had not yet asked Oscar that would be missed by my listeners,  Oscar shared a question that might have served better. He asked “I sense there might be something really useful you could share with the audience that I have not asked into yet?” By introducing the audience we are listening from a different perspective o    The point here is that for leaders it is important to be conscious of the quality of dialogue, use of words and the intention behind questions. o    Oscar shared that the two different questions would yield two very different answers one more serving of the podcast listeners than the other. o    Oscar shared a final story to reveal the power of listening to all the voices in a room . The story of Elaine. This is a story of a team, a top team, working the issue of their growth figures compared to those of their peers. Oscar asked the group to think about two questions; 1.     What animal is our business? 2.     and what are the characteristics of those animals. o    Most people described the business as some fast moving bird or animal something that was fast and killed. Everybody has spoken except for the CFO, Elaine. The tension in the room was palpable as the CEO was anxious, angry to get to lunch. o    Oscar invited Elaine to speak with a gesture, an extended arm. She responded by saying. “I thought it was obvious” and she stopped. o    Again after a few moments and even more tension, Elaine came back and said “I thought it was obvious, I thought we are a snake” o    The animal, The Snake has negative implications in the west and very different associations in the East.  Elaine explained her reasoning for choosing a snake. She told the group that the business had failed to shed their poor practices & bad systems from the past & that was holding them back from serving their  customers o    The tension in the room evaporated and a massive dialogue ensued. o    The CEO admitted they never listened to Elaine. A few months later it was obvious that Elaine had found her voice and she had become a key member and astute commercial leader o    Oscar ended by asking the audience of the GOT Podcast- what is the cost to the business when you don't listen to Elaine and or you don't listen to all the voices in a conversation.   Resources shared across this podcast 1.     How to listen- discover the hidden key to better communication by Oscar Trimboli 2.     www.oscartrimboli.com 3.     https://www.oscartrimboli.com/ambassadors/

In this episode I do a dive deep with my guest, Marc Borrelli, into the critical importance of understanding a business's core customer. We explore how accurately identifying and comprehending the core customer is not just about demographics or market segmentation, but about genuinely understanding their needs, wants, and pain points. This understanding is pivotal for devising a successful business strategy and creating a unique market differentiation which contributes to a company that can thrive without you, giving you more options for your 4th quarter. The conversation further dives into the common pitfalls companies face when they fail to identify their core customer, leading to short-term tactical decisions rather than a cohesive, long-term vision.Equally helpful is for the listener who has exited their business to pursue another venture. Knowing your core customer is important to saving time so you can get up and running quicker with success.Marc Borrelli, CFA, is a recognized Strategic Advisor and Leadership Growth Coach, propelling CEOs and Executive Teams worldwide toward uncharted growth and success. With a specialized approach encompassing Gravitas' 7 Attributes of Sustainable Growth, Marc's coaching methodology fosters dynamic organizational transformations, driving sustainable growth and impactful leadership. Serving as an invaluable catalyst for companies with revenues ranging between $5MM and $50MM, Marc specializes in a) Crafting compelling strategies, nurturing organizational culture, and embedding mission and purpose at enterprises' core; b) Refining the Growth Platform, pinpointing its essence to unleash unprecedented growth trajectories; and c) Devising meticulous execution actions and scalable strategies to increase profitability and cash flow. Marc's professional journey is adorned with over 30 years of unrivaled experience in strategic planning and mergers and acquisitions, with an impressive portfolio of over 100 closed transactions valued at $3 billion. His proficiency in navigating complex, cross-border, multi-party transactions across continents sets him apart in the market. Currently, Marc contributes his expertise to the boards of the US Strategic Capital Alternative Income Fund, Joe Tools, Inc., and two Technology Associations of Georgia's Societies, amplifying strategic visions with his innovative approach.You can find Marc here:https://www.linkedin.com/in/business-coach-atlanta/https://marcborrelli.com/To learn more, visit:www.servingstrong.comListen to more episodes on Mission Matters:www.missionmatters.com/author/scott-couchenour

Get ready to unlock the world of executive development and communication in the C-suite as we engage in a powerful conversation with Kimberly Gerber, a seasoned executive coach, and leadership development expert with extensive experience in the corporate world.   Kimberly has a unique ability to equip employees with developmental skills, enhancing their career trajectories and boosting retention rates within companies. Her expertise spans strategic advisement, executive coaching, and content leadership learning. She is well-versed in cultivating executive presence, mindset development, and effective communication strategies. In today's discussion, we discussed the need for coaching when someone transitions from a senior leadership role to a C-suite role. We tackle the challenge of rushing the hiring process and emphasize the importance of finding the right fit, a robust onboarding process, and the role of proactive training for success in new roles. Kimberly is a valuable resource for those interested in leadership development and communication within the corporate realm. In this episode, you will hear: Effective cultural immersion for success Determining C-suite potential and promotions Training individuals to think strategically Cultural immersion for executives Coaching executive presence The power of self-presentation Resources from this Episode The Wannos Law Firm: https://www.wannoslaw.com/ Employment Law Courses: https://www.karlywannos.com/employment-courses Legal Workshops Employment Law for Businesses https://www.karlywannos.com/workshop  FMLA Workshop: https://www.karlywannos.com/fmla Calculating Damages Workshop: https://www.karlywannos.com/damages-workshop Connect with Karly Wannos Follow Karly on Facebook, [https://www.facebook.com/Karly-Wannos-103354468305465] Instagram [https://www.instagram.com/karlywannos] and Linkedin [www.linkedin.com/in/karlywannos] Sign up for my Newsletter on employment law and management topics [www.karlywannos.com/newsletter]  Connect with Kimberly Gerber https://kimberlygerber.com  Follow Kimberly on Facebook, [https://www.facebook.com/kimberlygerberexcelerate] and Linkedin [https://www.linkedin.com/in/kimberlygerber] Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Episode Credits: If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you. The copyright and intellectual property for The Employment Experience and this post are owned exclusively by Karly Wannos, LLC.

