Podcasts about hewitt associates

In this episode Patrick and Shelli welcome Michael Pozzi, a tech leader with an expansive career across engineering, computer science, and finance. Currently, Michael is Senior Vice President of Technology Infrastructure at Ryan Specialty. We discuss Michael's leadership style, a philosophy characterized by humility and a team-centric approach. He shares his experiences of leading through uncertain times at the Chicago Mercantile Exchange, and highlights the ways he builds teams to foster empathy and collaboration. We chat about the evolving landscape of technology infrastructure, data volume, AI automation, and the dynamics of remote teams. Michael advocates for recognizing and nurturing talent within an organization, fostering an environment where employees can thrive and grow in alignment with their org's mission.(00:00) Welcome Michael Pozzi(00:25) Michael's Career Journey(02:26) Role at Ryan Specialty(03:07) Early Career and Pivot to Consulting(05:01) Joining the Chicago Mercantile Exchange(08:50) Transition to Infrastructure and Operations(12:51) Leadership and Team Dynamics(21:47) Recognizing the Need for Fresh Perspectives(24:05) The Importance of Empathy in Team Dynamics(29:06) Career Growth and Organizational Support(34:48) Encouraging Internal Mobility and Learning(40:10) Final ThoughtsMichael Pozzi is Senior Vice President of Technology Infrastructure at Ryan Specialty. Previously, over nearly 20 years, he held a series of director level positions at the CME Group, like Managing Director of Infrastructure & Operations, Executive Director of Systems Engineering, and Executive Director of Software Engineering. Before that he worked at Hewitt Associates and Accenture. He earned a Bachelors degree in Mechanical Engineering from Duke and Masters in Computer Science from DePaul.If you'd like to receive new episodes as they're published, please subscribe to Innovation and the Digital Enterprise in Apple Podcasts, Spotify, or wherever you get your podcasts. If you enjoyed this episode, please consider leaving a review in Apple Podcasts. It really helps others find the show.Podcast episode production by Dante32.

My guest today is Cathy Carroll.Cathy is the Founder and President of Legacy Onward, Inc., where she serves as a leadership coach for family business leaders. She is the author of the book, Hug of War: How to Lead a Family Business With both Love and Logic.Though Cathy grew up surrounded by her grandfather's business, she initially carved out her career path as an actuary at Hewitt Associates, later progressing to executive roles at Sabre Inc. and United Airlines. In 2009, her father invited her to lead his business as President and COO, where she spearheaded a successful turnaround of five companies that manufacture and distribute sporting goods serving the rodeo market, with a focus on team roping.In 2013, Cathy founded Legacy Onward, Inc., to provide leadership coaching services to family businesses. A sought-after keynote speaker with a global clientele, Cathy is passionate about developing leaders in the complex domain of family businesses. I met Cathy through the Georgetown Leadership Coaching network and am excited to share this conversation today.  In addition to talking about family businesses, Cathy shares generously about Polarities.  The framework of polarities is fascinating and quite practical is managing issues that initially seem to be at odds.  If you haven't been exposed to this idea of polarities, you are in for a treat!Cathy, thank you for this conversation!  Thank you for sharing these pieces of your journey and also you thoughtful insights and wisdom on the complexities of family business.  Thank you for your work to turn our games of tug of war into hugs that hopefully prevent the wars!You'll find links below to Cathy's book and her website to learn more about her work.Hug of War book: https://www.legacyonward.com/hug-of-warCathy's Website: http://www.legacyonward.com/Find Cathy on LinkedIn: https://www.linkedin.com/in/cathyacarroll/ Make Life Less Difficult

Joel is a former practicing ERISA attorney and long-tenured member of NFP Retirement's senior management team. As President of NFP Retirement Joel is charged with expanding the retirement practice in terms of scale, breadth of services, and geographical footprint. Leveraging both his legal and investment experience, Joel seeks to ensure that the NFP Retirement practice is cutting-edge in providing exceptional client experiences at all levels. Joel came to 401(k) Advisors in February 2006 from Hewitt Associates with over 10 years of technical experience related to 401(k) plans and ERISA issues. Prior to this, he practiced law with the law firm Fennemore Craig, P.C. in Phoenix, Arizona.Joel earned his BA from Tufts University; his JD from the Washington College of Law at the American University; and, his LL.M in taxation from the Georgetown University Law Center. He has passed the FINRA Series 6, 63, and 65 exams and is a frequent speaker at industry events, such as The Society for Human Resource Management.In 2009, 2010, and 2011 he was named among the prestigious 401kWire / 401kExchange “Top 60" and "300 Most Influential Advisors in Defined Contribution” list and received Top Ten status for his asset category.On a personal side, Joel is an avid sports enthusiast, a collector of multimedia art, and enjoys spending time on the beach with his family and Fitz and Ginger (their Weimaraner and Vizsla, respectively) and coaching the boys to football championships!In this episode, Eric and Joel Shapiro discuss:Three essential documents for making prudent investment decisionsCreating a well-defined IPS The fiduciary investment review scorecard system The purpose of writing a meeting minutes document Key Takeaways:The investment policy statement (IPS), fiduciary investment review, and meeting minutes are documents that represent the past, present, and future of the investment process and provide a clear roadmap for the committee to follow.The IPS is a critical document that should provide clear guidelines for fiduciaries to make informed decisions. It should be easily understandable and should have separate sections for different asset types. A well-defined IPS should typically lead committee members to the same conclusion, even without an advisor's input.The fiduciary investment review is another important tool for evaluating investments. The information presented should align with ERISA's dictates on prudence and should break down investments into different categories, evaluating them based on style analytics, risk return against benchmarks, peer group rankings, and qualitative factors like manager tenure and expense ratios. Meeting minutes document the committee's decision-making process and provide a record of the discussions and actions taken. They demonstrate that the committee is following a sound process and making prudent decisions based on the information available.“To the young ERISA practitioner, don't be afraid of the committee member who asks tough questions. Engage them. Those are the individuals, frankly, that are going to make you a better practitioner.” - Joel ShapiroConnect with Joel Shapiro:LinkedIn: https://www.linkedin.com/in/joel-shapiro-687b044/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information contained herein is general in nature and is provided solely for educational and informational purposes.It is not intended to provide a specific recommendation of any type of product or service discussed in this presentation or to provide any warranties, financial advice or legal advice.The specific facts and circumstance of all qualified plans can vary and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan specific circumstances.

