Podcasts about guardian life insurance

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This week on the Balanced Warrior Podcast, we have an exceptional guest, Jerry Tavella, discussing the importance of replicable systems.  Jerry is a managing partner in Prosperian Wealth and a partner in Strategies for Wealth, the largest agency in the Guardian Life Insurance network located in Westchester, NY, and New York City. First as an advisor and now as a general agent, Jerry has cultivated a tremendous team, and continues to roll out top leaders in the industry.  He is a dedicated father, loving husband, and committed leader who has truly experienced multi-dimensional success and is now sharing his success strategies with all of you.  So get your pen and paper ready, and get ready to listen and write how to build a successful duplicatable and replicable business so you, too, can experience multi-dimensional success. Success is built on a duplicatable process, including a protege and a mentor. The protege must have a clear and concise growth plan and a clear progression from entry-level to partner. A protege model is a mutual relationship between the protege and the mentor. The protege model should be highly regarded as a paid graduate program. The protege model allows time expanse to free the junior and senior advisors to delegate and focus on higher-level tasks and projects. Be patient and don't rush the process, and allow the process to do its job so the quality of the team remains high. Create compensation based on the mentor's successes, so they can experience and see their potential. No better investment than an investment in good people. “When you invest in people, success is exponential.” Keep a steady proactive training program for the proteges. If you want to learn about what Jerry does, a possible career opportunity, and the ability to impact countless lives, you could contact Jerry at jtavella@prosperianwealth.com. If you enjoyed this podcast, please don't be shy and share it with anyone who would benefit from its content.  Visit empoweredmastery.com for more information, or contact us at info@empoweredmastery.com should you have any questions about Balanced Warrior and Empowered Mastery.

This week on the Balanced Warrior Podcast, we have an exceptional guest, Jerry Tavella, discussing the importance of replicable systems.  Jerry is a managing partner in Prosperian Wealth and a partner in Strategies for Wealth, the largest agency in the Guardian Life Insurance network located in Westchester, NY, and New York City. First as an advisor and now as a general agent, Jerry has cultivated a tremendous team and continues to roll out top leaders in the industry.  He is a dedicated father, loving husband, and committed leader who has truly experienced multi-dimensional success and is now sharing his success strategies with all of you.  So get your pen and paper ready, and get ready to listen and write how to build a successful duplicatable and replicable business so you, too, can experience multi-dimensional success. Success is built on a duplicatable process, including a protege and a mentor. The protege must have a clear and concise growth plan and a clear progression from entry-level to partner. A protege model is a mutual relationship between the protege and the mentor. The protege model should be highly regarded as a paid graduate program. The protege model allows time expanse to free the junior and senior advisors to delegate and focus on higher-level tasks and projects. Be patient and don't rush the process, and allow the process to do its job so the quality of the team remains high. Create compensation based on the mentor's successes, so they can experience and see their potential. No better investment than an investment in good people. “When you invest in people, success is exponential.” Keep a steady proactive training program for the proteges. If you want to learn about what Jerry does, a possible career opportunity, and the ability to impact countless lives, you could contact Jerry at jtavella@prosperianwealth.com. If you enjoyed this podcast, please don't be shy and share it with anyone who would benefit from its content.  Visit empoweredmastery.com for more information, or contact us at info@empoweredmastery.com should you have any questions about Balanced Warrior and Empowered Mastery.