We're so lucky to have some great guests with us today to discuss building a brand within the fashion industry and how consumers can discover new brands that fit their tastes/styles/values/etc. and so much more.  The panelists are also content partners.  Content partners help Voyage in so many ways from sponsoring our mission, spreading the word about the work we do and collaborating with us on content like this.Ebony Adell | International Sustainable Luxury Designer, Protest Artist, Author and YogiIntro: International artist, sustainable designer, author and yogiCanvasRebel Story: https://canvasrebel.com/meet-ebony-adell-2/Youtube: https://www.youtube.com/user/eb3373Instagram: https://www.instagram.com/tsx_design_houseOther: LFW - https://oxfordfashionstudio.com/designer/tsx-design-houseBook - https://www.amazon.com/SxEyecon-part-prima-Ebony-Adell/dp/1719982082Book - https://www.amazon.com/Chakra-Activation-Seminar-Holistic-Makeover-ebook/dp/B09NK52GL6IDFW - https://watch.fnlnetwork.com/video/tsx-design-housePBS Interview - https://youtube/watch?v=1un6ABBGjE8&fbclid=lwAR1d7u_PZSVbz8t19LOWLcGPfGj7flGHcJCcel3mP9Wr2oLDLhQUyQQcQfgJohn McDavid Lehman | Fashion BrandIntro: I am a native Angeleno, fashion designer and business owner.Shoutout Story: https://shoutoutla.com/meet-john-mcdavid-lehman-creative-director-owner/Website: www.mcmarden.comInstagram: mcmardenOther: www.rbofmcd.com, www.daveybrand.comSarai Shivana | Consultant | Luxury Retail > Executive Teams > People • Operations • Sales • PerformanceIntro: We help operationalize leadership teams in organizations, focusing on clarity, goals, systems and processes most small businesses lack.Voyage Story: https://nashvillevoyager.com/interview/conversations-with-sarai-shivana/Website: https://linkfly.to/30108ooSVP5Instagram: https://instagram.com/sarai_shivana?igshid=YmMyMTA2M2Y=

ABOUT THE GUESTOscar Trimboli is an award-winning author, host of the Apple award-winning podcast called Deep Listening, and a sought-after keynote speaker. He is on a quest to create 100 million deep listeners in the workplace through his work with chairs, boards of directors, and executive teams. Oscar has experienced firsthand the transformational impact leaders can have when they listen beyond words.SHOW SUMMARYIn this episode of the Disruptive Successor Show, Oscar Trimboli, author of "How to Listen: Discover the Hidden Key to Better Communication," joins Jonathan Goldhill to discuss the importance of deep listening in the workplace. Oscar shares his personal journey of discovering the power of listening and how it can transform relationships and improve communication. He explains the five levels of listening and provides practical tips for becoming a better listener. Oscar also emphasizes the significance of paying attention to what is not being said and the role of silence in effective communication.KEY TAKEAWAYSGood listeners listen to what is said, but great listeners notice what is not said.The average person speaks at a rate of 125-150 words per minute, while the average person can listen at a rate of up to 400 words per minute.By pausing and allowing silence, you can create space for the other person to express their thoughts and feelings.Managing distractions, such as technology notifications, and practicing deep breathing can help improve listening skills.Drinking water and staying hydrated can enhance focus and attention during conversations.QUOTES"Your job is to help them notice what they haven't said." - Oscar Trimboli"Silence is a sign of wisdom, respect, and authority." - Oscar Trimboli"Your body is a complete listening instrument." - Oscar TrimboliConnect with Oscar and check out his work through the links below.LinkedIn: https://www.linkedin.com/in/oscartrimboli/Website: https://www.oscartrimboli.com/howtolistenIf you enjoyed today's episode, please subscribe, review, and share with a friend who would benefit from the message. If you're interested in picking up a copy of Jonathan Goldhill's book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Are you a leader striving to seamlessly intertwine strategy and culture? Interested in understanding the power of courageous leadership in driving organizational success? In this episode of “Conversations with I Follow the Leader”, our host, Antoinetta Mosley, connects with special guest Trina McCarroll, a seasoned Executive Advisor and founder of Hello Courage. Trina's firm specializes in helping Board of Directors and Executive Teams to courageously connect strategy, culture, and leadership. During this episode, they discuss why culture building often takes a backseat in strategic planning, and the ramifications of such oversight. Trina shares her unique perspectives on common challenges and present success stories from her work, showcasing wins from aligning strategy and culture. Additionally, Trina elaborates on the significance of courageous leadership and the need for a holistic, human-centered approach in shaping organizational success. Tune in to gain valuable insights and practical takeaways for your leadership journey. --- Support this podcast: https://podcasters.spotify.com/pod/show/i-follow-the-leader/support

Sal Silvester, host and executive producer, kicks off Season 6 of the Future of Leadership As our world continues to face geopolitical challenges, stubborn inflationary conditions, and more complexity, organizational culture will matter more than ever.   The theme for this season is how to create healthy, aligned, and more human teams at the top, including executive teams, senior leadership teams, and extended leadership teams. Why? Because a high-performing executive team is a CEO's greatest asset in addressing the challenges and opportunities that are in front of us.   This season is going to provide you with practical and actionable tools and best practices, covering topics such as: executive loneliness cross-cultural competence on global leadership teams psychological safety, and more. With almost every episode, we'll have a framework or a toolkit that you'll have access to so that you can immediately apply the concepts that we discussed in the episode to your work. Additionally, our blog posts at 512solutions.com will provide further content and resources to help solidify your learning.  

What kinds of conversations do you have with your executive team to promote an enterprise-wide perspective?  Dr. Karen identifies five essential dialogues to transcend silos and engage the power of constructive executive team collaboration. Two of those dialogues include the cultivation of shared learning and the exploration of new possibilities. Contact Dr. Karen to develop … The post 5 Essential Conversations to Develop and Transform Executive Teams (Episode # 427) first appeared on TRANSLEADERSHIP, INC®.