Description:In this episode of IGNITE YOUR LEADERSHIP I am honored and excited to have our delightful and very wise guest, Darcy Eikenberg, Author of RedCape Rescue: Save your career without leaving your job joining us. Darcy is a Private Coach to Leaders & High Performing Teams. She is also an in-demand Keynote Speaker and Workshop Facilitator Darcy is on a mission to help us change our lives at work without having to change everything in our lives.Bio: Darcy Eikenberg is on a mission to help us change our lives at work without having to change everything in our lives, especially during times of great change (and face it—when AREN'T we managing change?) She's the author of Red Cape Rescue: Save Your Career Without Leaving Your Job which shows how to get more of what you want without resorting to drastic measures of changing careers or finding a new job—and without sacrificing your health or family life.Her strategies help generate more clarity, confidence, and control—plus, they inspire a bit of courage to help handle our complex lives at work. She's coached leaders at companies such as Aon, The Coca-Cola Company, State Farm, and Deloitte, and offers encouraging ways to change work for the better, for good.Before launching leadership career coaching firm RedCapeRevolution.com, Darcy was a principal at human resources consulting firm Hewitt Associates (now part of Alight Solutions), where she served on both the Southeast and the North American Communication Consulting Leadership teams. She's been quoted in Forbes, Thrive Global, Mashable, The Ladders, CNN and more. Connect directly through her free Insider Community at RedCapeInsider.com and get the latest stories, career strategies, and free tools.Links:Company Site: redcaperevolution.lpages.co/book-chapter/ Company Site: redcaperevolution.lpages.co/help-for-someone-at-work/LinkedIn: linkedin.com/in/darcyeikenberg 

Buy Tickets for the Stand Up PodJam Stand Up is a daily podcast. I book,host,edit, post and promote new episodes with brilliant guests every day. Please subscribe now for as little as 5$ and gain access to a community of over 700 awesome, curious, kind, funny, brilliant, generous souls Dr. Duffy is a highly sought-after clinical psychologist, best-selling author, certified life coach, parenting and relationship expert, and proud husband and father. He has been working with individuals, couples, teens, and families for nearly twenty years. Dr. Duffy's refreshing and unique approach has provided the critical intervention and support needed to help thousands of individuals and families find their footing. Along with his clinical work, Dr. Duffy is the author of the number-one best-selling The Available Parent (Viva Editions, second edition released 2014) as well as a frequent media presence. He is the regular parenting and relationship expert on Steve Harvey. He also appears frequently on other national and local television and radio outlets, and is cited frequently in national print and online publications. These include the Today show, Fox News, Fox Good Day Chicago, WGN-TV, NPR, WGN Radio, the Huffington Post, the Wall Street Journal, Redbook, Time, Good Housekeeping, Men's Health, Chicago Parent, Cosmopolitan, Teen Vogue, Wired, Parenting, Your Teen, Parents, Family Circle, Chicago Tribune, Chicago Sun-Times, and Real Simple magazine. Dr. Duffy is a nationally-recognized expert in self-awareness, relationships, and parenting. He speaks extensively on Availability in both public and corporate forums, presenting with great clarity, compassion and humor. His clients have included Sears Roebuck, Allstate, General Electric, Household Finance, Exxon Mobil, Accenture, KPMG, PLS Financial Services, Bank of America, and Hewitt Associates. He has also developed a three-part seminar on Availability in the Workplace. He blogs on Availability and related issues for the Huffington Post, and communicates regularly through Facebook and Twitter. Dr. Duffy lives outside Chicago with his wife Julie and son George. Pete on Tik Tok Pete on YouTube Pete on Twitter Pete On Instagram Pete Personal FB page Stand Up with Pete FB page All things Jon Carroll 

Meet Dotty PostoDotty started out as a business analyst and project manager. In these roles she repeatedly got 'Does Not Play Well with Others'. It wasn't until she was introduced to Change Management and Organizational Development work and received transformational coaching that her career and life shifted. Dotty has worked with iconic brands like The Chicago Tribune, KPMG Peat Marwick, Hewitt Associates, Harley Davidson, and Molson Coors. Dotty is a Leadership Consultant and Coach specializing in helping leaders and teams turn around the Curse of Cordial Hypocrisy where bullies have created a 'nice' organization and it's costing them money and opportunities and creating more risk. What is the curse of cordial hypocrisy?So, the curse of cordial hypocrisy is when you have people being nice, being agreeing. They're either being silent or they're being agreeable and it's a lie. So maybe they're afraid of someone or maybe they've been shut down in the past.Maybe there's someone who's just really dominating every conversation. And so they either stay silent or agree when they really don't agree. It creates a lot of problems in an organization because then you've got lower productivity in the background because people are behind the scenes.I'm not doing that. I don't agree with that. So there's all of this conversation in the background that is in disagreement with whatever was going on. Then whatever project or whatever they're trying to move forward isn't going to move forward. They're not going to get the same traction. They're not going to have the same speed. They're not going to have the same results. If not, everyone is in alignment, and not everyone agrees and not everyone wants to move forward. And you'll also find where people are doing this out of loyalty because they've been here a really long time.People aren't tapping into their own wisdom and the group is not leveraging the wisdom of everybody on their team.Do you do you actually see a difference in various industries or sectors and receptivity to these ideas? And if you do, what are some of the tools that people can use if it's not as natural for them to bring these into into how they do their work?I think there's validity to what you're saying in terms of manufacturing often being the old school or an old style of leadership. And when I say old style, some more of a command and control.I think age is part of it. There was a gentleman in a manufacturing plant I did some work with. After the eight months that I worked with them, the CEO retired. So he was an older leader and he and his leadership team, some of which were older, some of who were in their kind of mid career, and it took some time. They did create openness, but with that top leader being open to it.He has built some social capital with that team, and so I think that is a critical piece to have the trust. I was working with the HR manager who I had also worked with earlier in my career, and it took a bit for him to kind of crack open a little bit. But the more you've got senior leadership involved, this can make a difference. And it made a huge difference on his team. He had some very volatile leaders. He had some very defensive leaders. There's one activity that we did in the beginning that absolutely changed things. 2023 Edelman Trust Barometer:Navigating a Polarized WorldBuilding Trust: In Business, Politics, Relationships, and Life by Robert C. Solomon and Fernando FloresAnd so much more… Connect with Dotty!

