Podcasts about extraordinary leaders

"People aren't broken," she told me. "Our job is not to fix them. It's to hold them whole and complete." On this episode of On the Brink, I had the privilege of speaking with a remarkable woman whose life journey embodies resilience, reinvention, and the profound power of choosing joy. Nicki Keohohou—bestselling author, award-winning entrepreneur, global speaker, and founder of Coach School—joined me from her home in Hawaii to reflect on the experiences that shaped her, the wisdom she teaches, and the mindset shifts we all need in today's uncertain world. Nicki's path wasn't linear. She began as a teacher helping children build self-esteem and confidence. She later moved into her family's business, then into the world of direct selling, where she discovered her love for helping people grow. That passion evolved into founding the Direct Selling Women's Alliance and ultimately creating Coach School—programs that train leaders, educators, executives, and couples to coach through empathy, inquiry, and empowerment rather than advice-giving. What unifies Nicki's story is a belief that has guided her since childhood: life is abundant, people are capable, and every moment contains a choice. Watch our Podcast here on YouTube: The Power of Coaching: Asking Instead of Telling Nicki admits she wasn't a natural coach at first. Like many leaders, she began by telling people what to do. But she soon realized that the most powerful breakthroughs happen when people discover their own answers. She teaches coaching not just to executives, but to educators, medical professionals, sales teams—and even couples—because the skill of asking empowering questions transforms how people think, communicate, and relate. Her philosophy is simple: When people find their own solutions, they own them. And when they own them, they act. Why We're All Struggling Right Now Nicki works around the world, and she sees what many of us feel: people are more anxious, overwhelmed, and uncertain than ever. The economy, politics, global tensions, and constant disruption amplify our sense of helplessness. Her response? A model she teaches called "the bagel." The outer ring—the disempowerment zone—contains everything we cannot control (other people's opinions, world events, the economy, traffic, the past). The center—the empowerment zone—holds what we can control (our thoughts, our choices, our words, our actions, the meaning we assign to events). Most people live on the outer ring. Nicki helps them move to the center. How to Shift Your Mindset (Even in Hard Times) Many of Nicki's insights come from deeply personal experiences—including a devastating fall in Dubai that led to multiple surgeries, months of rehabilitation, and time spent in a nursing home. Instead of asking "Why me?" she asked: "What can I do with this situation?" She coached the staff. She uplifted patients. She even unknowingly taught a woman through the wall who listened to every class and filled an entire notebook with lessons. Her message is clear: You may not choose what happens to you, but you always choose how you respond. Key Takeaways from Nicki Keohohou 1. Happiness is a choice—and a practice. You can always look for what's wrong or what's right. Your mind will believe whichever story you tell it. 2. What you feed your mind at night shapes your next day. Avoid violent TV, tense news, or negative scrolling before bed. Instead ask: What is the best thing that happened today? What am I grateful for? 3. Self-coaching questions can instantly shift your emotional state. Try: How would I prefer to feel right now? What's the opposite of this thought? What do I actually have control over in this moment? 4. Joy compounds when shared. A smile, a kind comment, or a small gesture changes not just someone else's day—it elevates your own. 5. Simplicity reduces stress. Choose calm over drama. Choose presence over pressure. Choose perspective over frustration. Actionable Advice You Can Use Today 1. Start your morning with intention. Ask: What am I excited about today? Whose life can I make better today? 2. Create an accomplishment list—not a to-do list. Shift from obligation to opportunity. 3. Practice the "bagel model." Whenever stress rises, pause and ask: Is this in the empowerment zone? Or the disempowerment zone? If you can't control it—redirect your energy. 4. Adopt the "rain mindset." Instead of "Ugh, it's raining," try: "The rain is feeding my flowers." Reframe, and your brain will follow. 5. Give gratitude away freely. Say thank you. Compliment someone. Share something small. Science tells us that gratitude boosts the giver's happiness even more than the receiver's. Final Thoughts Nicki's story is a radiant reminder that your reality is shaped by the narrative you choose. You can choose joy. You can choose possibility. You can choose to smile at strangers and uplift the people around you. And you can choose to rewrite your story—every morning and every night. As she told me, "Bring joy and give joy. It doesn't cost anything." If you'd like to learn more or reach Nicki directly, you can find her at: Nicki@coachschool.com or call (800) 856-1662 (Hawaii time!). Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!  

The first step to transformation is to stop doing what no longer works." – Marcia Daszko On this episode of On the Brink with Andi Simon, I sat down with Marcia Daszko, a visionary leadership consultant and author of Pivot, Disrupt, Transform: How Leaders Beat the Odds and Survive. Marcia's journey—from being "excruciatingly shy" to mentoring leaders at Apple, Boeing, and the U.S. Navy—reveals a rare combination of courage, curiosity, and clarity. Her lessons, rooted in the teachings of Dr. W. Edwards Deming, challenge leaders to abandon outdated management practices and embrace a deeper, systems-based way of thinking. From Management Fads to Meaningful Leadership Marcia began her career in marketing before being mentored by Dr. Perry Gluckman, a close associate of Dr. Deming, who revolutionized management thinking through systems theory and continuous improvement. What she learned was not just what to do, but how to think. Too often, organizations chase the latest management fad—Six Sigma, Lean, "best practices"—without understanding the systems that create real success. Marcia calls these "tragedies" because they add complexity without meaning. She estimates that 50 to 80 percent of organizational waste comes from such misguided efforts. Her process begins with a bold question: "What do we need to stop doing?" Once leaders remove what's not working, they can open the flow of communication, creativity, and collaboration—what Marcia calls the "system of profound knowledge." When systems make sense, people thrive. Watch the podcast here: Learning to See Differently Like many of my guests, Marcia helps organizations "see, feel, and think" in new ways. She starts by asking questions that uncover hidden assumptions and systemic barriers. Employees usually know what's wrong, she says, but no one listens. When she leads workshops, she doesn't rely on PowerPoint slides. Instead, she creates experiences—conversations, simulations, and reflections—that shift perspectives. "I don't get resistance," she explains, "because the exercises take care of that." It's an anthropologist's insight wrapped in a strategist's toolkit: people don't change because they're told to—they change because they experience a new way of being together. The Strategic Compass for an Uncertain Future In today's world of disruption, Marcia argues that leaders don't need a roadmap—they need a compass. The future can't be predicted; it must be navigated through exploration, experimentation, and learning. Her Strategic Compass helps executives pivot as they encounter new "rivers and mountains" in their business landscape. Leadership, she reminds us, is not about control but curiosity. The most powerful organizations foster environments where everyone can learn, question, and contribute. Her three "legs of the stool" are: Innovation as a business strategy Continuous improvement as a business strategy Quality as a business strategy Sadly, she says, quality and customer service—once foundational to success—have too often been forgotten. Building a Culture of Trust and Curiosity Both Marcia and I share a passion for culture change. She emphasizes that great leaders reduce fear and build trust. When people feel safe, they can be curious and collaborative. It's not enough to post company values on a wall; leaders must define the behaviors that bring those values to life. Her workshops often transform even the most rigid workplaces. In one session, an employee of 15 years said it was the first time he had felt truly appreciated and engaged. That's the power of inclusion, curiosity, and respect in action. Leading in the Age of AI As we discussed the rise of artificial intelligence, Marcia was unequivocal: "If you're afraid of AI, you'll be left behind." She sees AI not as a threat but as a tool for learning and transformation. The challenge, she warns, is to build guardrails—policies and ethics that guide its use responsibly. In an age when consulting firms can generate proposals in minutes, leaders must rethink how people create value. The winners will be those who empower their teams to use new tools, think critically, and continuously learn. Key Takeaways Stop before you start. Identify and eliminate wasteful management practices that add complexity without results. Think in systems. Every part of your organization is interconnected. Problems are rarely isolated. Create flow. Open channels for communication, creativity, and collaboration. Replace fear with trust. People thrive when they feel safe to contribute. Stay curious. Learning is not a phase—it's a way of life. Use AI wisely. Embrace new tools, but balance innovation with ethical governance. What You Can Do Next Run a "Stop Doing" audit. Gather your team and list processes or habits that no longer serve your mission. Eliminate one per quarter. Host a curiosity circle. Ask open-ended questions like, "What assumptions are we making?" or "What would our customers say if they were in this room?" Map your system. Visualize how information, decisions, and accountability flow. Look for bottlenecks or blind spots. Pair technology with humanity. Use AI or analytics to inform—not replace—human judgment. Model the behavior you want to see. As Marcia says, leadership begins when everyone sees themselves as a leader. Marcia Daszko's work reminds us that transformation is not about new tools—it's about new thinking. If you're ready to pivot from managing the past to creating the future, this episode will show you how. To learn more about Marcia: https://www.linkedin.com/in/marciadaszko/ Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!

What happens when two powerful women—one a psychologist devoted to leadership transformation and the other a CEO who grew up in a family-run business—join forces to rethink what it means to lead? They discover the "Sixth Level" of Leadership! On this episode of On the Brink, Stacy Feiner, PsyD and Rachel Wallis Andreasson, MBA invite us to imagine leadership not as a position of power, but as a practice rooted in purpose, connection and care. The Birth of the Sixth Level Stacy Feiner, a high-performance psychologist and coach, has long focused on helping family and mid-market companies unlock the emotional dynamics that drive sustainable success. Her fascination with human potential began early—her mother introduced her to the groundbreaking Self-in-Relation theory at Wellesley's Stone Center, which challenged male-centered models of psychology and placed women's experiences at the center of understanding human behavior. From that foundation grew The Sixth Level: Capitalize on the Power of Women's Psychology for Sustainable Leadership, co-authored with Rachel Wallis Andreasson, Kathy Overbeke, DBA, and Jack Harris, PhD. The book expands on the belief that women's relational intelligence—empathy, collaboration, and the ethic of care—is not a deviation from leadership excellence but its evolution. From Gas Station to $2 Billion Company Rachel Wallis Andreasson's story grounds those ideas in lived experience. The daughter of a gas-station owner on Route 66, she watched her father grow one small shop into a company now approaching $2 billion in annual sales. He modeled three values that remain central to her leadership: a strong work ethic, genuine care for people, and shared ownership through open communication. "When my dad walked into one of our stores," she recalls, "he didn't just check the numbers—he asked employees for their opinions. And then he used their ideas." Rachel worked for her family business for 24 years, rising to CEO and overseeing more than 1,100 employees. She is most proud of the cultural integration of the largest and most strategic acquisition of the company's history. Rachel builds cultures where people feel seen, heard, and trusted. Her philosophy mirrors her father's wisdom—lead by example, connect with authenticity, and invite others to own the company's success. The Four Core Differentiators of Sixth-Level Leadership At the heart of The Sixth Level are four principles that originate in women's social-psychology and form the basis of transformational leadership: Mutuality — Two-way empathy and shared purpose that align people behind a common vision. Ingenuity — Creative problem-solving that benefits the collective, not just the individual. Justness — Inclusion, accountability and equity built on transparency and trust. Intrinsic Motivation — Leading from within, not for external reward or authority. These are not soft skills—they are strategic capabilities that strengthen performance, retention, and resilience. "Accountability," Feiner explains, "doesn't start at the end of a project. It begins at the beginning, as a promise we make to each other to achieve success together." A Story of Transformation One of the book's most vivid case studies features Lisa, president of a rural Missouri hospital. Stepping into her role during the height of COVID-19, she found a demoralized staff, fragmented teams, and exhausted caregivers. Instead of imposing control, Lisa began by listening. She conducted open "snack-cart sessions" with employees, asking questions, sharing food, and gathering stories. From those conversations came a rallying cry—One Heart, One Team. Lisa modeled the change she wanted to see, shadowing every department, empowering cross-functional collaboration, and celebrating ingenuity at every level. The results were astonishing: record financial performance, unprecedented patient-satisfaction scores, and a palpable sense of unity across the hospital. "Transformation," says Andreasson, "is tangible. When you walk into that hospital today, you feel the caring culture. You feel 'One Heart, One Team.' " Beyond Self-Awareness to Relational Awareness Feiner believes traditional leadership training—often built on male norms—emphasizes self-control and individual performance. The Sixth Level expands that frame to relational awareness: how leaders build trust, reciprocity, and shared accountability. "We've been taught that leadership is about dominance and hierarchy," she says. "But sustainable success comes from mutuality—the capacity to care for others while driving results. Everyone can learn it. It's a human capability." A Model for All Leaders Although the book is rooted in women's social-psychology, both authors stress it is not for women only. Men thrive in Sixth Level environments too. "Command-and-control cultures haven't served anyone," Feiner notes. "When we bring the full picture—empathetic and analytical thinking together—we create workplaces where everyone can flourish." Andreasson agrees: "Culture is the secret weapon. The Sixth Level isn't a theory—it's a roadmap for building engaged teams, inclusive organizations, and caring communities." Rethinking What Leadership Looks Like As I reflected at the end of the conversation, the Sixth Level calls us to re-imagine leadership "not as power, but as purpose, connection, and deep relational intelligence." It's an invitation for all leaders—men and women alike—to claim a model that validates empathy, communication, and community as powerful drivers of performance. Perhaps the truest measure of success is what both Feiner and Andreasson have modeled themselves: leading with heart, lifting others, and proving that when we care for people, performance naturally follows. Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success

On this episode of On the Brink, I sat down with Dr. Max Teplitski—Chief Science Officer at the International Fresh Produce Association (IFPA)—to explore how a  mindset is reshaping food safety, member value, and the future of a global industry. Max has practiced Blue Ocean thinking since his days as a professor, and today he's applying it at scale across a trade association that represents the entire fresh produce supply chain—from seed and inputs to retailers worldwide. From Competing to Creating: IFPA's Three Strategic Pillars Rather than fighting for attention in crowded "red oceans," IFPA reframed growth around three pillars that create new value for members and consumers alike: Future-proofing the industry amid climate volatility, supply chain complexity, and labor constraints. Worldwide influence for a global industry, recognizing interconnected markets and trade rules. Personalized member experience at scale—so each company (and individual) gets relevant, timely insight. This is classic Blue Ocean Strategy®: reduce what no longer adds value, eliminate legacy activities that drain resources, raise what customers truly care about, and create new offerings that unlock demand. Want a concise primer? Read our FAQ: What is Blue Ocean Strategy and Why It's the Smartest Way to Rethink Growth Personalization at Scale: AI That Stays Inside the (Trusted) Data One of IFPA's boldest moves is an AI-powered intelligence engine built on verified, curated data. Members can ask context-rich questions—"I'm in the Florida Panhandle planting winter crops; should I prioritize Asian greens, spinach, or baby lettuce?"—and receive synthesized answers spanning consumer trends, point-of-sale data, and operational considerations. The goal isn't more email; it's relevance on demand. This same platform enables on-demand micro-training. Need a five-minute safety huddle for a harvest crew—in Portuguese? The agent can generate it instantly from vetted guidance. That's value innovation: meeting real-world needs at the moment of work. Watch our video here Food Safety as a Promise—and a System Because most fresh produce is consumed raw, food safety is a shared responsibility between the producer and the consumer. IFPA's "supply chain of the future" work extends beyond traceability to quality, shelf-life, and incentives. With lot-level tracking and standardized practices—from field handwashing stations to controlled processing protocols—the industry continues to elevate both safety and transparency while extracting actionable value from the data generated along the way. Advocacy and a Community of Practice Some work will never be outsourced to algorithms. Advocacy—telling the industry's story to regulators and decision-makers—remains human, relational, and essential. In parallel, IFPA is designing a community of practice for food safety and sustainability professionals. Whether virtual, in-person, or hybrid, the north star is the same: connect practitioners to share what works, accelerate learning, and scale innovation. Culture Eats Strategy (and Then Powers It) Max underscores a truth we see in every successful transformation: strategy only sticks when culture supports it. IFPA treats culture as a system—meeting quarterly to practice competencies such as trust, communication, and agility, and to build behaviors into everyone's plan. That operating rhythm makes it easier to reduce or eliminate legacy programs and redirect resources toward higher-value offerings without losing the organization in the process. Three Takeaways You Can Use Now Stop competing; start creating. Use the Four Actions Framework to eliminate, reduce, raise, and build around what your customers actually value. Deliver relevance at the moment of need. Move from content push to context-aware personalization (AI helps when it's grounded in trustworthy data). Design for culture change, not just strategy change. Build the muscle—trust, communication, and agility—so your team can live the strategy. Blue Ocean Strategy isn't about inventing the next iPhone; it's about assembling a thoughtful portfolio that meets unmet needs better, faster, and more sustainably than the market expects. IFPA's journey shows how nonprofits and associations can open new market space—not by shouting louder, but by serving smarter. Further reading: FAQ – What is Blue Ocean Strategy and Why It's the Smartest Way to Rethink Growth And our white paper: Time to Find Your Blue Ocean Strategy  Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!   [block id="blog-signature"]    

Peace Through Business: Building Peace by Empowering Women Entrepreneurs In a world often torn by conflict, peace through business may sound like a lofty goal. Yet for nearly two decades, that's exactly what Dr. Terry Neese , Monica Smiley, and the Peace Through Business Program have been accomplishing—helping women in Afghanistan, Rwanda, and now Uganda rise as entrepreneurs, leaders, and community changemakers. In the final episode of my three-part Peace Through Business podcast series, I was joined by Monica Smiley, president and founder of the Enterprising Women Foundation and publisher and CEO of Enterprising Women magazine. Monica, a long-time champion of women entrepreneurs worldwide, shared the remarkable journey of Dr. Neese, the founder of Peace Through Business, and how the Enterprising Women Foundation has joined forces to carry that mission forward. A Vision Born from a Call to Action The story began nearly twenty years ago when First Lady Laura Bush called Terry Neese with a bold request: travel with her to Afghanistan to help empower women through entrepreneurship. Despite her husband's warnings about the risks, Terry packed her bags and boarded a plane. What she witnessed changed her life. Soon after, she founded the Peace Through Business Program under the IEEW banner—a leadership and entrepreneurship training initiative designed to equip women in post-conflict nations with the tools to rebuild their lives and their communities through business ownership. Terry was no stranger to pioneering women's initiatives. She had co-founded Women Impacting Public Policy (WIPP), served as a president of NAWBO (National Association of Women Business Owners), and played a pivotal role in passing H.R. 5050, the landmark legislation often called the "Big Bang" of women's entrepreneurship by creating the National Women's Business Council, laying the groundwork for a network of Women's Business Centers across the nation, and changing archaic laws that kept women from getting credit in their own names. From her base in Oklahoma City, this native of Cookie Town, Oklahoma, went on to build a global movement rooted in one core belief: economic empowerment is the path to peace. From Afghanistan to Rwanda: Courage in Action What began as a training program for Afghan women quickly expanded. Within a year, Peace Through Business added Rwanda, a country rebuilding after the genocide that took more than 800,000 lives. "In Rwanda," Monica shared, "women literally held up the sky after the genocide." Many were left as heads of households and community leaders. With support from Peace Through Business, these women learned to create sustainable enterprises that fueled their country's recovery. Rwanda is now one of the few nations in the world where women hold a majority in Parliament, a testament to their determination and leadership. One unforgettable example is Chantal, a graduate of the program who turned a personal crisis into opportunity. After a car accident left her vehicle stranded abroad for repairs, she realized there were no local body shops. Determined to change that, she founded the first woman-owned auto repair business in Rwanda—and even created the National Garage Owners Association to help others follow her lead. When Monica presented Chantal with the Enterprising Woman of the Year Award, both women were moved to tears. "She had lost over 200 family members during the genocide," Monica recalled. "It was the only time I've ever broken down during a speech. The resilience of these women is indescribable." Adapting and Persevering Through Crisis The fall of Afghanistan to the Taliban in 2021 brought enormous challenges. The program's Afghan director, Manizha, happened to be in the U.S. when the country collapsed. She immediately called her team, instructing them to destroy records to protect participants from reprisal. In the days that followed, Peace Through Business helped over 300 graduates escape the country while continuing to support those who remained. Today, the Afghan program operates entirely online. The women meet virtually several times a week in a ten-week course covering business planning, marketing, finance, taxation, and leadership. Because many participants lack internet access, the program covers their connectivity costs. As Monica noted, "It's like a mini-MBA. The women are committed attendance is strict, there are assignments, tests, and business plans are developed." Graduates then join the Peace Through Business Alumni Association, where they mentor other women and "pay it forward." The results have been extraordinary: alumnae have launched new ventures, expanded into export markets, and even entered politics as ministers and policymakers. Watch our video on YouTube Here: A Call to Action: Women Helping Women Monica's message is clear—these programs depend on us. With cutbacks to international aid, nonprofit funding is tighter than ever, even as demand grows. "We had 124 Afghan women apply for 35 openings this year," she said. "The need is overwhelming." Every dollar and every mentor counts. Mentors are matched virtually with entrepreneurs to share expertise and encouragement. Donations go directly toward training, internet access, and modest stipends for local program directors like Manizha and Chantal, who continue to risk so much for others. Monica's organization, Enterprising Women Foundation, now hosts the Peace Through Business program, helping amplify its reach and celebrating its graduates at the annual Enterprising Women of the Year Awards. The partnership exemplifies how women lifting women can create ripple effects across continents—building stronger families, economies, and, ultimately, peace. Building Peace, One Business at a Time As I closed our conversation, I reflected on how deeply these women embody resilience and hope. Their stories remind us that peace is not simply the absence of conflict—it is the presence of opportunity. When women gain access to education, mentorship, and entrepreneurship, they transform not only their own lives but the futures of entire communities. Programs like Peace Through Business show that empowering women economically is one of the most powerful peace strategies in the world. The program is now operating in Canada and the United Kingdom. It is mostly serving immigrant women entrepreneurs from around the globe who have moved to those countries and need the Peace Through Business training. The Program is becoming truly global. If you would like to support or mentor women through the Peace Through Business program, visit Enterprising Women Foundation at www.enterprisingwomenfoundation. Together, we can build peace—one woman, one business, and one community at a time. Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books: Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow. Let's Talk!

Mark Thompson and Byron Loflin have been inside more boardrooms than most people could ever imagine — advising Fortune 500 CEOs, coaching global founders, and helping shape the leadership culture of the world's most powerful companies.In this rare, unfiltered conversation, they break down the real psychology of leadership — what happens when power, purpose, and pressure collide. They reveal the patterns they've seen across hundreds of top performers: how extraordinary leaders build trust when things fall apart, the silent habits that keep them grounded, and the mistakes that quietly destroy credibility.Mark, one of the world's leading executive coaches and a confidant to icons like Richard Branson, shares stories from decades spent observing what drives genuine greatness. Byron, as Global Head of Board Engagement at Nasdaq, opens a window into how boards think, how trust is earned at the highest levels, and how leaders survive the scrutiny of modern governance.Together, they dismantle myths about charisma and control — and instead uncover what truly sustains leadership: empathy, self-awareness, and the willingness to tell the truth when it costs the most.

Are you still hiring from a stack of résumés, or are you building a team designed for exponential growth? In this episode, VisionSpark CEO Alec Broadfoot shares hard-won lessons on hiring, leadership, and entrepreneurial freedom. Discover why looking beyond the résumé and investing in the right people leads to a business—and a life—filled with fresh possibility and confidence. Here's some of what you'll learn in this episode:How Alec became an entrepreneur at 25.What Alec's company, VisionSpark, can do for entrepreneurial businesses.How Alec's first role as owner gave him the idea for VisionSpark.Why you shouldn't compromise when hiring for your company.Why entrepreneurs aren't great at hiring.One of the biggest mistakes you can make while hiring.The key factors to consider during the hiring process. Show Notes: The real breakthrough for entrepreneurs happens when they choose a trusted leader who effortlessly turns their vision into reality. The best leaders think fast on their feet, act with integrity, connect with people, and bring ideas to life—qualities you'll rarely see listed on a résumé. Choosing the wrong person for a key leadership role can set your company back in ways that aren't just expensive, but can ripple through every area of your business. Most resumes contain exaggerations or outright lies, so real clarity comes from digging deeper and looking beyond what's on paper. Settling for the “best available” instead of the “best possible” leads to constant turnover and limits the energy inside your organization. Want to find real talent? Use thoughtful assessments and ask purposeful questions to discover what makes a candidate truly unique. It's easy to let empathy drive hiring decisions, but the most lasting impact comes from putting your company's bigger future first. True leaders inspire, hold people to higher standards, and create teamwork that lasts. If you want more time, energy, resources, and meaningful relationships, start by freeing yourself up to do what you're uniquely great at. Letting great managers take the reins makes space for bigger breakthroughs and builds a company that runs without constant oversight. Getting clear about what you want in your company and your team is the first step toward attracting the clients, partners, and opportunities that matter most. The bigger your pool of candidates and the more objective your tools, the more likely it is that you'll discover a perfect match for your team. Putting all your focus on one client can leave your business vulnerable, so keep creating new value and broadening your reach. Scaling up is easier when you know what you're uniquely best at and rely on experts to cover the rest. Every hiring decision either multiplies the possibilities for your future or creates a barrier to the freedom you're working toward. Resources: The 4 Freedoms That Motivate Successful Entrepreneurs What Is A Self-Managing Company®? Time Management Strategies For Entrepreneurs (Effective Strategies Only) The Positive Focus® VisionSpark Hiring Your Right #2 Leader by Alec BroadfootUnique Ability® Talent Impact Profile™️

When it comes to peacebuilding, business might not be the first answer that springs to mind. But for almost two decades, the Peace Through Business program has proved empowering women entrepreneurs is one of the most effective ways to repair broken societies. This was the first webinar in a series of three aimed at introducing people to the program's roots in Afghanistan, the women whose lives were changed and how urgently this work needs continued support - and growth. Watch our Interview Here. From Vision to Reality The Peace Through Business program was started by Dr. Terry Neese nearly 20 years ago at the suggestion of First Lady Laura Bush. The aim was humble but audacious: to empower Afghan women to enter their country's economic life, become business leaders and play a role in rebuilding a nation emerging from the darkness of Taliban rule. The public-private aspect of this from the very beginning made it different. This autonomy enabled the program to be flexible, creative and genuinely responsive to women. It also espoused a philosophy of paying it forward — the graduates were urged to not only expand their own businesses, but also to be advocates for others and create policies that would lift up other women across Afghanistan. Peace Through Business Program with Lasting Impact More than 900 Afghan women have been trained and mentored through Peace Through Business since 2007. These women are one of a kind trailblazers in every way. They have started Afghanistan's first printing press owned by women, established women's gyms to encourage health, ventured into logistics companies and forged a path into fields once thought inappropriate. One alum alone, for instance, sold her jewelry to fund a dried fruit-exporter dream. With the support of the program, she developed a business plan, figured out how to negotiate with international buyers and eventually, became one of the country's top exporters — until Taliban control prompted her to shut down operations. Today, she is building again, with resilience and strength. Other graduates teamed up to form the country's first Afghanistan Women's Chamber of Commerce and Industry. This advocacy group turned into the Afghan Women's Chamber of Commerce and Industry, which helped influence national trade policy, procurement laws and industrial land allocation processes — to ensure that women business owners were included in plans for the future. These are not small wins. They embody seismic cultural changes in a country where women were once banished from public life. Persevering Amid Crisis This whole success story was upended on August 15, 2021, when the Taliban reconquered Afghanistan. Decades of advances for women were rolled back in a single day. Gender Apartheid Since then, more than 130 decrees have curtailed women's rights, whatever those might be to a Muslim cleric in this type of Islamic state. But the women of Peace Through Business aren't ready to quit. Many are now operating home-based businesses, needing little more than a smart phone to connect with trainers and mentors. Former college professors, nonprofit workers and government employees — now unable to practice their professions — are remaking themselves as entrepreneurs. Their steadfastness to create livelihoods for themselves and others is an act of resistance and hope. Training That Changes Lives At its essence, Peace Through Business is more than a workshop or a certificate program. It's a meticulously planned learning trajectory. The participants acquire practical business skills — from writing business plans, to marketing and export. They are matched with mentors, often through virtual “e-mentoring,” enabling supporters from across the world to walk alongside them in their growth. Above all graduates take with them more than knowledge. They come away with a sisterhood —women committed to lifting one another. It's this network that supports them through hard times and drives the ripple effect of change in their community. Why Now Matters--Why You Matter More Than Ever This year, more than 120 Afghan women applied for just 35 slots in the program. Demand is exponentially greater than supply at present. In a world where Afghanistan is fading from the headlines, never has the help been needed more. “There is no other program that rivals it,” Monica Smiley, publisher of Enterprising Women and president of the Enterprising Women Foundation said in a webinar, “No matter where you are or what your career is … if you really want to make a difference in this world — significant difference — I can't think of a better example than the Peace Through Business program.” How You Can Help Afghan women are not seeking charity, they are asking for opportunity. And we can help provide it. With a contribution, you are providing support for training programs, mentoring and small grants that enable women to begin or rebuild businesses. When you volunteer as a mentor, you're sharing your experience, reinforcing courage and sounding a voice for the cause. Every donation or hour of volunteers time offers a lifeline to women who refuse to be silenced, women who are making jobs happen and changing policy plus in spite of impossible odds keeping hope alive. Join Us Learn more, donate or volunteer as a mentor at Enterprising Women Foundation. Together we can make sure that the voices and visions of Afghan women entrepreneurs are not just heard, but magnified. For when women succeed, communities succeed. And when peace is constructed through business it happens to be lasting.   Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!