In this episode of 'The Skip' podcast, host Nikhyl Singhal discusses the challenges and implications of ex-growth companies in the current market landscape. He delves into the consequences of overvaluation, the impact on employees and company culture, and the emergence of a new crop of prudent, conservative growth companies. Nikhyl provides valuable insights for those considering joining or staying in ex-growth companies and emphasizes the importance of exploring other stages of companies for more lucrative opportunities.Time-codes:00:00:00 Introduction to the episode focused on growth companies and ex-growth companies.00:02:00 Explanation of the three main stages of companies: startups, growth companies, and big tech or late-stage technology companies.00:05:00 Market shift towards sustainability, impacting growth companies and their focus on innovation.00:07:00 The challenges faced by executive teams in ex-growth companies as they transition from growth to sustainability.00:10:00 - Executives are getting fired or layered in growth management teams due to skills mismatch or other factors, leading to organizational changes.00:12:00 - The cultures in hypergrowth companies are becoming more aggressive and toxic as CEOs exert pressure and anxieties increase.00:13:00 - Compensation was great in these companies, but with the drop in valuations, executives are making significantly less than they expected.00:17:00 - Advice for individuals in or considering joining an ex-growth company: the culture will likely worsen, equity may not generate expected returns, and exits may not happen easily.00:23:00 - Nikhyl discusses the consequences of overvaluation and adjusting expectations in terms of growth and valuation.00:25:00 - He highlights the potential resentment and frustration among employees who feel undervalued while contributing to the company's survival and eventual success.00:26:00 - Nikhyl points out the existence of a new crop of growth companies that are more prudent and conservative, offering a more attractive option for job seekers.00:28:00 - He emphasizes the need to be wary of ex-growth companies and consider other stages of companies that could be more lucrative. 

 Greg Layton discusses the importance of pursuing personal development and the power of building a deeper understanding of one's psyche for a world-class performance. Greg Layton is the founder of Chief Maker, host of the Inner Chief Podcast and an Executive Coach specialising in helping CEOs and Executive Teams lead turnarounds and transformation. Greg recommends knowing and embracing your shadow self which he sees as an opportunity to learn more about yourself and grow from it.Greg outlines how athletes approach their performance with the prepare, perform, recover, and review model and shares ways on how any business person could apply the same model to deliver world-class performance and he says it starts with identifying their performance theatre. Greg highlights the importance of setting meaningful goals. He believes goals help us simplify the complexities of modern lives by distinguishing the relevant, important aspects of life from the noise. Diving deeper, he shares how anyone can organise their days to become a world-class performer.You can connect with Greg Layton on LinkedIn.  About your host: Lauren Karan, Director and Founder of Karan & Co. With over a decade of experience as a recruiter and development coach, Lauren Karan found that her priorities rapidly changed after the birth of her two children. In 2022 she founded Karan & Co flipping the out-dated recruitment model with a focus on retention through career coaching and development. Lauren believes that If opportunity doesn't knock, you have to build a door - and it's this same philosophy that inspired her to create the Building Doors podcast.  The Building Doors podcast is for anyone undergoing a transformation in their life. Regardless of whether you feel stuck in your current role, need some inspiration on what steps to take next, want to learn how to level up as a business owner or simply want to listen to the experiences of successful entrepreneurs and industry professionals, the Building Doors podcast is all about unlocking your potential.Help someone else Build Doors in their career

In this episode Judith Germain speaks to Victoria Pelletier about becoming one of the youngest Chief Operating Officers at the age of 24, a President by 35 and a CEO by age 41. This is her story where she shares her vulnerability, insights and beliefs that enabled her to take her Socialised Maverick nature and apply it to the cut throat corporate world. They discuss the nonsense of relationship management and why all leaders must consider the humanity of others. Judith shares what she notices when she mentors Senior Execs and Board Members, and they discuss the possible causes of that. Following a discussion on Senior Leadership/Board Culture Victoria shares the need for feedback in this group. Listen to this interesting conversation with the 'turnaround Queen' about the role of the leader. Victoria is a 20+ year Corporate Executive and Board Director, she is currently Managing Director at Accenture. Nicknamed the 'Turn around Queen' by former colleagues and employers, Victoria inspires and empowers her team and clients to change mindsets and drive growth in business, leadership and culture. Maverick leadership is all about thinking outside the box and challenging the status quo. It's about having the courage to take risks and the confidence to lead in a way that is authentic and genuine. But amplifying your influence as a leader isn't just about having a strong vision or a big personality. It's also about having the right leadership capability and being able to execute on your ideas and plans. The consequences of not having the right level of influence as a leader can be significant. Without the ability to inspire and motivate others, you may struggle to achieve your goals and make a real impact. How Influential Are you? Take the scorecard at amplifyyourinfluence.scoreapp.com and see.  Judith's websites:  The Maverick Paradox Magazine - themaverickparadox.com Company Website - maverickparadox.co.uk Judith's LinkedIn profile is here, her Twitter profile (MaverickMastery) is here, Facebook here and Instagram here.

Cher Murphy is an anthropologist, an executive coach, and a reticulist. Cher has spent the last 20+ years building teams in scaling portfolio companies for Venture Capital firms and Private Equity firms, or Fortune 100 and FTSE 100 organizations. Her expertise is advising leaders where a talent strategy is required to thrive in uncertainty and the quickening pace of change. As a C-Suite Advisor on Talent, Cher partners with CEO's, Executive Teams, and Boards to align the people strategy to the business strategy. She utilizes both leading-edge innovations in people strategy and executive coaching to enable companies to surpass positive earnings cycles while building resilient cultures. Having consulted for Nike, Amazon, McKinsey & Company, Ford Motor Company, Wells Fargo, Patagonia, McDonald's and Microsoft, Cher has partnered with large global organizations reaching an inflection point and needing leadership transformation.  Working with Haven, WeWork, Chewy.com, and Opendoor during an extreme period of scaling, Cher supported leadership with building teams, strategy, and leadership capability. Cher was the Chief People Officer for a global creative agency and the Chief Talent Officer for a research think tank that studies the people practices of high performing organizations. Prior, Cher was a founding Partner/Managing Director of multiple executive search boutiques focused on Human Resources and Diversity, Equity & Inclusion leadership. Cher is a member of Marshall Goldsmith's 100 Coaches and is an Adjunct Professor for the MBA program at the Graziadio School of Business and Management at Pepperdine University. Cher is on the Board of Directors for AID International, a nonprofit that focuses on enabling Haitian communities to become self- sustainable and an advisor for HR Transform.  https://www.linkedin.com/in/chermurphy/ 