Mark Harris went from selling books door-to-door in 1994 to one of the most effective rainmakers at Guardian Life Insurance and he shares the exact framework he used to become great at business development. Learn about the difference between following up on a work level versus an emotional level and why an emotional connection always wins, how to create small wins every single day that snowball into big accomplishments, and why doing business development right leads to happiness and long-term success.   Mo asks Mark Harris: Tell me a story of when you realized that you needed to focus on business development. Mark takes us back to the summer of 1994 when he took on a job selling books door-to-door, a path that some of the most successful rainmakers have followed. It started off as a way to make more money than working at the local McDonald's but it became a skill that Mark learned he could get better at. All skills are both learned and earned. Mark was initially not good at sales at all and after 12 hours of hearing no, he decided to flip his approach and try to make a connection with the person first. He also learned that he needed to create little wins throughout the day to manage his energy and motivation. The steps to a purchase are the same no matter what you're selling. Connect with the person first and find out if you can solve their needs. Mark also learned how to deal with his emotions at that time, and when he figured out how to do that he became a lot more relatable and fun to be around. That whole first summer was all about being more relatable to people immediately after meeting them. After a couple sales, Mark figured out what he was really providing people with, and it wasn't a book. When he took the focus off the money and made it about helping the other person, the sale became much easier. By breaking the process into each individual piece, Mark created a series of small wins that were under his control. Even a rejection can be a learning experience. When you put yourself outside your comfort zone, you become more capable emotionally of handling the experience and more likely to overcome the next hurdle, and every hurdle you jump builds your confidence. Think about what you can do every single day to get you closer to your ultimate win. You don't know when your next sale is going to happen, but if you can focus on what you can control it will happen.   Mo asks Mark Harris: What is your personal definition of business development? Business development means something different to everybody. For Mark, it's all about helping people understand what their needs are (teaching) and then once you find that out it's helping them find the solution they need. Mark focuses on one phrase when going into the first meeting with someone, specifically being “humbly curious”. He's simply looking to understand what motivates someone and where they are coming from, and what's going to help them. Nobody wants to be sold, but everybody likes to buy, especially from people they like. Focusing on the sale is a short-term strategy. Sometimes the right thing is to not sell something. If things aren't a good fit now but might be later, being upfront and telling the prospect the truth is how you can build trust and empathy and secure a valuable long-term relationship. Ask as many questions as you can. When you can train your mind to ask questions and be humbly curious, the world is your oyster and you can bring value to that organization at all times.   Mo asks Mark Harris: What is your favorite science, step, or story when it comes to the GrowBIG Training or the Snowball System? Without a doubt, the four brain quadrants are the key to connecting to almost anyone. Mark taught his daughter how to pinpoint the four quadrants within the family and use it immediately to connect with each person. Out in the marketplace, you're going to encounter all four different colors. When Mark speaks to a broker that's in the yellow quadrant, it's easy to tailor the conversation to speak their language. Putting the framework into practice makes getting the next step easy and natural. Asking people how to help them simply elicits a better response. Any decision maker you speak to has goals so get comfortable asking people those questions. Being open-ended and flexible gets people thinking about where they want to be, and that often leads to the other person starting to sell you on helping them. If you can follow up on a personal level, you are creating a friend and a relationship for the long-term. When you win on the emotional side, it pays dividends on the work side for eternity. Once you put yourself out there and see the success of the emotional wins, it makes it much easier to keep doing it in the future.   Mo asks Mark Harris: Tell me of a business development story that you are particularly proud of. Mark typically works with brokers or consultants, and they typically shop the market as part of their offer. One of Mark's work friends went out on his own to start his own business and reached out to him to talk about what Mark could do to help. When Mark sat down with him, he started off by asking questions about the future of the business and where the other person saw things going. Mark ended the initial conversation by actually recommending he talk to Mark's competitors! By starting the conversation off from a teaching and helping perspective, Mark helped him create an efficient business that now sells only Guardian insurance. You can always help someone accomplish their goals, and if that's your framework you will always be able to help someone. If you truly understand how to help someone and approach them from that aspect, you're not selling them. When you help them, they want to buy. Mark is most proud of having the integrity and courage to recommend the other person look elsewhere. Turning down a possible sale is hard, but being willing to make that decision when it was right for the client showed them that Mark cared and ultimately created the foundation for a genuine relationship. People who make more relationships are also generally happier, and that's one of the best aspects of business development.   Mo asks Mark Harris: If you could record a message around business development for your younger self, what would it say? The first thing Mark would say is that business development is a marathon, not a sprint. The second thing is that the role is a learned skill. People are not born great sales, it's something you can learn and master. The third thing is to help others when you can. You'll be happier helping others with their success than you will ever be with your own success. When people first get into sales they often sprint towards their first sale, but when they do that they forget about the long-term marathon of relationship building. When you build relationships on that level, the tiny sprints toward each sale become easier over time. Sales didn't come naturally to Mark, but when he realized that he was getting better each day that became a big motivation and opened the door to becoming excellent at it. Helping others when you can helps you be happier, which cycles back to building trust and reinforces the first three lessons.     Mentioned in this Episode: GrowBIGPlaybook.com Mark_C_Harris@glic.com linkedin.com/in/mark-harris-9ba1b53

Mark Harris went from selling books door-to-door in 1994 to one of the most effective rainmakers at Guardian Life Insurance and he shares the exact framework he used to become great at business development. Learn about the difference between following up on a work level versus an emotional level and why an emotional connection always wins, how to create small wins every single day that snowball into big accomplishments, and why doing business development right leads to happiness and long-term success.   Mo asks Mark Harris: Tell me a story of when you realized that you needed to focus on business development. Mark takes us back to the summer of 1994 when he took on a job selling books door-to-door, a path that some of the most successful rainmakers have followed. It started off as a way to make more money than working at the local McDonald's but it became a skill that Mark learned he could get better at. All skills are both learned and earned. Mark was initially not good at sales at all and after 12 hours of hearing no, he decided to flip his approach and try to make a connection with the person first. He also learned that he needed to create little wins throughout the day to manage his energy and motivation. The steps to a purchase are the same no matter what you're selling. Connect with the person first and find out if you can solve their needs. Mark also learned how to deal with his emotions at that time, and when he figured out how to do that he became a lot more relatable and fun to be around. That whole first summer was all about being more relatable to people immediately after meeting them. After a couple sales, Mark figured out what he was really providing people with, and it wasn't a book. When he took the focus off the money and made it about helping the other person, the sale became much easier. By breaking the process into each individual piece, Mark created a series of small wins that were under his control. Even a rejection can be a learning experience. When you put yourself outside your comfort zone, you become more capable emotionally of handling the experience and more likely to overcome the next hurdle, and every hurdle you jump builds your confidence. Think about what you can do every single day to get you closer to your ultimate win. You don't know when your next sale is going to happen, but if you can focus on what you can control it will happen.   Mo asks Mark Harris: What is your personal definition of business development? Business development means something different to everybody. For Mark, it's all about helping people understand what their needs are (teaching) and then once you find that out it's helping them find the solution they need. Mark focuses on one phrase when going into the first meeting with someone, specifically being “humbly curious”. He's simply looking to understand what motivates someone and where they are coming from, and what's going to help them. Nobody wants to be sold, but everybody likes to buy, especially from people they like. Focusing on the sale is a short-term strategy. Sometimes the right thing is to not sell something. If things aren't a good fit now but might be later, being upfront and telling the prospect the truth is how you can build trust and empathy and secure a valuable long-term relationship. Ask as many questions as you can. When you can train your mind to ask questions and be humbly curious, the world is your oyster and you can bring value to that organization at all times.   Mo asks Mark Harris: What is your favorite science, step, or story when it comes to the GrowBIG Training or the Snowball System? Without a doubt, the four brain quadrants are the key to connecting to almost anyone. Mark taught his daughter how to pinpoint the four quadrants within the family and use it immediately to connect with each person. Out in the marketplace, you're going to encounter all four different colors. When Mark speaks to a broker that's in the yellow quadrant, it's easy to tailor the conversation to speak their language. Putting the framework into practice makes getting the next step easy and natural. Asking people how to help them simply elicits a better response. Any decision maker you speak to has goals so get comfortable asking people those questions. Being open-ended and flexible gets people thinking about where they want to be, and that often leads to the other person starting to sell you on helping them. If you can follow up on a personal level, you are creating a friend and a relationship for the long-term. When you win on the emotional side, it pays dividends on the work side for eternity. Once you put yourself out there and see the success of the emotional wins, it makes it much easier to keep doing it in the future.   Mo asks Mark Harris: Tell me of a business development story that you are particularly proud of. Mark typically works with brokers or consultants, and they typically shop the market as part of their offer. One of Mark's work friends went out on his own to start his own business and reached out to him to talk about what Mark could do to help. When Mark sat down with him, he started off by asking questions about the future of the business and where the other person saw things going. Mark ended the initial conversation by actually recommending he talk to Mark's competitors! By starting the conversation off from a teaching and helping perspective, Mark helped him create an efficient business that now sells only Guardian insurance. You can always help someone accomplish their goals, and if that's your framework you will always be able to help someone. If you truly understand how to help someone and approach them from that aspect, you're not selling them. When you help them, they want to buy. Mark is most proud of having the integrity and courage to recommend the other person look elsewhere. Turning down a possible sale is hard, but being willing to make that decision when it was right for the client showed them that Mark cared and ultimately created the foundation for a genuine relationship. People who make more relationships are also generally happier, and that's one of the best aspects of business development.   Mo asks Mark Harris: If you could record a message around business development for your younger self, what would it say? The first thing Mark would say is that business development is a marathon, not a sprint. The second thing is that the role is a learned skill. People are not born great sales, it's something you can learn and master. The third thing is to help others when you can. You'll be happier helping others with their success than you will ever be with your own success. When people first get into sales they often sprint towards their first sale, but when they do that they forget about the long-term marathon of relationship building. When you build relationships on that level, the tiny sprints toward each sale become easier over time. Sales didn't come naturally to Mark, but when he realized that he was getting better each day that became a big motivation and opened the door to becoming excellent at it. Helping others when you can helps you be happier, which cycles back to building trust and reinforces the first three lessons.     Mentioned in this Episode: GrowBIGPlaybook.com Mark_C_Harris@glic.com linkedin.com/in/mark-harris-9ba1b53