On this episode of On the Brink with Andi Simon, I had the pleasure of speaking with Alan Gregerman, an internationally recognized authority on business strategy, innovation, and the hidden potential within all of us. Known as the “Robin Williams of Business Consulting,” Alan brings humor, humanity, and deep insight into how we can adapt, grow, and innovate in a world changing faster than ever before. I couldn't wait to share this podcast with you! My friend and innovation mentor, Alan Gregerman, joined me on On the Brink with Andi Simon for a stimulating conversation that digs into the interesting challenges facing all those who want to find their own best way of innovating. The "Robin Williams of Business Consulting," Alan injects humor, humanity, and leading-edge thinking into the brutal truth about how we need to adapt, change & innovate so now we win in a world changing faster than ever. Alan's latest book, "The Wisdom of Ignorance: Why Not Knowing Can Be a Catalyst for Innovation in an Uncertain World," reminds us that our lack of knowledge can be the source of the greatest discovery. During our conversation, we discussed his unique personal journey, his desire to help others reinvent themselves, and the most critical skills for all of us to cultivate to succeed in a world of disruptions. Curiosity Begins Early Alan revealed that his interest in other cultures began in early life. His mother, a specialist in world history, and one cherished gift — an atlas — prompted him never to stop learning and exploring. That early sense of curiosity would eventually form the basis of his career: to help businesses and individuals look beyond what they know, he tells them, to find new ideas in unexpected places. This investigative spirit has characterized his writing, from Lessons from the Sandbox (about reclaiming the creativity of childhood) to Surrounded by Geniuses (on how ordinary people and ideas can spur innovation) to The Necessity of Strangers (for why we must connect with people unlike ourselves). Now, with The Wisdom of Ignorance, he contends that expertise is not sufficient: we must develop the courage to say "I don't know" and use that humility to drive our future expos. Why Adults Resist Change A common refrain in our conversations was how hard it is to make a change. Alan reminded us that whereas 10% of people are quick to embrace new concepts, and another 10% resist vigorously, the rest of us tend to be somewhere in between. This resistance is not only cultural — it's neurological. Because our brains are wired to conserve energy, they will always prefer established habits over new things to learn. It's why Alan emphasized that innovation frequently demands creating small, quantifiable experiments. We can try ideas out incrementally rather than insisting on wholesale change overnight. These experiments help build confidence, reduce fear, and allow us to adjust more organically to the world as it changes. Watch our video of our podcast on YouTube. Wisdom of Ignorance Alan's methodology is based on what he dubs the six fundamental skills for flourishing in uncertain times. Central to them is purpose. Without something transformative and exciting enough to wake up for, innovation merely wanders around aimlessly. Clarity of purpose, whether it's in a for-profit or not-for-profit organization, is what leads to curiosity and experimentation, which begets growth. "When I speak with people at non-profits, one of the common themes you'll hear is a greater sense of purpose than businesses," Alan says that both sectors need to revisit and sharpen their "why constantly." "Best is a space that's kind of a moving target," as he put it. What works today is no guarantee of relevance tomorrow, and without purpose, even the greatest idea can lose its impact. The Six Essential Capabilities of an Innovative Organization Alan boiled it down to six related skills - all of which are the building blocks of his book and consulting practice: 1. Purposefulness – Commit to something worth doing that is meaningful. 2. Curiosity – Ask for inspiration and you will find it, remembering that behind most great ideas is the thinking of others. 3. Humility – Acknowledge we don't have all the answers, discovery starts with an open mind. 4. Respect – Respect everybody and everything, they are coming from somewhere unexpected. 5. Focus Forward – Peer into the future with a focus on newer trends, cultures, and ideas. 6. Paranoia: Stay aware of the fact that competitors and threats are always on your heels. These habits together prompt us to adopt what Santayana gleefully termed "enlightened ignorance" — a stance that appreciates not knowing as yet as the beginning rather than the end of knowledge. Lessons for Leaders As an anthropologist, Alan's take felt eerily familiar. We both believe that growth is often staring organizations in the face, disguised in plain sight — if only they can look beyond their routines and assumptions. Leaders need to push teams out of their comfort zones, provoke new ways of thinking, and acknowledge progress along the journey. Alan cautioned us that our customers aren't loyal because they're devoted to us — they stay with us because switching to another provider seems more complex. But they'll leave as soon as something better comes along. Innovation, therefore, isn't optional. It's survival. Human-Centered Change All this talk of disruption nowadays is mainly centered on technology — and current trend words like AI, Bitcoin, blockchain, or the Fourth Industrial Revolution — but Alan warned us to remember that much more critical forms of change are human and social. From changing values across generations to increasing loneliness and shifting work habits post-COVID, leaders need to pay attention to the people side of transformation. He urges us to reach out to strangers, listen more closely, and pay attention to the subtle signs of change that are all around us. In it, we can transform ignorance into discovery and shape futures that count. A Final Thought Alan's lesson is that you don't have to have all the answers in your mind to do something remarkable. All you need is a sense of purpose, curiosity, humility, respect for others, and a focus on the future — together with just enough paranoia to keep you from being complacent. Most of all, you need to warm up to the wisdom that eighth graders get every single day going into high school: not knowing. For, as these people remind us: "We all actually do have the ability to make a difference. It's something we can attain if we engage in a few crucial behaviors each day." His new book, The Wisdom of Ignorance, was published on October 14 and is available wherever fine books are sold. Key Takeaways: • Lean into what you don't know — that's where the wonder is, and that's where you'll feel becoming. • Purpose orients; small experiments build confidence. • Remain curious, humble, respectful of norms and traditions while remaining future-oriented, and a bit paranoid. • The human and social change is at least as important as the technological disruption. • Each and every one can make a difference one step at a time. Connect with Alan:  Alan's Profile: linkedin.com/in/alan-gregerman-a33b236 Website: alangregerman.com/ (Personal Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!

In this episode of On the Brink with Andi Simon, I had the pleasure of sitting down with Laurie Hirsch Schultz, a transformational coach, nonprofit leader, and founder of LHS Coaching. Laurie's career journey—from over two decades in corporate marketing at Kraft Foods and Visa to becoming a trusted coach and community leader—offers a powerful reminder that change is not something to resist but to embrace. Laurie brings to her clients a unique blend of corporate savvy, coaching expertise, and a deep passion for helping people find clarity when they reach what she calls inflection points. These are moments when life nudges—or pushes—you to recognize that what once worked no longer does. Whether it's career dissatisfaction, a health scare, a layoff, or simply the realization that you're ready for something new, inflection points are opportunities to redefine what comes next. From Corporate Success to Coaching Purpose Laurie enjoyed a successful career at Kraft Foods and Visa, thriving in marketing and strategy roles. But after more than 20 years, she hit her own inflection point: the work no longer aligned with her values. Rather than pushing through, she took a bold step. She negotiated an exit plan, gave herself what she called a “reboot year,” and invested in coaching and reflection. That pause was pivotal. Laurie discovered that what she loved most wasn't just the marketing itself, but the mentoring, coaching, and team-building along the way. Out of that realization grew her coaching practice, where she now helps others navigate the complexity of transition. The Power of a Personal Compass Laurie's process begins with what she calls a personal compass. This is more than a vision statement—it's a grounding framework built around four key elements: Core Values – The non-negotiables that must guide decisions and actions. Mission – How you want to impact the world and show up in it. Energies – The activities, relationships, and pursuits that light you up. Capabilities – The skills and strengths that differentiate you, not just what you can do, but what you want to do. This compass serves as a touchstone, allowing clients to navigate life and career changes with greater clarity and confidence. It becomes especially powerful during times of uncertainty, when the “shoulds” of culture or family expectations may cloud what truly matters. Experimentation and the Permission to Change Clarity, however, is not enough. Laurie stresses the importance of experimentation—testing possibilities in small, manageable ways. That might mean scheduling coffee conversations with people in new fields, volunteering in a nonprofit role, or taking on stretch projects at work. These experiments open doors to new opportunities and perspectives while reducing the fear of change. And this is where Laurie offers something many of us forget: permission to change. So often, we keep doing what we've always done—even when it makes us unhappy—because it feels safe or because others have boxed us in. Laurie helps clients give themselves the grace and courage to step through new doors, even if what's on the other side looks different than expected. Coaching as a Gift to Yourself Laurie distinguishes coaching from therapy or consulting. Therapy often looks backward; consulting provides external solutions. Coaching, in contrast, is about partnering with clients to ask the right questions, surface insights, and guide them forward. It is future-focused, client-led, and deeply transformative. As Laurie puts it, coaching is a gift—a purposeful pause that helps you reconnect with who you are, gain confidence in your strengths, and create a future aligned with your values. Watch our video podcast on YouTube. Key Takeaways Listen to the inner voice. When something no longer feels right, don't ignore it. Inflection points are signs it's time for change. Define your personal compass. Ground yourself in your values, mission, energy sources, and unique capabilities. Challenge the “shoulds.” Cultural and personal expectations can limit growth; real transformation begins by questioning them. Experiment your way forward. Try new roles, conversations, or volunteer work to clarify what resonates before making big leaps. Give yourself permission. You don't need to stay stuck in a box. Change is not failure—it's an act of self-leadership. Coaching is an investment. Partnering with a coach can help you pause, reflect, and move forward with confidence and clarity. Laurie's story is a reminder that change, while uncomfortable, is often the catalyst for growth and transformation. We may not always know what's on the other side of the door, but with clarity, experimentation, and courage, we can step through and discover new ways of living and working that truly align with who we are. To learn more about Laurie Hirsch Schultz and her coaching practice, or to connect with her for a complimentary introductory session, visit her at LHS Coaching or find her on LinkedIn. Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!  

In this episode of On the Brink with Andi Simon, Dr. Andi Simon welcomes a remarkable young entrepreneur, Sana Ali, whose story is as surprising as it is inspiring. Just twelve years old, Sana has already built a reputation as a digital strategist helping coaches, consultants, and creators transform their online engagement into real business results. Her journey from Karachi, Pakistan, to an international podcast platform is a testament to curiosity, resilience, and the entrepreneurial spirit. A Journey Sparked by Curiosity and Encouragement Sana's story began in 2023, when she was only ten years old. With encouragement from her mother, she shifted her time away from passive entertainment toward learning coding and building websites. Very quickly, she not only mastered skills far beyond her years but began to attract attention from adults—some twice or three times her age—who turned to her for guidance. This early success underscored a truth that continues to shape her path: ambition and focus are not limited by age. Her initial LinkedIn presence grew rapidly, amassing thousands of followers. But because she was underage, the platform eventually banned her account. Instead of giving up, Sana started again, this time with a clearer vision. Rather than focusing only on coding, she saw an opportunity to address a widespread challenge: many professionals were generating likes, comments, and followers on LinkedIn, yet struggling to convert that visibility into paying clients. Sana stepped into this gap with a simple but powerful insight—engagement is nice, but clients are better. Sana Ali is Building a New Model on LinkedIn With her fresh approach, Sana began optimizing LinkedIn funnels. She mapped out the journey from a cold prospect to a high-ticket client, showing coaches and consultants how to stop chasing vanity metrics and start building sustainable revenue. One of her earliest breakthroughs came when a skeptical prospect realized that, despite thousands of followers, they were making no money. Sana provided strategic adjustments and, to their surprise, turned the engagement into paying clients. That success story became the first of many case studies demonstrating the effectiveness of her methods. In conversation with Andi, Sana explained how the tactics of outreach have shifted over the years. Cold pitches and generic compliments that may have worked in 2015 no longer resonate in 2025. Instead, the new “currency” is trust. Building trust requires empathy, genuine compliments, thoughtful questions, and adding value without immediately pushing for a sale. For Sana, this approach is not theoretical—it is the lived experience of someone whose age initially raised doubts, yet whose results quickly silenced them. The Core of Her Success: Trust and Empathy Throughout the discussion, Sana emphasized that trust is the foundation of client relationships today. Prospects are savvy, often wary of sales pitches, and increasingly skeptical about whether they are interacting with a real human or an AI bot. Sana has mastered the art of demonstrating authenticity—through personalized conversations, empathy for her clients' situations, and valuable insights freely given before any sales conversation. One example she shared involved a client who joined a call while ill. Instead of pressing forward, Sana suggested rescheduling, showing genuine care for the individual. That small act of empathy built immediate trust, leading to a long-term client relationship. Stories like these highlight her maturity, compassion, and business acumen far beyond her years. Lessons for Entrepreneurs of All Ages The episode closes with reflections on Sana's journey and her advice for young entrepreneurs: age should never be seen as a limitation. Whether learning coding at ten or advising adults on LinkedIn strategy by twelve, she has proven that commitment and ambition can accelerate success at any stage of life. For her, the choice to spend time building a business rather than playing video games has opened doors to opportunities she once could not have imagined. For listeners of On the Brink, this episode is more than an inspiring story—it is a reminder of how quickly the business landscape is changing, and how younger generations are not just adapting but leading. Sana Ali embodies the entrepreneurial mindset: seeing opportunities, embracing change, and building trust in a world where trust itself has become the most valuable commodity. You can watch our podcast on YouTube here Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn Andi Simon PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

When opportunity knocks, sometimes it comes in the most unexpected ways—like someone breaking into your home to steal a salad dressing. That's the unlikely spark that launched Gregory Vetter's entrepreneurial journey, one that would forever change the way Americans think about clean eating. On this episode of On the Brink with Andi Simon, Gregory shares his remarkable story: how he turned his mother's homemade salad dressing into Tessemae's, the nation's #1 organic refrigerated salad dressing brand. His story is more than a business tale—it's a lesson in resilience, innovation, and redefining the American Dream. From a Missing Salad Dressing to a National Brand Gregory's journey began in the humblest way. A friend—who didn't even like salad—confessed to stealing Gregory's mother's homemade dressing. That was the “aha” moment. If the product was so irresistible it could inspire theft, perhaps it was good enough to sell. Armed only with conviction and cold-calling skills, Gregory approached local grocery stores. With no packaging, no brand, and no experience, he brought samples in Tupperware. The response was immediate: “This is the best salad dressing I've ever had.” That first yes opened the door to a 15-year journey that saw Tessemae's become a pioneer in the clean food movement—introducing gum-free dressing, Whole30-approved products, and a national reputation for innovation. Scaling Dreams and Facing Hard Truths But entrepreneurship is rarely a straight line. As Gregory candidly shares, success brought challenges: supply chain crises, investor pressures, and hostile takeover attempts. What began as a family dream turned into a battle of lawyers, negotiations, and financial strain. Eventually, the company was handed to private equity for pennies on the dollar. For many, this might have felt like a nightmare ending. But Gregory reframed it: “Leadership comes down to leading by example and leaving things better than you found them.” Redefining the American Dream That reframing became the core of Gregory's bestselling book, Undressed: The Unfiltered Story of My Failed American Dream and How It Led to Success. In it, he unpacks the lessons of failure—how losing what you built can actually unlock clarity, resilience, and a more grounded understanding of success. Today, Gregory leads Homegrown Brand Accelerator, helping emerging entrepreneurs avoid the pitfalls he faced. From produce businesses with zero food waste to launching Mexico's largest avocado oil brand in the U.S., his playbook is now a blueprint for others. Building Businesses with Purpose Gregory's work now emphasizes something far beyond profits: purpose. His ventures align with values like sustainability, clean food, and personal well-being. He also hosts retreats designed to help leaders find their most “optimal state”—balancing time, health, family, and purpose. He reminds us that money can't buy four essential things: your time, your soul, your health, and your children's love. For him, these are the real pillars of success. Lessons for Entrepreneurs and Leaders Gregory's story is full of takeaways for anyone navigating entrepreneurship or leadership: Ignorance can be fuel. Sometimes not knowing the rules lets you break them creatively. Conviction matters. Believing in your idea—before anyone else does—is often the hardest step. Protect your dream. Be cautious with investors; alignment of values is as important as funding. Failure is a teacher. Reframing setbacks can lead to stronger, wiser ventures. Purpose outlasts profit. Businesses built on doing good create lasting impact. As Gregory puts it, quoting JFK: “The ancient Greek definition of happiness was the full use of your powers along lines of excellence.” When work aligns with purpose, excellence follows. Listen In or Watch on Youtube. This conversation is for anyone who's ever wondered how to turn an idea into reality, or how to rebuild after dreams don't go as planned. Gregory's story is proof that even when things don't end the way you imagined, they can still lead to something greater.  Discover how you can turn your observations into innovations—just like Gregory Vetter. You might enjoy listening to these podcasts about similar topics at https://www.simonassociates.net/category/podcast/ Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!  

In this episode of On the Brink with Andi Simon, I sit down with Dr. Philip A. Glotzbach, former President of Skidmore College, philosopher, and passionate advocate for the liberal arts, to talk about how students can get the most out of their college experience — and why it's about far more than getting a job. His latest book, Embrace Your Freedom: Winning Strategies to Succeed in College and in Life, is both a practical guide and a philosophical invitation to use higher education as a launchpad for a meaningful life. His message: Embrace freedom. Your college years are a time to be curious, explore ideas, build relationships, and learn to love freedom. A Life in Education and Leadership Dr. Glotzbach's journey began at the University of Notre Dame, where he discovered a love for philosophy, and continued at Yale University, where he earned his Ph.D. and fell in love with teaching. After 15 years as a philosophy professor at Denison University, he moved into administration, eventually becoming President of Skidmore College for 17 years. Throughout his career, one question has guided him: What can we do to give students the best chance at a meaningful life? The answer, for him, blends intellectual development, personal responsibility, and civic engagement — themes woven into his convocation talks to new students, which eventually became the foundation for Embrace Your Freedom. Why College Is a One-Time Opportunity to Embrace Freedom College, Dr. Glotzbach says, is a singular moment in life — “you get one shot at being an undergraduate.” It's a time for “test-driving your adult self,” exploring big questions, and deciding what kind of person you want to be, as well as what kind of world you want to help create. Too often, students see college only as a steppingstone to employment. While preparing for a career matters, narrowing your focus too early shortens the shelf life of your skills. Today's graduates will likely change not just jobs but entire careers multiple times. The broader your education, the better equipped you'll be to adapt to an unpredictable future. Watch our podcast on YouTube here: From Negative Freedom to Positive Freedom One of the book's central ideas is the shift from “negative freedom” — the absence of external constraints — to “positive freedom,” which is about deciding what you will do with that freedom. Positive freedom requires embracing structure and responsibility to pursue meaningful goals. Dr. Glotzbach compares it to training for a marathon: you give up certain freedoms (like sleeping late) in exchange for the discipline that makes your goal achievable. In college, that means setting intentional objectives — for your courses, your extracurriculars, your relationships — and committing fully to them. Begin Now — And Begin Again If there's one mantra Dr. Glotzbach wants every student to remember, it's Begin now. Your college career doesn't start “later” — it starts the moment you arrive on campus. Don't wait for the second semester or sophomore year to get serious. That doesn't mean you won't face setbacks. Everyone stumbles. The key is to begin again — to get back up, recommit, and move forward. “The most important thing is not how many times you get knocked down,” he says, quoting Vince Lombardi, “but how many times you get back up.” The Liberal Arts Advantage for Embracing Freedom As a philosopher and liberal arts leader, Dr. Glotzbach believes deeply in the value of studying broadly. Liberal arts disciplines develop critical thinking, ethical reasoning, and the ability to synthesize perspectives — skills essential for solving the “wicked problems” of our time. One of his favorite quotes, from Horace Mann, is a call to action: “Be ashamed to die until you have won some victory for humanity.” For Dr. Glotzbach, college is a privilege held by a small percentage of the global population, and with that privilege comes a responsibility to contribute to the greater good. Relationships Over Transactions Dr. Glotzbach warns against treating college as an “educational ATM,” where you deposit tuition and withdraw a diploma. That transactional mindset robs you of the deeper value of the experience. College is about relationships — with people, with ideas, and with the skills you are developing. Friendships formed during college often become lifelong connections. These relationships — your first as an independent adult — are a key part of the transformation that happens during these years. Learning in the Age of AI Today's students must also navigate the opportunities and challenges of new technologies, including AI. While AI can be a powerful tool, relying on it too heavily during your studies can short-circuit the development of critical thinking and analytical skills. Dr. Glotzbach stresses the importance of reading and thinking critically — whether the material was written by a human 200 years ago or generated by AI yesterday. Advice for Students and Parents For students: approach college as a unique opportunity for growth. Be open to new ideas, seek out mentors, engage in campus life, and treat every class, project, and relationship as a chance to find meaning. For parents: remember that your child's education is not only about employment prospects but also about becoming a thoughtful, engaged, and adaptable human being. Get the Book Embrace Your Freedom: Winning Strategies to Succeed in College and in Life is available on Amazon, Barnes & Noble, Target, and other major booksellers, as well as through Dr. Glotzbach's website: www.philipglotzbach.com. Whether you're a student, parent, educator, or simply someone who values lifelong learning, this book offers a thoughtful, inspiring, and practical guide to making the most of one of life's most important chapters.  Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!    

Steven Hayward has been involved in so many conservative institutions and organizations it may be simpler to list where he hasn't left a mark.  This conservative man-about-town joins Saving Elephants host Josh Lewis as they unravel what it means to be a conservative, how Straussians might make peace with Burke, and why Josh shouldn't be so critical of the Trump administration.   About Steven Hayward Steven F. Hayward is a fellow of the Public Law and Policy Program at Berkeley Law and visiting professor in School of Public Policy at Pepperdine University.   Steven frequently writes on a wide range of current topics, including environmentalism, law, economics, and public policy for publications including National Review, Reason, The Weekly Standard, The American Spectator, The Public Interest, the Claremont Review of Books, and the Policy Review at the Hoover Institution.  His newspaper articles have appeared in the New York Times, Washington Post, The Wall Street Journal, the San Francisco Chronicle, the Chicago Tribune, and dozens of other daily newspapers.   He is the author of a two-volume narrative history of Ronald Reagan and his effect on American political life, The Age of Reagan: The Fall of the Old Liberal Order, 1964-1980, and The Age of Reagan: The Conservative Counter-Revolution, 1980-1989.  His other books include Index of Leading Environmental Indicators; The Almanac of Environmental Trends; Mere Environmentalism: A Biblical Perspective on Humans and the Natural World, Churchill on Leadership; Greatness: Reagan, Churchill, and the Making of Extraordinary Leaders; Patriotism Is Not Enough; and M. Stanton Evans: Conservative Wit, Apostle of Freedom.   Steven has also served as visiting fellow professor, scholar, or lecturer at the Intercollegiate Studies Institute (ISI), Ashland University, Mont Pelerin Society, Pacific Research Institute, The Heritage Foundation, American Enterprise Institute, Georgetown University, The Fund for American Studies, and University of Colorado Boulder.   His blog, powerlineblog.com, is one of the nation's most-read political websites.  

I could not decide on the right title for this podcast. Here was an alternate now: "Living, Looking, and Feeling Your Best: Nate Scott on Creating Lasting Wealth and Purpose." Nate Scott is a man whose journey from small-town Georgia to combat veteran, West Point graduate, entrepreneur, and executive coach is nothing short of inspiring. Nate's story is one of intentional living, resilience, and a commitment to helping others look, feel, and live the way they truly desire. From the Battlefield to West Point Nate's early dream was to play college basketball, but when that opportunity fell through, he enlisted in the U.S. Army. His life took a dramatic turn during Operation Desert Storm, where at just 19 years old, he made a vow: if he returned home, he would never waste a day of his life. That moment shaped his future, instilling a deep sense of purpose and urgency. While stationed in Germany, Nate was encouraged to apply to West Point — an idea he initially resisted. Yet in 1992, after careful consideration, he decided to attend, graduating with degrees in engineering, computer science, and sociology, and serving as a regimental commander among 4,000 cadets. Discovering the Power of Personal Development Just as pivotal as his West Point education was Nate's introduction to personal growth and entrepreneurship. A chance invitation to a network marketing meeting opened his eyes to the value of continuous learning, surrounding oneself with successful people, and taking control of one's financial destiny. An Entrepreneur's Path Nate's career path was anything but linear. He became a personal trainer, then applied the principles of fitness to business, personal finance, and leadership. He earned his MBA from George Washington University and gained experience as a CFO of a rapidly growing tech company. Along the way, he built a real estate portfolio that led to his first million by age 32. But Nate also faced significant challenges — market downturns, business closures, and personal setbacks. These experiences deepened his understanding of financial vulnerability and the importance of preparation, adaptability, and mindset. Life Is Rich: Addressing the Cash Flow Challenge Today, Nate is the author of Life Is Rich: How to Create Lasting Wealth, a book that serves as both curriculum and coaching foundation. His mission is clear: help people — especially women, who often outlive men and face unique financial pressures — address the very real cash flow dangers that threaten their future security. Nate stresses that finances are 80% behavior and only 20% knowledge. The two largest expenses most people face are taxes and ignorance. By teaching “how to think, not what to think,” he guides clients toward creating sustainable cash flow through entrepreneurship, strategic tax planning, and purposeful living. If you would like to watch our podcast, click here: The Habit Factor Central to Nate's philosophy is the power of habits. As he explains, habits can either drive you toward your goals or pull you away from them — and they work with machine-like precision whether they serve you or not. Changing habits requires intentionality, discipline, and a clear vision of the life you want to live. One of Nate's most powerful coaching questions is: How do you want to look, feel, and live in the last ten years of your life? This future-focused visioning helps clients break free from autopilot living and start making daily choices that align with their desired future. From Individuals to Organizations While Nate works one-on-one with clients, he also coaches teams and organizations. His focus remains on the individual as the asset — helping people align their personal goals with professional success. His “alignment before assignment” mantra ensures that purpose drives action, not the other way around. Final Takeaways Nate leaves listeners with these key points: Alignment before assignment — Know your values and goals before taking on commitments. You are the asset — Invest in yourself first. Focus on how to think, not what to think — Empower yourself to make better decisions. For Nate, life is rich when you have the cash flow, health, purpose, and time freedom to live it fully. His work helps people get there — with a clear plan, disciplined habits, and a vision worth pursuing. You can learn more about Nate Scott and get Life Is Rich directly at lifeisrichbook.com, where purchasing from him includes access to bonus audio content and a complimentary session. Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!  