www.CPOPLAYBOOK.comEpisode TranscriptAboutMarc Effron discusses the heavy lift of succession planning, the process of being promoted, and talent development with a special focus on the innovative approach known as the "Talent Production Line." Join us as we unravel the secrets behind successful leadership pipeline creation, explore the challenges organizations face in talent management, and discover the practical steps needed to future-proof your workforce.*Marc EffronMarc founded and leads The Talent Strategy Group and consults globally to the world's largest and most successful corporations. He co-founded the Talent Management Institute and created and publishes TalentQ magazine. He co-authored the Harvard Business Review Publishing best-seller One Page Talent Management and 8 Steps to High Performance. His prior corporate experience includes senior talent management roles at Bank of America and Avon Products. His prior consulting experience includes starting and leading the Global Leadership Consulting practice at Hewitt Associates. He has an MBA from the Yale School of Management.*Be a guest on the showAll media inquiries: media@cpoplaybook.com

This is a free preview of a paid episode. To hear more, visit www.onlifekor.huA munkatársfelvétel a legfontosabb döntésünk vezetőként – és az egyetlen stratégiai jelentőségű döntés, amelyet minden vezetőnk meghoz, a szervezet legalacsonyabb szintjein is. Ehhez képest a legtöbb munkahelyen gyengén, megérzésekre (vagy áltudományos tesztekre) alapozva, a lehető legkevesebb időt is energiát befektetve végzik ezt. Lehet azonban máshogy is. Létezhet olyan szervezet, amelyben a vezetők:* pontosan tudják, milyen tulajdonságokat és készségeket keresnek a következő években,* eldöntik, hogyan fogják mérni ezt az interjúk során,* ezt az egész szervezetben bevezetik kiválasztási kritériumként,* végül pedig mérik és fejlesztik a módszereiket.Ebben a sorozatban elmondjuk, hogyan legyen ilyen a te szervezeted is. Hogyan alakítsd a szervezeted kiválasztási stratégiáját?1. Döntsd el, milyen csapatot / szervezetet szeretnélAz előző hetekben többször ismétlődött a következő jelenetsor:* Egy menedzser beszámol egy munkatársról, akit néhány hónap után el kellett küldenie.* Amikor megkérdezem, hogy miért, elmond 2-3 kulcsfontosságú képességet vagy tulajdonságot, amely hiányzott belőle.* Ezután megkérdezem: „És bevettél egy olyan kérdést az interjúba, amellyel ezekre a készségekre, tulajdonságokra szűrsz? Hogy ilyen ne forduljon elő a jövőben.”Ezután minden alkalommal homlokcsapkodás, és sűrű jegyzetelés következett. „Tényleg! Erre nem is gondoltam. Megcsinálom.” És valóban: miért kövessük el újra és újra ugyanazt a hibát? És miért kövesse el a szervezetem többi tagja ugyanazt a kiválasztási hibát, ami nekem is sok fejfájást okozott? Rendben van, hogy egyszer behúznak a csőbe… de még egyszer, ugyanúgy? Engedem majd, vagy már most teszek ellene? Hiszen épp most jöttem rá, hogy milyen szervezetet NEM szeretnék építeni. Hogy milyen embert NEM akarok a csapatomban látni. És nem ez az egyetlen helyzet, amikor ilyen felismerésekre juthatunk. Remélem, hogy rendszeresen feltesszük magunknak a következő kérdéseket menedzserként, vagy felső vezetőként:Mi vár ránk a jövőben? Milyen új készségekre van szükségünk a következő években? Merre változik a piac, a technológia, az iparágunk, a fogyasztóink? Milyen új termékeink érkeznek? Ez új készségeket, viselkedéseket kíván? Mi várható a következő 3-5 évben? Ezek a kérdések igazak mind a szakmai tudásra, mind a kultúrára!Példa: ha eddig csak viszonteladókon keresztül értékesítettünk, de a piac jó része a direct-to-customer értékesítés felé halad, akkor ez más viselkedéseket és tapasztalatot követel meg számos munkakörben.Milyen szervezetet szeretnék építeni? És az egész cég milyen irányba szeretne elmozdulni? Milyen viselkedésekből szeretnék többet látni – és melyekből kevesebbet? Miben szeretnék változást elérni a szervezetben? Mi zavar, és mi tesz elégedetté a csapattagjaimat látva? Ez a kérdés szintén igaz a szakmai tudásra és a kultúrára is!Példa: a vállalatunk eddig monopol helyzetben volt, a következő években azonban több nagyvállalat is belép a piacunkra. Növekszik a verseny, az innovációs nyomás. Milyen szervezetre lesz szükségünk, ha megtörténik ez a változás? Milyen új készségeket kell behoznunk a szervezetbe?Amikor ilyen kérdésekkel találkozol, annak hatással kell lennie a kiválasztási folyamataidra is. Ha a stratégiai változásodat nem követi le tudatos változás a kiválasztásban is, akkor egy reggel arra ébredsz, hogy nem a megfelelő emberek vesznek körbe. Ez pedig sok esetben egy halálos ítélettel ér fel – akár kis csapatban, akár nagy szervezetben dolgozol. Hiába van rendben a „stratégia”, hiába jók az ötletek, elképzelések, taktikák. Ha nincs ott a megfelelő ember, aki végigvigye azt, akkor annyit ér az ötleted, mint a papír, amire írtad.Ha vezetők vezetőjeként dolgozol, kérd meg a menedzser csapattagjaidat, hogy küldjék el az általuk összeállított listát. Ők hogyan válaszolnának ezekre a kérdésekre? Ha egyéni szakértők dolgoznak neked, akkor vond be őket a válaszadásba.Segíthet a válaszban, ha végiggondolják a következőket:* Milyen jó és rossz tapasztalataik voltak az előző hónapokban jobb / gyengébb kezdő munkatársakkal?* Gondoljanak a csúcsteljesítőikre: mit csinálnak jól? Ez ugyanilyen fontos volt korábban is?* Milyen szakmai tudás értékes jelenleg a munkaerőpiacon? Van olyan eszköz / technológia, amely a közeljövőben kritikus fontosságú lesz?Miután összeállították a listát, gyűjtsd össze a válaszaikat, és a sajátjaiddal kiegészítve válaszd ki a legfontosabb kritériumokat. Ha van átfedés közöttük, csoportosítsd őket, és próbálj meg több készséget vagy tulajdonságot is lefedni egy általános jellemzővel. Például a „könnyű vele együttműködni”, a „jól dolgozik csapatban”, és a „gyors és proaktív kommunikáció” ugyanazon kritérium alá rendezhető. (Legyen mondjuk: együttműködő.) Ha gondolod, beszéljetek erről a heti csapatmeetingen is: arra viszont figyelj, hogy ne menjen el túl sok idő a vitára. Nem az a lényeg, hogy a lapon található 3-4 szempontot tökéletessé tegyétek, hanem az, hogy a megfelelő embereket vegyétek fel ez alapján.Ha megvannak a legfontosabb szempontok, akkor fogalmazd meg őket röviden, frappánsan, néhány szóban.* Keményen dolgozik. Ambíciózus. Kedves. Alázatos. Okos. KAKAO* Vagy ennek angol változata, a Hewitt Associates-től: SWAN (Smart, Works hard, Ambitious, Nice)* Nem kell, hogy betűszó legyen! A lényeg, hogy kialakuljon belőle, hogy milyen típusú embert kerestek, és milyet NEM. (Nem feltétlenül személyiségre vonatkozik, mégha lehetnek benne ilyen feltételek is.)Ha ez megvan, a feladatunk annyi, hogy frissítjük ezen kritériumokkal a felvételi folyamatunkat. És itt felmerül a kérdés: van jól strukturált, viselkedésalapú felvételi folyamat a szervezetedben? Ha van, az nagyszerű hír: ebben az esetben ugorhatsz is az adás következő pontjára. Ha nincs, akkor is van egy jó hírem: azért adtuk ki Az eredményes kiválasztás kézikönyvét, hogy már holnap elkezdhesd bevezetni. Hogyan?* Az első lehetőség: elkezded kidolgozni a szervezeti kiválasztási kritériumokat, és ezután vezeted be a viselkedésalapú, strukturált felvételi folyamatot a szervezetedben.* A másik lehetőség, hogy először bevezeted az általunk ajánlott strukturált felvételi folyamatot a jelenlegi nyitott pozícióidra, és csak ezután kezded el feltárni a szervezeti kiválasztási kritériumokat.