Mark Harris went from selling books door-to-door in 1994 to one of the most effective rainmakers at Guardian Life Insurance and he shares the exact framework he used to become great at business development. Learn about the difference between following up on a work level versus an emotional level and why an emotional connection always wins, how to create small wins every single day that snowball into big accomplishments, and why doing business development right leads to happiness and long-term success.   Mo asks Mark Harris: Tell me a story of when you realized that you needed to focus on business development. Mark takes us back to the summer of 1994 when he took on a job selling books door-to-door, a path that some of the most successful rainmakers have followed. It started off as a way to make more money than working at the local McDonald's but it became a skill that Mark learned he could get better at. All skills are both learned and earned. Mark was initially not good at sales at all and after 12 hours of hearing no, he decided to flip his approach and try to make a connection with the person first. He also learned that he needed to create little wins throughout the day to manage his energy and motivation. The steps to a purchase are the same no matter what you're selling. Connect with the person first and find out if you can solve their needs. Mark also learned how to deal with his emotions at that time, and when he figured out how to do that he became a lot more relatable and fun to be around. That whole first summer was all about being more relatable to people immediately after meeting them. After a couple sales, Mark figured out what he was really providing people with, and it wasn't a book. When he took the focus off the money and made it about helping the other person, the sale became much easier. By breaking the process into each individual piece, Mark created a series of small wins that were under his control. Even a rejection can be a learning experience. When you put yourself outside your comfort zone, you become more capable emotionally of handling the experience and more likely to overcome the next hurdle, and every hurdle you jump builds your confidence. Think about what you can do every single day to get you closer to your ultimate win. You don't know when your next sale is going to happen, but if you can focus on what you can control it will happen.   Mo asks Mark Harris: What is your personal definition of business development? Business development means something different to everybody. For Mark, it's all about helping people understand what their needs are (teaching) and then once you find that out it's helping them find the solution they need. Mark focuses on one phrase when going into the first meeting with someone, specifically being “humbly curious”. He's simply looking to understand what motivates someone and where they are coming from, and what's going to help them. Nobody wants to be sold, but everybody likes to buy, especially from people they like. Focusing on the sale is a short-term strategy. Sometimes the right thing is to not sell something. If things aren't a good fit now but might be later, being upfront and telling the prospect the truth is how you can build trust and empathy and secure a valuable long-term relationship. Ask as many questions as you can. When you can train your mind to ask questions and be humbly curious, the world is your oyster and you can bring value to that organization at all times.   Mo asks Mark Harris: What is your favorite science, step, or story when it comes to the GrowBIG Training or the Snowball System? Without a doubt, the four brain quadrants are the key to connecting to almost anyone. Mark taught his daughter how to pinpoint the four quadrants within the family and use it immediately to connect with each person. Out in the marketplace, you're going to encounter all four different colors. When Mark speaks to a broker that's in the yellow quadrant, it's easy to tailor the conversation to speak their language. Putting the framework into practice makes getting the next step easy and natural. Asking people how to help them simply elicits a better response. Any decision maker you speak to has goals so get comfortable asking people those questions. Being open-ended and flexible gets people thinking about where they want to be, and that often leads to the other person starting to sell you on helping them. If you can follow up on a personal level, you are creating a friend and a relationship for the long-term. When you win on the emotional side, it pays dividends on the work side for eternity. Once you put yourself out there and see the success of the emotional wins, it makes it much easier to keep doing it in the future.   Mo asks Mark Harris: Tell me of a business development story that you are particularly proud of. Mark typically works with brokers or consultants, and they typically shop the market as part of their offer. One of Mark's work friends went out on his own to start his own business and reached out to him to talk about what Mark could do to help. When Mark sat down with him, he started off by asking questions about the future of the business and where the other person saw things going. Mark ended the initial conversation by actually recommending he talk to Mark's competitors! By starting the conversation off from a teaching and helping perspective, Mark helped him create an efficient business that now sells only Guardian insurance. You can always help someone accomplish their goals, and if that's your framework you will always be able to help someone. If you truly understand how to help someone and approach them from that aspect, you're not selling them. When you help them, they want to buy. Mark is most proud of having the integrity and courage to recommend the other person look elsewhere. Turning down a possible sale is hard, but being willing to make that decision when it was right for the client showed them that Mark cared and ultimately created the foundation for a genuine relationship. People who make more relationships are also generally happier, and that's one of the best aspects of business development.   Mo asks Mark Harris: If you could record a message around business development for your younger self, what would it say? The first thing Mark would say is that business development is a marathon, not a sprint. The second thing is that the role is a learned skill. People are not born great sales, it's something you can learn and master. The third thing is to help others when you can. You'll be happier helping others with their success than you will ever be with your own success. When people first get into sales they often sprint towards their first sale, but when they do that they forget about the long-term marathon of relationship building. When you build relationships on that level, the tiny sprints toward each sale become easier over time. Sales didn't come naturally to Mark, but when he realized that he was getting better each day that became a big motivation and opened the door to becoming excellent at it. Helping others when you can helps you be happier, which cycles back to building trust and reinforces the first three lessons.     Mentioned in this Episode: GrowBIGPlaybook.com Mark_C_Harris@glic.com linkedin.com/in/mark-harris-9ba1b53