On this episode of On the Brink with Andi Simon, I sat down with Delia Passi, a three-time exited entrepreneur, women's health advocate, and the founder and CEO of MyCabinet — a groundbreaking virtual medicine cabinet that's changing how families and caregivers manage medications. Delia's story isn't just about building a successful business. It's about transforming a deeply personal, life-threatening moment into a purpose-driven company that blends healthcare innovation with impact entrepreneurship. The Crisis That Sparked a Movement Delia's journey into healthcare technology began when her elderly mother suffered a massive heart attack while Delia was 200 miles away. In the chaos of the moment, doctors urgently needed her mother's medical history — current medications, allergies, and past adverse reactions — but Delia didn't have the information. The result was sheer terror and helplessness. “I thought I was going to kill my mother,” she recalls. That moment became a catalyst for change. Delia made a promise to God: if her mother survived, she would dedicate herself to ensuring no one else endured such a situation again. That promise became MyCabinet, a smart, virtual medicine cabinet designed to securely store, organize, and share critical medication information instantly with caregivers, healthcare providers, and family members. A Track Record of Impact Before founding MyCabinet, Delia had already made waves as the publisher of Working Mother magazine, where she championed family-friendly workplace policies and launched the “100 Best Companies for Working Mothers” list. After battling breast cancer herself, she founded WomenCertified, Inc., home of the Women's Choice Award, which helps women make informed healthcare decisions and sets rigorous standards for hospitals and providers. While proud of that work, Delia says she didn't initially view it as “purpose-driven” — it was doing good, yes, but not with the intentional integration of purpose into every business decision. MyCabinet, however, was different from the start. Building a Purpose-Driven Company Determined to align her entrepreneurial skills with a deeper mission, Delia joined Amplify, a nine-month program from the National Christian Foundation that taught her how to embed purpose into every aspect of a company. She now applies that framework to MyCabinet through four pillars: Employees – Hosting quarterly retreats with space for reflection, gratitude, and shared values, fostering a culture where faith and respect thrive across religious backgrounds. Investors – Choosing only impact investors who put people before profit and share the company's mission. Clients – Taking a holistic approach to helping healthcare partners and institutions improve patient lives, not just offering a product. Customers – Delivering peace of mind for caregivers and patients by preventing dangerous medication errors and improving health outcomes. Blue Ocean Thinking: Creating a New Market As I often share with my clients, Blue Ocean Strategy is about creating a market space where none existed before — and MyCabinet is a perfect example. There was no “smart medicine cabinet” category before Delia created it. Like the leap from standard TVs to smart TVs, MyCabinet transforms a familiar object into a connected, intelligent solution. Originally, Delia planned to sell direct-to-consumer (B2C), but quickly pivoted to a B2B2C model, partnering with large health plans, school systems, and other organizations that could deliver her product to hundreds of thousands of users at once. This strategic shift saved millions in marketing costs and accelerated adoption. Lessons for Entrepreneurs Delia's story offers powerful lessons for anyone building a purpose-driven business: Get out of your comfort zone. For Delia, that meant reaching out to politicians and leaders she didn't know, which opened unexpected doors in sectors like foster care, prison healthcare, and schools. Surround yourself with the right people. Seek advisors, investors, and partners who challenge you, support your vision, and keep your mission intact. Be prepared for the unseen. Women founders often face additional hurdles raising capital. Delia chose to navigate those challenges without compromising her values or taking on partners who didn't align with her mission. Focus on unmet needs, not just your product. MyCabinet succeeds because it solves a real, often hidden problem — the lack of accessible, accurate medication information in critical moments. Why This Matters In an era where healthcare technology is evolving rapidly, MyCabinet stands out as both a life-saving innovation and a model for how businesses can integrate purpose, profit, and impact. It's not just about managing medications — it's about protecting lives, reducing caregiver stress, and empowering families with information when they need it most. As Delia puts it, “You can build a unicorn and still be an active, purpose-driven organization.” Her journey proves that the bottom line and higher calling don't have to be at odds. Call to Action: To learn more about Delia Passi and MyCabinet, visit mycabinet.com. And to hear the full conversation, listen to this episode of On the Brink with Andi Simon — where we explore how personal experiences can inspire innovations that change lives. Listen to other podcasts about people building purpose-driven companies where profit aligns with meaning. Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!  

"Once a quarter, I buy my own company. I step back and ask—what works, what doesn't, and where the opportunity is." — Hannah Kain, CEO of ALOM What does it take to turn a nascent idea in an unfamiliar country into a global success? In this episode of On the Brink with Andi Simon, I had the pleasure of speaking with Hannah Kain, CEO and President of ALOM, a trailblazing supply chain company that began in 1997 and now operates across 20 global locations. Hannah's story is more than a business success—it's a masterclass in innovation, agility, and values-driven leadership. A Leap of Faith—a Vision and a Purpose Born and raised in Denmark, Hannah enjoyed a thriving political and business career before she and her husband bought one-way tickets to the U.S. in 1990. What followed was a journey of reinvention and opportunity. By 1997, Hannah founded ALOM in the heart of Silicon Valley, identifying early on the opportunity to use technology to enhance supply chain operations—well before “supply chain” was a mainstream concept. From the beginning, ALOM was built on innovation. When the company opened its doors, they launched with customer portals and real-time visibility—now standard, but then revolutionary. Their first revenue came from floppy disk duplication. When that technology faded, Hannah pivoted, embracing e-commerce and expanding into regulated industries, always asking: what's next? Mind Games for Modern CEOs One of the most striking takeaways from our conversation is how Hannah rethinks her company—regularly. “Once a quarter,” she says, “I buy my own company.” She imagines herself as an outsider, assessing the business with fresh eyes. What would she keep? What needs to go? What opportunities are emerging? This “buy-your-own-business” mindset keeps her ahead of disruption. This is a deeply anthropological approach—stepping outside your own story to see it anew. It's also core to a Blue Ocean Strategy: shed the outdated, build the new, and serve unmet needs. Innovation, Values, and Culture are What Really Matter While Hannah is passionate about technology and supply chain solutions, her foundation is rooted in values—innovation, collaboration, quality, and diversity. Culture, she believes, isn't a side conversation—it's a strategic priority. And when values misalign, even a high performer may not be the right fit. Culture can make or break agility. “Personnel decisions are more strategic than we think,” Hannah observes, especially in fast-changing environments. You will enjoy watching our Podcast on YouTube: The Future is Here—If You Can See It We explored how Hannah navigates today's volatile supply chain world: tariffs, technology, talent shortages, and trade wars. She shared how she mitigates risks—like storing lithium batteries in an award-winning facility designed specifically for safety—and how she balances immediate challenges with long-term strategic thinking. Her approach? Plan for 95% and build agility for the remaining 5%. “If you don't plan for 95%, you'll be stuck firefighting 100%.” Data, Intuition, and Ecosystems Data is vital, Hannah says—but data alone is not enough. “It's the rearview mirror. You need to look out the windshield.” What she's really looking for is meaning—trends, risks, and opportunities derived from experience, context, and yes, intuition. She credits much of her insight to exploring the entire ecosystem—talking to employees, clients, suppliers, and staying deeply embedded in industry networks. She also emphasized that leaders must separate the urgent from the important, and prioritize the tasks that drive long-term value. What's Next? Hannah believes AI will be transformative in supply chain logistics—especially in image recognition, predictability, and precision. She's skeptical of blockchain until there's wide-scale collaboration, but excited by AI's capacity to reduce risk and increase agility. Her parting wisdom? Don't get stuck managing risk so tightly that you miss opportunity. Reinvention is possible—and necessary. And it begins, quite literally, with a morning shower and one powerful question: “What's the most important thing I can do for my ecosystem today?” Where to learn more about Hannah Kain and the work she is doing: Hannah's Profile: linkedin.com/in/hannahkain Website: alom.com (ALOM) Email: hkain@alom.com Listen to these other podcasts or read the blogs about them: 442: Joyce Salzberg is Changing Lives Through Early Intervention 436: Women, #WorkSchoolHours Can Transform Your Life 429: Embracing the Future: How Matt Leta is Guiding Companies Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! Andi Simon,PhD CEO | Corporate Anthropologist | Award-winning Author| Top 100 Podcaster Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

In a powerful episode of On the Brink with Andi Simon, I sat down with Joyce Salzberg, an extraordinary woman whose life and work illuminate the intersection of personal resilience, professional purpose, and societal transformation. Joyce is the co-founder and co-CEO of Sunny Days, a national provider of early intervention and autism services, and the founder of Oxford Consulting, which supports schools and adults with developmental needs. But her journey began with a painful turning point—and became a lesson in turning adversity into impact. A Catalyst for Change: From Breast Cancer to Bold Beginnings Joyce's career in early childhood intervention took an unexpected turn after a breast cancer diagnosis while serving as the Associate Executive Director of United Cerebral Palsy of New Jersey. Despite undergoing chemotherapy and radiation, she continued working tirelessly—only to be told her insurance premiums had become a burden and, soon after, that her position was no longer needed. Rather than retreat, Joyce fought back. She filed a lawsuit, becoming one of the first to test the newly passed Americans with Disabilities Act as a cancer survivor. The case garnered national attention and, ultimately, inspired Joyce to launch Sunny Days in 1994. Pioneering a New Model of Care Starting in the basement of her home, Joyce reimagined how services could be delivered. While others were focused on center-based programs, Sunny Days sent occupational, speech, and physical therapists into the child's natural environment—their home. Joyce's vision was validated when Congress reauthorized the Individuals with Disabilities Education Act (IDEA) in 1998, mandating that early intervention services be delivered in those very environments. Her innovation wasn't just timely—it was transformative. Today, Sunny Days serves families in New Jersey, New York, Pennsylvania, California, and more. Her son now leads operations in New York, her daughter supports administration, and Oxford Consulting continues to expand services for school-aged children and adults. You may enjoy our YouTube video of this podcast: Leading with Purpose, Scaling with Precision Running a mission-driven company isn't just about compassion—it's about operational excellence. Joyce built Sunny Days and Oxford Consulting with no formal business training, relying instead on her background as a social worker, her experience managing programs, and her keen ability to recruit the right experts, understand government regulations, and manage complex budgets. Today, Joyce oversees a team of 15 directors, with leadership succession plans in place to ensure her legacy lives on. The organization's services are not only clinically sound—they're deeply personal. Joyce continues to receive emails from parents whose children have made remarkable progress because of Sunny Days' early intervention programs. Policy Challenges and a Call to Action Despite its success, Joyce is clear-eyed about the challenges ahead. Funding for early intervention, especially through Medicaid, is at risk. In states like New Jersey and New York, where the majority of children served rely on Medicaid, the future of these programs is in jeopardy. She urges policymakers to recognize that early intervention is not an expense—it's an investment. Getting services to children between birth and age three can dramatically reduce the long-term costs associated with developmental disabilities. As Joyce explains, “We save Part B of IDEA money by intervening early, helping children reach developmental milestones before entering school.” Giving Back with Grace Joyce's success has come full circle. A first-generation college graduate from a working-class family in Philadelphia, she never forgot her roots. In 2019, she donated $1 million to Temple University to create the Joyce K. Salzberg Center for Professional Development, helping liberal arts students prepare for meaningful careers. She also established scholarships for single mothers, recognizing how hard that journey can be. Her advice for aspiring women entrepreneurs? Network relentlessly. “You never know who will open the next door,” she says. And most importantly, listen to what others see in you. Sometimes others recognize your potential before you do. I know you are going to want to know more about Sunny Days and Joyce Salzberg. Here is where to find out more: https://www.sunnydays.com/ https://www.oxfordconsulting.com/ Listen to these other podcasts or read the blogs about them: 438: How Nicole Loftus Is Disrupting Venture Capital 437: Erika Baez Grimes: Purpose-Driven Business Transitions 436: Women, #WorkSchoolHours Can Transform Your Life Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi  

In this captivating episode of On the Brink with Andi Simon, I welcomes an unstoppable force in the world of finance, Victoria Woods—entrepreneur, wealth advisor, speaker, author, and the renowned Financial Diva. What makes Victoria's story so compelling isn't just her success in managing money for millionaires and billionaires—it's how she got there, and what she's teaching women everywhere about stepping into financial power. Victoria's journey began in humble, even challenging circumstances. Growing up poor, abandoned by her father at 11, she learned early how to hustle, survive, and eventually thrive. From organizing games for neighborhood kids to modeling for Montgomery Ward in exchange for school clothes, she was a born entrepreneur. But it was her uncanny ability to see opportunity where others saw limits that ultimately launched her into success. Women, It is Time To Master Your Money Her first “real” pivot came while working in retail. Rather than taking a promotion, she pitched a new concierge buying service to her boss—a bold move that soon had executives handing her their credit cards and letting her shop for their wardrobes. That fearless innovation caught the attention of a financial executive who saw something unique in Victoria: resilience, determination, and an uncanny knack for follow-through. He recruited her into the world of financial advising. Seven months later, Victoria took the leap—and never looked back. Now the founder and CEO of ChappelWood Financial Services in Edmond, Oklahoma, Victoria advises high-net-worth individuals, particularly women who are often underserved or underrepresented in wealth management. But her mission is broader: to educate and empower women about their finances, especially business owners who need to understand, not fear, their numbers. Watch our podcast video on YouTube here: Key Lessons from Victoria Woods on Women, Money and Mastering Your Future 1. Your Gut Is Your Superpower—But So Are Your Numbers. Victoria reminds listeners that while your instincts matter, success demands fluency in your financials. “If you're not comfortable with the numbers, you've got to get comfortable,” she says. “You should be able to read your profit and loss statements, understand your balance sheet, and question your accountant.” Her practical advice: take an accounting class—even if you're already running a company. Know your numbers or risk being run by them. 2. Don't Outsource What You Don't Understand. Too many women assume someone else—often a spouse—will handle their finances. Victoria pushes back. “90% of women will manage their own money at some point in their life,” she says. “You must know what you own, owe, spend, and invest.” Whether you're growing a business, selling one, or inheriting one, financial literacy is not optional. 3. Exit on Your Own Terms. One of Victoria's most powerful messages is about preparing for what's next. Succession planning, business exits, and legacy planning all require strategic thought before there's a crisis. “Don't plan in the middle of a tornado,” she says. “Start when the sun is shining.” She shares how she's guided women through inheriting family businesses, navigating complex buyouts, and staying strong in boardrooms full of skeptics. 4. Build Your Team with Intention. When hiring financial advisors, accountants, or legal professionals, Victoria encourages women to trust both their head and their heart. “Would you want to have dinner with this person every month?” she asks. Chemistry and clarity matter. Her book, It's All About the Money, Honey!, includes practical questions women should ask potential advisors—plus the answers they should expect to hear. 5. Serve First, Sell Second. At the heart of her success is a simple philosophy: be the easy button. Whether solving a client's complex tax issue or finding an international attorney for a property dispute, her focus is always service. That's how she built a practice with 100% retention and a global clientele. “Clients don't want more work,” she says. “They want someone who makes their lives easier.” You can read more in her book, "It's All About the Money, Honey," on Amazon. Why This Conversation about Money and Women Matters Now Women control more wealth today than at any time in history, and the number of women-owned businesses is soaring. Yet many still feel unprepared to manage that wealth with confidence. This episode is a powerful reminder that financial empowerment is about knowledge, confidence, and the courage to ask questions. As Victoria says, “Don't take advice from broke people—physically, financially, or spiritually.” Whether you're launching a startup, scaling a company, or planning a graceful exit, take time to get financially fluent. The future is female—and she should be well-funded. Learn More To learn more about Victoria Woods, visit ChappelWood.com or search for The Financial Diva online. You can also find her book It's All About the Money on Amazon and listen to selected chapters she's recorded to hear her passion and humor come alive. Ready to get off the brink? Follow the podcast for more stories of women transforming business and life—with purpose, power, and yes, profit.  Listen to these other podcasts or read the blogs about them: 438: How Nicole Loftus Is Disrupting Venture Capital 437: Erika Baez Grimes: Purpose-Driven Business Transitions 436: Women, #WorkSchoolHours Can Transform Your Life Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about our books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn  

Are you ready to sell your business? It may be time to pass your family firm to the next generation. What do you do? Where do you begin? How can you ensure that you follow your values and transition your business with purpose, kindness, and profit? Maybe it is time to meet Erika Baez Grimes. What is the Human Side of Business Transitions? In this compelling episode of On the Brink with Andi Simon, we delve into the human side of business transitions with Erika Baez Grimes, a seasoned business broker, M&A specialist, and purpose-driven entrepreneur. Erika's extensive experience as a Senior Certified Mergers and Acquisitions Professional with Transworld Business Advisors, and as the founder of The BPH Group and The Buyer's Agency, makes her a trusted voice in the industry. Her mission is clear: to help people do good deals with good people—transactions rooted in legacy, emotion, and values, not just numbers. Erika and I first connected at the Entrepreneurs with Companies of Purpose event, and I knew she had a story to share right away. In this episode, she opens up about her journey from helping her grandfather run fashion boutiques in Orlando to rising as a respected voice in the business brokerage industry. Her early exposure to entrepreneurship gave her a lifelong passion for business and sales, a path she blended with her experience in banking and corporate leadership. Some Practical Advice is Essential to Transition your Business Throughout our conversation, Erika offers practical advice—and heartfelt wisdom—for business owners contemplating an exit and aspiring buyers looking to acquire a company. She discusses the "silver tsunami" of baby boomers preparing to retire, legacy businesses' emotional and strategic complexity, and the rising interest among women in acquiring established enterprises. Erika shares three essential things every seller should do before they decide to sell: Start the conversation early—if you're considering selling, it's time to talk. Work yourself out of the business—the more your business can run without you, the higher its value. Keep clean, transparent financials—they are the real story buyers will trust (or not). You might like to watch our podcast on YouTube here: But Erika also goes deeper. She highlights how business owners often feel lost after they exit. Their identity has been deeply tied to their company, and the vacuum that follows can be disorienting. That's why Erika emphasizes the importance of planning for the transaction and the transition. Who will you be when you're no longer the CEO? How Does Culture Share Your Succession Plan? We also explore how culture shapes succession planning, particularly in family firms. Erika works closely with multigenerational businesses and understands the delicate dynamics between personal relationships, employee loyalty, and strategic vision. She emphasizes the importance of finding the right buyer—someone aligned not only with the financials but also with the founder's legacy and values. Avoid Buyers Remorse For buyers, Erika offers clear guidance: prepare before you pursue. Get financing lined up, know your strengths, and approach the opportunity with transparency and intention. Sellers want to know their business will be in good hands. And increasingly, those hands belong to women—smart, driven, and ready to lead. Whether you're a seasoned entrepreneur looking to exit or someone considering buying their first business, Erika's insights are honest, helpful, and deeply human. This episode is a masterclass in purpose-driven dealmaking and the art of helping others transition from one chapter to the next with clarity, care, and confidence. Key Takeaways: Why the timing of a business sale is both emotional and strategic What makes a business attractive to buyers—and how to increase your value How Erika helps bridge the gap between a seller's legacy and a buyer's vision The growing role of women in M&A and business acquisition Why coaching and self-discovery are vital post-exit tools for sellers You'll leave this conversation with a clearer understanding of the M&A process, the questions you should be asking (whether buying or selling), and a renewed appreciation for the human side of business transitions. Contact Erika Baez Grimes:

This week, I'm joined by Kate Thrumble, SVP and Head of People and Experience at VaynerMedia – a creative agency where leadership is lived out daily in real, human ways. In this episode, Kate shares what it means to lead not with the weight of being the “log”, but as the kindling – the spark that ignites others.We talk candidly about feedback, connection, culture, performance and the sweet spot between kindness and accountability. Kate brings such clarity to what I often see muddied in corporate rhetoric: how the "ordinary things done well" truly are the markers of extra-Ordinary leadership.From practical tools like quarterly reviews and personality insights, to the deeper philosophical shifts required to build businesses that feel like spring – full of light, momentum and growth – this conversation is rich with wisdom and grounded honesty. We also explore what it takes to create a happy, high-performing team, how Vayner Media balances business with deep respect for people, and what they call the marriage of the honey and the empire.Inside This Episode:What extra-Ordinary leadership really meansWhy the "little things" done consistently create the biggest impactThe relationship between happiness and high performanceFeedback as a normal rhythm, not a big scary ‘thing'The shift from annual reviews to quarterly check-insUsing tools and coaching styles to build cultureCreating ‘spring-like' businesses where people thriveThe art of kind candour and the analogy of the lob, the loiter and the lassoHow Kate defines the role of experience in people leadershipBeing the kindling, not the log – a beautiful metaphor for modern leadershipMentions & Links:VaynerMedia – Creative & Media AgencyInsights Discovery (personality profiling tool)Performance Climate System (team performance tool)My Book – The extra-Ordinary Leader: 12 Tactics for Finding Your Extra in Business, Leadership, and Life 

Imagine a ten-year-old girl in New Zealand watching an army commercial and declaring, "That's what I want to be". This simple declaration set Dr. Ellen Joan Ford on a transformative journey, a journey of leadership, service, and a new way of thinking about work. Her story is not just inspiring, it's a call to action for all of us. Women are asking for flexible work for working parents. Our businesses want the talented women to be able to focus on both their families and their workday. It is a time for changing how businesses treat women. In this episode of On the Brink with Andi Simon, I had the pleasure of speaking with Dr. Ellen Joan Ford—a leadership expert, military veteran, and the creator of the global #WorkSchoolHours movement. Ellen joins us from New Zealand with a deeply timely and universally relevant message: the structure of work must evolve to meet the real needs of modern families. From the New Zealand Army to Leadership Thought Leader  Ellen's story begins with a decade of service in the New Zealand Army, where she worked as an engineer officer and led soldiers at home and abroad. Her military career taught her discipline, courage, and—most importantly—how to lead. As she transitioned out of the military, she pursued an MBA and later a PhD in leadership, driven not by ambition but by a personal challenge. Her doctoral research focused on the leadership experiences of women in the military, surfacing both empowering stories and persistent gender-based inequities. Rather than stop with research, Ellen took action, advising the Chief of the New Zealand Army and presenting her findings to senior leadership. Her goal? To make the Army more inclusive—not just for women, but for everyone. The Birth of #WorkSchoolHours You will enjoy watching Ellen's podcast on YouTube here: What began as academic research soon became a mission when Ellen was bombarded with personal stories from working parents. Over 500 parents shared their frustrations: being forced out of the workforce due to caregiving, missing irreplaceable moments in their children's lives, or being underpaid for the same responsibilities simply because they worked "part-time." One night, while breastfeeding her youngest son, Ellen had a powerful realization: "I don't want this for me or anyone else." This was the birth of the #WorkSchoolHours movement, a movement that is not just a response to a problem, but a call to action for immediate change. What Is the #WorkSchoolHours Movement? #WorkSchoolHours is not about working less—it's about working smarter. It's a flexible work philosophy that allows employees, especially parents, to align their work schedules with family commitments without compromising performance or pay. Ellen explains, "We live in a world where we're expected to parent like we don't have a job and work like we don't have children. That's not sustainable." Through her model of Belonging, Autonomy, and Purpose (BAP), Ellen offers a new way to lead and manage teams. Inspired by both anthropology and leadership science, BAP emphasizes: Belonging: Creating a work culture that acknowledges employees as whole people. Autonomy: Giving individuals the flexibility to manage their time and deliver results. Purpose: Helping people connect their work to something meaningful. Ellen argues that when leaders focus on these elements, they can reduce burnout, increase productivity, and retain top talent—especially working mothers and caregivers. This not only benefits the employees but also the businesses, as it leads to a more engaged workforce and better business outcomes. Her Book: A Practical Guide to Revolutionizing Work In her new book, #WorkSchoolHours: A Revolution for Parents, Workplaces, and the World, Ellen doesn't just talk about change, she provides a practical roadmap for it. With three powerful sections—what's Wrong, what's Possible, and How to Fix It—this book is more than a manifesto. It's a toolkit for those ready to revolutionize their workplaces. The book includes real-world examples from industries ranging from logistics to healthcare to manufacturing and provides actionable strategies for leaders who want to focus on outcomes rather than hours. Even more exciting? Ellen is giving away her e-book for free on her website, ellenjoanford.com, using the code today. This is just one small way she's walking the talk about accessible change. Why This Matters Now In the U.S., over 50% of the workforce is women, and over 40% of children are born to single mothers. Yet, most workplaces still operate on models developed over a century ago. As artificial intelligence and other technologies transform our professional landscape, isn't it time to rethink the outdated 9-to-5? Dr. Ford's call to action is both compassionate and commercially wise. As she says, "Happy people deliver better results." Her message is clear: when we redesign work around the realities of human life, everyone wins—parents, companies, and communities. Listen, Learn, and Lead Differently If you're a business leader, HR professional, or just someone juggling the demands of work and home, this episode will leave you inspired—and equipped—to take action. As a corporate anthropologist, I believe change happens through small wins. Ellen Ford shows us how powerful those wins can be when rooted in purpose. More to Enjoy 433: Organizations Must Embrace Human-Centric Design 430: How Does Dr. Chris Fuzie Create Great Leaders? What Are You Doing to Adapt in Times of Uncomfortable Change Additional resources for you: My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our latest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman All of our white papers, particularly those on Blue Ocean Strategy and Culture Change Our website: Simon Associates Management Consultants Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books:  Learn more about these books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!   From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