Tom McCarthy is a father of two, husband of 30 years, CEO or Board Member of 8 companies, early stage investor in over 40 companies and worldwide philanthropist.   After a successful career with a Wall Street firm, Tom found his true passion in the field of helping people in business, athletics and life, breakthrough their limitations and step into their full potential. Tom has been the peak performance coach for athletes who have won World Championships and Olympic Gold Medals.     In the corporate world, Tom's clients include Cisco Systems, Microsoft, Wells Fargo, Salesforce, Met Life and many others. He has also helped several CEO's and Executive Teams realize their dream of taking their companies public.     Tom has been called the World's #1 High Stakes Performance Coach and he has been selected by Forbes as an expert and thought leader in the areas of leadership, communication, and peak performance for their Knowledge Innovation Center. When the stakes are high, Tom is the coach that the world's leading companies and peak performers call on to help them win!     Thank you for listening to the A+ Parents podcast. If you love the show, don't forget to subscribe, share and leave us a review. Also, follow us online at www.aplusparents.com  www.mrdmath.com or on our social channels @MrDMathlive @aplusparentspodcast   Also, host Dennis DiNoia has a new book out NOW called “Teach: Becoming Independently Responsible Learners. Order your copy: https://aplusparents.com/teach   OR on Amazon   https://www.amazon.com/dp/B09X2B3MG8/ref=cm_sw_r_sms_api_i_DDH16A3BD5X79CSFSQXB

Name: Marcell VollmerCurrent title: Chief Executive OfficerCurrent organisation: Prospitalia GroupIn my role as Partner and Director at BCG I am advising C-Level Executives & Executive Teams on the full range of digital transformation, innovation, new business models, restructuring, and reorganization with a focus on procurement, and supply chain, and operations globally.As Chief Innovation Officer I focused on supporting customers and partners to define and execute digital transformation strategies globally. As a proponent of the power of process mining to create the "superfluid enterprise" and deliver extraordinary experiences, I evangelized in my role the market as an influencer. Like Celonis customers, I was previously in charge of shared services and business process transformation.In my previous role as Chief Digital Officer I was a 'Digital Ambassador' by SAP's Digital Transformation Office to help SAP customers to define and drive digital transformation strategies in all industries globally. As the former Chief Procurement Officer at SAP, I'm sensitive to the complexities surrounding the intersection of technology, compliance, and supplier networks that today's procurement leaders face. I implemented a global category management organization, procurement shared services, and a hybrid model with Ariba for goods, Fieldglass for professional services, and Concur for travel. As Chief Operating Officer and Senior Vice President of SAP Ariba, my focus was to help companies eliminate procurement and supply chain complexity through simple, smart, and open software solutions.Resources mentioned in this episode:Free Download of The Leadership Survival Guide (10 World-Class Leaders Reveal Their Secrets)https://store.consultclarity.org/lead...The Leadership Conversations Podcasthttps://open.spotify.com/show/4IB6V41...The Jonno White Leadership Podcasthttps://open.spotify.com/show/2p8rvWr...The Leadership Question of the Day Podcasthttps://open.spotify.com/show/6eZ4lZ2...Clarity Websitehttps://www.consultclarity.org/7 Questions on Leadership Serieshttps://www.consultclarity.org/large-...We'd Love To Interview YOU In Our 7 Questions On Leadership Series!https://www.consultclarity.org/7-ques...Subscribe To Clarity's Mailing Listhttps://www.consultclarity.org/subscribeJonno White's eBook Step Up or Step Outhttps://store.consultclarity.org/step...Jonno White's Book Step Up or Step Out (Amazon)https://www.amazon.com/Step-Up-Out-Di...

FOUR ACTIONABLE TAKEAWAYS Get ahead of every executive conversation by first prepping with a champion pre-call. Use Slack channels for champion collaboration and driving deals to close. Before going into an executive demo, make sure the priorities you collected from discovery are aligned with the executive's. Always create a work-back plan linked to date-of-value so deals don't stall when entering legal, security, etc. PATH TO PRESIDENT'S CLUB Sr. Director, Mid-Market & Growth Expansion Sales @ Drift Manager, Sales Development @ Dropbox Account Executive @ Yelp   RESOURCES DISCUSSED: Time is running out to register for our upcoming 30MPC Live. Download our exclusive cold calling battlecard by signing up for the newsletter. Click this link for some extra goodies from 30MPC. HELP US OUT! What do you love about our podcast? Please consider leaving a rating and review for the show. We always enjoy reading your comments and feedback!

When business owners focus on the strengths of their employees, rather than their shortcomings, they will understand how to boost performance and profit.  'No one wakes up and says I want to be an average employee today (sic)', Brandon Miller during the show.  When you  empower employees to  become peak performers, everyone wins, including the owners and investors in that company.  Brandon Miller shares with Karen how he works with Executive Teams to find the strengths of the management and employees, as individuals, an integral part of the human machine of the company to be fine tuned.  You will hear how to identify and fix these growth killers: disengagement, disappointment, and generational silos to build a thriving corporate culture that achieves its objectives.  Brandon Miller is the Founder and CEO of 34 Strong. Brandon is one of the FIRST 7 Certified GALLUP Clifton Strengths Finder Coaches in the world.  34 Strong is a coaching and consulting firm dedicated to improving employee engagement. Brandon has nearly 15 years of experience providing specialized leadership training, coaching, advising, and facilitating.  Learn More: https://34strong.com/ Karen Rands is the Founder of the Compassionate Capitalist Movement.   Her strategic consulting, coaching and training services are offered to entrepreneurs and investors, to make it easier for investors to invest in entrepreneurs that have what it takes to succeed and along the way bring innovation to market, scale their company, create jobs and lead to a lucrative exit for the founders and investors.  Visit http://kugarand.com for more information.  Go to http://InsideSecretstoAngelInvesting.com to get the best selling book that launched a movement.  Watch Youtube:   https://youtu.be/sDxmggYHxhw

Danny Way, Rob Dyrdek, Paul Rodriguez, Laird Hamilton, Gabby Reece, Jeff Emig, Ai Sugiyama and Michellie Jones are some of the world-class pro athletes that human performance coach Alex Laws has worked with in her practice during the past 25 years. Her athletes have won World Championships, Olympic Medals, X-Games gold medals, Ironman Championships, victories at Wimbledon and the French Open and have set numerous World Records. A former pro triathlete who earned four World Championship medals, Alex now coaches executives and corporate teams to reach their full potential using the same high performance techniques and technologies she applied in her work with the world's best athletes. You can learn more about Alex at https://performancelaws.com.au/ and reach her directly at alex@performancelaws.com.au. I met Alex in 2005 when she was revolutionizing the way action sports athletes trained and working with Danny Way as he prepared to jump the Great Wall of China and have been learning from her ever since. If you enjoy this episode, please give it a five-star rating on Spotify or Apple podcasts, subscribe and forward it to a friend. That helps the show surface higher in search so more people can find the inspiring stories of my guests, and I really appreciate the support. Go to www.choosethehardway.com to sign up for the newsletter and never miss an episode. To suggest a guest or be in touch, reach out to choosethehardway@gmail.com or DM @hardwaypod on social. 