In today's BetterWealth episode, I am bringing you Part 2 of my interview with Shane Walker, creator of Qube, a 21st century envelope system budgeting app made easy. If you missed our first episode be sure to check the show notes for his first interview. Today, Shane discusses his principles for building wealth in this part two series. Shane also talks with me about the pros to Dave Ramsey's money mindsets, but where he thinks Dave isn't helping people learn to grow or preserve wealth. Listen as Shane shares his experience with overfunded Whole Life Insurance. Shane shares why “Buy term and invest the difference” is easy, but it holds back wealth building for those who want to know how the wealthy or banks grow their wealth. We also talk about investing, the market, tax implementation, academic investing, entrepreneurship and more…. This episode is a landmine of information! Checkout Qube Masters  https://qubemasters.com/pages/better-wealth (https://qubemasters.com/pages/better-wealth)  #BETTERWEALTH For more information on BetterWealth or the content you hear on the Podcast visit us at http://www.betterwealth.com/podcast (www.betterwealth.com/podcast). Episode Links & Resources:  Episode #396 21st Envelope Budgeting Explained with QubeMoney Creator Shane Walker - https://youtu.be/Y_W0LD6OHQ8 (https://youtu.be/Y_W0LD6OHQ8)  Guest Bio:  Shane Walker is Co-founder, Executive Vice President, and Chief Marketing Officer of Qube Money. He grew up on a farm in Weiser, Idaho, and is the 9th of 12 children. His dad was a teacher, and his mom ran their large household. Money was scarce. The only time the family went out to eat was to get a free hamburger and cutie ice cream cone at McDonald's during report card time. Imagine a family of 14 bringing in 10 report cards for free hamburgers at McDonald's... Shane began working at age 8, hoeing beets and changing sprinklers to help support the family. He remembers his dad making work fun by taking a dip in the river mid-afternoon. While they worked, his dad would often say, "Isn't this fun?" Shane has learned to enjoy working and to do his very, very best in everything he does. Shane has transitioned this approach to life in everything he does. He graduated with a master's degree in accounting from Brigham Young University. In his Junior year of college, he partnered with a couple of his friends to build Elite Sales, which became one of the largest door-to-door pest control sales companies in America. After college, Shane started Walker Financial and is a leader in the financial space. Shane has achieved top honors, including Million Dollar Round Table, a leading producer with Guardian Life Insurance, and both Double Platinum and Top Income Earner with Team National. He is an accomplished trainer and speaker. He's taught audiences as large as 8,000 and has a track record for deeply engaging people. Shane joined co-founder Ryan Clark to create Qube Money. As the executive vice president, Shane's dream is to help millions of people across the globe rise above living paycheck-to-paycheck, eliminate debt permanently, and empower people to experience more abundance, more joy, and more peace with money. Guest Links:  Checkout Qube Masters  https://qubemasters.com/pages/better-wealth (https://qubemasters.com/pages/better-wealth) 

Shane Walker is Co-founder, Executive Vice President, and Chief Marketing Officer of Qube Money. He grew up on a farm in Weiser, Idaho, and is the 9th of 12 children. His dad was a teacher, and his mom ran their large household. Money was scarce. The only time the family went out to eat was to get a free hamburger and cutie ice cream cone at McDonald's during report card time. Imagine a family of 14 bringing in 10 report cards for free hamburgers at McDonald's... Shane began working at age 8, hoeing beets and changing sprinklers to help support the family. He remembers his dad making work fun by taking a dip in the river mid-afternoon. While they worked, his dad would often say, "Isn't this fun?" Shane has learned to enjoy working and to do his very, very best in everything he does. Shane has transitioned this approach to life in everything he does. He graduated with a master's degree in accounting from Brigham Young University. In his Junior year of college, he partnered with a couple of his friends to build Elite Sales, which became one of the largest door-to-door pest control sales companies in America. After college, Shane started Walker Financial and is a leader in the financial space. Shane has achieved top honors, including Million Dollar Round Table, a leading producer with Guardian Life Insurance, and both Double Platinum and Top Income Earner with Team National. He is an accomplished trainer and speaker. He's taught audiences as large as 8,000 and has a track record for deeply engaging people. Shane joined co-founder Ryan Clark to create Qube Money. As the executive vice president, Shane's dream is to help millions of people across the globe rise above living paycheck-to-paycheck, eliminate debt permanently, and empower people to experience more abundance, more joy, and more peace with money.