This podcast is about an amazing woman and her journey from Wall Street to Purpose-Driven Leadership. Meet India Gary-Martin's and listen to her amazing journey to Chair the Women Business Collaborative (WBC). On this episode of On the Brink with Andi Simon, I had the great pleasure of speaking with India Gary Martin—an accomplished global executive, entrepreneur, and now the new Chair of the Women Business Collaborative (WBC). India's story is more than a professional journey—it's an inspiring narrative about opportunity, resilience, and leadership rooted in purpose. A Global Journey Rooted in Advocacy India began her career with ambitions far from Wall Street—initially pursuing drama at Spelman College, an all-women's institution that helped shape her lifelong commitment to advancing women. A pivot to business led her to Wall Street, where she spent nearly 25 years rising through the ranks and across borders, holding CEO and CTO roles in major financial institutions. Her global career took her to London, Frankfurt, Tokyo, and Hong Kong, all while raising a family and nurturing a growing passion for justice and equity. Through it all, India remained grounded in one core belief: opportunity emerges when you stay open to change. Her career was not meticulously planned but rather built through taking chances—ones that would later translate into entrepreneurial ventures and global leadership roles. From Banking to Beauty: The Entrepreneurial Chapter India's foray into entrepreneurship was sparked not only by her desire to chart her own path but by a wake-up call. After returning from a business trip, her young daughter barely recognized her. It was a moment of reckoning—and renewal. What followed was a bold leap: the launch of a green nail polish line that grew from two retail shops in London to 300 stores across Europe and the Middle East, including Harvey Nichols and Space NK. But success is never linear. Brexit disrupted the business, scaring off investors and forcing India to shut it down. “It was the hardest thing I've ever done,” she told me, “but I learned how to pivot, and that failure isn't failure—it's just learning.” Her next chapter returned her to her roots in leadership. With Leadership for Execs and Lucent Learning, India created scalable coaching and leadership development platforms for companies, governments, and nonprofits. She also launched Act Three, a community designed to support women in midlife transition. Each venture reflects her holistic vision of leadership: adaptive, inclusive, and deeply human. Carrying Forward a Vision: Honoring Edie Fraser The Women Business Collaborative (WBC), which India now chairs, was founded by the remarkable Edie Fraser, a visionary leader in her own right. Edie had a bold and clear mission: to accelerate progress for women in business by uniting the efforts of organizations, corporations, and individuals under a single collaborative umbrella. She recognized that too many were working in silos—fighting the same battles for equal pay, position, and power. Edie's vision was both simple and powerful: we can go farther, faster, together. Her leadership transformed a concept into a movement, building a platform that now connects over 80 partner organizations, dozens of corporate champions, and countless advocates committed to equity. India Gary Martin steps into this legacy with both reverence and readiness, taking WBC into its next chapter of impact. You will enjoy watching our podcast with India here: Why WBC, Why Now? India's appointment as Chair of the Women Business Collaborative couldn't have come at a more important time. As she told me, “WBC has a tremendous opportunity right now to be a beacon for women in business. It's not just about convening—it's about shaping the future.” With over 80 partner organizations, sponsors, and donors, WBC stands at the forefront of driving change. India brings to it not just experience, but a deeply reflective, philosophical approach to leadership. She believes that collaboration doesn't mean compromising your mission—it means amplifying what unites us. “I don't believe in pushing the boulder uphill,” she said. “We do this with ease because it's who we are. It's how we operate.” Leading by Redesigning the Container One of the most profound insights India shared during our conversation was about the importance of culture in shaping behavior. “People behave as the container creates,” she explained. Rather than focusing on fixing people, she argues, organizations should focus on fixing the environment in which they operate. This anthropological lens is close to my heart. Culture isn't changed with a program or a policy—it's transformed through trust, relationships, and the daily experiences that shape how people feel and behave. As India noted, work has become transactional. We must bring it back to being relational. A Call to Community As we wrapped up our conversation, India left listeners with three powerful takeaways: You are not alone. Find your tribe. WBC is one of them. Opportunity is everywhere. Even the stormiest moments will pass—every storm runs out of rain. We are better together. None of the changes we seek can happen in isolation. Collaboration is not a strategy—it's a necessity. India also shared her excitement for the upcoming Women's Capital Summit in New York City on May 21–22. This event is all about connecting women founders with funders—and building the future of shared success. “Founders and funders, please come out,” she urged. “This is a real moment for us.” Final Thoughts India Gary Martin's story reminds us that the path to leadership isn't always straight—but it is always full of opportunity if we stay open. She embodies the power of living with purpose, leading with vision, and building together. To learn more, listen to the full podcast on On the Brink with Andi Simon and be sure to check out WBC's work and the Women's Capital Summit. Let's go further, faster—together. Other podcasts you will enjoy: 432: Gloria Bohan: From School Teacher to Travel Titan 419: Jennifer Leslie: Transform your Business with Self Awareness 405: How Denielle Finkelstein and Thyme Sullivan Are Revolutionizing Period Care Additional resources for you: My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our newest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman All of our white papers, particularly those on Blue Ocean Strategy Our Medium publications (come friend us) Our website: Simon Associates Management Consultants Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon,PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

In this episode of On the Brink with Andi Simon, I am joined by Dr. Chris Fuzie, Ed. D, leadership expert and author of the thought-provoking new book Liminal Space: Reshaping Leadership and Followership. Together, we explore how leadership is evolving and how traditional distinctions between "leader" and "follower" no longer apply in dynamic, modern organizations. Dr. Fuzie shares insights from his 28-year career in law enforcement and his academic journey in organizational leadership. Dr. Fuzie is a seasoned leader, educator, and consultant with a passion for transforming organizations through innovative leadership practices. He introduces the concept of liminal space—a transformative, in-between zone where individuals often occupy roles of both leader and follower simultaneously. Through engaging storytelling and a practical behavioral framework, he challenges us to think differently about how we lead, how we follow, and how we cultivate organizational cultures of adaptability, accountability, and grace. Whether you're in the C-suite, a middle manager, or just starting your leadership journey, this episode offers fresh and applicable insights to help you navigate fast-changing times. In This Episode, You'll Learn about Leaderology and Liminal Space: What liminal space is and why it matters for today's leaders and followers Why leadership is behavior, not position—and how followership is just as critical How Chris developed his Tessellations of Behavior model for strategic, tactical, and operational alignment The power of clearly defined behaviors like integrity, teachability, and grace in shaping organizational culture How the National Leaderology Association is working to elevate leadership and followership as scientific disciplines Why grace and empathy are essential tools for modern leadership in a world of rapid change and AI integration You will enjoy watching our podcast on YouTube. Other podcasts you will enjoy: 429: Embracing the Future: How Matt Leta is Guiding Companies 428: Al Must Transform Our Communication Strategy. Just Ask Dan Nestle! 427: Empowering Women in STEM: Rashmi Chaturvedi's Journey Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our latest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman All of our white papers, particularly those on Blue Ocean Strategy Our website: Simon Associates Management Consultants Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books: Rethink: Smashing the Myths of Women in Business Women Mean Business On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn      

In this thought-provoking episode of On the Brink with Andi Simon, we welcome Dan Nestle, a strategic communications expert and AI enthusiast, to explore the transformative role of artificial intelligence in marketing, branding, and storytelling. With over 20 years of corporate and agency experience, Dan has been at the forefront of digital and content innovation, helping businesses adapt to the rapidly evolving communications landscape. As AI tools become more sophisticated, many professionals are left wondering: Will AI replace human creativity? Can AI-generated content be authentic? How can businesses use AI without losing their unique voice? Dan tackles these pressing questions, offering real-world insights into how AI can serve as a powerful assistant—rather than a replacement—for communicators, marketers, and business leaders. During our conversation, Dan shares his fascinating career trajectory, from teaching English in Japan to leading global corporate communications teams. Now, as the founder of Inquisitive Communications, he helps organizations navigate AI's impact on content strategy, storytelling, and audience engagement. He also provides a step-by-step breakdown of the AI tools he uses daily to streamline content creation, repurpose valuable insights, and enhance branding efforts without sacrificing authenticity. We'll discuss the importance of curiosity in embracing new technologies, the fear and hesitation many professionals feel around AI, and why adopting AI-driven workflows can save time, increase efficiency, and improve creativity. Whether you're a seasoned marketer, an entrepreneur, or just starting to explore AI's potential, this episode is packed with actionable strategies to help you integrate AI into your communications and branding efforts. Get ready to rethink how you approach content in the age of AI, and learn why being human is still the most valuable differentiator in a tech-driven world. If you prefer to watch the video of our podcast, click here. About Dan Nestle

As one becomes more successful one must work hard to grow more humble as nothing fails like success.If these insights speak to you and you're willing to do a little work on the ideas, tools, and habits I'll happily teach you inside my new world-class digital training program, then I'd love to help you here.FOLLOW ROBIN SHARMA:InstagramFacebookTwitterYouTube

Welcome to another episode of "Behind the Numbers" with your host Dave Bookbinder. This week, we have the pleasure of chatting with Andi Simon, a pioneering corporate anthropologist, renowned podcaster, and author of "Women Mean Business". Dive into the world of corporate anthropology and discover how Andi aids organizations in navigating transformative changes by understanding the data behind their operations in a new light. During our conversation, Andi shares her fascinating journey from academia to finance and healthcare, ultimately leading to the creation of her own business. With over 23 years of experience, she reveals how companies hire her not just for what she does, but for what they need: to unlock the potential behind data and push beyond the obvious, identifying gaps and opportunities for innovation. Andi explains how anthropologists uniquely explore company dynamics, emphasizing observation and ethnographic methods to gain profound insights. From embedding herself in senior living communities to analyzing healthcare strategies, she discusses her innovative methods of understanding client requirements and enhancing business performance. Additionally, familiarize yourself with Andi's authored works, "On the Brink: A Fresh Lens to Take Your Business to New Heights" and "Women Mean Business", and gain valuable strategies on how to look at business data from a strategic perspective. Tune in to understand how corporate anthropology can be a game-changer in deciphering complex data landscapes and shaping future business success. About Our Guest: Andi Simon PhD is the founder of Simon Associates Management Consultants LLC (SAMC). She launched SAMC in 2002 to apply anthropology's methods, tools, and theory to businesses in need of change. As a Corporate Anthropologist she helps executives see their companies with more observant eyes, achieve “aha!” moments, allowing them to discover new and profitable opportunities. By applying the concepts, methods, and tools of anthropology to business environments, she turns observation into innovation and revitalizes businesses seeking growth. She is author of two-award winning books: “On the Brink: A fresh lens To Take Your Business to New Heights” and “Rethink: Smashing the Myths of Women in Business.” Andi has co-authored a new book published in September 2023 entitled “Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success”. Her work as a corporate anthropologist has led to clients across the globe delivering both keynotes and conducting workshops. As a trained practitioner of Blue Ocean Strategy and Innovation Games, she has conducted almost five hundred workshops on Blue Ocean Strategy and Culture Change. Dr Simon has also developed and run Leadership Academies for her clients. About the Host: Dave Bookbinder is known as an expert in business valuation and he is the person that business owners and entrepreneurs reach out to when they need to know what their most important assets are worth. Known as a collaborative adviser, Dave has served thousands of client companies of all sizes and industries.  Dave is the author of two #1 best-selling books about the impact of human capital (PEOPLE!) on the valuation of a business enterprise called The NEW ROI: Return On Individuals & The NEW ROI: Going Behind The Numbers.  He's on a mission to change the conversation about how the accounting world recognizes the value of people's contributions to a business enterprise, and to quantify what every CEO on the planet claims: “Our people are this company's most valuable asset.” He's also the host of the highly rated Behind The Numbers business podcast which is enjoyed in more than 100 countries.

On this episode of On the Brink with Andi Simon, we explore the fascinating world of podcasting—its past, present, and potential future. Joining me are two extraordinary guests: Chad Parizman, founder of Adder Communications and a podcast consultant with years of experience helping brands harness the power of audio, and Mark Schaefer, a renowned marketing expert, author, and podcaster. Together, we delve into the transformative role of podcasts in today's rapidly evolving media landscape. Meet our Guests: Mark Schaefer and Chad Parizman Podcasting's Emergence and Growth Podcasting has exploded, with over 4.2 million podcasts worldwide and a steadily growing audience. Chad's journey began at Pfizer, where he introduced podcasting as a tool for internal and external communications. His experience revealed podcasting as a medium with endless possibilities for storytelling, marketing, and engagement. He emphasized that podcasts aren't one-size-fits-all—they can be interview-based, documentary-style, seasonal, or entirely unique. The key, according to Chad, is to let the content dictate the format, not the other way around. Mark's introduction to podcasting stemmed from curiosity and a desire to expand his expertise beyond blogging. His strategy? Start small and sustain joy. “To stand out,” he explains, “you've got to be great and passionate about what you're doing.” Over 13 years, Mark's podcast evolved with rotating co-hosts, reflecting his belief in relevance—matching passion and skills to the needs of the audience. Why Podcasting Works Both guests agree: podcasting is about authenticity, trust, and human connection. Unlike polished social media or video content, podcasts offer a raw and personal experience. As Mark points out, “A podcast is one of the last bastions of truly human, authentic, and trusted content.” Chad adds that technology, including AI tools, is making it easier than ever to focus on creating compelling content while automating time-consuming tasks like editing and research. The Future of Podcasting Relevance and purpose remain at the heart of successful podcasts. As Chad notes, listeners are increasingly drawn to niche content tailored to their interests, often willing to pay for it through subscription services. Mark believes podcasting will remain a critical medium for building authentic relationships, both for individuals and brands. AI also looms large in podcasting's future. While tools like voice synthesis can assist with production, Mark and Chad agree that the human element will always be essential for building trust and emotional connections. Key Takeaways Podcasting's Personal Connection Podcasts thrive on authenticity and human connection. Great podcasts make listeners feel like they're part of a meaningful conversation, not just an audience. Creative Formats for Great Podcasts Break away from traditional weekly interviews. Experiment with formats like solo episodes, seasonal releases, or well-researched documentary-style series. The Future of Podcasts is Niche Listeners are seeking content that resonates deeply with their interests. Building a small but loyal audience is often more impactful than chasing mass appeal. AI Can Enhance Podcasting From editing to show notes, AI tools streamline production, freeing creators to focus on storytelling and delivering value. However, authenticity remains key. Monetization Through Passion and Purpose Podcasts with clear goals and dedicated followings are increasingly supported through subscriptions and direct listener funding. Be top of heart, not just top of mind. Podcasting's Future is Bright With a growing listener base and its unique ability to build trust, podcasting is poised to remain a dominant medium for content creation and marketing. Final Thoughts Podcasting is no longer just a hobby; it's a powerful medium for storytelling, brand building, and connecting with audiences on a deeper level. Whether you're a podcaster, a listener, or considering starting your own show, this episode offers insights into how to thrive in this exciting and ever-changing space. Let us know your thoughts—where do you see podcasting heading next? Other Podcasts you will enjoy include: 407: Shaping the Future: Dr. Emily Springer on Responsible AI in Business  396:Mark Schaefer: The Customer is Changing. How Can We Build a Community Through Marketing? 406: The Greatest Journey of a Woman Entrepreneur in Mental Health: Dr. Barbara Brown's Story Additional resources for you: My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our latest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, coauthored with Edie Fraser and Robyn Freedman Spizman All of our white papers, particularly those on Blue Ocean Strategy Our website: Simon Associates Management Consultants Reach out and contact us if you want to see how a little anthropology can help your business grow.  Let's Talk!   From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn    

This podcast for On the Brink with Andi Simon is about how Sue Willoughby helps women over 40 transform their lives using her approach, Equus Coaching.Sue Willoughby is on a mission to help women over 40 tackle their challenges and build better lives. Through her business, Willoughby Coaching, she uses a unique method called Equus Coaching, where clients work with horses to learn more about themselves. These sessions focus on non-verbal communication, leadership, and personal growth, helping women make big changes in their lives. Sue Willoughby's Journey to Equus Coaching has not been Easy Sue's journey hasn't been easy. She grew up with a single parent who struggled with alcoholism. This taught her to be strong and face tough situations, even when she didn't feel confident. Coming out as gay at 17 was another challenge, and by 19, she faced such deep struggles that she attempted suicide. For a while, her life felt like it was spinning out of control. Things turned around in the 1990s when Sue met her partner. They moved across the country, and Sue started to rebuild her life. She went back to school, found a new career, bought a home, and became a real estate investor. During this time, she reconnected with her love for horses, which had always been a source of comfort during tough times. Her Goal is to Guide Other Women Today, Sue uses what she's learned to guide others. Through Equus Coaching, she helps women understand themselves better and overcome what's holding them back. Horses, she says, are amazing teachers because they respond to how we act and feel, even when we don't say a word. Sue also practices what she teaches. She's done all kinds of exciting things, like being a DJ, stand-up comedian, actor, pilot, and Roller Derby referee. These experiences help her connect with her clients, showing them how stepping out of their comfort zones can lead to amazing growth. Now living near Seattle, Sue shares her life with a horse named Moose, two Dachshunds named Benny and Buddy, and a VW Bus she calls Arlo. Her story is proof that it's never too late to make a change and live the life you want. If you prefer to watch our podcast, click here Other Podcasts you will enjoy include: 411: TaRita Johnson Tackling the Challenges of DEI and Belonging 406: The Greatest Journey of a Woman Entrepreneur in Mental Health: Dr. Barbara Brown's Story 414: Ilene Rosenthal: Inspiring a Revolution in Children's Education Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our latest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, coauthored with Edie Fraser and Robyn Freedman Spizman Our website: Simon Associates Management Consultants Reach out and contact us if you want to become a woman entrepreneur with a business that has both great profits and significance.  Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn  

Building companies that can 10x humanity requires extraordinary leadership. Craig Cummings of Moonshots Capital has made finding and backing these leaders his mission. Craig shares his insights on building the next generation of mission-driven companies and the future of the Austin ecosystem.Episode HighlightsWhat is a Moonshot?Finding the %$^* Yes: Moonshots Capital's Investment PhilosophyAustin's Open Networks and Culture of Help Building the Nation's Defense Tech HubDancing with the Stars AustinWhat's Next Austin?"How do we get bigger and smaller at the same time...Don't try to change it, help us maintain it."Craig Cummings Moonshots Capital:  Website, LinkedIn, X/TwitterDancing with Starts AustinCenter for Child Protection: Website, Instagram -------------------Austin Next Links: Website, X/Twitter, YouTube, LinkedIn

In this episode, we're joined by Steven L. Blue, President & CEO of Miller Ingenuity, a global leader in high-tech safety solutions for the rail industry. Steve has authored five influential books for CEOs and senior leaders, including the best-seller Mastering the Art of Success, co-authored with Jack Canfield.In his latest book, Metamorphosis: From Rust-Belt to High-Technology in a 21st Century World, Steve reveals how any low-tech company can successfully transform into a high-tech, high-profit powerhouse.As a renowned keynote speaker and thought leader, Steve has spoken at prestigious venues like Harvard Business School, The United Nations, and Carnegie Hall. His expertise has been featured in The Wall Street Journal, Fox News, Forbes, and more.Tune in to hear Steve's powerful insights on leadership, innovation, and how to dominate in a competitive marketplace. Hosted on Acast. See acast.com/privacy for more information.

Welcome to our anniversary podcast that celebrates a year of empowering change with our book, co-authored by Edie Fraser, Robin Freedman Spizman, and Andi Simon, PhD. This book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success,  has become an amazing experience. I have often said that every book has its unique signature. A book's energy comes from the reader who opens the book and feels the power of the words, images, and ideas. Celebrating a Year of Empowering Change with Women Mean Business It's hard to believe that it's been a year since Edie Fraser and I launched Women Mean Business, a book that has become more than just a collection of stories; it's a movement. Over the past year, the book has not only sold extremely well but has also been the catalyst for nearly 70 events. These have sparked meaningful conversations, inspired change, and built connections among women—and even some men—seeking to understand and harness the power of women's leadership. You can watch the video of our podcast here: Read more about the authors and the book at www.womenmeanbusinessbook.com. From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1413: Christine Comaford explores how extraordinary leaders can transform self-sabotage into success by understanding and honoring the intended positive outcomes behind self-sabotaging behaviors. She emphasizes reframing these habits as protective mechanisms and offers a four-step process to update and negotiate healthier methods for achieving the same positive outcomes. Read along with the original article(s) here: https://smarttribesinstitute.com/how-extraordinary-leaders-transform-self-sabotage-into-success/ Quotes to ponder: "It is easier to respond to the intention of a behavior rather than the problem." "Behavior always, always, always has an Intended Positive Outcome (IPO)." "So instead of fighting self-sabotage, we want to learn to love it." Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1413: Christine Comaford explores how extraordinary leaders can transform self-sabotage into success by understanding and honoring the intended positive outcomes behind self-sabotaging behaviors. She emphasizes reframing these habits as protective mechanisms and offers a four-step process to update and negotiate healthier methods for achieving the same positive outcomes. Read along with the original article(s) here: https://smarttribesinstitute.com/how-extraordinary-leaders-transform-self-sabotage-into-success/ Quotes to ponder: "It is easier to respond to the intention of a behavior rather than the problem." "Behavior always, always, always has an Intended Positive Outcome (IPO)." "So instead of fighting self-sabotage, we want to learn to love it." Learn more about your ad choices. Visit megaphone.fm/adchoices

Daphna Horowitz is a sought-after CEO Coach, MCC, and trusted advisor, working with clients around the globe, to create the extraordinary and build future leaders in their business. Working as an actuary at Director level in a large consulting firm, she learned the importance of developing a leadership mindset that takes you from being an expert top performer to an extraordinary leader. She keenly understands what it takes to lead a business and teams in a complex, ever-changing environment and provides a practical approach to leadership. Author of Courage to Lead (2014), & Weekly Habits for Extraordinary Leaders (2020), both considered essential reading for leaders and aspiring leaders. When she's not helping leaders master their mindset and elevate their business, you'll find her in her favorite places – hosting her podcast, Leadership Live, writing articles for various publications, and raising three kids with her loving husband. What business problem do you solve? In today's episode, Gary Wilbers talks to Daphne Horowitz, a CEO, Coach, and Author, about how to become a better leader and achieve success in business and life. Daphne shares her ABC Cubed model, which consists of self-awareness, bold moves, and connected relationships. She provides practical tips and strategies for leaders to overcome common challenges and achieve success. Small Business Answer Man's Shownotes: Daphne discusses the importance of self-awareness in leadership, explaining that understanding your strengths and weaknesses is essential for making better decisions and building stronger relationships. She explains how bold moves are necessary for leaders to drive growth and success, and provides examples of how taking calculated risks can lead to new opportunities. Daphne emphasizes the importance of open communication in leadership, sharing tips on how to build trust with your team, clients, and stakeholders. She shares her philosophy on the importance of self-awareness, stating that when you know yourself, you can start doing the things you're really good at. Daphne explains that bold moves are essential for leaders to stay ahead of the curve and make progress toward their goals. She introduces her ABC Cubed model, which consists of self-awareness, bold moves, and connected relationships. Daphne explains how each element of the ABC Cubed model is crucial for achieving success as a leader, emphasizing the importance of understanding yourself, taking calculated risks, and building strong relationships. She concludes by emphasizing the importance of curiosity and being open to learning from others as a key component of effective leadership. Get access to Daphne's book “The ABC Cubed Leader” (Amazon/Audible) and online course “Leadership Essentials” to take your leadership skills to the next level.  Mindset Quiz – check if you have a fixed or a growth mindset  – https://daphnahorowitz.com/mindset Daphna Horowitz's Small Business Tip: Develop self-awareness to understand your strengths and weaknesses. Make bold moves to drive growth and success. Communicate openly with your team, clients, and stakeholders. Build connected relationships to drive results. Connect with Daphna Horowitz: LinkedIn Facebook Instagram Clarity Navigator Discovery Session – Sign Up HERE Learn more about Gary's Mastermind group at goascend.biz/the-mastermind-solution

Today I had the pleasure of chatting with the incredible Dr. Andi Simon, a corporate anthropologist and change expert. We thoroughly explore the challenges women face in the workplace, the importance of adaptability, and practical strategies for embracing and leading change effectively. Andi shares her invaluable insights on how we, as women, can leverage our unique strengths to navigate the evolving business landscape and drive meaningful change.  Key Takeaways

Hear how Traca Savadogo found a new path to transform her life. Welcome to "On the Brink with Andi Simon," the podcast where we delve into the transformative power of self-discovery and personal growth. I'm your host, Andi Simon, and today, I am thrilled to bring you an inspiring conversation with Traca Savadogo, a renowned relationship strategist who specializes in guiding individuals on their journey to find themselves. In this episode, we'll explore Traca's fascinating journey of self-discovery, a journey that has transformed her from a place of struggle to becoming a beacon of empowerment for contless others. Traca's story is not just about overcoming obstacles; it's about embracing the power within oneself to rewrite the narrative of one's life, a power that can lead to profound transformation and joy. Join us as we listen to Traca's journey of self-discovery. Traca's path to becoming a sought-after relationship strategist was challenging. Like many of us, she experienced doubt, uncertainty, and despair. However, through these experiences, she uncovered a profound truth: the importance of reflecting on one's own story to transform it into one where you are the hero, not the victim. One of the pivotal moments in Traca's journey was her realization of the value of connecting with strangers. As a successful TEDx speaker, she shared her insights on "Why You Should Regularly Talk with Strangers," a topic that resonated deeply with audiences around the world. Through her experiences of stepping outside her comfort zone and engaging with unfamiliar faces, Traca discovered a wealth of wisdom and perspective that enriched her life in ways she never imagined. She had to embrace vulnerability. Should you? During our conversation, Traca opens up about the profound impact of embracing vulnerability and authenticity in her own life. She shares how she embarked on a journey of rediscovering herself, shedding layers of self-doubt and fear to reveal the bold, brave, and ultimately happy woman others saw in her all along. Through her work as a relationship strategist, Traca empowers individuals to navigate the complexities of self-discovery with courage and resilience. She emphasizes the importance of cultivating a deep self-awareness and acceptance, recognizing that true transformation begins from within. As we delve deeper into Traca's story, we uncover invaluable insights and practical strategies for anyone seeking to embark on their journey of self-discovery. From overcoming limiting beliefs to embracing vulnerability and cultivating meaningful connections, Traca offers a wealth of wisdom that will inspire and empower listeners to embrace their journey of personal growth and transformation. Join us as we embark on a transformative journey with Traca Savadogo, exploring the power of self-discovery, resilience, and the profound impact of rewriting your story. This is "On the Brink with Andi Simon," and I'm delighted to have you with us on this incredible journey of growth and possibility. Watch and listen to our conversation here Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD Our website: Simon Associates Management Consultants  

In this week's episode of The Conference Room, host Simon Lader sits down with Daphna Horowitz, International Coaching Federation certified Master Certified Coach and trusted advisor, to delve into the journey from being a top performer to becoming an extraordinary leader. Daphna shares insights from her own career trajectory, highlighting the crucial shift in mindset and skills required for leadership roles. From her experiences at Alexander Forbes to her exploration of coaching and academia, Daphna offers valuable lessons for aspiring leaders. KEY TAKEAWAYS FROM THIS WEEK'S EPISODE 00:46 - 00:06 - Daphna's Career Journey: 06:29 - 10:09 - Key Pain Points in Leadership: 10:09 - 16:15 - The Role of Communication in Leadership: 16:15 - 18:32 - Effective Decision-Making in Leadership. 18:33 - 19:50 - The Importance of Decision-Making 20:17 - 22:40 - Addressing High-Stakes Decisions: 23:10 - 25:21 - Self-Awareness and Delegation 26:22 - 00:29 - Cultivating a Culture of Feedback 30:04 - 00:34 - Shifts in Leadership and Business Impact: THIS WEEK'S GUEST DAPHNA HOROWITZ Daphna Horowitz is a sought-after CEO Coach, International Coaching Federation certified Master Certified Coach, and trusted advisor, working with clients around the globe, to create extraordinary businesses and build future leaders. While she was a Director at Alexander Forbes, one of South Africa's leading actuary firms, she learned the importance of developing a leadership mindset that is necessary to take you from being a top-performer to an extraordinary leader. She is the author of two best-selling books, Courage to Lead (2014), & Weekly Habits for Extraordinary Leaders (2020), and is the host of her own five star rated podcast, Leadership Live, and a frequent contributor to various publications including Forbes. To learn more about Daphna Horowitz please visit his Linkedin Profile To learn more about leadership, please visit their website YOUR HOST - SIMON LADER Simon Lader is the host of The Conference Room, Co-Founder of global executive search firm Salisi Human Capital, and lead generation consultancy Flow and Scale. Since 1997, Simon has helped cybersecurity vendors to build highly effective teams, and since 2022 he has helped people create consistent revenue through consistent lead generation. Get to know more about Simon at: Website: https://simonlader.com/ Twitter: https://twitter.com/simonlader LinkedIn: https://www.linkedin.com/in/headhuntersimonlader/ The Conference Room is available on Spotify Apple podcasts Amazon Music IHeartRadio