* A harmadik út, amit leginkább javaslunk: kezdd el mindkettőt egyszerre. Vezesd be a strukturált felvételi folyamatot, amelybe már beépíted az első szervezeti kiválasztási kritériumokat.Lehet, hogy ez sok munkának tűnik, de valójában eltörpül egy rosszul kiválasztott kolléga nyűgje mellett. Ha sok nyitott pozíciótok van, indulj el a legfontosabbakkal, és haladj onnan visszafelé! Ha jelenleg nincs nyitott pozíciótok, akkor is végigmehetsz a folyamaton: válaszd ki a 2-3 leggyakrabban keresett pozíciót, és előre dolgozd ki a viselkedésalapú kérdéssort, és a hozzá tartozó szervezeti kiválasztási kritériumokat.Ha a fentiekkel megvagy, akkor kezdődik a valódi munka: már tudod, milyen embert keresel, de hogyan szűrj rá a kiválasztás során? Nézzük meg!2. Határozd meg, milyen kérdések szűrnek ezekre a kritériumokraAz első pontig sokan eljutnak: „Srácok, ne vegyünk már fel legközelebb olyan embert, aki egy Excel-riportot nem tud összeállítani!” vagy „Legközelebb ne adjunk ajánlatot olyan senior munkatársnak, aki nem hajlandó részt venni a mentorálásban.”Ez viszont még kevés. Nem elég, ha megegyezünk a kritériumokban. Nem elég, ha csak kimondjuk: „Ilyen emberre van szükségünk.” Néhányan talán megjegyzik, és próbálnak erre is figyelni a kiválasztás során, mások viszont elfelejtik, vagy nincs eszközük arra, hogy erre a készségre vagy tulajdonságra szűrjenek. Jelenleg tehát egy ötletünk van, ami jó, de megvalósítás nélkül nem sokat ér.Hogyan lesz az ötletből valóság? Kérdéseket (vagy bizonyos munkakörökhöz feladatokat) hozunk létre, amelyek rávilágítanak a jelölt ezen tulajdonságaira, készségeire – vagy épp ezek hiányára. Ezután kommunikáljuk a kérdéseket, és beépítjük az interjúfolyamatba, a szervezetben dolgozó minden egyes menedzsernél.Ha jelenleg is viselkedésalapú kérdésekkel dolgozol, akkor könnyebb dolgod van: hozz létre új kérdéseket a kritériumok mentén, és tedd be az interjúkérdések közé! (Mindjárt megnézzük, hogyan.) Ha nem strukturált felvételi folyamatod van, akkor is hozz létre ilyen kérdéseket, és vezesd be a szervezetedben. Ez egy kiváló lehetőség arra, hogy elkezdd strukturálni a folyamatot – anélkül, hogy mindent megváltoztatnál. Tehát a kollégáid csináljanak mindent úgy, mint eddig, de ezt a néhány kérdést kötelezően tegyék fel az interjúfolyamat során minden jelöltnek.Hogyan hozz létre viselkedésalapú kérdéseket? Az eredményes kiválasztás kézikönyvében részletes útmutatót kapsz ehhez. A kérdés három részből áll:* a felvezetés, amely elmondja, miért releváns ez a kérdés a munkakör kapcsán;* egy konkrét viselkedés, amelyet ellenőrizni szeretnénk,* mindez egy nyitott kérdésbe ágyazva, ahol ő dönti el, milyen konkrét tapasztalatot hoz be az életéből.Nézzünk erre egy konkrét példát. A KAKAO modell alapján olyan embereket kereshetünk a cégünkhöz, akik alázatosak. Ennek oka lehet, hogy korábban bekerült jónéhány személy a csapatba, akik nagy rombolást vittek végbe. Hogyan? Lekezelően nyilatkoztak mások munkájáról, a tapasztalatuk miatt semmibe vették a junior kollégák erőfeszítéseit, és nem egyeztettek olyan személyekkel, akik nem a szakterületükön dolgoztak. Ezt a viselkedéscsomagot alázatnak neveztük el – most pedig megnézzük, hogyan tudunk erre szűrni a felvételi folyamat során. Feltehetjük például a következő kérdést:Ebben a senior adószakértői pozícióban rendszeresen kell ügyfelekkel, más szakterületeken dolgozó kollégákkal, és junior munkatársakkal egyeztetned. Kiemelten fontos tehát, hogy ezt profin és előzékenyen tegyük. Mesélj egy olyan helyzetről, amelyben nagy nyomás alatt kellett együtt dolgoznod más területről kollégákkal – olyanokkal is, akik egyáltalán nem értenek a te munkádhoz. Hogyan csináltad?Nézzünk egy másik példát is. Tegyük fel, hogy a szervezetünk szeretne felkészülni a rendkívül gyors technológiai változásokra. Azt szeretnénk, ha olyan emberekkel lenne tele a csapat, akik nemcsak hajlandóak gyorsan belépni a bizonytalanba, hanem ők kezdeményezik azt. Erre a kritériumra úgy hivatkozunk, hogy innovatív. Hogyan szűrjünk rá a felvételi folyamat során? Feltehetjük például a következő kérdést:Cégünknél nagy hangsúlyt fektetünk arra, hogy nálunk jelenjenek meg először a legújabb technológiai megoldások. Ez sok kísérletezéssel, gyors változással, és időnként kudarcokkal jár. Mesélj egy olyan helyzetről, amiben rövid időn belül sok változást kellett bevezetned a saját munkádban, és segíteni a csapatot is az átállásban. Hogy csináltad? (Megjegyzés: látod, hogy ez a kérdés kevésbé vezetőknek szól. Gondold át, hogy vezetőknél hogyan fogalmaznád át ezt a kérdést!)Amellett, hogy feltesszük ezt a kérdést, megtehetjük, hogy a többi kérdésnél is figyelünk ilyen viselkedésekre. Ha valaki a többi kérdés során nem mutatja az „alázat” jeleit (azaz másokról leértékelően beszél), vagy többször is negatívan nyilatkozik a változásokról, jobban szeret meglévő folyamatokon belül mozogni, akkor már választ is kaptunk a kérdésre.3. Határozd meg, milyen válaszok mutatják, hogy a jelölt megfeleltEz a folyamat legnehezebb része. Hiába a jó kérdés, ha nem tudjuk, mi legyen a válaszban. Könnyen lehet, hogy az elején nem tudod, hogy mit keress. Épp ezért várd meg, míg lemegy néhány interjú, és csak ezután határozd meg a válaszokat – az alapján, hogy kit vettetek fel, és kit nem vettetek fel.Nézzünk egy példát az „alázatra”. Ha valaki azt mondja a fenti kérdésre: „Ó, persze, engem bármikor bárki kereshet, ha kérdése van a szakterületem kapcsán”, de nem tud konkrét példát mondani arra, hogy hogyan vesz részt senior szakértőként proaktívan a csapat életében, az nem túl bíztató. Ha a kommunikációra kérdezünk rá, és arról mesél, hogyan küld el 10-20-30 e-mailt egy nap, az lehet, hogy épp egy gyengeségre mutat rá: egyetlen csatornán hajlandó kommunikálni.Ha Az eredményes kiválasztás kézikönyve alapján dolgoztad ki a folyamatot, akkor 10-20 interjú után már egészen éles képed lesz a válaszokról. Az eredményrögzítő megbeszélés során mindenki bemutatja, hogy milyen válaszok alapján ajánlja (vagy épp nem ajánlja) a munkatárs felvételét. Kérdezz rá a meeting során: „Mivel demonstrálta a jelölt, hogy innovatív? Emlékeztek, ez egy új szervezeti kritérium, miből láttátok, hogy megfelel?” Vagy: „Miből láttátok, hogy a jelölt nem alázatos? Mit mondott, amiből azt szűrtétek le, hogy nem felel meg ennek a feltételnek?”Ebből a gyűjtésből már össze tudsz rakni egy segédletet ahhoz, hogy mit keressenek egy gyenge és erős válaszban.4. Gyűjtsd össze, mérd, és kommunikáld az eredményeketEzt a lépést gyakran elfelejtjük. Ha van egy új kiválasztási kritérium a szervezetben, gyűjtsük össze annak eredményeit, mérjük a hatást, és kommunikáljuk azt. Sokaknak mondtunk fel próbaidő alatt egy készség hiánya miatt? Nézzük a beválási arányt az új kritériumok mentén! Hogyan szűrnek a legjobb vezetőink, akiknél a legmagasabb a beválási arány? Ők milyen válaszokat néznek?Nem kell bonyolult kommunikációs kampányokra gondolnod. Megteheted például azt, hogy egy új pozíciónál végigmentek a kritériumokon, és a felvételiztető menedzsernek be kell mutatnia, hogy érti a feltételeket, és hogy hogyan fog ezekre szűrni a felvételi folyamat során. Ha valaki ezt nem hajlandó megtenni, oda felső vezetőként ne adjunk betölthető pozíciót. Ha valaki nem mutatja be a felvételi folyamat végén, hogy hogyan demonstrálta a jelölt ezt a tulajdonságot, akkor kérjünk még egy interjúkört.Szexi? Nem. Izgalmas? Nem igazán. Azonnali eredményt hoz? Nem. Konfliktusokkal jár majd? Igen.Az eredmény viszont vitathatatlan: 1-2 év múlva visszanézel, és azt látod, hogy megváltozott a szervezet kultúrája. Innovatívabb szervezetet, vállalatot kaptál. Együttműködőbb csapatokat. Az, ami egy beszélgetésből indult („Srácok, ilyen mérnököt nem kellene felvenni a csapatba, bármennyire is jó szakember…”), egy fejleszthető folyamaton keresztül valódi eredményekké vált a szervezetben.És a végére egy megjegyzés a HR-ről. Sokat hallunk a HR stratégiai szerepéről és HR Business Partnerekről. Egy jó HRBP ilyen stratégiai célokat karol fel, és segíti a vezetőket, hogy ilyen kritériumokat fogalmazzanak meg, majd segítik a bevezetést és a folyamat fejlesztését. Nem ők találják ki a kritériumokat, hanem meghallják a menedzserek stratégiai terveit, és lefordítják azt valódi, kézzelfogható viselkedésekre, kérdésekre és válaszokra. A fenti jegyzet és hanganyag saját, személyes, nemkereskedelmi felhasználásra készült. Bármilyen módon történő újraközlése vagy megosztása (részben vagy egészben) az Onlife írásos engedélyéhez kötött. Ha bármilyen módon szeretnéd belső vagy külső tananyagként, képzési anyagként felhasználni, vedd fel a kapcsolatot velünk a hello@onlife.academy címen vagy vásárolj csoportos előfizetést itt. Ha előfizetést ajándékoznál, ide kattintva teheted meg.Köszönjük, hogy Kör-tagságodat saját célra használod, és ezzel segíted, hogy újabb és újabb vezetői tananyagokat készítsünk.