Shane Walker is Co-founder, Executive Vice President, and Chief Marketing Officer of Qube Money. He grew up on a farm in Weiser, Idaho, and is the 9th of 12 children. His dad was a teacher, and his mom ran their large household. Money was scarce. The only time the family went out to eat was to get a free hamburger and cutie ice cream cone at McDonald's during report card time. Imagine a family of 14 bringing in 10 report cards for free hamburgers at McDonald's... Shane began working at age 8, hoeing beets and changing sprinklers to help support the family. He remembers his dad making work fun by taking a dip in the river mid-afternoon. While they worked, his dad would often say, "Isn't this fun?" Shane has learned to enjoy working and to do his very, very best in everything he does. Shane has transitioned this approach to life in everything he does. He graduated with a master's degree in accounting from Brigham Young University. In his Junior year of college, he partnered with a couple of his friends to build Elite Sales, which became one of the largest door-to-door pest control sales companies in America. After college, Shane started Walker Financial and is a leader in the financial space. Shane has achieved top honors, including Million Dollar Round Table, a leading producer with Guardian Life Insurance, and both Double Platinum and Top Income Earner with Team National. He is an accomplished trainer and speaker. He's taught audiences as large as 8,000 and has a track record for deeply engaging people. Shane joined co-founder Ryan Clark to create Qube Money. As the executive vice president, Shane's dream is to help millions of people across the globe rise above living paycheck-to-paycheck, eliminate debt permanently, and empower people to experience more abundance, more joy, and more peace with money.

In the conclusion of Jennifer's conversation with Deanna M. Mulligan the former CEO and Board Chair of Guardian Life Insurance and author of “HIRE PURPOSE: How Smart Companies Can Close the Skills Gap”, Deanna discusses how large companies can reskill their workforce, how women can find more public board opportunities, and what kind of impact she hopes to have in the future.

This week Jennifer is pleased to be joined by Deanna M. Mulligan. Deanna has been recognized in Fortune as one of the “Most Powerful Women in Business.” She was the only female CEO of a Fortune 250 Company in New York City. Her renowned career included her post as the CEO and Board Chair of Guardian Life Insurance. Recently, she authored the book, “HIRE PURPOSE: How Smart Companies Can Close the Skills Gap”. In part one, Deanna talks about what separates a great leader from an average one, how prior natural disasters prepared her for the pandemic, and how smart companies can close the skills gap.

Deanna Mulligan is the former President, CEO, and Board Chair of Guardian Life Insurance Company of America, a 160 year old Fortune 250 company with around 9,500 employees. She is also the author of a new book called Hire Purpose: How Smart Companies Can Close the Skills Gap. Deanna was named one of the “50 Most Powerful Women in Business” by Fortune in 2019 and she was named one of “The 50 Most Powerful Women in New York” five times by Crain’s New York Business. Prior to Guardian Life Insurance, Deanna held senior positions at AXA Financial and New York Life Insurance and she was a principal at McKinsey & Company. ______________________________________________________________________ In the financial crisis of 2008 nearly 9 million people lost their jobs. For four years unemployment was at an all time high, and people were having a hard time finding new jobs. It was at this time that Deanna started thinking about the concept for her book, Hire Purpose. She knew it was important to find a way to make sure that this type of situation would never happen again. The focus of the book was, as Deanna shares, “How can we make sure that people are constantly being re-trained, thinking ahead, upgrading their skills, so they don't have long periods of unemployment in the middle of their career--when they might have children and they might have elderly parents to take care of, when it's the most difficult, when they're saving for retirement-- to be unemployed.” From the very beginning of her time at Guardian she made learning a priority in the culture of the organization so that people could constantly upgrade their skills and their talents. What is the skills gap and why is it a problem? Technology is rapidly changing and customer expectations are changing along with it. As consumers we expect products and services to be faster, better, cheaper, and more customized. Because of that organizations are having to adapt and implement newer, better technologies to keep up with demand. As a result of these changes, employees who were trained for a specific job with one set of technologies, now have to be able to do something completely different, and if those employees are not consistently growing, learning, and developing new skills, they are going to get left behind. The consulting firm, McKinsey & Company estimates that in the next 10 years 350 million jobs globally will be changed significantly. They also estimate that 75 million of those jobs will go unfilled because there will not be enough trained people to do the work. Deanna believes that it is up to leaders to make sure that their people are ready for this new world of work. Many companies today are looking to hire people with certain skills and abilities for new roles, but they are having a hard time finding anyone that is qualified. That is our current skills gap problem, and it’s only going to get worse, unless we all take action. What can CEOs do to close the skills gap? As a leader of Guardian Deanna knew that she had to make learning a priority. But she realized that while initiatives are good, having one or two in place wouldn’t solve the problem. She knew she had to build a culture of learning that would become integral to the day to day operations of the organization. One example of what Deanna implemented inside of Guardian was the start of leader learning day. On that day 900 of the Guardian leaders from around the country came together to figure out what they as leaders needed to learn and what ways they could help their employees learn. It was so successful that the following year the learning day was opened up to everyone inside the organization and it was extended to a full month instead of one day. Employees, no matter what level they were in the organization, could attend seminars, lectures, and courses online or in person. They came together to figure out things like--what am I going to do next? How do my skills and passions apply to what the company sees as new jobs coming up? Where can I go inside or outside the company to get the training I need? People at Guardian understand that they are accountable for their careers and that the company wants them to be successful and therefore is behind them every step of the way to make sure employees have the resources and tools they need. Who is responsible for learning--the individual or the organization? For many decades there has been an assumption in place that what we learn in school will get us to where we need to be in our careers, and if anything new comes up our company will just teach it to us. But with the fast pace of change this is no longer sufficient. We have to realize that we need to be lifetime learners in order to keep up. Deanna believes that education is a team effort. As she shares, “From my perspective companies that can afford it should help their employees to learn new skills and to do everything they can to be of assistance, but the company can't know what you love or what you're passionate about, or what makes you tick. And it really has to be a combination of the skills that the company is looking for and what you like to do and are passionate about, because learning takes energy. It's hard to learn without passion, and I don't think that anybody can force you to learn. You have to have initiative and want to learn.” One thing we have all realized during the pandemic is that when we have to, we can learn new things. We all had to learn how to work from home, how to use Zoom or platforms like it, how to juggle family life while simultaneously working, etc...As humans we have the ability to learn new things and adapt. We have to stop getting stuck in a fixed mindset, where we believe that we have a limit on things that we can learn--and we have to move to a growth mindset, where we understand that we can gain new talents and skills through hard work, advice, education, curiosity, etc… Advice for individuals who want to become perpetual learners For any individual employee out there who wants to be prepared for the future of work and who wants to become a perpetual learner Deanna has a few pieces of advice. Start small--look at a problem that you have at work or even at home and figure out if there is a different skill, ability, or technology that you could use to solve it. How could you take a different method than you’ve used before to take on a current problem. Don’t be afraid to fail--When babies first learn to walk they fall down a lot. But they get back up and try again. And as adults we don’t even remember falling down, but if we gave up after one or two falls we would still be crawling. The same goes with learning new skills. You will probably fail a few times, but after you succeed even once you will have the confidence to keep going. Don’t be afraid to ask for help when you need it. Develop a learning culture--Once you solve a problem at work it will get easier to go find another one to work on. And it can encourage other people around you to think about problems they can solve as well. There could be a problem that will take multiple people, so think about putting together a group to solve it. It doesn’t matter what your seniority level is at work, you can inspire a learning culture around you at any level. Advice for leaders who want to build a culture of learning If you are a leader inside of an organization who wants to ensure that your people are prepared for the future of work and any employment changes in the future Deanna also has some advice for you. Celebrate success--When an employee changes the way they do something or they learn something new--even if it is something small--it is up to you as the leader to elevate that. Make sure everyone knows about it and get everyone excited about it. Maybe you can get a cake, or put up a sign that says thank you to that employee, or call them out in a group meeting. Give people room to fail--It is completely unrealistic to think that your employees are going to feel free to learn new things without making mistakes. Learning is about experimenting, struggling a little bit, and figuring things out. Failure is a part of that process. You have to let employees know that failure is okay and it is normal.