Hear how Myrna Soto combined her great people skills with IT and business.  Welcome to On the Brink with Andi Simon, where we delve deep into the minds of industry leaders who are shaping the future. In this episode, I'm thrilled to bring a remarkable individual who has managed to shape businesses blending her people skills with her high-tech wisdom. Please allow me to introduce you to Myrna Soto. Myrna is Founder and CEO of Apogee Executive Advisors, an advisory firm providing strategic consulting the areas of Technology Risk, Cybersecurity, Technology Integrations, Digital Transformation, and Enterprise Risk Management. Are there lessons you can learn to propel your own success in IT and Business? How can women thrive in the complex world of IT and Business?  Watch our conversation here Myrna Soto is featured in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success How to connect with Myrna You can reach Myrna on LinkedIn or through her website ForgePointCap.com. To learn more about this topic, we recommend these podcasts and blog: Eisha Tierney Armstrong—With The Rise Of AI, Professional Services Are Turning Into Products. Are You Ready?  Lorraine Hariton—How Can You Build A Better Workplace For Women? 10 Tips To Empower Women In Male-Dominated IT Industry Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD Our website: Simon Associates Management Consultants WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Esther Aguilera is one of the 102 amazing women leaders in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, In a world where success is often portrayed as a linear path, Esther Aguilera's journey stands out. Born to Mexican immigrants, she defied the odds and rose to significant positions in Washington, in non-profits, and in business. . Her story is a testament to the power of determination, self-belief, and the unwavering pursuit of one's dreams, inspiring us all to embrace our own unique paths to success. Welcome to "On the Brink with Andi Simon," where we delve deep into the stories of remarkable individuals who have defied odds and shattered barriers to carve their path to success. In this episode, we have the privilege of sitting down with Esther Aguilera, a trailblazer whose journey took her first to numerous positions in Washington, D.C., to the helm of the Latino Corporate Directors Association. Her openness to new ventures and a willingness to try unfamiliar leadership roles have not only transformed her life but have also paved the way for countless others. Esther's journey is one defined by resilience and tenacity. Growing up as the daughter of Mexican immigrants, she learned early on the value of hard work and perseverance. However, her unwavering confidence and belief in herself truly set her apart. As you listen to our conversation, consider our thoughts about "imposter syndrome." Throughout her career, Esther grappled with feelings of being an imposter - a notion that she was never fully competent, yet always completely confident. However, this blend of humility and self-assurance propelled her forward, allowing her to navigate the corporate landscape with grace and determination. A profound commitment to diversity, equity, and inclusion lies at the heart of Esther's journey. Throughout her career, she has been a tireless advocate for Latino representation, from building diverse teams to expanding the seats held by Latinos in corporate boardrooms, recognizing the immense value that diverse perspectives bring. Under her leadership, the Latino Corporate Directors Association rapidly expanded, becoming the premier resource for Latino talent on corporate boards. Esther's unwavering dedication to championing diversity and inclusion is a powerful reminder of the importance of representation and opportunity for all of us. You will hear a woman who knew that Latinos were not moving into leadership positions, and she would help them open doors and find pathways to change these limitations. Embark on a transformative journey with Esther Aguilera, a leader whose story resonates with us all. Her journey inspires us to embrace our strengths, confront our doubts, and forge our path with unwavering confidence. Through her reflections, insights, and profound wisdom, Esther invites us to challenge the status quo, embrace our authenticity, and dare to dream boldly. Join us as we learn from her experiences and find inspiration for our own journeys. Watch and listen to our conversation here   How to connect with Esther You can reach Esther on LinkedIn Or, email her at estheraguilera@me.com Additional resources for you Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD. Read more about it at http://www.womenmeanbusinessbook.com My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our website: Simon Associates Management Consultants Our book website: www.andisimon.com Read the transcript of our podcast here. (Edited for readability) Andi Simon: Welcome to On the Brink with Andi Simon. I'm Andi Simon, and as you know, my job is to get you off the brink. However, if you're stuck or stalled. Our job is to bring you interesting people. And I have a wonderful woman here today who's going to help you see, feel and think in some new ways because you don't have a story like hers. And she is an extraordinary role model. So how you can overcome life, life's adversities and rise. We're going to talk about a bunch of things that are going to touch you as she has touched me, and I think this is such an exciting time. Esther Aguilera is here with us today, and I am very excited because she is a part of our new book, Women Mean Business. Esther comes to us with the perspective of somebody who has had a journey, and I'm going to have her tell you about it, but let me introduce her. She is currently a senior advisor at Altura Capital. Previously, she was president and CEO of the Latino Corporate Directors Association, and she built the first national network of Latino CEOs, corporate directors and C-level leaders. She oversaw the organization's rapid expansion to become the premier resource for Latino talent primed for the boardroom to accelerate the conversation of Latino inclusion in America's boardrooms. She's a thoughtful, transformational leader, and she's known for driving impact and results. She is a two-time chief executive and a two time executive director, and she comes to us with a 32- year track record, executing strategic business plans and leading high performance teams. And she's going to tell you more. As you know, my desire is for them to tell you about their journey. It gives you a context for understanding the challenges that she's facing and the way she's overcoming them. But she also tells us that she brings a deep experience and understanding of the intersection between the charitable, business and government sectors. And I think this is really exciting. She's worked with members of Congress, cabinet members, corporate CEOs and directors, nonprofits, and associations, and she's just a superb-powerful person. Welcome, Esther. Thank you for being with me today. Esther Aguilera: It is a great pleasure to be with you, Andy. Andi Simon: Tell the listeners and the viewers, who is Esther? You tell me your story. And I think it's a very important one to set the context for your own journey, the challenges you've overcome and how you thrive, and the joy you bring to others in the process. Who's Esther? Esther Aguilera: Thank you for having me. And thank you for the question. So, you know, as you mentioned, I have had the privilege of working for our nation's most powerful leaders from members of Congress, and cabinet members. I've organized meetings with the US President and worked with the top leaders in the nonprofit space, corporate space, and working with corporate directors. But my path was not a typical one. My family moved to the US from Mexico when I was four years old, so I'm an immigrant. We were actually undocumented when we first came. It's a long story, but needless to say, I'm the proud daughter of a landscape laborer and a garment worker. So, we had a very humble upbringing. But we clearly strived to do our best and contribute and get a good education, which is what landed me in college and also, I studied my first public policy. It's not something that growing up, I would have ever seen myself doing. I didn't even know what it was. By the way, when I moved, I moved to Washington, D.C. after college, and my parents didn't really understand what I did, and neither did my family. But here I was in Washington, D.C. We moved here in 1990 right after college. And that's where oh my gosh, so many worlds opened up. So many opportunities and a lot of scary things. I mean, good, scary things, but new things that really opened up all new apertures and experiences and opportunities again, that I enjoy today. Andi Simon: But, when you shared with me your story, you said public policy wasn't something you're familiar with. How did you get to Washington? Esther Aguilera: Well, I was very, very lucky. First I was visiting Washington, D.C., and I had a professor who I contacted and I said, hey, I'm in the nation's capital. And he said, well, you need to meet with some of the premier organizations. And he made some connections for me that I was literally just planning to have some informational meetings and then travel back to California to start looking for a job. And I took the plunge. I had some great meetings. The first organization was a National Council of La Raza, which is the premier today known as Latinos, U.S. and it's a public policy organization. I went for the informational interview, and they offered me a job. And I was just one in shock and thinking, oh my gosh, I'm moving to Washington, D.C. Is that something for me? But you know what? I took the plunge. And this was another great theme that I like to talk about is I've had some different pivots and new areas and new places. And what's been wonderful was really embracing new challenges has been how I have been able to broaden my horizons and find new opportunities. Andi Simon: Yes. Good. But it is interesting because as we think about it, your intention wasn't to come to Washington and get a job. It was to go discover; you were curious. You're an explorer and you really didn't know what the possibilities were. It was an interesting opportunity for you to land something unexpectedly that has turned into a whole career trajectory for you. And I have a hunch several times during your career, things sort of popped in you and you thought that could be interesting. Where did your career go from that first destination? Esther Aguilera: Well, I was lucky to land a job on Capitol Hill. I worked in the US Congress and became the executive director of the Congressional Hispanic Caucus. I have had leadership roles since my mid 20s. That's what I love about Capitol Hill is you get great opportunities early and you are contributing a great deal. And so, that came about also with mentors who put my name in the hat and said, hey, I think Esther would be a great candidate for this. When I was already working on the Hill and when they asked me, is this something you're interested in, things went through my mind of doubting. Am I ready for this? That's such a big challenge, such a big role. But I raised my hand and said, yes, I will take on the challenge and contribute everything I've got. Andi Simon: It's interesting because that's one of your five wisdoms. Raise your hand. It puts yourself out there for new opportunities. You don't really know what's happening and what is going to happen to you, but you're comfortable enough in yourself to say, of course I can. I don't know where that is and I don't know how we're going to do it, but somehow I know that I can succeed at some level. What are people expecting? Were they clear about their expectations or they just trusted you to rise to the occasion? Esther Aguilera: With every role and pivot that I've had, and I will go into some of those as well, there's always been one. I already had some great ground training in policy and writing and research. And then I worked as a legislative assistant. So, I had some of the base groundwork. And then you take that and the important thing what I tell young people is don't go into your next role because you meet 100% of the experience and expectations. You look at a job description and you want to have space to grow, but you've got the foundation and you take that and you build on it and that's okay to ask for help. It's okay to feel vulnerable to say hey, I can do 50, 60% of this, and I'm going to need some guidance. I can do the rest with that guidance. And it's important to feel that you can be both honest with yourself and know that you can do it. Don't let that hold you back. Andi Simon:  Well, I couldn't agree more. We can compare career tracks, but it is interesting listening to people talk today about needing mentors or sponsors. I never had any. Did you have them along your journey? Esther Aguilera: Well, when we talk about sponsors, these are people who put your name in the hat for you. And so my professor who first said, hey, I'm going to make this introduction. And then, of course, you step right in., I had a member of Congress put my name in the hat. Another mentor of mine, a male mentor who said this is someone who could take on that role. So I think they saw something in me that I probably wouldn't have raised my hand. So those sponsorships are so important. And then, down the line. Andi Simon: Well, you know, it's interesting because you didn't even go looking for them to sponsor you or mentor you. You just were good at what you were doing and kept showing up, curious, whatever the attributes were that they were looking for. And there you were. And that was really what's exciting about it is that you don't have to be intentionally groveling up that ladder. You can just be really good at what you do. People see it and then offer you something and you say, I can do that. And then you rise. And it's very exciting. Esther Aguilera: I agree, but I also think it's important. There are so many lessons learned on the journeys that I'm an open book and I love to share. And that while sponsorships are important, let's not rely on them and make sure one keeps your resume circulating and raise your hand. And oftentimes, making a transition is really tough sometimes. But keep your eyes and ears open. Keep opportunities open even when you love what you're doing. It's okay. You're not being disrespectful to your current employer.  You are inquisitive and want to grow. I'm in the book Women Mean Business and my wisdoms have been around again and be open to new opportunities, new frontiers because that is how you learn and grow. Andi Simon: So one of the things that you and I talked about was a theme. There are two themes that I want to make sure that we dig into. One is about where Latinos are today. But the one just prior to that is that we mentioned the fact that you were the child of immigrants, and you have led some of the most consequential organizations in the US. Did you bring a particular perspective that was extremely valuable? Were you just a young person coming out of college? How did you blend all of this so that you were you? Because I have a hunch of those who were sponsoring you, mentoring you, saw something unique in how you saw the world. Something that you can share. Is it something you can reflect on? Esther Aguilera: Some of my early areas of motivation were really looking at women and how there were two standards for what women can do versus men. And I saw this growing up, and I always kind of fought against it or thought against it and said, why is there that difference? That was one of the things that just kind of kept me going. But, at the end of the day, I was always very impact oriented. I always wanted to leave a mark and a contribution. We all have superpowers. I've had opportunities after working on Capitol Hill.  I went to work at the Department of Energy, running the procurement office. And in that role, I came in to lead a team of federal employees and gave them real purpose. We reorganized the office and built a high performing team that was very impactful, and mission driven. It was a little lost, but the Secretary of Energy put me in charge and said, I want you to fix this. And it's where I discovered some of my superpowers. I was given that opportunity, I already knew that I could drive change on the legislative front. And I was thinking, how am I going to drive change here? And it's through people and it's through leadership and promoting people for leadership. And in that role, I later went to run a larger group, the Congressional Hispanic Caucus Institute, which is an internship fellowship organization for young people to get experience on Capitol Hill. I had so many doors open to me since with my experience, I wanted to make sure others had that as well. And so this organization, I grew it from $4 million to $10 million. And at every stage just transformed and built an even better, solid foundation for the organization, for the future. There again, it's about building a high performing team and impact. So, I found that my superpower is driving growth and impact. But my secret weapon is building high performing teams where people can contribute. And we find ways of finding where they can excel and contribute and grow to the overall having a clear purpose mission that everyone has a role to play in. Andi Simon: I have several leadership academies I've been running for many years for clients. And one of the things we talk about is that a leader really needs other followers. A leader can't do anything alone. And so, as I'm listening to you, I'm saying you have some magic to empower and enable and engage others so they can rise higher than where they are growing. They don't have to move up a ladder. They need to grow personally in their skills, their confidence that you said it so well, their purpose, their mission to have strong values and to see how their actions are purpose driven and they can actually become part of a team that's delivering extraordinary results. And I have a hunch you had great pleasure when you were doing that, building those teams, and building those people. Right? Esther Aguilera: That really was. That's when you find it's your superpower when you really enjoy doing it. And of course, I had another pivot to then start an organization with corporate directors. And we formed the Latino Corporate Directors Association, and that I was able to start from scratch and grow it tenfold to become the premier organization that really elevates because it's so important to have leadership roles and to have decision making roles and have a seat at the table. Because if you don't have a seat at the table, you don't matter, that's the bottom line. And it's part of important work that I'm really proud of now doing even more after having built a really solid foundation, all of the pillars that lead towards the impact and the team there to then take it on. Andi Simon: Well, all of this then leads to the community. You and I spoke about how the Latino community developed, grown? Where is it going? How do we get access to positions of power and equal pay for Latinas and Latinos?  You've had a wonderful solo career and now you're pulling along lots of others to be able to actually optimize their success as well. Share with us a little of your perspective. What do you see happening? Esther Aguilera: Well, first, this has always been the second largest demographic in the US. For 32 years have been working to advance the Latino community in the US from all angles, from legislative leadership and education across the board. And I have to say that in the 90s, we were called, and even the 80s, The Sleeping Giant because it was a large group, but still was more behind the scenes. And I don't think we have advanced as much as we can, and we need to. That's why I'm such a believer in having Latinas and Latinos in positions of power and authority because you have to have both a bottom up from grassroots kind of building to leadership as well and have those important roles across the board. This has to be in government and whether it's in the private sector, in the largest corporations of the country and so that's an important ingredient. Today, Latinos are 62 million Americans. This is close to 20% of the population and a GDP of nearly 3.5 trillion, which is the same as a fifth largest country. It's massive and yet we're still not in the positions of power, and we're still, especially Latinas, are least paid. In fact, the pay gap is the lowest for Native American women and Latinas. Native American women earn $0.51 to the dollar that men make in the same jobs. And Latinos are $0.54. Other groups come in and that hasn't changed much in the past 20 years. So there's still that huge gap. The boardrooms and corporate boardrooms, Latinos are the single group of any other women's group, any other demographic group with the least amount of board seats and representation in that boardroom, Latinos and Latinos alike. I think that's why my philosophy here is that and this is why we started the Latino Corporate Directors Association that you can't complain about. You can't say, well, it's the search firms is this and we keep hearing we can't find qualified Latinos for the boardroom. You have to point the finger this way and do something about it. So that's why a group of pioneering corporate directors launched it and then brought me on board to build it because we have to be the owners of our destiny. And we can't wait for others to solve these things. Andi Simon: It's easy to complain and it's easier to sort of look at history, but I think you're already beginning to see some small steps to move the needle a little bit. Anything that you can share that is exciting to you? Do you want to share your superpowers with others? Do you see opportunities opening up? You said we're still the sleeping giant. You do have a whole lot of people here in this country ready to do some really exciting things. What are you thinking? Esther Aguilera: Oh my gosh, we have so much talent.  In every sector and every industry, it's about really showcasing and lifting up the talent that's there so that we take away the narrative and excuse. We can find them right there. It's groundbreaking with Latino corporate directors. I'm also advising Alpha, which is the largest Latino professional association in the country. It is the oldest and largest with over 115,000 members around the country. And here is an organization that we already have so much, membership and visibility within the community. But it's about letting others in other communities know, here's where you can find the pipeline and the talent for anything you need, and lifting up and showcasing profiles and taking away again that narrative that there's plenty of talent, there's more to grow. There is potential and talent there. And we're here to help make it easy for you to find it. Andi Simon: You know, I'm thinking about two situations.  When I mentioned to you there was a woman at Washington University, when I spoke there on Women Mean Business, who had gotten a scholarship to a high profile Latino woman who had gone to college, the first from her family. She had gotten a wonderful scholarship to a very high profile private school, and then had gotten into Washington University with a big scholarship and was very lonely. And when we were talking, she said, I'm all alone. And it's very hard to have to be here without a community of others like me who understand the journey I've been on, and I'm not quite sure where I'm going. Am I going back to make money for my family and my community? It was the most profound. And then I gave a talk down in Houston and Arturo Lopez, a Vistage chair that I knew brought in a whole group of Latinos, all of whom are struggling to be heard. And I think that the nature of both media and what we talk about, how we celebrate, where we get the positive superpowers and how we acknowledge it, needs something to boost it. And as you and I were talking about Alpha and others, it's not a bad time to think through how to rally other Latino to help build a network of mentors for others. She said, I don't have a role model. I have no one. I've had no role model through most of my education, and I felt I was amazed at her boldness and her bravery, but I also knew that she was going to have to work hard to find some community to belong to that she could lift herself up. So there's a real need. We're going to rise. We need to have others help us. And I've heard that so often from the folks like yourself in our book, who said, if I rise, I lift others. They basically can't do it without others. That's why I said to who's your sponsor? Who's your mentor? And how do I get help? And they're not even women. They were all guys. And so there's a real need out there. So now with Altura Capital, are you seeing things that are shareable? You're in the private equity world now. Esther Aguilera: Yes. My latest pivot, what's exciting about my pivot to private equity was one in every one of these paths, I have honed in more around my brand, and my brand has been to really lift up others. And the firm that I work with is Latina led, Latina founder, CEO, private equity. Her name is Monica Mantilla. And I always say she's probably the pioneer Latina who was founder, CEO and managing partner of a private equity firm for 18 years.  The way that she invests in companies and again, private equity, you already have to have a profitable company that's going that we can invest in to grow. But, she also has a social impact mission. She invests in low, moderate-income communities that have great businesses and can invest in them to then also create better jobs, better pay, better benefits, and they track that impact. So here we have a firm that's not only creating value for shareholder, for investors and for the company, but also an impact and community. That is my brand. So I always have to feel really strong and passionate about what I'm pushing, what I'm driving, and who I'm working with and for. And so I found each step of the way has always been that for me. I always tell folks, find what are what drives you, what kind of team and environment do you want to be part of, but also how do you help create that team and environment? Because we're all players in it, developing high performing teams. Meaning means that everyone brings something to the table and you want to harness it, and you want to continue to nurture it, to continue to produce even more, because you feel part of that mission and drive of what we're all achieving together. Andi Simon: You're a real multiplier, aren't you? It isn't enough for you to have a job and to do things. It's only really good if I have a team, however big that might be, who also are empowered and engaged to multiply and do more together and better. This is really exciting. Esther Aguilera: But it wasn't always something you and I talked about as well. It wasn't always an easy journey, right? You know, a big part was, I've been thinking a lot about the imposter syndrome and early in my career. Oh, my gosh, I was there really. Two big things to overcome. You know, one here is an immigrant working in the US Capitol, what am I doing here? And someone is going to expose me. I found that, in fact, I don't like the term imposter syndrome. There are two sides to it.  I think most of it is self-inflicted. Let's say as an immigrant, you come here and you're already feeling like an outsider, and you don't always have the resources to really properly show up and build that confidence that you need to step into some new roles, but you have to find it yourself. And so in terms of the imposter syndrome, as I mentioned, there's kind of two sides to it. I think that other people probably see a lot more. When you're feeling that, people see a lot more value and worth and contributions, and you do it yourself. So I see it as an opportunity to turn it around and say, okay, well, what am I bringing to the table and how do I own my own worth and my own contribution? So, the imposter syndrome, you're only diminishing your self-worth. It's about building that up and then building a network and supporters around you that are also going to lift you up. Because we all need that. It's okay to ask for help. You can say, I don't feel good today, but you're always going to have ups and downs. That's part of life. It's not always going to be rosy. Andi Simon: But, as you reflect on your movie, we were talking about how life is a movie and you don't want to end up regretting things.  You have been able to champion gently yourself, slowly through many pivots, and each one adding richness to your life. And you add richness to that. And it isn't as if there's a straight line. I mean, one of the things that I think is so true is the unknown in front of you can become the best experience. I look to your wisdoms and I go, oh my goodness, Esther is a wise woman because that's exactly what we're saying.  It's the unknown. Usually your brain fights it, flees it. Fear fiercely denies it. Appease it. You have an amygdala that would like to hijack it, but instead you've embraced it and you've written a new story for yourself where it's okay, I cannot fail. I just embrace the new and I am going to succeed. Impostor syndrome could be a whole other podcast. I don't think I truly don't believe in it. I do think that people are always a little uncomfortable and it's okay to be uncomfortable. But in fact, the unknown in front of you can become the best experience. And that's right and once you turn lemons into lemonade, let's do it. What's the worst that can happen? Well, it didn't work. So what? And everything you've touched is turned to good, better and best. And so you've got a wonderful career, Esther. If you want to leave the folks with a couple of really cool, actionable things, one, two or three, other than forget your imposter syndrome, we don't need it. What would you share with them based on a beautiful life story? Esther Aguilera:  Well, certainly one, build that board for yourself around you and that group of friends, both peers and a network that you could be there for them. They're there for you, too. Don't be afraid to ask for help or to say, hey, I'm really happy where I am right now, but maybe I should start putting my resume out and privately talking to people about what I should be doing next. Because unless you put your name out there, whether it's for maybe something new or for a boardroom, people aren't going to have you on the top of  their mind always, unless you bring it up or let them know, and that in your own mind kind of helps to put you in a position where you can say, hey, I'm ready for this pivot. And the last is, those pivots could be scary, but at the end of the day, they do open new opportunities. Andi Simon: Yes. And opportunity is exactly what they are. They're not problems. They're all opportunities. And they are in front of you waiting for you to say, I'm cool, let's try it. And that becomes a great, great journey. This has been such fun. Thank you for joining us, our audiences, and Esther shared with us today some really profound opportunities that she has lived through with her superpowers. Esther, if they'd like to reach out to you for talking, experience, consulting, any kind of work with Altura, how could they reach you? Is there a website or is it through LinkedIn? Esther Aguilera: I think the best way is LinkedIn. Esther Aguilera, and I look forward to hearing from individuals. It has been my great pleasure and thank you for inviting me. I'm honored and just really admire your work. Thank you for what you do for us all. Andi Simon: Well, thank you for that kind, kind ending here. Esther and I have truly enjoyed being in Women Mean Business. And I think that the most interesting part of a book is you don't really know where it's going, like life. It takes you along. And that's what's happened here. And every time I open it and I read some things, they're all different. There are 500 of them. They really reflect very different perspectives, but very enriching ones and the energy and the force there. So when you read Esther's, you're going to say, of course the opportunities are here. Who's stopping me except me? And that becomes really important. Let me wrap up for all of you who come to On the Brink with Andi Simon. Thank you. You pushed us into the top 5% of podcasts globally, and I admire that for you because that's your benefit to it. We keep looking for great people that can help us see, feel and think in new ways. Send them along. Your emails are wonderful, and I keep looking for more people like Esther and others who can share with you their life's journey so that you can see how others have tackled the opportunities or the challenges that they faced. Remember, Women Mean Businesses is on Amazon, Barnes and Noble and your local bookseller. So are all my other books there as well. So if we can help you take your observations and turn them into innovations, let us know. It's been a pleasure to share the day with you, Esther. I'll say goodbye and thank you so much. Goodbye, everybody. Esther Aguilera: Bye bye everyone. Thank you. Andi.   WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Welcome to On the Brink with Andi Simon, the podcast where we delve into the stories, insights and wisdom of remarkable individuals who are trailblazing paths in the corporate world. I'm thrilled to have you join us today as we embark on a transformative journey with none other than Sandra Quince, an exemplary woman executive whose journey is nothing short of inspiring. Sandra Quince's narrative is a testament to resilience, determination and unwavering commitment to personal and professional growth. With a career spanning decades in the corporate landscape, Sandra has navigated through challenges and shattered glass ceilings and emerged as a beacon of empowerment for women everywhere. In today's episode, we have the privilege of unraveling the layers of Sandra's remarkable journey. From her humble beginnings to her ascent to executive leadership, Sandra's story is a poignant reminder of the power of perseverance and self-belief in the face of adversity. As we delve deeper into Sandra's narrative, we cannot help but be captivated by her profound insights into leadership and inclusivity. Sandra's wisdom transcends traditional notions of authority and is rooted in empathy, compassion, and a deep-seated commitment to fostering inclusivity and acceptance. Throughout our conversation, Sandra imparts invaluable lessons on the art of influence and the importance of cultivating diverse and inclusive cultures within organizations. Her belief in the transformative power of diversity is a guiding light for leaders aspiring to create environments where every voice is heard, valued, and respected. Moreover, Sandra's mantra of "owning your career" is a powerful reminder that in a world where opportunities are abundant yet fiercely competitive, it's imperative to take charge of our own destinies. Sandra's journey is a testament to the fact that when we assert ourselves and take ownership of our paths, we pave the way for success on our own terms. As we navigate the intricacies of Sandra's narrative, it becomes evident that her journey is not merely about personal triumphs but about paving the way for future generations of women leaders. Through her mentorship, advocacy, and unwavering commitment to championing diversity and inclusion, Sandra continues to drive positive change in the corporate landscape. I invite you to join us on this enriching journey as we unravel the tapestry of leadership with Sandra Quince. Her story is a testament to the transformative power of resilience, wisdom, and the unwavering belief in one's ability to shape their destiny. Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD Our website: Simon Associates Management Consultants Read the transcript of our podcast here (edited for readability and grammatical correctness): Andi Simon: Welcome to On the Brink with Andi Simon. I am Andi Simon, your podcast host, and your guide. Remember, my job is to help you get off the brink. I find people who are going to do just that to help you. These words are very intentional: See, feel, and think in new ways so that you can change them. And I often tell people the brain hates me. It doesn't want to change. I'd rather stay where you are, even when you know it's better to be different and do something better. It's challenging for you to learn new techniques and begin to thrive with them. So today, I have a wonderful woman, Sandra Quince, with us. You can see her beautiful smile. I will tell you about her briefly, but she's also part of our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. So I will show you her picture here, which is gorgeous, and she has a beautiful quote. Remember, our book has 102 women with 500 wisdoms to help you start and spark your success. It's a beautiful book.  It's selling like crazy, but her wisdom is compelling. "Be a leader who creates an environment where everyone can bring their best selves and thrive."  Sandra." loves the quote by Mahatma Gandhi. "The greatest of humanity is not in being human, but in being humane ."I share that with you because I've been doing a great deal of podcasting lately, and people say we must become more humane. Corporations have to become more concerned about their employees' and communities' well-being. Culture has to begin to focus on "we," not "I," and I can say those words, but we have to do them.  Let me share Sandra Quince's bio, and then she'll tell you about her journey because it's beautiful. Sandra Quince is the business enablement and leader on loan and loan program executive responsible for leading business operations across workforce development and arts and heritage while also serving as program executive for the Leader on Loan Program, which is for Bank of America.  Prior to this, she was the chief executive officer for Paradigm for Parity through Bank of America's Leader on Loan Program, and she was responsible for leading all elements of Paradigm for Parity, strategic plan, financial, programmatic, and operational performance. She'll tell you more about P4P because it is a huge opportunity for you to understand what it can do and what you can do. She worked with the coalition's co-chairs and board of directors to oversee and execute the organization's vision and growth plans. She's been featured in Essence CEO, World Magazine, Fast Company and interviewed on Fintech, Fintech TV, BBC, and Bloomberg Radio. She's just an outstanding leader in her community, through boards, and through her actions. And what I'm so excited about today is that I've developed a program to help companies change their cultures, not by thinking about diversity, equity, and inclusion as a program, but instead as a mindset, as a way of seeing the opportunities that come from having lots of different ideas, being more innovative, inclusive. And humans love to belong. They don't want to be outliers. They don't want to be necessarily forgotten. So, how do we build that kind of culture at a time when D and I are under a bit of siege? People are wondering why we're doing it. We're doing it because it is transformative for ourselves and our businesses. Sandra, thank you for joining me today. It's an honor and a pleasure. Sandra Quince: Oh, it's such a pleasure to be here with you. And thank you so much for having me on today. Andi Simon: Isn't it fun? I'd love you to tell the listener or the viewer about your journey because it sets the stage for what we'll discuss next. Who is Sandra Quince? Sandra Quince: Yeah, so thank you for that. My journey really started; I have been talking a lot about and reflecting on what makes Sandra who she is or who has had an influence on her. And so it brings me back to my childhood. I am a product of a military father. And so we traveled around a lot. And I think that experience in itself, because you meet so many different people and get a chance to interact with different cultures really helps to build who you are and helps you to see the world through a very different lens. I also think about the lessons that my great-grandmother taught me of being just a really kind and strong woman while being kind and being very cognizant of the fact that you're not better than others. It was part of my lessons growing up: how to be resilient and bounce back from things. She was a powerful woman, and while not formally educated, she was extremely intelligent. But then, it also taught me to stand up for myself, advocate for myself, and speak up for myself. And so that's where I draw that inner strength. When I became the CEO of Paradigm for Parity, that didn't happen by happenstance, right? There were a series of things that led up to that. But earlier in my career, Andrea, one of the things that I didn't understand was that when you put your head down and you're working hard, that wasn't enough. And I showed up to laugh. Andi Simon: I know, I know the feeling well.  Sandra Quince: So you show up. I was a first-generation college student. I was a first-generation corporate. I needed help understanding the rules of the road. And while I had these beautiful life lessons, I wasn't sure how to employ them at that moment. And I came into the workforce thinking, if you just put your head down and do really good work, you will get promoted. And while doing really good work is a part of what we all should do, because that's table stakes, that is not the only path that leads you to promotion. That is just one part of many different things we must consider in the workplace. And so I did learn that I needed to not just do good work, but I also needed to understand what I wanted out of my career. I needed to understand how to advocate for myself, employ the life lessons I learned earlier as a child, and speak up and talk about the good work I was doing. So think about how are you telling your story. How are you telling others about the work you're leading and doing but adding value to your organization and advocating for yourself? And I learned the power of networking and sponsorship. And so all that and part of the wisdom that I shared, and you touched on a little bit as we talked about this session, is really about owning your career. I learned a valuable lesson that I have to focus 100% on my career. Andi Simon: I do love that. And I've been using it. I've been sharing it. My grandkids, even my daughters, because we are all going through life's journey, and people put you in boxes, and they are pleased putting you in that box and thinking that's who you are. I coached a woman who got stuck and stalled in her career not long ago, and I said, you still need to take ownership of it. She said, what does that mean? I said, well, you assumed, like Sandra did, that if I work hard, I'll be noticed, and therefore, I'll get promoted. And you're upset that others you've trained have gotten promoted without any of your experience. It's a recurring theme, particularly for women, but not only for women. Now the question becomes, as you're thinking about that career, somehow you moved into an area that has become honorable in some ways, perhaps by design or by chance, in helping others understand the power of a diverse, equitable, inclusive, and belonging workplace. And I say those words to make them come alive. It's not denied; it's about a diverse, equitable, inclusive, and belonging place for people. It's not a program. It's a place where we love to come to work. Talk a lot to our audience about how one migrates there and then owns it, and then what do we learn from it? Can you share, please? Sandra Quince:  Yeah, absolutely. So, you're absolutely right. Diversity, equity and inclusion is not about a program. It's about creating the right ecosystem for your company and your employees to thrive. And the reason why companies should be engaged in diversity, equity and inclusion is because, number one, you will be more profitable. There are studies that have been around for 30-plus years that prove this point. Companies that engage in this work put the right resources behind it. It's not just lip service. They're 30% to 40% times more profitable. And why are they more profitable? Well, they're more profitable because they create the right ecosystem for their employees to show up and do their best work. So what does that mean? That means that your employees are in an environment where they can give their best and do their best work, which means that creates profitability for the company because they're interacting with them, with the customers and clients in a way that creates, that sells those products or creates that opportunity to engage more customers and more clients and creates opportunities for companies to have more market share. The other thing is, you have more companies and clients because they see that there are people that reflect who they are that they can do business with, and that promotes trust in a brand. And so the third and fourth thing is you're more innovative because you have different voices, different experiences, and different mindsets sitting at a table, and you create the products and services that help your organization thrive. And so that's the reason why companies should be doing it. Yes, it's the right thing to do. Yes, it creates the right opportunities for your employee base. But at the end of the day, I work for an organization that's there to be profitable, and I want that organization to be profitable because that's how I make money as an employee. So, creating an opportunity and engaging around diversity, equity, and inclusion are things you can't afford not to do. And so in this day and age, where, yes, there is a lot of backlash, yes, there there are those out there that are saying that diversity, equity, and inclusion is not what it doesn't do what it's supposed to do, meaning that they feel like it's reverse discrimination or it, it causes division. That has never been the intent, nor is it what real diversity, equity, and inclusion do for organizations. There's a study that came out recently, Andi, that asked thousands of employees and this was just released, I think late last month. They asked them, do you still want your organizations to engage in DNI? And so one would think that that answer would have been a resounding no, based on what you hear out and what you hear the rhetoric today. But 90% of employees said no, absolutely. It is critical to my organization's and my success. Andi Simon: There's additional research that I've been reading like you have, which says that people look for companies that have diversity in leadership. And it's not just that they want to belong. They want to know that it matters to the organization and that they can see pathways to progress and success. And they are consumers. They are no different than your clients or your customers. They're looking for a place where they see curiosity and things where I can belong, and I can share my ideas in a healthy way so that people hear me and I can be strong instead of in a box. I am interested in Paradigm 4 Parity. How did that develop? Because it's a particular approach, and it's amazing. The Bank of America has underwritten it. Please give us some perspective on what it is, how it works, and how people could benefit from it. Sandra Quince: Absolutely. Paradigm 4 Parity is an organization that was created, seven years ago, will be going into our eighth year this year. And it's an organization that was created by women for women. So, these were women who had achieved great things in their organizations. They were CEOs and they were on the back side of their careers. And what they realized when they turned around to look behind them wasn't no other women were coming behind them. There was one other woman in the pipeline, and more importantly, their daughters were entering into the workforce. They realized we have a problem, and we have got to find a way to solve it. So, unlike some of us who sometimes sit on the sidelines and talk about the issues, these women got together and said, we need to do something about this. And so they created Paradigm 4 Parity. Paradigm 4 Parity is dedicated to achieving gender parity at every level of leadership in corporate America with a lens on racial equity. And so these women said, not only do we need to create this organization and invite companies of various sizes to be a part of this coalition and a part of this change that we want to see, we're going to provide them with a roadmap or a five-point action plan, we like to call it, to help these organizations be able to navigate their way to success, to achieving gender parity. And so they did tons of interviews. They took subject matter experts, interviewed the women who had been successful in their careers, and boiled it down to five key actions that organizations need to take in order to see Parity. And what's beautiful about this is when organizations execute on this, you not only have gender parity, but it creates that ecosystem that I talked about earlier, where you're creating an environment where everyone, men, women of all ethnicities can show up and thrive in an environment that becomes equitable and fair for all. And so, yes, while we're dedicated to achieving gender parity, we've provided the blueprint and all the tools and resources to go along with that. We also understand that it's important that we bring everyone along in this journey. And so it creates an equitable environment for all. Andi Simon: You know, you're talking about a significant transformation of the corporate and social aspects because this isn't just inside the company. This is the whole mindset about how we see each other. Humans are quite fascinating because we're status creatures. It's me against my brother and my brother against my cousin. A little anthropology always helps us understand the perspective that we've evolved and survived by comparing ourselves. Gregory Batson has some significant research on the differences. The difference is only because we see the outside differently from us. We know who we are. But now, it becomes a much broader perspective beyond the tribe about the fact that I can be much more extensive and broader. With so many people going through college education and traveling and seeing different things, it's a time for personal and professional growth in our companies. Paradigm 4 Parity: is that something a company buys? Is it something they just understand? How do they get involved with it? Sandra Quince: Absolutely. So, I encourage everyone watching and/or listening to this podcast to go to Paradigm4rparity.org and check out our website. All companies have to decide that this is definitely where we are on this journey, and we want to see Parity within the workplace and workforce. And they can join us. And you will see that we have 150 plus other coalition members that are on this journey with us. Those that are doing great work and have achieved Parity at certain levels in their organizations and those just starting out who are saying, you know, we're new to this. We want to make an impact. And so we have all and everything in between from an organizational perspective. So, join us and take advantage of the five-point action plan, the tools and the resources that we offer, the webinars and seminars that we provide, connecting with others who are like-minded and on this journey with you, and understanding what those leading practices are that are out there that organizations are doing to achieve and sustain parity within their organizations. So it is quite simple, Andi, for people to join us. Andi Simon: How does it feel? I tell people that people decide with their eyes and their heart. And they need to find out what it is. You know, what is it until they see it and feel it and trust that it is, in fact, it's good? And that's how we'll decide to behave differently and act on it. It takes work to change. You're looking for people to change their mindset, their conversations, their microaggressions, the things they don't even know they're doing. And begin to see each other in a different light. Are there some illustrations you can share that aren't proprietary that will help people see it better than just hearing it from you? Sandra Quince: Absolutely. And what you're talking about and describing, especially around our human nature, is the nature around being biased. Unconscious bias. And I know people say they hear that all the time and they wonder, I don't have biases. But the truth is because we're human, we're born with biases. Biases are created every single day. It is not curable.  Andi Simon: It's not. I never thought of biases as being not curable. I like that. Go ahead. Sandra Quince: It's not curable. There's not anything you can take that can cure biases. There are things you can do to mitigate bias and think about when bias becomes dangerous. So think about it. You know, here's a simple illustration. I am a graduate of Florida State University. Me and my husband, we're staunch Seminole fans. And so if you went to the University of Miami, you are automatically the enemy to us, right? Because there is a bias there because we are rival teams. Automatic. There is a thought that pops in your head when that rival is mentioned. That is a bias. It just so happens, though, that particular bias is not necessarily dangerous, right? Because it is fun. It is a sport. But when bias becomes dangerous, you then take that same thought process and apply it to the workplace and don't hire someone because of the way that they look or where they might come from, or the gender, or who they love, or what ethnicity they are. So again, that's when biases become extremely dangerous. And so what we do at Paradigm 4 Parity is we help organizations understand how to mitigate that bias in those very dangerous moments. And those dangerous moments really show up in the employee lifecycle. And so we talk about mitigating bias in the moments that matter. So, the employee lifecycle starts with hiring. Then it moves to onboarding. Then it moves to developing. Then it moves to promoting. Then it moves to managing talent and then it moves to retention. So, these are all of the inflection points where decisions are made. About whether I'm going to be even hired into an organization. Now, how am I onboarded in that organization? Because that makes a difference. Because that is a jumping point for me in how well I perform. And then do I get opportunities to be developed in that organization, which then leads to promotion? And when we think about how we manage talent, so those talent management processes and thinking about pay, thinking about how you rate talent, all of those things become very subjective and biases creep into those processes. And so how do we mitigate those? And then last is retaining who we retain and why and who aren't we retaining and why? And so again, we talk a lot at Paradigm 4 Parity and help our organizations through some of the tools and resources, leading practices, sessions, programs, as well as our webinars and seminars around how are you mitigating this bias in those moments that matter and help organizations think about creating that or that ecosystem where their talent can thrive? Andi Simon: You know, some of this is challenging. So, as a listener or the viewer is reflecting on their own decisions and biases and, remember that musicians, they've tried to make gender-neutral, unbiased decisions about whether to put somebody into their orchestra by having them perform behind a screen so they don't know who they are. You just know what they're producing, what their outcomes are. And we've tried this in a program that I had at Washington University, and we try to have venture capitalists or funders understand who is presenting, not by their nature or who they were or their background, but what the value of the program was that they were looking for funding for. Very little money goes from VCs to women-owned businesses for a reason. It's a woman, much less a woman who's a minority or a person of color. And so it becomes essential for us to get neutralized in some fashion, either by creating an illusion or actually thinking about why I'm deciding this, making it intentional, as opposed to simply an old habit where an old bias creeps in and says, well, I saw that before. Or someone I knew way back when, or they didn't produce well. You'll be amazed how much baggage you carry and how noise in your brain influences your decisions. And you're not free-wheeling it here. You're habit-driven and trying to come up with a better solution. One staff person in the staffing industry said it provides a more diverse pool for the HR folks to evaluate. But, when he provides them, those selecting the candidates don't select them in a neutral environment. As he says, I can send them the right mix, but they just go back to finding people who look like them. That is not good for building better organizations. That's not even good for hiring somebody. This business has evolved. Are you seeing one or two trends being done that are helpful and hopeful? Sandra Quince: You're absolutely right. Let me circle back on the bias piece that you talked about. Because when you think about mitigating those biases in those moments, like you say, creating those illusion of opportunities where you could do blind resumes, you're absolutely right. Because there are things on resumes you don't have to have. What you really need to understand is their credentials. What makes them qualified for it? But then I think also mitigating the bias in those moments that matter can come, like you said, by asking yourself some simple questions. Yes, you think of it like a muscle. You have to constantly work it, or it will revert back to what it was before. So let me say that we're in a very interesting time, Andi, certainly when we think about what's helpful and hopeful. So what's helpful right now? We're in this time where really many companies, especially those that are part of Paradigm for Parity and our coalition, they're doubling down. They're doubling down and they are staying true to who they are as an organization, their mission, their vision and their values. They're doubling down and continuing the good work of creating an equitable, fair workplace for all. And I think what these companies are doing is they're also looking at their language to be sure their language aligns with the outcomes they want to achieve, and making sure that inclusion is at the forefront of everything that they do, which inclusion should be the leading factor. It's inclusion for all. It's also diversity, equity and inclusion for all. And so leading with that is many organizations are taking a step and leading with that inclusion piece and ensuring that if I have programs that are specific for certain people, why do we have these programs? So processes are put in place. And I don't think there's anything wrong with questioning your why. So you can go back and create the right data sets and analytics to help explain why you're on the path you're on, and reconfirming for yourself that this is really the right thing to do. So, for me, that is helpful. And for organizations to go through that exercise and ensure that whatever they're doing, that it matters and that it's creating the right environment that they want to see for their organization. And then putting the data and the analytics behind it. So what's hopeful right? What's hopeful is that 90% that I talked about earlier, Andi, the majority of people want to see a more equitable workplace and they want to see it for everyone. And that is hopeful for me, and especially those that are in the workforce today and those that are entering into the workforce really understanding and working for those organizations. They do their homework and their research, and they will not work for organizations that they can't see themselves there. Andi Simon:  And they know that hope comes from being in a place with a curious, broad perspective because if not, they will be in a box. McKinsey, in February 2023, had their "Women in the Workforce: 2022," in which they spoke about the great breakup. The women were leaving the corporate because they didn't see any hope for advancement. And there was no effort to give them new growth opportunities or even to demonstrate that the work they did mattered. This is a time where women have a choice, and men do as well. I am looking at Gen Zs and wondering and worrying about our guys because women are getting rallied around and the men don't quite know what to rally around. And without belonging to something, they feel a little lost. And it's worrisome. And our kids will look at the adults and wonder about what they will be. So this is a transformative time, Sandra. This has been wonderful. One or two things you want our listeners and viewers to remember, because your conversation has absolutely transfixed me. I'm enjoying every moment. But we do have to end. What would you like them not to forget? Sandra Quince: I don't want them to forget that biases are not curable. And I think as individuals, we need to ensure that we're mitigating our bias. And always ask yourself and be curious who's missing and why? Think about that on your teams when you show up to work. Are you an upstander? When you see something, do you say something? Do you challenge the status quo when you feel like something isn't right? And what solutions are you bringing to the table, and how are you supporting your organization to be better? And I want organizations to understand that there is a lot of work for you to do to ensure you're creating the right ecosystem. How are you engaging and supporting your managers and your people leaders because they lead the majority of your population and they make or break your culture?  Andi Simon: This has been a marvelous half hour. I can keep going. I'm thinking about ways to bring this out to my clients to help them see, feel, and think better because they're looking for it. They're reaching that point where I have one client who finally made three women partners in their firm, and it was with I mean, I've been working with them for six years. It was with great effort and, and it is an interesting time to watch people go through slow transformation. What is that expression, a little a little and off the cliff they go. And I think we're reaching that end where a little was good, but a lot would be greater. Sandra Quince: Absolutely. Andi Simon: For my listeners, I want you to remember one thing, that the words you choose create the world to live in. And Sandra has been saying that in many different ways today. Bias, thinking about whether it's diversity, equity, inclusion, or belonging, those are words, and we live with behaviors. But the words we use create the worlds we live in. So think carefully about what you're thinking and saying what you're hearing because what is said is only sometimes what you hear. And what you hear often is what you think, but not necessarily what was meant. So the complexity of this should not be underestimated. But the opportunity, particularly with Paradigm 4 Parity and its five-step process, is ready for you. So if they want to reach you, Sandra, how can they do that? Sandra Quince: So they can reach me on LinkedIn at Sandra Quince. They can go on our website paradigmforparity.org. We would love to have you peruse our site. And, of course there are all kinds of ways to reach our organization once you join our site. Andi Simon: It's been a pleasure, a privilege, and thank you so much for joining us today. For my listeners and my viewers, we had fun. It's so much fun to explore something, listen to see, feel, and think in new ways, and see how you can change. I'll plug in because Women Mean Business is full of beautiful wisdom that will spark your success. As Sandra was sharing those, I've been repeating that as you rise, lift others with you. It's intentional, and I've worked with women who are CEOs, and they don't have any process for moving others up. They have yet to notice they're building the business but haven't noticed what that means for all others inside. So this is a time to get intentional about it. As you rise, lift others, and you'll find Women Mean Business at womenmeanbusinessbook.com. Amazon would love for you to go and buy it there. So thanks, Sandra. I'm going to say goodbye to everybody. Thanks again for joining us. It's been great. Have a wonderful day. Remember to take your observations and turn them into innovations. Be a little anthropologist. You may enjoy it. Bye-bye now. WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Presented by Lisa Bishop I am examining 5 habits of an extraordinary leader, and today we're wrapping up with: be reliable. Before we dive into our final leadership habit, I want to acknowledge you've most likely heard about these skills and habits. While these competencies may sound like common sense, ask yourself, “Do I make these skills my common practice?” There is a big difference between knowing about something and actually doing it and living it out. As you gauge your leadership, measure it by the degree these habits are regular and consistent. Consistency is key. Being consistent in positive actions and behaviors will help you create trust with those you lead. Others will see you as reliable. When you are reliable you keep your commitments. You do what you say you are going to do. You follow-through. One of the quickest ways for you to lose trust and undermine your leadership is by not keeping your word. Sounds simple, doesn't it? Yet, how many times have you said you would do something and dropped the ball or neglected to carry out what you committed to? In Matthew 5:37, Jesus says, all you need to say is simply yes or no. Now the context of this verse has to do with oath-keeping and is part of the sermon on the mount when Jesus is addressing the subject of telling the truth. He tells the crowd not to break their oaths. An oath was a promise to do or not do something, invoking God as a witness and the one to bring judgment if the promise was broken. Back in the day, it was common for people to make oaths to emphasize their seriousness and truthfulness. While you are most likely not invoking God as your witness when you make commitments at work, this biblical truth applies to your witness as a follower of Jesus. Are you impeccable with your word? Do you have a reputation as someone who says something and does it? Or do you say you will get back to someone, but you never do or fail to complete a task that you agreed to. The reality is there are no small things when it comes to keeping your word. Our reliability is questioned when what we might consider the insignificant things are in fact significant to others. To be an extraordinary leader, have integrity and be faithful to your word so others know they can rely on you.