Host Tom Dutta asked Craig to explain his traumas and maltreatment that led to his transformation in his life to serve through a higher source.  He said: "For 25 years, I led the life of a busy global executive — 2.5 million miles on one airline and 1.0 million miles on another. I actually bragged about this status. Looking back, I was living, but I was not ALIVE. Life was great until it wasn't. One day, my doctor ordered bed rest. My version of bedrest was my laptop, cell phone and conference calls from my bed. At that moment, I knew my current lifestyle had become my new normal, and something had to change! I had to become an advocate for my own health and lifestyle. "  ABOUT CRAIG BRUCE: Craig is a former burned-out global executive who struggled with exhaustion, poor sleep, inconsistent food choices, and feeling confident in his skin. He was so driven that his global lifestyle started to impact his health. He has since transformed his health and changed his lifestyle through the use of science-based behaviours. Now, as a High-Performance Lifestyle Consultant, he empowers high-performing business leaders and entrepreneurs to achieve even more success in their careers without sacrificing their lives & critical relationships.   Craig is an international speaker who shared the stage with Sharon Lechter, Les Brown, Bill Walsh, James Dentley and Noel Lee. He has also been featured on podcasts & stages across the US and Latin America and is releasing his book – Winning at the Game of Life and Business in 2023.  He holds an MBA from Vanderbilt University and a business degree from UNC-Chapel Hill. He previously worked as a partner at Hewitt Associates for over 25 years. He has also worked as a Health Coach and educator for the Equinox Sports Club Los Angeles and owns his own high-performance lifestyle business. He's partnered with hundreds of clients to ignite their energy and live a life with even more clarity, intention and integrity.