On this episode of In the Know, ACCT’s Former Senior Policy Analyst, Allison Beer, talks with Veena Jayadeva, Head of Corporate Social Responsibility at Guardian Life Insurance, and Russ Kavalhuna, President of Henry Ford College in Michigan, about Reskilling and Recovery from the COVID 19 Pandemic. Guardian's Veena Jayadeva also discusses why the company has chosen to partner with community colleges for its corporate citizenship efforts. This conversation focuses on a recent ACCT report titled Reskilling for the Pandemic Recession and Recovery. This call was recorded on Zoom, so you may notice a few brief dips in audio quality.

On this episode of In the Know, ACCT President and CEO J. Noah Brown spoke with Deanna Mulligan, former President and CEO and current Board Chair of Guardian Life Insurance, about her recent book, Hire Purpose. Deanna and Noah discuss the skills gap, strategies for developing talent, and how community colleges are involved in these topics. Deanna was the only female CEO of a Fortune 500 company in New York City and was recognized by Fortune magazine as one of the 50 most powerful women in business.  

Deanna Mulligan discusses her book "Hire Purpose" and how smart companies can close the skills gap. One of the “50 Most Powerful Women in Business,” Deanna is the Fortune 500 CEO of Guardian Life Insurance, one of the largest mutual life insurance companies in the United States. She is a member of the Stanford Graduate School of Business Advisory Council.  Host, Kevin Craine Do you want to be a guest? Do you want to be a sponsor?