Presented by Lisa Bishop Do you express genuine appreciation for others? I am examining 5 habits of an extraordinary leader. And today is the fourth habit: show appreciation. Gary Chapman's book The Five Languages of Appreciation in the Workplace shares a statistic that 65% of North Americans reported they had not received recognition or appreciation at their workplace in the past year. And while 51% of managers believe they do a good job of recognizing employees for work well done, only 17% of employees believe their manager actually does a good job of recognizing them[1]. Clearly, something is off! Data shows 79% of employees will quit their jobs due to a lack of appreciation (Zippia.com), while employees who feel valued are motivated to do their best work[2]. How regularly do you show appreciation in the workplace? It's been said encouragement is oxygen to the soul. Just as every person has inherent value, every human being has a desire (whether they will admit it or not) to feel valued and appreciated; it's one of the deepest and most basic human needs. While it's been proven there is a bottom-line benefit to organizations for fostering a gratitude culture in the workplace, the buck doesn't stop there. As a leader, and especially as a follower of Jesus, you are entrusted with tapping into the potential of the people in your care, helping them unleash their gifts and talents. This is a different mentality than, “Just do your job.” You have a high calling for cultivating a work environment that is built on an attitude of trust and to inspire and not to embrace the old “command and control” mindset. How can you genuinely show appreciation? Don't just show gratitude for what people do, show appreciation for who they are. Be specific, rather than general, saying “Hey, good job on that project,” doesn't point out what you specifically valued. Instead, it might sound something like this. “Hey Jim, I just wanted to say I really appreciated your attention to detail on the presentation last week. You do your work with excellence, and you bring a lot of heart and passion to the team.” When showing appreciation, go beyond pointing out a person's performance to acknowledging their intrinsic value too. Dr. Paul White says, “Even the hardest heart will soften and respond to a freely given ‘cup of water' of appreciation—reviving their spirit and creating new growth.” How will you make showing genuine appreciation a leadership habit in your life? Who is someone in your workplace you will encourage this week? -- [1] Chapman, G. D., White, P. E., & White, P. (2012). The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People. Northfield Publishing. [2] Kizer, K. (2023, June 29). 35+ powerful leadership statistics [2023]: Things all aspiring leaders should know. Zippia. https://www.zippia.com/advice/leadership-statistics/

Presented by Lisa Bishop I am examining 5 habits of an extraordinary leader. And today we'll talk about the third habit: be an empathic listener. How do we practice empathic listening? When you listen empathically, it means you are listening intently and deeply to another person with the resolve to understand them and not with the goal to respond. Think of the last conversation you had at work or home with your spouse or teenage kid. Were you focused on listening to them in a way they felt heard or was your mind racing with a response, your lips poised to give advice or blurt out your point of view? If we're honest a lot of our communication is spent trying to get our thoughts across and have others listen to us. We can be so committed to our way of thinking we make assumptions about what another person means before they finish communicating. Empathic listening flips the script. Proverbs 20:5 instructs, The purposes of a person's heart are deep waters, but one who has insight draws them out. When you listen to understand, you not only increase the chance of the person feeling heard, but there is a very high probability—especially in conversations where emotions run high—you will draw out the real issue. The next time someone comes to you with a problem, frustration, worry, concern, or complaint, resist the urge to judge, fix, or give advice. Instead, employ empathic listening. Let them know you hear them by paraphrasing their words and reflecting back the emotion you are sensing them express. For example, imagine your coworker comes into your office in a panic and says, “I'm completely overwhelmed and frustrated with this job. I just don't think I can do it anymore.” Now your instinct may be to start commiserating or giving your opinion or advice, and while there may be a proper time and place for that, first try responding in a way your coworker feels like you are listening and hearing what they said. You might say something like, “It sounds like you feel discouraged at work.” Or, “I hear you're frustrated.” And then just stop and let the person respond. Don't be afraid of silence. When you listen this way, it creates a space for the person to keep talking and for you to gain greater understanding. If you are not used to listening in this way it can feel awkward at first but try it in the workplace or at home. See what happens when you press pause on fixing and advising and listen with the intent to truly understand.

Presented by Lisa Bishop I am examining 5 habits of an extraordinary leader. Yesterday's habit was to be a learner. Today's habit is to be present. One way to practice presence is through your listening. We all have been taught listening is important, but few people have mastered this critical skill. You may already think you are a good listener, but there is a big difference between listening and hearing. And whether you listen or don't, it will affect your impact as a leader. When you are in a leadership role, you create the tone of your team and your organization. Your actions directly influence the level of trust, collaboration, and contribution you inspire in the people who work with and for you. Being truly present and listening in a way people feel heard and understood creates an experience for people. They sense you really care, and when you demonstrate a genuine interest in other people, you increase trust. How can you level up your leadership through listening? By practicing presence. One way to do this is by maintaining eye contact. I once worked for a senior leader who rarely paid attention when people talked. In one-on-one conversations, if he were anywhere near his computer, he would give a hand motion for someone to start talking but he would keep looking at his screen. In meetings, he would constantly check his phone or be on his iPad. It was pretty deflating for the team, and if I am honest, it was very frustrating, especially when he was the one who called the meeting. Your lack of listening shows a lack of interest. When you are in conversation with someone, put the phone down, turn it over, or better yet put it in your pocket or bag. Studies have shown just merely holding your cell phone or keeping it visible on the table while you are conversing can have an adverse effect on listening. So, be intentional and give the individual talking your entire focus. If we look to the example of Jesus, we see he was fully present with people. He had a million things to tend to, yet when someone was face to face with him, he gave them his full attention. He did not allow himself to be easily distracted or fall into the temptation of multitasking. Do you create an experience for people where they feel your focus is on them when they are talking? Who is someone you can practice being present with today? When you truly listen to others, it's a gift.