Tom McCarthy is a father of two, husband of 30 years, CEO or Board Member of 8 companies, an early-stage investor in over 40 companies, and worldwide philanthropist.   In the corporate world, Tom's clients include Cisco Systems, Microsoft, Wells Fargo, Salesforce, Met Life and many others. He has also helped several CEO's and Executive Teams realize their dream of taking their companies public.   Tom is the Best Selling author of his new book, The Breakthrough Code, available everywhere books are sold.   What is The Breakthrough Code? A Story about a life without limits! If you're someone with big dreams or building a vision and especially if you've already created something.   ​You already know how challenging yet necessary it is to know where to focus, how to overcome your limits and when to re-invent yourself to stay relevant.   ​In fact, almost 95% of our daily activities are dictated by our habits.   ​The Breakthrough Code is about understanding how to create laser focus, upgrading your mental powers and getting what you want easier and faster by becoming a codebreaker.   Tom has been called the World's #1 High Stakes Performance Coach and he has been selected by Forbes as an expert and thought leader in the areas of leadership, communication, and peak performance for their Knowledge Innovation Center.   Order The Breakthrough Code: https://thebreakthroughcode.com/   For more, visit: https://shiningicon.com/

When was the last time a software salesperson hit you up, promising to solve all of your issues?  The truth is, there is no easy solution to the technology challenges you face in your business. SPARK Business Works CEO Bob Armbrister does not trumpet one single answer to his problems. He believes that each challenge is unique and calls for no specific, standard formula. In this episode, he sits with Eric Anderton and brings a refreshing approach to the implementation of technology in a company. Listen in as they dive deep into practical, straightforward solutions you can use to increase your profitability and productivity.

How are you leading a team of amazing individuals? If your team ranks at 9 on the 10 scale, what does 12 look like? What does it take to help a strong, effective team get even better? Join our discussion on how executive teams transform and move from good to great. My guest today is my good friend Larry Levin, a sought-after executive team facilitator, advisor, and leadership coach. Larry is the founder and president of The Levin Group LLC. He specializes in working with leadership teams in global Fortune 100 to mid-sized organizations in planning strategic direction and implementing critical business initiatives. His role is to help organizations focus on understanding the dynamics and capabilities of their executive teams. He utilizes custom assessments, team-based interventions, and coaching techniques to improve their effectiveness. Teaming Up Conversations is powered by Stand Out International, and hosted by Simon Vetter. He is an executive leadership coach and CEO of Stand Out International, Inc., and his focus is on behavioral change and executive leadership coaching. Simon trains managers and teams in Fortune 500 companies, guiding them toward better performance outcomes, increased collaboration, alignment, and accountability. Discussion Points What a team is for, and why does a team exist? Develop excellent, honest, and transparent dialogue in a top team The importance of “collective intelligence”- the team as a whole is smarter than the smartest member Challenges and struggles of ineffective, dysfunctional teams Importance of building trust and establishing psychological safety Three purposes of meetings: reporting, problem-solving, decision making How to make executive decisions that everyone commits to (instead of complying) Team consensus is okay if somebody would speak up if they disagree Three questions any great leader asks Examples of highly interdependent teams are medical teams, sports teams Teams should continually ask, “How are we doing? and, “What does even better look like?” Larry's leadership advice: (1) Be comfortable being uncomfortable (2) Know what you don’t know Last words: Ask that next question, go deeper, find out what’s not being said Resources The Levin Group

Dr. Iman Taheri, M.D. is an Entrepreneur and a Philanthropist. He graduated from Tehran University Medical Science, as the youngest general surgeon in 2014. Dr. Iman has been practicing trauma surgeries worldwide with priority on the challenged regions, volunteering in war-torn and poverty-stricken areas without readily available access to modern medicine and sophisticated medical technology. Dr. Iman consults individuals and businesses on critical intersection of Health (Mental, Emotional, and Physical) and Performance, helping them to reduce turnover, increase innovation and output, and create a more cohesive sense of “team”. He promotes an environment of unity, creativity, and increased profitability. As a Chief Strategist, Dr. Iman Taheri works with Business Leaders and Executive Teams, to assess features in the workplace, re-imagining the workplace to get ahead of competitors. He is a Community Influencer and an Expert on Content Development, Marketing Strategies, Motivational Graphic/Video Creation for various Social Media Platforms. Using his education, skills, professional knowledge and life experience, he is focused on promoting confidence, leadership, positive outlook, and a healthy mindset for the worldwide audience of 140 countries and counting. As an ethical and altruistic leader, Dr. Iman serves on the Board of Trustees for “Read the Past, Write the Future”. This non-profit organization was founded by former NFL Football Player, Saeed Rashad-Blacknall who is promoting Literacy and Creative Writing as a mechanism to record the dreams of students around the globe. A prolific keynote speaker, Dr. Iman serves as a regular guest on podcasts and events worldwide. He is an established writer and poet and he currently resides in Toronto, Canada .

Join Andrea and her guest, Tim Winders, on this episode of The Upleveled Entrepreneur. Tim talks about success and leadership on a deeper level. Through the right understanding of ourselves and the people around us, we can interact with the world in a different way. Stay tuned! Here are the things to expect in this episode: Tim's calling to teaching and coaching. Even when he aimed for engineering, he still got pulled back into his true purpose! From homeless living in a Honda van to a happy life in an RV. Let's define what success really is. It's not about the number of people following you! Let's also define who we are. Open your mind up and soften your heart! Helping people get clarity in what they're supposed to be doing. Some things can be rushed, but some things take time. The underrated value of having a quiet time to think. And much more! About Tim Winders: Tim Winders is a Performance Coach and author who specializes in helping Executive Teams and Entrepreneurial Leaders maximize their potential by looking beyond traditional “cookie-cutter” methods that often limit the creative process. Connect with Tim! Website - https://seekgocreate.com/ Facebook - https://www.facebook.com/SeekGoCreate Instagram - https://www.instagram.com/seekgocreate/   For more tips and strategies follow along with Andrea: FB Group - https://www.facebook.com/groups/uplevelcollective Website - https://www.andreafreemanconsulting.com/ Instagram - https://www.instagram.com/afreeman_insta/ Podcast Powerhouse Masterclass - https://www.andreafreemanconsulting.com/masterclass 5 Minute Journal link -  https://www.andreafreemanconsulting.com/5minutejournal Podcast Guest Expert One Sheet Template - https://www.andreafreemanconsulting.com/podcast-expert