Today on the podcast, Tom Vander Ark is speaking with Deanna Mulligan on the topics of talent, leadership, and the opportunity gap. Deanna grew up in a small town in Nebraska, earned an MBA from Stanford, and became the Principal Engagement Manager at McKinsey & Company. After working there for eight years, Deanna launched a career in insurance where, after a two-year sabbatical, she became the CEO of Guardian Life Insurance, one of the ten largest life insurance companies in America. Additionally, Deanna served on the President’s Advisory Council on Financial Capability for Young Americans from 2014–2015 and was Chair of the Board of the ACLI from 2015–2016. In 2018, Fortune named her one of the “50 Most Powerful Women in Business” and in 2019, Crain’s New York Business recognized her as one of “The 50 Most Powerful Women in New York” — the fifth time since 2011! In her new book, Hire Purpose: How Smart Companies Can Close the Skills Gap, Deanna shares how companies and education institutions can work together to close the skills and opportunity gap. Listen in as Tom talks with Deanna about her career journey and her new book, Hire Purpose.   Key Takeaways: [:10] About today’s episode with Deanna Mulligan. [:55] Tom welcomes Deanna Mulligan to the podcast. [1:00] About Deanna’s life and early education in a small town in Nebraska. [1:18] How Deanna came to work at McKinsey & Company after graduating from Stanford. [2:29] The lessons Deanna learned and the experience she gained during her eight years at McKinsey. [3:22] What drew Deanna to insurance. [4:04] About the two years Deanna took off prior to launching a career in insurance. [7:33] How Deanna came to work for Guardian. [8:11] Did Deanna’s two-year sabbatical shape her views on family leave? [9:44] Deanna shares her reflections as the CEO of Guardian for nearly 10 years; how she thought about her role, as well as the biggest takeaways and lessons from her time as CEO. [12:03] What Deanna learned about talent development as CEO of Guardian. [13:26] Where Deanna’s idea for her book, Hire Purpose: How Smart Companies Can Close the Skills Gap, came from. She also shares how she connected with Greg Shaw, her co-author. [17:40] Tom shares his experience with Greg Shaw and Deanna touches on what the overall process of writing Hire Purpose was like. [18:22] How companies and post-secondary can work together to close the opportunity gap, and examples of organizations that are already doing this. [21:54] While writing Hire Purpose, did Deanna and Greg have the chance to touch on the pandemic before it was released? [23:12] Now that we’re deep in the midst of the pandemic, are there any additional footnotes Deanna would include in Hire Purpose if she were to release it now? [23:56] While writing, did Deanna have any changes in opinion on certain topics or areas? [25:55] Both Deanna and Guardian are very purposeful and values-based. Would Deanna say that establishing partnerships with shared values is the way to overcome and power through any challenges? [26:35] Deanna gives recommendations and advice for young adults and professionals thinking about a career or starting a career during the pandemic. [28:19] Tom thanks Deanna for joining the Getting Smart Podcast and congratulates her on her success with Guardian and her new book.   Mentioned in This Episode: Deanna Mulligan Guardian Life Hire Purpose: How Smart Companies Can Close the Skills Gap, by Deanna Mulligan and Greg Shaw Clayton Christensen Hit Refresh: The Quest to Rediscover Microsoft's Soul and Imagine a Better Future for Everyone, by Satya Nadella and Greg Shaw PTech.org Infosys The Power of Place: Authentic Learning Through Place-Based Education, by Tom Vander Ark and Emily Liebtag Getting Smart Podcast Ep. 280: “Julia Freeland Fisher and Mahnaz Charania on Social Relationships and Networks”   Get Involved: Check out the blog at GettingSmart.com. Find the Getting Smart Podcast on iTunes, leave a review, and subscribe.   Is There Somebody You’ve Been Wanting to Learn From or a Topic You’d Like Covered? To get in contact: Email Editor@GettingSmart.com and include “Podcast” in the subject line. The Getting Smart team will be sure to add them to their list!  

If you are in the product development field, chances are high that you've participated/run an innovation session, workshop or brainstorm. So much times goes into the planning and execution of a great workshop, that we've created a two part Innovation Workshop series to help you out. Anuja Joshi, Sr. Design Strategist for Guardian Life Insurance joins us for the first installment. We'll discuss the lessons she's learned throughout her career so you get the most out of your workshops. I hope you enjoy!Learn more on our Instagram @ExplodedViewPodcast Host: Craig Mackiewicz Guest: Anuja Joshi

This episode of In The Know features conversation with Veena Jayadeva, Director of Corporate Responsibility at Guardian Life Insurance, Hannah Gregory from Capital Community College in Connecticut, and Allison Beer and Jacob Bray from ACCT. Our discussion focuses on ACCT's most recent report, Bridging Financial Wellness And Student Success: Effective Models for Community College. Major takeaways from the report include: Community college students’ expenses often exceed available grant aid. Community college tuition is known for being relatively affordable; however, the cost of tuition and living expenses is typically greater than the amount of their available resources and grant aid. Sufficient federal and state financial aid resources are necessary to meet students’ financial needs. Colleges can also support students with financial aid interventions such as emergency grant aid, institutional balance forgiveness, and improved financial aid information. Financial education can be critical for students as they navigate the complex nature of college financing and personal expenses; however, education about finances is not a replacement for financial aid resources. Financial education combined with sufficient aid can help empower students to make complex financial decisions associated with attending college. To provide relevant financial education, community colleges must consider the varied skill sets and knowledge held by their students. This report highlights the Guardian Money Management for Life Program as a financial empowerment model for community colleges. Among students who participated in the course from 2015 to 2019, 75% report having a better understanding of personal financial management. Recognizing that when students’ basic financial needs are met, they are more likely to succeed academically, several Guardian Life partner colleges have evolved the personal finance course to a holistic financial wellness model. Notably, these colleges are moving toward developing or expanding one-stop financial empowerment centers where students receive resources for financial education, aid, and career development. This report was made possible by a grant from Guardian.  If you want to check out the full report, it’s available on our website, acct.org, under the publications tab. Thanks for listening, we’ll see you next time.