Presented by Lisa Bishop What makes a great leader? If you are like me, you have worked for great leaders and not-so-great leaders. If you are a leader, you probably have found yourself in both of those categories. I want to equip you with 5 habits of an extraordinary leader. Leadership is influence and how you lead impacts others. The first habit of an extraordinary leader is the habit of being a learner. Being a learner not only means seeking the technical skills necessary for your job or role, but it also implies you actively and consistently pursue personal character growth. Proverbs 19:20 gives us a clarion call when it says, Listen to advice and accept discipline, and at the end you will be counted among the wise. Good leaders, even leaders who have led for 20 years or more, have a posture of being coachable and teachable. One way you can position yourself to learn and grow is by asking for and humbly receiving feedback. Whether you lead in the workplace, home, your community, or your church, intentionally ask others to share their observations about your leadership, what you do well, and where you can improve. The truth is you simply cannot grow without feedback. We all have blind spots. They are called that for a reason. Several years ago, I solicited feedback from a few coworkers. The feedback I received from one co-worker cut pretty deep. But I was and continue to be truly grateful for her candor. It caused me to see how I was unintentionally impacting others and as a result, I made a massive shift in the way I led. If something were limiting your leadership, wouldn't you want to know about it—even if it stings a bit? A few words of caution. When you ask for feedback, even if you do not agree with the person's perspective, keep your defenses at bay, express your gratitude for what they shared, and sit with the feedback long enough to sift through it and pray about it. Ask God what he might be highlighting to you that could help you. And when you receive feedback, do something with it. There's little worse than receiving feedback and then not doing a darn thing to improve on what was pointed out. People will be frustrated, and you will lose credibility. Who can you ask to give you feedback? Pick a person or two you trust will tell you the truth and be grateful for the growth it brings.