"AI's transformative impact on HR is undeniable. From data cleanup to converting insights into predictability, it's been a journey. Now, HR professionals have the potential to curate a more personalized employee experience by harnessing the power of AI, but with great power comes great responsibility. Ensuring data privacy and eliminating biases in AI tools will be critical."In today's episode of The Shape Of Work podcast, we have Kaumudi Oak, the Vice President of People Success at Bizongo. Kaumudi has an overall work experience of over two decades. Kaumudi has worked at various organisations including Hewitt Associates, Capgemini, and JPMorgan Chase and Co. She did her BS from the University of Mumbai, her MS from the University of Florida, and her MBA from the Indian School of Business.In this episode, Kaumudi opens up about her fascinating journey and the steps Bizongo is taking to revamp conventional practices. She sheds light on how the company maintains a motivated workforce and the significance of nurturing trust and understanding in the workplace.Episode HighlightsHow important are employee experience and engagement in today's time?How is the role of HR professionals evolving or changing?How to foster an inclusive culture that values diversity and ensures equal opportunity?Follow Kaumudi on LinkedinProduced by: Priya BhattPodcast Host: Archit SethiAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Happiness Solved with Sandee Sgarlata. In this episode, Sandee interviews Craig Bruce.  Craig is a former burned out global executive who struggled with exhaustion, poor sleep, inconsistent food choices and just feeling confident in his own skin. He was so driven that his global lifestyle started to impact his health. He has since transformed his health and changed his lifestyle though the use of science-based behaviors. Now, as a High Performance Lifestyle Consultant, he empowers high-performing business leaders and entrepreneurs to achieve even more success in their life without sacrificing career & key relationships. Craig holds a MBA from Vanderbilt University and a business degree from UNC Chapel Hill. He previously worked as a partner at Hewitt Associates for over 25 years. He has also worked as a Health Coach & Educator for the Equinox Sports Club Los Angeles and owns his own high-performance lifestyle business. He's partnered with hundreds of clients to ignite their energy and live a life with even more clarity, intention and integrity. Connect with Craig: http://linkedin.com/in/craig-bruce-b44766146  Text Ignite to 26786 Connect with Sandee www.sandeesgarlata.com Podcast: www.happinesssolved.com www.facebook.com/coachsandeesgarlata www.twitter.com/sandeesgarlata www.instagram.com/coachsandeesgarlata  