On this episode, Ami Kassar interviews Daniel Marcos, co-founder and CEO of Growth Institute, on the evolving platform for virtual learning for entrepreneurs, what has changed and where does he see it going? Daniel is the co-founder and CEO of Growth Institute, the leading online executive education company for C-level executives at fast-growing firms. He is a keynote speaker and a CEO Coach, with a mission to help 1 million entrepreneurs scale their impact and reduce drama in the process. He is a member of YPO and EO and is a certified coach in the Scaling Up methodology. He is a graduate of EO's premiere CEO program, the “Birthing of Giants”, and he holds a BS in Industrial and Systems Engineering from ITESM (Monterrey Tech) and an MBA from Babson College. Daniel was an early entrepreneur. He started a t-shirt business at the age of eight and then partnered with a car detailing franchise to provide cleaning services throughout his high school years. In the year 2000, he built an online trading business that was acquired within six months by what was Argentina's largest financial player at the time. Daniel's next business launched just before the untimely crash of the financial markets in 2008. His business was shut down and Daniel took on $1 million in debt. Despite the recent setback, Daniel had an abundance of experience and successes under his belt and had recently been recognized in Expansion Magazine's “30 under 30”. As a serial entrepreneur, Daniel quickly realized that CEOs are often the bottleneck of the company. In the same way that you can't solve a problem without first elevating your mindset, a business can't evolve beyond what the CEO can handle. Daniel partnered with Verne Harnish in 2012 to bring executive training to the masses. What was once reserved for a small niche of wealthy companies is now available to all CEOs and their Executive Teams. In less than a decade, Growth Institute has been recognized among the top 5,000 fastest-growing companies in the USA, with over 40,000 members across 64 countries. Recorded 01/25/22.

If you already own a business or want to start a business in the future, most have goals like doing what you love and hitting goals that help you have a better life. Doing that is the dream for a lot of business owners and that is exactly the kind of person that todays guest likes to work with!   Academy starts on February 15th: https://clicksandbricksacademy.com/ Welcome back to the 128th Episode of Clicks and Bricks! Today is an amazing podcast so be sure to check this one out there's a lot packed into a short time. Ken is speaking with Joe Joe Siecinski. Joe is a business owner with a long list of achievements and experience. They start off by Joe telling his story on how he got into his business Brainshare. Brainshare has helped many business owners and they talk about how a lot in this podcast. Going form Goalsetting, and how something as simple a a few calendar tricks to help you work your way towards owning a profitable small business or even all they way up to a big business. These tips work any goal you have. 02:00 Helping others  05:15 Time is your most valuable asset  06:50 Goal Setting  07:40 Calendar   10:20 Create a schedule  10:00 Creating a successful business top tips  16:00 Quotes to change your life  20:00 How to find what works for you  24:30 How to more forward  28:00 Setting up SWAG About Joe: Joe dedicated his life to have a positive impact on every person and business he comes in contact with. He focuses on enabling businesses to become profitable commercial enterprises and increasing the valuation of those businesses. Joe has over 40 years of experience with, 25 years of working with big companies and during those years he has worked with over 2000 companies nationwide, with over 1000 of those being small businesses.    About Brainshare: Guiding CEOs and Executive Teams who want to develop and grow in confidence, agility, awareness, and leadership essentials in order to expand their influence, communicate effectively, cultivate strong relationships, and develop others so the company can focus on the 5 Disciplines of exponential growth.   WHAT I CAN DO FOR YOU: I help bring clarity to how CEO's and their executive teams lead and manage their organizations. I will use my experience, proven systems, tools, processes, and resources to guide you to great business, one that is achieving ultimate, optimal success.   MY APPROACH: Leading the way for exponential growth by focusing on the 5 Disciplines that serve the key constituents a company requires to become sustainable, predictable, stable, consistent, and emotionally connected to your customers, your community, and your team:   Contact Joe:  WebURL http://www.brainsharebyjoe.com/ LinkedIn https://www.linkedin.com/in/joesiecinski/ YouTube https://www.youtube.com/user/jsiecinski Twitter https://twitter.com/actioncoach_sc Facebook https://www.facebook.com/jsiecinski --- Support this podcast: https://anchor.fm/clicksandbricks/support (https://anchor.fm/clicksandbricks/support) Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's episode, Karim is lucky to have one of the most important guests, as she will add to us a lot of value when it comes to coaching. We are having someone who was in this industry for so many years, who's in this industry, not only practicing but practicing properly, and helping people to practice properly at the highest standards. Today we have Mónica Albuja.Mónica Albuja, defines herself asBusinesswoman,Change Maker,Futurist advancer, and LeadershipExecutiveCoach.She has MCC (Master Certified Coach) by ICF (International Coaching Federation) Mentor and Supervisor Coach, Official Credentialing Assessor (by ICF), and Professor of Coaching in an ACTP Coaching ProgramWith an excellent balance between her Marketing Mix Career, her Executive Coaching and Leadership background with a proven track record in Organization Development, Talent Management, Capability Building, Change Leadership, and Effective Communication.She has a deep passion for exploring how on the intersection of communication, neuroscience, and coaching belongs the human transformation to modify, transform and improve the way we work, communicate, and relate with each other in other to lead our lives, jobs and companies.With previous experience in the business world for more than 20 years holding senior positions as Director of Marketing and developing a professional career in companies like Coca-Cola, Procter & Gamble, Campari Group, and Melia Hotels, she founded her own company 10 years ago.As the Founder of her own Company created to upgrade human values, she provides clients with in-depth research and reflections to understand very quickly strategic opportunities to improve their business while growing culture, values, talent, and wealth.Her professional experience has been primarily focused on driving large-scale transformation, strategic Organizational Development, Leadership, and Talent Management initiatives.She also provides neuroscience, leadership development programs, and coaching consulting to many other corporations and non-profits designing enhanced high-impact training and motivational programs, talent branding plans, management coaching seminars, and workshops.She has spent the past 10 years working effectively with many top companies and CEOs, Directors, Team Leaders, and Executive Teams. Her coaching clients verify a qualifying increase of their professional and personal lives, demonstrating an expansion in accountability, leadership, efficiency, productivity, happiness, and a well-balanced state of mind.Clients include P&G, Chanel, Google, Carrefour, Microsoft, or Amazon Qualifications. In today's episode: In our previous episode, we've been exploring a couple of important features, to be successful whenever we are doing business coaching, or even coaching in general.  And we explored the areas of how a coach can get the maximum output from any partnership, having with the clients by connecting more by respecting him by helping the client lead the show and explore the agenda and help him achieve his desired goals.  Today, we're going to be talking about another area of the coaching industry, which is the Certification part.  The different types of certifications. And how certain certifications can help better the positioning of coaches in the mind? Join our Facebook Group:  Goal Getters Nation--------------------------------------------------// O V E R V I E W Differentiation is everything as a coach because there are three major trends that will shape the future of coaching. It is very important to understand how important is to be different in the coaching world.There is an increased demand for coaching services in the business world and into the personal world. There are more clients interested in hiring a coach, for example, in 2022, the estimated volume of the coaching market will be more than 20 billion dollars. Coaching market growth around 7% each year.ICF, the international coaching federation, is the most important because it has the most important group of coaches who define and follow all the ICF standards.It's very important to understand that we have to have this Training hour or this credential.It's not only about the certification, but also about from whom you are certified, that is what matters.It's important that we investigate, so we know from where we're going to learn if you're looking for the certifications.As you grow your business, as many clients you will have, as many hours you will get.You have to be specialized in one niche and grow in hours and in expertise in that niche.Your training means you're getting your responsibility and your performance.Train yourself on that in terms of gaining expertise, and also in terms of gaining better performance.People don't like being rejected and when they are rejected, they get to spread the word. It's very, very important to understand that leaders from organizations and companies have finally understood that coaching is a great tool to get better performance.I know how coaches, can really transform organizations.Using coaching skills, to train leaders or managers to help them to become better leaders, that are the future leaders.You can only change when you're being prepared for that. // Resources from this episode:Follow Mónica Albuja:Website:  https://www.monicalbuja.com/LinkedIn:  https://es.linkedin.com/in/monicaalbuja/esInstagram:  https://www.instagram.com/monicalbuja/?hl=enJoin our Facebook Group:  Goal Getters Nation