Hear how we can all embrace the notion of productization, not fear it Today I bring to you an exceptional businesswoman and innovator whom I would also call a futurist, Eisha Tierney Armstrong. Eisha specializes in helping B2B companies transform their customized services into more scalable products. In other words, she helps them productize, which is also the title of her best-selling book. She shows businesses how to take a service that is delivered by people and standardize it, usually by automating it with technology. This is not to be feared, she says, but welcomed, because of the many possibilities it enables. Listen and share! Watch and listen to our conversation here Key takeaways from our discussion: B2B buyers are changing. They're more comfortable buying products, not talking to people, doing all their research on the internet.  The cultural attributes that make you a great professional services firm, like always knowing the answer to a client question, can actually get in the way of productizing. Because if you're productizing and trying to innovate, you don't necessarily know what the right answer is. You have to go out and learn and be open to failure and experimentation and not seeing failure as a bad thing.  One of the cultural attributes that's really important to do this successfully is the ability to learn and be open to change. People get afraid and they think, Am I going to lose my job? Am I still going to have value? How am I going to keep up with all the skills required? Those are very valid, important fears. But the most exciting thing about productization is the potential for growth. You can now grow faster than the rate at which you have to add headcount. You can serve new markets. You can impact more people and that can be very rewarding. We are at the precipice of a massive explosion in growth and if we focus on that, people will be more willing to embrace the change. How to connect with Eisha You can find Eisha on LinkedIn and her website Vecteris. You can also email her at eisha.armstrong@vecteris.com. Want to learn more about preparing your business for the future, now? Check out these: Unlocking New Opportunities: Exploring Blue Ocean Strategy® To Understand Your Future Customers Navigating The Future: The Vital Need For Leadership Training In The Post-Pandemic Era Jennifer Kluge—Meet The Leader To Build Your Business Into One Of The Best And Brightest Byron Reese—How Humans Learned to See the Future, and You Can Too! Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD Our website: Simon Associates Management Consultants Read the transcript of our podcast here  Andi Simon: Welcome to On the Brink With Andi Simon. Hi, I'm Andi Simon. I'm your host and your guide. My job is to help you get off the brink. I've been doing this for almost 400 podcasts now, and it's absolutely wonderful that you, our audience, keep enjoying it, sending us ideas about people whom we should interview and really celebrating the fact that you've gotten off the brink, picking up ideas from the people we bring to you to help you do something important for you to change. You need to see, feel, and think in new ways. I always say you take your observations and turn them into innovations, and today is particularly interesting. For that reason, I have Eisha Armstrong here. Jennifer McCollum (who was on this podcast in August of last year) brought her to us and suggested we should have a conversation, particularly about the work she's doing in the B2B world of professional services. But I think it's important for you listening to her to see what she sees out in the market and how that could help you do better for yourself and your business.  Now, I must say, I listen to Amy Webb at SXSW and her video is just wonderful, and I watch it as many years as I can. But she is talking about the fourth industrial revolution coming now, and I would tell you that you cannot wait. It's here. And that question is really important for you and your business. So we'll be weaving that in a little bit today as well. Who is Eisha? Eisha Armstrong is a co-founder and executive chairman of Vecteris. She's dedicated to helping business-to-business companies transform their customized services into more scalable products. Prior to co-founding Vecteris, Eisha held Senior Product Leadership roles at the E.W. Scripps Company and at CEB, now Gartner, the world's largest membership-based corporate performance research and advisory company. She has a best-selling book, Productize: The Ultimate Guide to Turning Professional Services into Scalable Products and her other book is Fearless: How to Transform a Services Culture and Successfully Productize. I think we'll talk about productize today a bit. I'm delighted to have you here. I should thank you for joining me. Eisha Armstrong: Well thank you, Andi, it's a pleasure to be here. Andi Simon: I am delighted you came back from Costa Rica in time for us to have a great conversation, although I have met with someone in Costa Rica for a podcast, so the world is very flat and small. Tell the audience about your own journey because you are at a point now that's very timely and important for them to know about you and about what we're going to talk about and Vecteris today. Who is Eisha Armstrong? Eisha Armstrong: Well, thank you Andi. So I started my career, as you mentioned, at CEB, which was purchased by Gartner about eight years ago. As a data scientist right out of undergrad, of course we didn't call them data scientists at the time, so my title was research analyst. But I was doing research on different corporate performance topics that were specifically focused on data analysis to uncover root causes of corporate performance, and I ended up spending a good 15 years of my career there, working my way up. CEB sponsored me to go to business school, so I was fortunate enough to get my MBA while I was there and that moved me into a very early product management role. And at the time, the company didn't have product managers. So we had to kind of define what that role meant, what that looked like, and learn from people in the software industry about what product management was. And by the time I left, I was leading a portfolio of products. Fast forward to 2018, and I co-founded Vecteris with a former colleague of mine, specifically to help B2B professional services firms learn how to, as you mentioned, the title of my book, productize, which means taking a service that is delivered by people and standardizing it, usually automating it, with some form of technology. Perhaps, delivering it in a more scalable fashion, which tends to improve profit margins. If they're selling, they can usually do that on a more subscription basis, which improves renewable revenue, and makes it easier to run their firms. So we've been focused on that for the last six years,and as you mentioned, I published two books. I have my third one coming out later this year because my passion is really understanding what are the keys to being successful in this type of transformation. So I've focused a lot of my time now on researching that and then publishing those findings. Andi Simon: So clarify for the audience, what professional services firms are. Eisha Armstrong: Oh great question. So it could be anything from a law firm, an accounting firm, management consulting firm, training and development, HR services, engineering and architecture, IT services. But usually where you have professionals who are providing you with their expertise and their time in exchange for money, versus a product company, which is providing a kind of a prepackaged set of features and value, in exchange for money. Andi Simon: And so we're going to take the people part and somehow turn it into something that you can sell that could be accessed without necessarily as much people interface on it. And this has interesting implications both for the company producing it and selling it and those who are buying it and their expectations. So I have a hunch that as you've gone through your six years into Vecteris now, I'm 23 years in business and I've watched many generations of changes come and go. This one is the most exciting for me because I do think it's transformational.  But for a B2B company, my accounting firm client, for example, I've been working with for six years, what could they do to sort of productize something? Is there something you can sort of share with us that you've seen work particularly well? Eisha Armstrong: Yeah. So we talk about productization in terms of different levels. The first level would just be what we call productized services, where they're still delivering value through people. But perhaps the engagement of this accounting firm, let's take an audit for example, is more standardized. So there's a set of templates and tools that their professionals can use to deliver that audit the same way for every client. And perhaps they have different packages. So rather than selling the audit engagement based on time and materials, we're going to charge $500 an hour. They say the audit's going to cost you $50,000 all in. If you want A, B, C type service, if you want to upgrade and get A, B, C plus D, then it's going to cost you $75,000. So they're doing kind of the same set of activities, the same way from client to client. They're able to package it up and price it more on kind of value-based pricing versus time and materials pricing. And there may also be some technology that their professionals are using in the background to help them deliver those engagements more efficiently. And perhaps generative AI is one of those technologies they're using. But most of the interface with the client is still human-to-human. So that's what we call productized services. Then you have more products which are not services. They're not delivered by humans. But, perhaps it's a piece of software that the accounting firm has developed and that they install at their client to help them improve reconciliation between their accounting software and perhaps some type of inventory management system or something like that. And then they're charging that client a monthly fee to license the software that this accounting firm has developed. And that would be an example of a product. So software is an obvious example, but data could also be another example of a product. You know, perhaps the accounting firm has developed some proprietary data set and they want to license it to their clients. That could be a product. It could be an off-the-shelf kind of online training program that their clients go in and access and take online training. So there's no human-to-human involvement in the delivery of it, but you still need humans for relationship development and account management and things like that. Andi Simon: This is so interesting because when you productize it like other Microsoft products, it comes with annual updates and upgrades. I love your monthly fees for service and a support staff that is located maybe in the Philippines. So there's all kinds of ways that you can now optimize the talent you have without simply adding more talent. Correct? And this becomes a mind shift, if I know enough about enough of my professional service firms to know that their minds are about doing what they do now better, maybe cheaper, faster, but not by making it into a product per se, but by simply having more talent. The pandemic gave them the options of having more attorneys who were remote, or more accountants who were remote. That sounded really unthinkable before the pandemic. And now it's quite normal. But, now you're talking about taking what we do and looking at it as a different thing. A product is different from a service. So we can talk about many of these things. One thing that you and I were sharing was that we must change the culture inside the firm and the firms that are using those services. I don't want to lose the opportunity in our conversation to talk about what that means as you move from people and services to a product and sales from a cultural point of view, and I have a hunch you're seeing that. You and I can share some cases, but what are you seeing? Eisha Armstrong: Yeah. Great question. So I think first of all, you have to take a step back and look at this as a fundamental transformation for most organizations. So if you're, let's say a law firm and now you want to also sell software alongside your legal services, this is a significant change because you're not only having to think differently about how you create value, because it's a little bit of a business model transformation, but you're going to need new skills, new technical skills, skills that people are skilled in, lean product development or agile, for example. It's just kind of a different way of operating, and so if you think about your business model transformation, digital transformation, trying to become more innovative, fast-paced, that is a very different culture than a traditional law firm.  And some people may find that very threatening, especially if you're saying, okay, we used to create value based on the expertise in Andi's head. Well, Andi, now we're going to create value based on the intellectual property of the entire firm that has been documented. Andi could deliver it or somebody else could deliver it. Or maybe it's delivered digitally. So we don't even need a person like that who can be very threatening to people who've defined their entire careers based on my expertise is what creates value. And so that's a big change. And I think it's important for organizations to think about that before they embark on a product decision strategy. Andi Simon: Have you seen any illustrative case studies you can share where they've done it well or where it blew up? Eisha Armstrong: Oh, yes. Countless. So one is a management consulting firm that we've worked with now for several years. And they go in and they work with manufacturing companies, industrial companies, and their consultants created an algorithm to help manufacturers batch custom manufacturing jobs and do it in a more productive way. And their senior partners were like, we could turn this algorithm into a piece of software and we could sell it and we could productize it and wow, you know, multiples on software businesses are much larger than multiples on the consulting businesses like this. This is a great idea. And we're like, yes, there's a great need. There was nobody else in the market doing this. They had the skill set. But let's think about the culture change and what's going to be required. So what they ultimately decided to do was to set it up as a separate organization and so they kind of insulated it from the primary consulting business. It had its own dedicated team that was fully funded full time working on this, this software product, not off the side of their desk.  They had different performance measures. They had a different name in the marketplace. So they weren't using the name of the parent company to really distinguish that this is not just kind of a different way of delivering value, but it's also a different culture. Yeah. And they've been quite successful operating this as kind of a separate business that still has the benefit of the strength of the balance sheet of the consulting firm, the client relationships where they're able to feed them leads. They're recognizing that it's a significant difference in cultures and operating them as two separate businesses. So that would be a great success story. Andi Simon: It is brilliant. But on their part, they understood that an artwork and a draft don't necessarily come out with something better. This was different and needed a whole different model for it to be successful. That is a brilliant company with amazing leadership to understand that. So often we work a lot on observation to innovation, a lot of innovation that never gets out of the starting gate, mostly because they try to add it on to their current staff whose minds are in a whole different place. You know, people say, what's culture? I say, it's what you do every day and believe it's the way we should do it. Let's not get too sophisticated here. But for those who are doing the service part, it is what we do every day. And for those who are developing the product, it has nothing to do with what we do every day. And unless you understand that you cannot succeed in prioritizing your services without a different way of doing that.  Eisha Armstrong: Absolutely. Yes.  Andi Simon: Now, with that in mind, as you're talking, I'm saying, okay, now how are they creating these products and are they eliminating the service part or are they just rapid fast forward using, I don't know, generative AI. What do you see happening on the productization part? Eisha Armstrong: So we see a couple of different what we call archetypes. So the first one is, we are going to develop products that are bundled in with our services. I mentioned perhaps there's a piece of software that's installed alongside some consulting work that might be done and that's sold as a kind of a single solution to a client.  Say, you have this problem. For example, you want to improve your ability to attract highly skilled talent. You need some consultants to come in and understand what type of skills you need. What might be preventing the organization right now from attracting that talent? But you might also need some compensation benchmarking data and you might need that to be updated monthly, and so it's a mix of the kind of data technology that is delivering value. And so we call that kind of the bundled solutions approach to productization. And I think it's actually, Andi, a brilliant move for a lot of professional services firms because it leverages their existing competitive advantage, which is their service professionals and the existing relationships that they have with clients. So they're bundling those products along with that. The other option might be like this management consulting firm that decided to kind of run it as a separate business because what they found is that the manufacturers that were interested in the software product were actually different from the manufacturers that they worked with on their consulting engagements. So it was an entirely new market. And that also fed into their decision to run it as a separate business because it really didn't make sense to bundle the two, given they were separate markets who were interested in the services versus interested in the software product. And then the third archetype is where you decide you're going to fully sunset being a services business, and you're going to transform to be a 100% products business that is less common. And when we do see it, it's usually with younger professional services firms who start offering professional services. They uncover a great need that they can meet with a product and aren't yet at the level of maturity where it doesn't make sense to sunset the services business. They can kind of eat that cost and transform and become a full products business. So those are the three different archetypes that we see. Andi Simon: So let me repeat them back. The first one bundles it, and the second one is segregated, and the third one is young and can see opportunities and aren't so wedded to the way we've always done it here that they can reinvent themselves. Eisha Armstrong: Correct. Yes. Andi Simon: And I love to summarize what you've said, because for the listener, Eisha has said some very important things. There isn't a single way that you can take what you do. So don't look at it as a thing. Begin to think about it. And I think it's very important outside in, it isn't. What you do is what a customer does and which customer wants or needs for this manufacturing service provider. Some of their customers probably are older and are much more set in their ways and are happy to talk to people. And younger may be very unhappy talking to people. I had one logistics company and their salespeople couldn't get the people they used to talk to to answer the phone. They were still doing calls. And when I interviewed the folks who they thought would be their buyers, they had retired. And the new folks who had come in were all 30 somethings who said to me very quietly, we don't use the phone. And I say that because the point is that times are changing fast, and the people in the times, they are changing fast and so assume nothing. You're in a startup mode. It's a whole new time for reinvention. Both of them have an understanding of what the new clients need because they're younger too, in many cases. You know, let's stop being angry about the fact that Gen Z is the largest workforce. And let's figure out how to work with them to change it. Now, what's interesting from just the lifespan of some of these products, they're startups in many ways now. Are they aggressively now elevating them to the next stage, or are they so happy they got a product? I was curious about how people see things. Got it, got the product. Now what? What do you see? Eisha Armstrong: So let's say we're working with a company who's noticing the same changes that you're talking about. B2B buyers are changing. You know, they're more comfortable buying products, not talking to people, doing all their research on the internet. They are more comfortable buying things on a subscription basis. Plus, they also see shifts in the competitive landscape. You have digital first startups who are saying this, solving the same problem that services companies used to solve. Plus, you have generative AI. Lots of things are changing and your labor force is getting more expensive. Wouldn't it be nice if you could grow and not have to add headcount at the same rate? So all of these things might lead a business leader to want to productize. And the first thing we talk about is, okay, this is a different way of thinking. Usually what you want is a portfolio, just like if you were a venture capitalist, because some of your product ideas are going to be home runs and some are going to be stinkers, and you don't really know right now which idea is going to be which. You may have some assumptions and hypotheses that we can go out and test and validate, but you don't have a crystal ball that's going to give you the answer. So let's think about this as a portfolio. What are some quick one things that are lower investment? Perhaps you've already validated because a couple of clients have asked for this and even helped pay for some of the R&D. They are really easy to bundle with your existing services or serve your existing clients. And then what are some of these moonshot ideas where there's perhaps more investment required over time, but perhaps much more value and potential. And what are some steps that we can start to take today to test and research and validate some of your hypotheses about those moonshot ideas. And then let's come back either monthly or quarterly, and look at the performance of this portfolio of product ideas and see how it's doing. Are our assumptions correct? If so, add a little bit more investment, just like a venture capitalist would. Or did we invalidate some of our hypotheses and realize that some of these great ideas are actually stinkers and we need to stop investing in them, sunset them, and put our efforts elsewhere. Andi Simon: I laugh listening to you because that requires a completely different mindset that detaches you from the products themselves. They aren't about you. I once taught at Washington University a course for entrepreneurs, and I brought in some entrepreneurs and they left some lasting things in my head. And one guy said, Well, I built three businesses. Some worked, some didn't. It requires a detached relationship with that product, because it isn't that you didn't have a good idea. Some work, some don't. So what? Move on. Right. But you need to have an open mind about what is working and be wise enough to know how to redirect investment as if you're your own investor as opposed to the runner of the business. And that changes the whole relationship. Even with each other and with a client and that's a maturity that could come in youth, but it requires a different sense of what this product is and how it operates. And what do I mean to it? And how am I almost like a business school case study as opposed to a real life thing? Does that make sense? Eisha Armstrong: It does. Absolutely. It's really interesting, Andi, because we talk to professional services firms, leaders, and say, look, the cultural attributes that make you a great professional services firm, like always knowing the answer to a client question, can actually get in the way of productizing. Because if you're productizing and trying to innovate, you don't necessarily know what the right answer is. You have to go out and learn and be open to failure and kind of experimentation and not seeing failure as a bad thing. So you've got this on the one hand, a cultural attribute of knowing that has made you a great professional services firm is now going to get in the way of learning and experimenting.  Andi Simon: And I'll put a pitch in for, again, an anthropologist to go out to those clients while you're introducing these things and observe. You have no idea how many times I work with clients who have launched products and assume they know how their customers are using them, and then I go, and I often love to take them with me, because if I see and they don't, they won't believe me. So I take them along and I say, Be an anthropologist, just hang out, watch. And they get shocked by the fact that this wonderfully complex thing that their engineers over-engineered isn't being used at all the way they thought, and they usually see one little piece of it so that it serves their purpose as opposed to the overarching complex services that they have productized without calling it that. But this is what they did. And it is interesting to me how we cannot see the world through our own eyes. You kind of look backwards. You know what's going on with the customer who think they gave you a good question to answer, and you answer that question, but it was the wrong question. It really had nothing to do with what they really needed. And I often find that particularly when the question has come down through a company and a more junior person has come to find a solution, only to realize they didn't really know what the question was that was being asked way up the line. And as a result, they come back with an answer that doesn't match. It's the old telephone game. It is so interesting. So you are in a moment of watching these companies potentially transform themselves, not quite putting the services sector out of business, but transforming the whole business. This is really cool stuff. We have a few more minutes, and I want to just talk briefly about the training and skill development. Are you finding them beginning to understand that they have to rethink the training and skill development of their teams? Eisha Armstrong: Oh, absolutely. I mentioned, for example, one of the cultural attributes that's really important to do this successfully is the ability to learn. So one of the skill sets that you could look for are people who have kind of a hypothesis-based research background: could be from hard sciences, social sciences, but people who are used to developing hypotheses, testing them and being somewhat removed in terms of the outcome. So they're dispassionate about that and try to put on their scientist hat as the great organizational psychologist Adam Grant calls it and be open to changing their mind. So that's one that's very important. Another one is, the ability to do what we call: think from a market segment standpoint. So market-minded, because professional services companies have been thinking very 1:1. What does Andi Simon need? Okay. I'm going to go and deliver exactly what she needs. Now you're thinking about, what is a market segment that is similar to Andi Simon. What does this entire market segment need and how can we deliver something of value that meets maybe 80% of their needs, but not 100% of their needs? And that's a very different way of thinking. Usually people who've done market research, you mentioned ethnographic research, people perhaps who have a finance background, can think about market segments, attractive market segments, market needs, things like that. And then the third one, which we can't forget, is digital literacy. And I say the word literacy very deliberately because often we think, oh, we need to go out and hire software engineers. And I'm like, no, that's digital fluency. I just want everyone in the organization to be digitally literate. Knowing kind of what are the tools out there and how could we use these in our day to day work would be digital literacy. And it's really shocking how many organizations we get brought into, Andi, where the leadership team is saying, we're going to make these investments in technology, we're going to productize, and there are people on the leadership team who have very, very low digital literacy. So they're not modeling that behavior for the rest of the organization. Andi Simon: The rest of the organization says, okay, you show me first and then I'll change, because change is literally pain. You know, we specialize in helping organizations and the people inside them change. And one thing the listeners should remember is your brain hates me. It hates to think about something in a new way. It doesn't like the energy it needs to learn something. The oldest reptilian part of the brain, the amygdala, hijacks it. It says, go away. I'm going to hate you. I'm going to flee you. I'm going to fight you. I'm going to appease you, but I'm not going to change. And that's just the way your brain works. It's there to protect you from all this foreign stuff coming at you called digital literacy. But it is a time where you probably should rethink your thinking and change your mindset. This has been such fun. You should give the audience 1 or 2 or 3 things you don't want them to forget, because they often remember the ending better than the beginning. And we've had a nice beginning and I've enjoyed our conversation. A couple of things you want them to remember. Eisha Armstrong: I think the biggest one, and you just brought it up, is that when we start talking about things like generative AI, the fourth industrial revolution, perhaps reducing the amount of services and delivering products, people get afraid and they think about, Am I going to lose my job? Am I still going to have value? How am I going to keep up with all the skills required? And yes, those are very valid, important fears to talk about. But the most exciting thing about all of this is the potential for growth. I mean, imagine again, if you're a B2B professional services firm, you can now grow faster than the rate at which you have to add headcount. You can serve new markets. You can impact more people and that can be very rewarding, not only from a financial standpoint, but also just from the personal reward that you get out of your work every day. And so the one thing that I try to stress with the executives that I work with is, let's talk about the opportunity rather than the change required. You know, yes, there is going to be change required, but that makes people afraid. And instead, let's paint that vision and talk about the growth opportunity. How can jobs become more rewarding? How can we serve more people? That's what I truly believe. We are at the precipice of just a massive explosion in growth and if we talk about that, I think people will be more willing to embrace the change. Andi Simon: I hope so. I know you're a research person by background. Have you started to collect the number of services firms that have productized? Is there any Gartner research that says, hey, guys, you know, of all of those, I don't know why percent have already started to productize. You're running late in the process. Any idea? Eisha Armstrong: Yeah, it's nine out of ten, so 90%. And again, that could be very early productized services where they're standardizing tech-enabled delivery of their services. But it's still kind of looks and feels the same way to the client all the way up to creating new separate software businesses. But yeah, nine out of ten organizations. And yeah, if you're not doing it yet, you are massively behind.  Andi Simon: I'm laughing. And that doesn't matter whether you're an attorney or management consulting firm, anything that is people-based is ready to be rethought. Not that the people are wrong or bad, but that the solutions to the problems are not going to necessarily be delivered by you and I talking about it. And I'm not going to say maybe I could have done this, but I was kidding around with my physician the other day and I said, your portal is so good. One day I'll just have it take a picture of my body and I'll tell me how my vital signs are. And he said, that's not so far away. And I said, it's not. Everything's going to be productized. It's very exciting. Well, this has been such fun. I should thank you. Where can they reach you? What's your website? Eisha Armstrong: It's Vecteris.com. And I love to connect with people on LinkedIn, so feel free to also connect with me on LinkedIn: Eisha.Armstrong. Andi Simon: It's been a pleasure. And thank you. And thank you, Jennifer McCollum, for introducing us. And I think we should do a follow up in six months to see what we have seen and what's working well, and you'll have your third book out and I'd love to celebrate with you. It's very cool stuff for our listeners and our viewers. Thank you for coming. As you know, we like to take observation and turn it into innovation. And as an anthropologist, my job is to help you see, feel and think in new ways. If you have not spent a day in the life of your customer, it's time, because they may be prioritizing already, leaving you behind in the process, but you don't really know what they're thinking until you go and just hang out. They say, what does an anthropologist do? We hang out and we listen to the things that you can't see because they can't even tell you what they're doing. So watch them and begin to think about what that means for you. My books are all on Amazon and Barnes and Noble. On the Brink: A Fresh Lens to Take Your Business to New Heights, the topic for this podcast, has won awards and been a bestseller, and people show it to me on the beach, wherever they're reading about how anthropology can help their business grow. Rethink: Smashing The Myths of Women in Business is about 11 women who did just that. And our newest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, all of whom have simply said, of course they can and have done extremely well, and their wisdoms are very wise for all of you men and women. And we've developed a program, we've productized the book into a program to help corporations and CEOs begin to think about how to harness the wisdom of women to optimize their business. And as an anthropologist, I was reading Gregory Beaton's work about how everything is the opposite. You know who you are by what you're not. And so maybe we should start seeing the benefits of difference as opposed to worrying about being identical. And I couldn't agree more. It's time for rethinking what we're trying to do with the talent that we have. It's been great fun. Thank you all for coming. I'm going to say goodbye to Eisha Armstrong. Thank you for joining me today. It's been a pleasure. Goodbye, everybody. Come again. See you now. Bye bye.     WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Hear how to answer the question: Why should your customers care? I always say, in my coaching or our leadership academies or my workshops, the more ideas you have, the more likely you will have big ones. And they come at the intersections. Big ideas are actually already in your head waiting for those a-ha moments where you might say, Wow, I'm onto something. My podcast guest today can help you do just that. Fran Biderman-Gross is going to help you see yourself through a fresh lens, feel differently about what you're doing and why, and think about how to make some changes. We know that change is painful and we don't always like it, but often it's necessary to get where we want to go. Listen, learn, and share. Watch and listen to our conversation here Key takeaways from today: Buyers are informed. They have access to information in record speed and record time. Informed buyers need a reason to believe. Then you must make the emotional connection to why your product matters to them. Today, purchases have to be meaningful. People crave emotional connection. It is no different with services and products. Consumers are demanding it. They are voting with their dollars and demanding it. Why is the world a better place with what you are offering your customers? You fundamentally must understand who your customers are and what they want, what matters to them. How to connect with Fran You can reach out to Fran on LinkedIn, Facebook, Instagram and her website Advantages.net. You can also email her at getnoticed@advantages.net. and check out her book: How to Lead a Values-Based Professional Services Firm: 3 Keys to Unlock Purpose and Profit Want a deeper dive into how to market for success? We recommend these as a starting point:  Mark Schaefer—Are You Ready For The Marketing Rebellion? Patrick Van Gorder—Ready For The Right Data-Driven Digital Marketing Strategy To Expand Your Business? Melissa Copeland—Want Your Business To Be Successful? Start With A Great Customer Experience Aviva Ajmera—First Get That Great Strategy. Then Tackle How To Get It Done! Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and Andi Simon, PhD Our website: Simon Associates Management Consultants Read the transcript of our podcast here  Andi Simon: Welcome to On the Brink With Andi Simon. Hi, I'm Andi Simon. I'm your podcast host, and as you know, my job is to help you see, feel and think in new ways. I go looking for interesting people who are going to help me do that. Today is a day when we're all on the brink. We don't know if we're going to soar or fall, but the ladder is there for us to climb. But sometimes we need new ideas. We need to fill our head. Remember, the more ideas you have, the more likely you will have big ones. And they come at the intersections. So as you listen to our podcast, things are going to come your way and you're going to say, That's a big idea. It's actually sitting in your head waiting for it to happen, but I'm happy to share. So I have a wonderful woman here today to help you do just that. She's going to help you see yourself through a fresh lens, feel differently about what you're doing and why, and think about how to make some changes because change is painful and we don't always like it. Fran Biderman-Gross is our guest today. A little bit about Fran. She is here smiling at you, and she is going to smile through her whole time together because she is just a very happy, wonderful woman with lots to share with you. Fran Biderman-Gross is the founder and CEO of Advantages, an award winning branding and marketing agency and among The Fortune 500 Best Places for Entrepreneurs. I'm going to let her tell you exactly what that is. The Advantages team leads clients on a journey of brand discovery that reveals personal and organizational purpose, values, and story. And Fran is just full of ideas for us today. She also is a podcast host for Drive Profit with Purpose, where she speaks with business leaders about the importance of purpose. And, you know, purpose-driven organizations are doing better than those without a purpose. And she's co-author of How to Lead a Values-Based Professional Services Firm: 3 Keys to Unlock Purpose and Profit, which I have a hunch is hers and could be yours. So this is a book focused on the leverage of three keys of purpose, values, and story so that you can grow and scale profitably and make a difference. Fran, thank you for joining me today. Fran Biderman-Gross: Thank you for having me today. What a meaningful intro. What a great way to set up somebody's mindset in how they should receive every single episode. I'm very grateful to be here. Thank you. Andi Simon: Well, and we are as well because your ideas are fresh. And I haven't had anyone who's a marketing maven in a long time and there's a push now to rethink what we do in the world of communications, storytelling, marketing, whatever those words now mean in a world where it's not a newspaper ad or even what do you do with a press release? It's really sort of like, what are we doing? But tell the listener about who is Fran. Let's really set the stage around your own journey because it sets the context for what you're doing and how you're helping your clients and your staff. Please, Fran. Fran Biderman-Gross: So what can I tell you that's interesting about Fran? I'm a very curious, purposeful, intentional, resourceful human who really loves people. I say that because it's true. While I can be labeled an eternal optimist, just ask my team, I'm always looking for the good in everything. Innately, I really appreciate when others are in that spotlight moment and they're shining, or they set a goal and they accomplish it. I'm really there with them, enjoying not only the journey, but reveling in the success of whatever that is. And while that might seem broad, I've definitely chosen my path in helping others really stand out and understand how they build emotional connections with the people who give them the most fulfillment. So, getting clear on what I call the three keys: your purpose, your values, and your story and the way that you tell it, and there's just so much that's so complicated when we talk about branding and marketing that I just wanted to make it simple but not easy. So it's simple to understand that the concept of a minimum viable brand is very much based on what you believe in, why you exist in the world, and how you bring that to the organization you lead. And if we could just get clear on that, it's simple, just not easy to articulate. It sets such a strong foundation for everything that you're going to do. So in terms of me, I'm just on this journey to help as many people as I can, which is really why the book came about. And, you know, I have a limited, finite amount of time and hours that I could teach a workshop, teach or speak or work with clients. So the book and the podcast are an extension of me having those great conversations so that people can further think about what their purpose, value, and story are, what their three keys are, and how to have tips and tricks to apply it to unravel this mystery of marketing. And what is branding and why is it important? And all of those complicated questions. Andi Simon: The question: you didn't just jump in and know those things. Were there some catalytic moments that took what you were doing and gave it in moments? Well, when you go whoosh and you go, that's what it's about. Is there something you might be able to share? Fran Biderman-Gross: I think there's a couple of light bulb moments, if you will. I think the first time I met Simon Sinek was back in 2004, when he had just discovered the Golden Circle, maybe it was 2003. He had spoken to the entrepreneurs' organization we were at, a little marketing gathering, talking to strategists, colleagues, if you will. And I was really intrigued. And they had asked us to bring some of our best design work, and I did, and I got there early and I placed it on the corner of the table. I was hoping I would stand out and get his attention. Everybody always likes to be called out by the teacher and given some accolades. Who would ever not want that? And I placed this incredibly, very proud, designed piece of collateral on the corner of the table. And wouldn't you know, it caught his eye and he lifted it up in the middle of his chat and he said, This is beautifully designed and it's great quality, and it looks like everybody else and it sounds like everybody else. And I'm like, how do I leave? You just embarrassed me in front of about 80 to 100 people. I'm like the Marketing Maven in there. I'm like the printing princess, the girl who gets everybody noticed. And my stuff is like everybody else, does he know me? So at first I was embarrassed and sunk in my chair. I literally sunk in my chair and I wanted to leave, but I resisted that urge. It desperately took every ounce of fight in me to do that. I waited in line to kind of really unpack what he meant, because I really needed to get over myself and try to learn from something. And then he just set me off on a path of, this is beautifully designed, but how does it speak to me and how does it create a connection versus what you're selling and what you're advertising on this piece? And how do I actually use it as a tool to build, to create, to activate curiosity or to spark a connection in that way? And that set off a very deep relationship for a very long time, although I dug my heels in and didn't want to join.  But I really wanted to further develop the concept of understanding how we start with Why. Hence we got the three keys, which became the technique and the approach that we approach every person, whether you're a solopreneur, to do personal branding and take that into an organization. And how do I work in an M&A structure and how do I bring people together and how do I help serial entrepreneurs own multiple businesses because they really have one vision in multiple missions. And how does that stack, how do they shift their story point, as I would describe it, to serve them, whether they're in front of you VC raising money or fundraising in a nonprofit or looking for more customers to get into the funnel or further down the funnel. And it has really become evident that many may not disagree and many, I hope, don't. I don't know what I just said, but I hope they don't disagree. And I'm happy to welcome the conversations if they do. But people innately develop relationships with people they like, they trust, and have a connection with somewhere, and they feel it. And that's a biological thing. And how do we resolve that? And that has really been my quest: to resolve how your brain thinks but can't speak, and help you give it the word so it validates the feeling. And to me, that's marketing and branding all in one. And that's the job I have to do so that we build relationships with different nonprofits, with our donors, with our volunteers, with the people we serve from professional services or products and goods. So the level of the cost of the sale might influence if it's a bigger ticket. We have to think more. If it's a smaller ticket, we think less. But we build relationships with brands who stand for something that somehow are relatable to us. And even if we don't stop to think about it, when you do, you'll realize that you're developing a fan, a brand fan, as I would say, or an advocate for certain brands because of not only the product, but why they exist in the world where it is sometimes a little hard to find that connection. Andi Simon: It is interesting as I work with organizations, so we're corporate anthropologists, as I often share a little bit during our podcast, and we specialize in helping organizations change. Sometimes they want to and sometimes they hate to because the brain hates to change. It has an idea and a story in it, and that story is your illusion of everyday life. And you get up every day and you live that story whether it's true or not. There's no truth. What's interesting in what you're saying is that you then also surround yourself with things. And those things are a reflection of that illusionary story about who you are. You're always the hero in your story. You're always successful in the story. The problem is, there are always others outside of you, and whether it's you alone, or you as part of a club or a group, humans are herd animals and we like to belong. So with humans, you've got this wonderful opportunity to help them feel better, make their story stronger, especially in times that are fast changing. I don't know how many people have said, “I'll never use AI.” I said, “Well, it's already all over you, you know? You can't do anything without it.” “Quite frankly, I'll never use ChatGPT.” I love ChatGPT, but why do you deny the future? Because it is all around you. It's just not widely distributed yet. And that's asking people to help us rethink the work we're doing with our products and services. And I'm going to let you talk a little bit about how you now help companies and their products and services to rethink their purpose, maybe to retain their values and also to begin to think about that story and storytelling when the world that they're talking to is so fragmented. There are 250 million people with 250 million stories and channels to articulate on. And I don't know whether TikTok is good or not, but as my book came out, somebody I knew said, are you going to be on TikTok? There are as many people creating on TikTok as there are watching it. The world is wild, my friend. How do you help them go through the changes? Maybe there's a case study you can share, or if not, just help the audience think through the new because it's ready, willing and able to help you transform what you're doing for a new world. Your thoughts? Fran Biderman-Gross: So that is a jam-packed question. Andi Simon: Deliberately, I know. Fran Biderman-Gross: And a good one. The way that I'm going to begin to shape that answer is that in 2024, what you knew before doesn't really apply. But here's a lesson that I can say. Well, first let me explain what I mean. Buyers are informed. They have access to information in record speed and record time that we cannot argue, arguably the fastest, and will continue to get faster as we choose how we consume our media or our information. So I'm just going to use information for now, because there's a lot of things that we want to know on a daily basis, starting with the weather and the top news and what's going on with our clients. And we want bytes of information. So the buyers are informed. They have access to data and facts with a click of an Enter button. You ask a question and you will get an answer. Might not be accurate, but that doesn't matter. We won't debate that, but they have access to information, so there's no more dog and pony show. The dog and pony show is, Here I am. I can't beat my chest and go, “I'm louder and better stand out.” It has to be authentically who you are and why you exist. Why? Because in the last 15 years, I've had the honor of working and taking over my co-author's lifelong work that we had started working on together. I have literally proven that people are the complete reason why businesses who merge succeed. I digress back to the question. Informed buyers need a reason to believe. They need to make them. When they have that reason to believe, they then must make the emotional connection to why it matters to them. This is a fundamental change in the way that we communicate and are raising our children to communicate. It has to be meaningful. We used to talk about buying stuff, and I'll use this as a little bit of a team and family, you know, share. We used to buy things for each other and now we've learned, come the holidays and birthdays and celebratory days, it's not the stuff, it's the time and experience. They want to share things. They want to create memories to do things. Matter of fact, just before this, you were talking about the two weeks that you and your family secretly at the end of June get together. People crave emotional connection. It is no different with services and products. That's right. And they are demanding it. They are voting with their dollars and demanding it. So who's telling a better story? But it's not the better story, it's the meaningful story. How you uncover why you do what you do, why the world is a better place with your organization, is vital to communicate, to be able to attract the buyer the way the buyers buy. They demand to make an emotional connection even if they don't say it. They vote with their dollars. And if you really got into a focus group with them and trust me, we have done many, many of these, especially in the last couple of years, you really get the insights of the culmination of data that I'm telling you. People are buying emotionally, they are emotionally triggered. And the brands who are acting out and taking a stand… You've seen them. You've seen these examples. You've seen it with Nike. You have seen it with Ben and Jerry's, with our ice cream. And you have seen these organizations take a stand and you've seen good PR and bad PR and you've seen outrage and you've seen validation because there's something for everyone. There isn't just one thing for everyone. So how do you, audience members or listener, differentiate yourself in that way? Simple. Not easy. But here's the one thing that I can tell. You can't skip a step. Because when you skip a step, it doesn't work. We have learned time and time again, with client after client, when we rush through building a foundational brand. I'll just leave it as, when we skip the foundational steps, we miss something. We miss the opportunity to connect with the buyer. We miss the opportunity to understand the buyer. We miss the opportunity to understand where the buyer is, what the buyer is searching for. So we talk about marketing and attracting these things. But at the same time, let's put that all aside. We need to understand who you are and what they want, what matters to them. If you build your journey and you skip a step and you're missing information, it is just another reason for them to leave the funnel and not to go further. You know, I personally would rather attract, let's just say I was looking for an applicant. I had a new job position. I personally would much prefer, matter of fact, this was another moment. It's funny where my mind went here. I was at a networking event and it was all about recruitment and retention. This was a big hot button. How do we do that? Well, they opened this roundtable discussion and they're like, oh, well, our advertisement attracted 85 qualified people. But we got like 300 resumes. And when it got to my turn, I said, Who has time to look at 85 resumes? I'm hoping that only 12 people apply so that I can get further, deeper down into whether you are a good fit. Are you in the right place in your life, career, journey to be in this company, in this position, in this culture? Will you affect positive change? And that spun the conversation in a completely different way. Wait a minute, how do you just get 12 applicants? Then I went through the, Hey, it's dating. I'm not trying to sell you who we are, I'm actually trying to figure out who you are. And are you at the right stage with the right skills and the balance to fit this nucleus of an agency, of a family that we are. And are you the right fit? We can always train for skill, but at the same time, they need certain levels of skills, sometimes more advanced skills. And we just got into a whole discussion of, This is broken: writing an advertisement to sell your position is broken. And you know what? You're seeing it. Look what's going on with talent in the last three years. I mean, in my industry, the senior talent is either being laid off or exiting because they choose not to have a life like that anymore. They want remote work. They want freedom and flexibility. They want to affect positive change, not the way we did before. Work has changed, buyers have changed. Recruiting has changed. Is it a good fit? Are you at the right place in your career for this juncture? And it's just unbelievable. Andi Simon: I didn't mean to interrupt you. I want to follow your thoughts. As our listeners are thinking about their own, both their own journeys as well as those of their business and the products they're selling, I'd like to create a metaphor here, because what you're saying is that the people who work inside and the people who are our clients and their clients are really in a system, an ecosystem, and your staff can only do good jobs if the folks who you're working with align with the basic three value, you know, purpose, values, and story approach you have. But their clients have to be in alignment as well. So there's a long alignment thought, a visual, in my head. They often say that the words we use create the worlds that we live in. Humans are meaning makers. And so you're sharing with the audience the meaning that you give to both work and to the work you do in a very interesting and important way. It's not a job; you're part of this whole process that's aligning with the folks who we serve, to align with their folks. The thing that I'd like you to reflect on a little bit is, how do your clients get to know their clients better, whether it's a customer, if it's B2B, how do they serve them better? I've done enough focus groups in my life to never really want to do another one, but I'm an anthropologist and I love to observe and hang out and say, what do you do? My job is to listen to the conversations without judging them, and also without asking the people who are conversing, What does this really mean without listening to the stories they tell? Storytelling is actually the very best way to capture the reality that they're living. But how do you help your clients and your team better understand this changing world of buyers out there, and the channels with which they find solutions to whatever that problem is? Is that too big a question again, or is that something. Fran Biderman-Gross: It actually isn't. I start with, you can't skip a step. Everybody has the courage to take a step back and look at the journey. It starts with insight because ultimately, what matters to our clients is that we understand their clients. Agreed? Andi Simon: Agreed. Fran Biderman-Gross: Great. So I've got two sets of clients I'm serving. I can't serve one without the other. And in almost every case, almost every case, when clients come to us, they think they understand their clients. And we go through a process. To get to the right. I'm not saying they're wrong. I'm just saying we don't have the data to understand whether that is proof positive or reactive. That points me on the right journey when I think about the age old questions of, how do I hire an agency? Why do I need an agency? I start with helping me understand your business and where is it going? Because you're clear, your business objective dictates the marketing strategy and then resulting in the tactics we take. So when you think about what that is, I can't skip the brand component because it starts with who are you? What do you stand for? Why do you exist? How is the world with a better place with you in it? And at the other end of that is, why should my customers care? Give me a reason to believe or I go somewhere else.  And there's a lot of space between my hands right now. And if I had a bigger screen, I would give you more space. But you have to really not skip a step. So you have to get clear here. First, phase one: discovery, understanding your position and all the things I just listed. We could talk about the three keys. That is what I call the minimum viable brand. I like MVP things. Products and brands. So I've taken that and said, how can we make this affordable because everybody listening is going oh, redoing a brand. It takes six months and tons of money and six figures and I'm like, no it doesn't. No it doesn't. It doesn't. We've created a process inside of about 10 to 12 weeks, maybe slightly longer depending on scheduling. We can rectify this. We don't necessarily have to just create a gap analysis. We can actually create the analysis and fix things. So we actually have an actionable place to start. So in that discovery, of course, we're going to do all the things that you think about, right? The competitive analysis is aspirational, actually. What do my customers really want? What do I stand for? That gives me insights into what I call a brand foundation with your MVP. And the way I describe it is, like your brand is built on two layers. First the verbal, we get the verbal right? We can go to the visual and we can create translation so that the brain understands that there is a connection between them, the visual and the verbal. And then we put a good layer in there called a brand idea. What's the big idea or the zip code as we call it? What does that mean? That's how I begin to make a connection and start to put that in the world. And we go to unlock the second phase, usually three, sometimes four months, could be six if we need more data. It's always about data. Take about a couple of weeks to get whatever the campaign is up and running in real time. I don't have to do massive, big focus groups that take a long time anymore. I can just literally go into the market and start to see how people react to messaging. Andi Simon: That's true. Fran Biderman-Gross: In fact, I can even add a step. And do you know, I could probably spend three weeks doing message testing, literally message testing. If you are this type of demographic, how do you react to these things? And we can learn before we actually go to market. So three months is not a long time when you think of the longevity of your organization. Don't you want to get an audience message, audience message fit? Then you've got a strong brand that people are reacting to that have the criteria of your clients or like your clients. So then when you go into the market, you can begin to go, oh, can I talk to you, to my funnel? Can I direct you to my funnel? How do we nurture you? Where do sales come in? Everybody gets on the phone and goes, could you take over my LinkedIn? I need to get sales there. Could you help me explore TikTok because that's where I could sell direct now. And that's not the answer. The answer is, let's help me understand your business. The tactical solution has to be a result of a strategic decision that will then add value to the business. Andi Simon: You know, I always watch our time because a half hour or so is good for our listeners, but I don't want to cut us off yet. I have a couple of things to add to your wonderful understanding of how to build a business in this modern world that we're in. We were HubSpot partners for a number of years, and we really do love inbound marketing, and inbound marketing makes the assumption that it is less about what you're pushing out and a lot about what people are searching for. Google has created a whole new marketplace, and it isn't putting it on a shelf in a store. It's more, what are the words you're using to find a solution to something, to a problem. We come up on the first page of Google, thank you very much, because of the content marketing of a corporate anthropologist, a Blue Ocean Strategy expert. I can't compete with the book, but I can be an expert. I can do culture change in New York. I can do all kinds of words that get people to come and hire us, or at least find us and want to know more about us. That is a very neat way of understanding that. But it's going to go even faster and farther because the content is going to have to be relevant and change. And it isn't the channel of LinkedIn or Facebook or the website. I still like the website, I like the others, but I really love what search can do for you., but it means that we have to go backwards, outside in, instead of just inside out. Your thoughts, Fran. Fran Biderman-Gross: You need data to do that, right? The proof is in the data because design is always subjective. And what has happened today, again my opinion, people can disagree. Andi Simon: I agree, but they can disagree. Fran Biderman-Gross: Yeah, agencies are so fragmented and specialized that if you know you are searching for just a Google AdWords specialist, you should hire them. But what are you giving them to work on? Is that proven in a data point? Otherwise you are chasing an unproven theory. Andi Simon: Yeah. Fran Biderman-Gross: And yes, I caution the audience, listeners out there who have several different agencies who are employed right now and probably doing great work. The question is, is it the best work? Is it the work that actually is strategically tied to adding value to the company? I feel like I spend a lot of time talking about this because many don't realize how much is buried in a marketing budget that's actually allocated across a channel. That shouldn't necessarily be. And some things should be. So like, right-sizing all of that and then trying to understand the return on investment. I think this is really the bug for me. When you look at very large agencies and very large companies, they have spreadsheet after spreadsheet and depth and depth and depth. They understand their acquisition costs, their lead generation costs. They understand all of these things. And it's a behemoth of effort to put together, to be able to actually get that. But I really believe that small- to medium-sized companies deserve to do marketing right. And that's the agency model that I have brought to this market for those who understand and want to do strategic marketing. I have an all-in-one solution. So there's no finger pointing. We didn't get the return. Why? Oh, the odd word guy. Oh the content person. Oh, this. Oh, that. It's not that. We have to put it all together under the umbrella and under that you start with the business objective, the marketing strategic plan with the tactical execution. If that execution on that budget doesn't add value, you shouldn't do it, myself included. You shouldn't do it. Hope I answered the question. I got off on a tangent, but there's so much wrong with things today. And we think, as business owners, myself included, we think we're experts at everything and we're not. Everything is so much more confusing these days. Andi Simon: But let's pause because I would rather us pause here, perhaps have you come back in a short time and take the conversation to the next stage, because I think that the times are fast changing. I was reading about Lenovo putting AI into their PCs to better know you, so that they can manage your virtual assistant and know when your calendar is. It would say, “Good morning, it's time for you to get up, and these are the three things you're going to do today.” Oh my goodness. I do think, though, that the listeners as well as us who are in the industry of helping, you're helping companies develop their business, build them, build your staff, so they have purpose. It is not inconsequential. It is very meaningful. And humans are meaning makers. We decide with our eyes and our heart, not our head. The head sort of justifies it. When you understand the human being, then all of what Fran has been saying today takes on a, What do you do with it? You know, I get it. I understand humans. Now, what do I do to build a business that will thrive in fast changing times? And I'll tell you, it's a good time to pause, step back and think about that question. What is it you are doing? Is it more of the same? Maybe cheaper? Are you beginning to really understand the data about your clients and your customers and where they're going? I find this all the time that my first book, On the Brink: A Fresh Lens to Take Your Business to New Heights, about which this podcast was named, was about seven of our clients who had gotten stuck or stalled, and they didn't see what was right in front of them. And I must tell you, whether it's a focus group or it's an anthropologist, it's a mindset on the client side to say, oh, that's what you're seeing. Because if they don't see it, it has no meaning at all. I can't tell you how many times I bring back what I saw. And they say, well, that's not true. I said, okay, come look with me. And then they go and they hang out and they listen and they say, oh, that's what you heard. I said, yes, but that's what they're saying. And so it's a time to rethink how you think about your business and how you're running it. And Fran is giving you some really good insights today. Why don't you tell a little bit more about the Advantages company so that we don't leave the audience thinking, oh, how do I find her? And what do I do if I need her? Tell me about your company. Fran Biderman-Gross: Absolutely. I'd be happy to: Advantages.net is how you can find us. I'll throw that into the chat. And we are a purpose-driven agency that does marketing so that you can focus on the things that you are meant to focus on. What does that mean? It means that we're an agency, a strategic-driven agency that has all the capability or a hybrid of capability to work with the vendors. You have to ensure that we bring value to the budget that is spent, so that is meaningful to the business. Now, technically we're strategists. We're designers or writers. We're directors. And everything in between. So that what you see on the inside matches what you see on the outside. Andi Simon: But your purpose is how to assemble those tactical and practical things into a strategy to help our clients. These are the same words that we use: see, feel and think in new ways so they can grow. And I think it is very exciting to share what you do and how you do it, because it is a way of lifting us up off the brink. If you want to soar, then maybe you need to rethink the way you're telling your story, even what it is, and how you're beginning to push it out. So let's wrap up. Fran's information will be, of course, on the podcast blog that we put on SimonAssociates.net. You can find it there and we push it out when it comes out. But it's been an absolute pleasure to have an opportunity to share with you what Fran Biderman-Gross does and what advantages her company can offer if you're thinking about how to rethink your own company and where it's going and how to get there. I'm going to wrap with a little push on my new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. It's a great book. It's got 500+ wisdoms of 102 women, each of whom wants to elevate and celebrate women in business. And what's so exciting about it is that people turn a page and change their lives. And I know that sounds interesting, but we actually had a woman write about it on LinkedIn: “I was starting 2024 and I was reading the book, and it inspired me to rethink my year.” And I had a client who was a wonderful client, and she had yellow marked the whole book, and she said, “Wow, I'm going to change the way I'm running my business.” How can a book do that? Simple and easy. It's a wonderful way to do it. You can find Women Mean Business on Amazon or Barnes and Noble or your local bookseller. And don't forget to look at the website WomenMeanBusinessBook.Com to tell you more about the authors, the origin of the book, the 500 wisdoms, and the 102 wonderful people inside. So thank you, Fran, for being with us today. It's been a pleasure. Thank you, all of you who come and send us great ideas and bring us wonderful people to share and share the website and the podcast so we can all share our wisdom. We love to help others grow. Bye bye now. Have a wonderful day. Remember my wisdom: Take your observations, turn them into innovations, and boy what you can see. Bye bye now.     WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Discover the leadership secrets that can transform your career as we chat with William Vanderbloemen, CEO and leadership sage, who reveals the twelve habits that set extraordinary leaders apart. Vanderbloemen's insights, drawn from his book "Be the Unicorn," are based on 30,000 interviews by his firm, pinpointing the power of authenticity and the simple, yet profound, art of human interaction. Prepare to be enlightened by the surprising teachability of skills that are redefining success in the post-pandemic business world, where being genuine and responsive are not just preferred but essential.In our discussion with William, we also delve into the game-changing impact that the right hires have on an organization's trajectory. Whether it's tailoring interview processes to uncover those rare 'unicorn' candidates or utilizing innovative tools to evaluate key traits, this episode is packed with actionable strategies. From the boardroom to your personal career growth, the wisdom shared here holds the key to unlocking a higher level of leadership and influence. Join us, and you might just find the blueprint to elevate your team and your own professional path to the realm of the unicorns.Listen and subscribe on Apple Podcasts, Spotify, Google Podcasts, and Stitcher. Website | Facebook | Twitter | Instagram | LinkedIn About Business Owners Radio: Business Owners Radio is a podcast that brings you insights, inspiration, and actionable advice from successful entrepreneurs and business experts. Hosted by Shye Gilad and Craig Moen, our show aims to help you grow your business and achieve your goals. Join us every week for new episodes packed with valuable tips and resources. Sponsorships: Are you interested in sponsoring an episode of Business Owners Radio? Reach out to us at email to discuss advertising opportunities.