Kudos' Chief Customer Officer Tom Short is an employees-first entrepreneur. In the last 25 years, he has founded several successful companies, all of which have employee experience as their cornerstone. In his current role, he is invested in advocating for employee recognition over rewards — favoring the long term effects of recognition on well-being and motivation over the short term “object perks” of rewards. Tom Short is the Founder of Kudos Inc., where he oversees business development, sales and marketing. Tom has founded numerous, highly successful, companies including Idea Machine, which was recognized as one of the top ten interactive agencies in Canada, which he later merged with Rare Method to create the largest independent interactive agency in Western Canada. Under Tom's direction Rare Method was ranked as one of the fastest growing organizations in the Canada by Profit 100 Magazine several years running and as one of the top 50 small to mid-sized employers in Canada by the Queen's School of Business, Queen's Centre for Business Venturing and Hewitt Associates. At each organization Tom built, employee engagement was front and center as the key to building effective teams and successful companies. Kudos was the direct result of this philosophy and was a systematic way to build a systemic culture of appreciation. Today Kudos is quickly becoming a leader in social recognition and changing how companies around the world engage their team's – one thank you at a time!Tom's Profilelinkedin.com/in/wtshortWebsitekudos.com (Company)TwitterKudosNowwtshortBuzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Seth Turner about shifting the leadership mindset around worker leave. Seth Turner (https://www.linkedin.com/in/sethgturner/) is the co-founder and chief strategy officer for AbsenceSoft, an absence management SaaS solutions provider that delivers scalable software to manage FMLA, ADA, disability, and other forms of leave easily, efficiently and cost-effectively. Seth has over 20 years of experience helping organizations solve their HR and absence management challenges. As an industry expert in employee leave management, Seth set out to build leave and accommodation software to help the biggest companies in the world take better care of their employees by optimizing their leave and accommodation experience. Prior to founding AbsenceSoft, Seth held leadership roles at Hewitt Associates, Mercer, and Reed Group focused on outsourcing and technology solutions for Leave of Absence and Employee Benefits. Seth has an MIS degree from Indiana University and an MBA from Northwestern University. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! This episode is sponsored by/brought to you by BetterHelp. Give online therapy a try at www.BetterHelp.com/HCI and get on your way to being your best self. Check out Ka'Chava at www.Kachava.com/HCI. Check out BELAY here. Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's podcast episode we're stepping into a completely different realm of health. I'm joined by coach, speaker, and author Darcy Eikenberg as we discuss her new book “Red Cape Rescue: Save Your Career Without Leaving Your Job”. What we do (or don't do) from 9-5 has a huge impact on our health. If your JOB is a big source of stress, this is the conversation for you. Darcy Eikenberg is on a mission to help us change our lives at work without having to change everything in our lives, especially during times of great change (and face it—when AREN'T we managing change?) She's the author of Red Cape Rescue: Save Your Career Without Leaving Your Job which shows how to get more of what you want without resorting to drastic measures of changing careers or finding a new job—and without sacrificing your health or family life. Her strategies help generate more clarity, confidence, and control—plus, they inspire a bit of courage to help handle our complex lives at work. She's coached leaders at companies such as Aon, The Coca-Cola Company, State Farm, and Deloitte, and offers encouraging ways to change work for the better, for good. Before launching her leadership career coaching firm RedCapeRevolution.com, Darcy was a principal at human resources consulting firm Hewitt Associates (now part of Alight Solutions), where she served on both the Southeast and the North American Communication Consulting Leadership teams. She's been quoted in Forbes, Thrive Global, Mashable, The Ladders, CNN, and more. Connect directly through her free Insider Community at RedCapeInsider.com and get the latest stories, career strategies, and free tools. To connect with Dr. Alex further visit: www.emergentwomencoaching.com Send an email to Dr. Alex- dralex@emergentwomencoaching.com Get $230 off an initial consultation https://www.emergentwomencoaching.com/voucher-7421 Get more free trainings and connect with our private community: https://www.facebook.com/groups/trwcommunity Be sure to check out our website, follow us on Facebook and Linked In, and Instagram.