In today's episode, Karim is lucky to have one of the most important guests, as she will add to us a lot of value when it comes to coaching. We are having someone who was in this industry for so many years, who's in this industry, not only practicing but practicing properly, and helping people to practice properly at the highest standards. Today we have Mónica Albuja.Mónica Albuja  defines herself asBusinesswoman, Changes Maker, Futurist advancer, and Leadership Executive Coach.She has MCC (Master Certified Coach) by ICF (International Coaching Federation) Mentor and Supervisor Coach, Official Credentialing Assessor (by ICF), and Professor of Coaching in an ACTP Coaching ProgramWith an excellent balance between her Marketing Mix Career, her Executive Coaching, and Leadership background with a proven track record in Organization Development, Talent Management, Capability Building, Change Leadership, and Effective Communication.She has a deep passion for exploring how at the intersection of communication, neuroscience, and coaching belongs the human transformation to modify, transform and improve the way we work, communicate, and relate with each other in other to lead our lives, jobs, and companies.With previous experience in the business world for more than 20 years holding senior positions as Director of Marketing and developing a professional career in companies like Coca-Cola, Procter & Gamble, Campari Group, and Melia Hotels, she founded her own company 10 years ago.As the Founder of her own Company created to upgrade human values, she provides clients with in-depth research and reflections to understand very quickly strategic opportunities to improve their business while growing culture, values, talent, and wealth.Her professional experience has been primarily focused on driving large-scale transformation, strategic Organizational Development, Leadership, and Talent Management initiatives.She also provides neuroscience, leadership development programs, and coaching consulting to many other corporations and non-profits designing enhanced high-impact training and motivational programs, talent branding plans, management coaching seminars, and workshops.She has spent the past 10 years working effectively with many top companies and CEOs, Directors, Team Leaders, and Executive Teams. Her coaching clients verify a qualifying increase of their professional and personal lives, demonstrating an expansion in accountability, leadership, efficiency, productivity, happiness, and a well-balanced state of mind.Clients include P&G, Chanel, Google, Carrefour, Microsoft, or Amazon Qualifications. In today's episode: We know very well that coaching is practice, and the more practice you get with each and every hour in coaching , it adds a lot of value to you as a coach, and automatically by default is going to add value to your customer and your next customer, your next testament, etc… Join our Facebook Group:  Goal Getters Nation--------------------------------------------------// O V E R V I E W What are the best ways to develop the skills of individuals and grow organizations?What are the best approaches?Buddha said, “That there is no wealth like knowledge and no poverty like ignorance”.Coaches are the main drivers in this leading world to provoke and evoke.We can help support the others in order to get new performance, which can impact a better quality of life.How challenging is the coaching business within organizations? maybe we are hired by the owner or the CEO, to deal with some other heads some other executives.Coaches, who want to really add value to individuals in organizations within this industry, What are the best way to approach those situations?Our best way to approach these situations is to have an open conversation, when you have to work as a coach and a business owner, the first thing you have to do is understand your clients. So, we have to deeply understand them through our capacity of active listening to understand what are the rules and what's the game, they're going to play.You have to open conversations with the hr. manager, who is in charge of the project, and also with the middle managers as well, to understand what they want from the coaching process.That's how you can define. This is kind of a three parts conversation, so everyone understands, and everyone can develop a better approach together.Highlighting the concept of connecting with the different levels, everyone is involved in this coaching process, whether the person who hired us or the people who are going to coach them, everyone needs to be involved within this process and be part of, each step of the journey.All coaches must learn how to separate their ego from the practice and their profession from their businessIt's not about helping, it is not about telling the other what's the best way, or how they have to do things or how will do things for you. Because this makes you position yourself at an upper level.It's very important to understand that when you're doing coaching, you're not yourself. You're putting yourself out and you're just there in the real presence, that's the key skill for a great performance in a great coach.All the coaches must understand how to separate their ego from the coach role in a coaching session.They have to separate their profession from their business practice from the business owner.The capacity to learn in a continuous way, the capacity of performance better means to take responsibility on your learning path. And that means you need a mental coach, even if you want to go for a new credential, or even it's just to check how is your performance. How you can create better value for your clients.If your clients can go beyond their expectations, they will recommend you and that means your number of clients is going to grow very fast. // Resources from this episode:Follow Mónica Albuja:Website: https://www.monicalbuja.com/LinkedIn: https://es.linkedin.com/in/monicaalbuja/esInstagram: https://www.instagram.com/monicalbuja/?hl=enJoin our Facebook Group:  Goal Getters Nation