This episode sponsored by Hiretual.com BOSTON FirmPlay (firmplay.com) is launching a new employee referrals solution that instantly sources top talent from 100% of your employees’ networks, instead of the 3% that your employees can remember when making a referral. As a result, cut time-to-hire in half and grow referrals to over 50% of hires, all while boosting diversity and retention. How does it work? In just a few minutes, your employees upload their contacts to FirmPlay, which then does the heavy lifting of sourcing referrals by matching those contacts to your open jobs. FirmPlay even gets your recruiters a warm intro to matches from the employees who know them the best. FirmPlay is currently in beta and working with forward-thinking TA teams – to inquire about joining their beta, send a note to jason.rivas@firmplay.com SAN FRAN Jyve, the leading platform for in-store flexible and skilled labor, today announces it has raised $35 million in aggregate funding from SignalFire, Crosscut Ventures, Ridge Ventures, and New Enterprise Associates. By offering a Skills-as-a-Service platform, Jyve intelligently matches the needs of enterprises with the right skilled labor at scale, at the right time. After three years in stealth, the company has reached $400 million in bookings from top grocers, brands and retailers; to meet growing demand the company is welcoming Anu Gupta, formerly Target’s Senior Vice President of Strategy Execution and Operational Excellence, as Chief Operating Officer and Ralph Leung, a former Morgan Stanley senior investment banker, as Chief Financial Officer. Jyve’s proprietary Skills-as-a-Service platform uses machine learning to source and identify certified, skilled talent (Jyvers) based on the merchandising and digital shopping needs of retailers and brands. By offering enterprises quality talent, Jyvers accomplish a variety of in-store jobs (Jyves) including merchandising, stocking, ordering, display building, e-commerce fulfillment, brand ambassadorship, shelf auditing, and more. As Jyves are completed, companies, for the first time, gain real-time insight into on-the-ground demand and performance. HOUSTON GoCo the easiest to use all-in-one HR and benefits platform, announced a $7 million Series A funding round led by ATX Seed Ventures alongside the investment arm of UpCurve, Inc. (“UpCurve”), the small and medium-sized business (SMB) solutions provider, among other strategic investors. The new capital will be allocated to hiring across all departments, further platform development to extend the breadth of offerings and to broadly expand the company’s customer base. Over the past two years, GoCo has grown its customer base of employers into the thousands, increasing the number of individual GoCo users by 10x. Customers of all sizes and verticals have adopted the platform, including retail and gym franchises, school districts, technology companies, real estate brokerages, healthcare hospitality organizations and more. To support this rapid growth, GoCo plans to quadruple its number of employees in 2019. This Series A round brings GoCo’s total funding to $12.5 million. GoCo is backed by additional investments from Salesforce Ventures, Corp Strategics, GIS Strategic Ventures, the venture arm of Guardian Life Insurance, and Digital Insurance, the largest employee benefits-only company in the US. ATX Seed Ventures is investing for the second time. PENNSYLVANNIA AMBLER, Pa., Jan. 30, 2019 — Phenom People, the global leader in Talent Relationship Marketing (TRM), today announced Phenom Bot and Phenom Bot Plus, enabling real-time candidate messaging to engage with active and passive job seekers. Powered by conversational AI and available on Phenom Career Sites, talent acquisition teams can now use bot technology to provide increased personalization, while automating the qualification process, interview scheduling and answering candidates’ most frequently asked questions. This automation enables TA teams to spend quality time with candidates and less time in the crux of administrative tasks. Phenom Bot and Phenom Bot Plus are available now. “Conversational bots are leaving their mark on all aspects of life — talent acquisition and talent management are no exceptions,” said Mahe Bayireddi, CEO and co-founder of Phenom People. “For our industry, conversational bots are having the highest impact by enabling recruiters to automate the most time-consuming tasks. This allows for more meaningful, personal connections that candidates desire. The byproduct is stronger candidate experiences with personalization and immediate job search and apply functionality.” Phhenom Bot includes: Sourcing to fuel the talent funnel with quality candidates. Phenom Bot greets candidates on the career site with automated messages, asks candidate questions to learn more about their needs and personalizes the entire conversation based on the responses. Also included screening, scheduling and candidate FAQ   https://recruitingheadlines.com/firmplay-seeking-beta-testers-for-new-employee-referral-platform/ https://recruitingheadlines.com/jyve-raises-35m-to-offer-grocers-and-retailers-a-better-way-to-staff-up/   https://recruitingheadlines.com/hr-benefits-platform-goco-raises-7-million-in-funding/   https://recruitingheadlines.com/phenom-people-launches-bot-for-automating-the-recruitment-process/   https://recruitingheadlines.com/mya-automates-recruitment-for-60-retailers-during-2018-holiday-season/  

Read more > Listen to the podcast (duration: 14:00) > Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds.Join 90,000 other members of our LinkedIn community: https://www.linkedin.com/showcase/mckinsey-strategy-&-corporate-finance/See www.mckinsey.com/privacy-policy for privacy information

Read more > Listen to the podcast (duration: 14:00) > Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds.Join 90,000 other members of our LinkedIn community: https://www.linkedin.com/showcase/mckinsey-strategy-&-corporate-finance/See www.mckinsey.com/privacy-policy for privacy information

Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds. Read more > Listen to the podcast (duration: 14:00) >

Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds. Read more > Listen to the podcast (duration: 14:00) >

Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds. Read more > Listen to the podcast (duration: 14:00) >

Deanna Mulligan, president and CEO of Guardian Life Insurance, reflects on how she approaches strategy planning in an industry with strong headwinds. Read more > Listen to the podcast (duration: 14:00) >

Migrating regulatory workloads can be complex and time consuming. Come learn how Guardian Life Insurance migrated their regulated workloads to the AWS Cloud. Guardian Life's hybrid cloud journey started with moving web and application tiers into AWS, while keeping legacy repositories on premises. Key planning activities included vendor selection, migration planning, hybrid architecture design, compliance ensurance, and AWS and partner tools selection. Guardian Life shares how they defined security, compliance, and data management controls and solutions, which enabled them to migrate entire applications to AWS. The session also covers lessons learned and key considerations for hybrid cloud architectures.

Bryan DeLuca owns a sock company with an unusual approach, online sock subscription. He discusses why this unusual start-up is successful. Chris Swanker, Vice President Worksite and Specialty Markets with Guardian Life Insurance  clears up mysteries about dental plans under Obamacare. Aylson Dutch has been a product PR launch specialist. The author of the PR Handbook for Entrepreneurs and creator of the PR Bootcamp for Entrepreneurs. She has launched everything from basketball shoes that prevent ankle sprains to fingertip toothbrushes and bras that eliminate visible bra lines

  Marta Molina is a Financial Specialist with Wealth Design Group, Field Representative of Guardian Life Insurance of America, and Registered Representative of Park Avenue Securities. My job is to help people save for their goals, and keep more of their hard earned money.   Rudy Cavazos Jr is the owner of Money Management International  Helen Callier- Chair of the 2012 Government Procurement Connection,