On this episode, Brian Orlando and Om Patel discuss work cultures where Projects are prevalent, such as in the traditional PMO (Project Management Office). The discussion begins with a healthy round of what it takes to change cultures and progresses toward the intent and design of most project-based cultures.0:00 Topic Intro0:29 Project-Based Cultures2:58 Change and Culture4:12 Changing Organizational Culture5:19 3 P's of Changing Culture7:31 Only Management can Change the System10:03 PMO Pros and Cons10:56 Not Everyone is Comfortable Trailblazing12:45 Executive Teams Should be a Cross-Functional Team...14:28 But, Executive Teams are Usually just Silos for Budgeting17:17 Developer Thinking vs. Tester or Product Thinking19:37 Goals of the PMO21:20 PMO Standardization23:43 Sanitization vs Uniqueness24:54 PMOs and Quality26:56 PMO Culture - Pros & Cons28:51 Change is Difficult31:15 Real Example of Project over Product33:12 Problems with Siloed Budgeting36:11 Comment and Like, Pretty Please!36:30 CTO who owns Product (isn't an Excuse)38:25 Save Money by Confirming Assumptions41:57 Offshoring for the Wrong Reason45:05 PMOs and Generating New Ideas48:25 Adapting versus Controlling53:24 Successful Offshoring55:17 Offshoring Product58:08 Are Consultants Different?59:42 A Unique PMO/Project Issue?1:02:52 Middle Management Squashes the Best Ideas1:05:28 Wrap-Up1:06:18 Shout Outs (more wrapping up)= = = = = = = = = = = =Also available on YouTube:https://youtu.be/iq1kfeRQ314Please Subscribe to our YouTube Channel:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1= = = = = = = = = = = = Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5idXp6c3Byb3V0LmNvbS8xNzgxMzE5LnJzcwSpotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-PodcastStitcher:https://www.stitcher.com/show/agile-podcast-2= = = = = = = = = = = = Agile Podcast E31 - Project & PMO Cultures

We're joined by special guest Susan St. Leger, the President of Worldwide Field Operations at Okta, and the prior CRO at both Salesforce and Splunk.In this episode, Daversa's Jack Dunn guides the conversation around sales leadership, customer identity and diversity across executive teams.Contact:Plus, don't forget to check out our site: daversapartners.comStay up-to-date: News & InsightsContact us through emailSign-up for our newsletterYou can find all of our episodes hereCheck out our social media sites:InstagramTwitterLinkedInShow Notes:00:00 - Start01:15 - Why did you join Okta? How did you navigate that decision?04:51 - How do you think about go-to-market company transitions as a leader?07:42 - What did you learn at Splunk? How did your original mandate match up to what you actually spent your time on? Whatdid you take away from that time? 09:55 - Journey from CRO to President at Splunk10:26 - Did you find that that was a substantive transition about how you spend your time and what you focused on? How would you coach people who are looking to make that type of transition?12:00 - I've heard you describe yourself as a “pacer” before - Did you find you had to balance that as you assumed a leadership role over other functions? 14:36 - When you are meeting someone as a candidate, what are you focusing on?17:56 - Tell me about if you're talking to a senior sales leader, what are the hallmarks that you're looking for? 20:22 - How do you like to see people talk about stories that weren't successful? What do you look for people to take away from struggle or failure?22:20 - Are there any pieces of difficult feedback you've received that have really stuck with you?26:25 - Do you have personal heuristics that you push your team on specifically that expand on Okta's standards? 28:07 - Why did you choose the board at HashiCorp? What do you try to bring to the table as a board member?30:25 - How do you think about what you can bring from that slightly higher level perspective to your board role? 31:57 - Have you been approached many times from companies that are making that exact transition from promising earlygrowth to scale, in terms of pitfalls you're helping Hashi avoid? What do you think founders, CEOs misunderstand about the shift in that journey?34:55 - What advice would you give to someone in the early stages of building a career in software in the go-to-market side of the world today?38:07 - End

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Jonathan Bowman-Perks is our first guest from the UK! He is a Global Leadership Coach to Chairmen, CEOs & Executive Teams. He is also the host of "Inspiring Leadership", a top 2% global podcast.In this episode, Jonathan recommends "The Promise That Changes Everything: I Won't Interrupt You". You can order your copy here. The Bo and Luke Show is on LinkedIn, Instagram & Facebook.  Liked the episode? Leave us a comment or send us an e-mail at fanfeedback@theboandlukeshow.com. Visit our website to learn about upcoming guests, purchase show merchandise or order a copy of Bo's book!Check out the We As, Start Talking podcast community as advertised in this episode here.--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app--- Send in a voice message: https://anchor.fm/theboandlukeshow/messageSupport this podcast: https://anchor.fm/theboandlukeshow/supportSupport the show

Tim Winders is a performance coach to Executive Teams and Entrepreneurial Leaders. He is an author and the host of the SeekGoCreate podcast. He and his wife, Glori, have been married for over 30 years. They now consider themselves nomads as they currently travel, live, and work in their 39-foot RV named Theo. Today, Tim shares his longing for success, how he slowly lost his business during the Great Recession, and the new ministry the Lord gave him as a result. Tim's story reminds us that the Lord wants the throne to our life. Listen to Tim's story now! Stories Tim shared: Growing up in Atlanta How he made decisions based on his goals The moment his father's heart was hardened toward the church Meeting his wife at Georgia Tech Going to church for political purposes Giving his life to Christ at an Amway conference Going into more of a prosperity Gospel How the prosperity Gospel shaped him Building businesses to high level of success Losing his business slowly in the Great Recession Isolating himself as he lost his idol of success Beginning to handle provision and a new assignment Starting his podcast SeekGoCreate Great quotes from Tim: Whining and begging is better than running and hiding. I had an idol that was acceptable in society. My idol was pursuing success. Always be working on your relationship with the Father. Resources we mentioned: Tim's website Tim's novel A Time to Act Tim's podcast SeekGoCreate Related episodes: Erik Fisher and the Productive Life Cyd and Geoff Holsclaw and the God Who Likes You Jason Elam and the Devastating Love of God The post Tim Winders and Redefining Success appeared first on Eric Nevins.