Guest Bio:   Antonija Pacek, Creativity and Innovation Practice Leader at Global Success Advisors and MEA Business Group, holds a master's degree in Psychology from the University of Cambridge, UK, and an honors BA degree from Webster University in Vienna, Austria. Prior to co-creating the IMAGINO® for Global Success Advisors and MEA Business Group, she was an HR consultant with Hewitt Associates and the Center for Creative Leadership, working on soft skills training with major international corporations. Antonija is an adjunct faculty for Duke Corporate Education, a number-one-ranked provider of executive corporate education in the world. She also teaches various psychology courses at two international universities in Vienna. In her academic career, Antonija has taught Industrial Psychology, Social Psychology, Personality Theories, History and Systems of Psychology, Emotional Intelligence, Psychology and Film, Personal Development, Leadership Development, and Learning Strategies. On several occasions, she was invited to co-lecture with the legendary Dr. Phil Zimbardo during his guest lectures in Vienna.   In her free time, she enjoys composing piano music and has published five neoclassical piano albums (Soul Colours, Life Stories, Il Mare, Forever, and Seasons of Life). She has a music publishing contract with Warner Chappell, a publishing arm of Warner Music. Antonija is popular in Italy and has performed in 2018 and 2019 in a number of famous Italian venues such as the Auditorium in Rome and Teatro dal Verme in Milan. In 2020, she signed a record publishing contract with an American classical music label Parma Recordings that published her fourth album “Forever” in Oct. In 2021, Antonija signed a contract with Yellow Rose Records, which published six singles and her newest album, “Seasons of Life” in 2022.   Follow Antonija on Facebook, Instagram, YouTube, and LinkedIn.   Remarkable Quote:   “When you are withheld of something that you really love, that you crave for, that you hope for, it accumulates into some kind of craving and hopeful feeling inside you that will find a way to go out.”   “Stress is not always a villain. You can shift your mind and take the best out of it to actually work for you.”        Sponsor Today's episode is sponsored by:   Picked Cherries' social podcasting app is the destination for the best podcast listening experience for all listeners. Download the app for FREE on Google Play and the App Store. Share podcasts like never before with Picked Cherries. Learn more at PickedCherries.com.     Find Us Online! Website: iamJulietHahn.com Instagram: @iamjuliethahn Twitter: @iamjuliethahn LinkedIn: Juliet Hahn FB: @iamjuliethahn Fireside: Juliet Hahn Clubhouse: @iamjuliethahn YouTube: Juliet Hahn

Just after Mother's Day weekend. We spent Sunday at the Padres Game with Ezekiel with amazing seats. They were pretty close to the Padres dugout section. We stayed to the end of the game to watch an amazing finish to the game. The Padres won, but were down by 2 at the bottom of the 9th with 2 outs. Then we get a homerun to seal the win! The excitement was incredible. Then we are joined by Darcy Eikenberg. Like many of us in the working world today, Darcy Eikenberg wears a lot of hats. She's been an executive coach to leaders at organizations such as The Coca-Cola Company, Microsoft, State Farm, Deloitte Consulting, and more. She consults and speaks about career growth, employee engagement, and leadership development all over the world. She is the author of Bring Your Superpowers to Work: Your Guide to More Clarity, Confidence & Control and blogs regularly on leadership and career issues at RedCapeRevolution.com. Her ideas have been shared in the Harvard Business Review, Thrive Global, CNN.com. The Ladders, The Atlanta Journal-Constitution, and Forbes, among others. She's a former principal and communication consulting business leader at Hewitt Associates, now part of Aon, and she graduated from Northwestern University. https://redcaperevolution.com/insider-invitation/ https://redcaperevolution.com/ https://www.facebook.com/darcy.eikenberg https://www.linkedin.com/in/darcyeikenberg/ https://www.instagram.com/coachdarcyeikenberg/ https://twitter.com/redcaperev https://www.youtube.com/user/redcaperev **** The Kris and Kristine Show **** http://www.krisandkristineshow.com https://www.kristinesmithdesigns.com Email: krisandkristinepodcast@gmail.com Voice Mail: https://www.speakpipe.com/KrisandKristineShow Twitter: https://twitter.com/k2showsandiego Instagram: https://www.instagram.com/thek2showsandiego/?hl=en Facebook: https://www.facebook.com/k2showsandiego Patreon: www.patreon.com/thekrisandkristineshow

Creative, high-impact philanthropy is practiced by donors of all types - foundations, donor advised funds, social venture funders, and collective giving organizations. We visit with Sandy Cook, a leader at Impact100 Metro Denver, one of several hundred womens collective giving organizations around the country. Find out why Impact 100 Metro Denver invites nonprofits to step back and consider what they need to make significant shifts in how they work. Sandy shares examples how investing in nonprofits' unglamourous infrastructure needs, such as redesigning space, and buying trucks and equipment, helps organizations achieve exponentially more impact.   https://impact100metrodenver.org/ https://philanos.org/ ** Sandy is a board member of Philanos, an international network of collective giving organizations with a mission to strengthen collective giving and promote informed impactful grantmaking. Following a career in academia and a role as partner with Hewitt Associates (now AON Hewitt), Sandy's “second career“ has been philanthropy - particularly collective giving. She is a founding member of the Women's Giving Alliance in Jacksonville, Florida. At Impact100 Metro Denver, Sandy is a member of the Executive Committee and Chair of the DEI task force..

Creative, high-impact philanthropy is practiced by donors of all types - foundations, donor advised funds, social venture funders, and collective giving organizations. We visit with Sandy Cook, a leader at Impact100 Metro Denver, one of several hundred womens collective giving organizations around the country. Find out why Impact 100 Metro Denver invites nonprofits to step back and consider what they need to make significant shifts in how they work. Sandy shares examples how investing in nonprofits' unglamourous infrastructure needs, such as redesigning space, and buying trucks and equipment, helps organizations achieve exponentially more impact.   https://impact100metrodenver.org/ https://philanos.org/ ** Sandy is a board member of Philanos, an international network of collective giving organizations with a mission to strengthen collective giving and promote informed impactful grantmaking. Following a career in academia and a role as partner with Hewitt Associates (now AON Hewitt), Sandy's “second career“ has been philanthropy - particularly collective giving. She is a founding member of the Women's Giving Alliance in Jacksonville, Florida. At Impact100 Metro Denver, Sandy is a member of the Executive Committee and Chair of the DEI task force..

Like many of us in the working world today, Darcy Eikenberg wears a lot of hats. She's been an executive coach to leaders at organizations such as The Coca-Cola Company, Microsoft, State Farm, Deloitte Consulting, and more. She consults and speaks about career growth, employee engagement, and leadership development all over the world.She's the author of Red Cape Rescue: Save Your Career Without Leaving Your Job and blogs regularly on leadership and career issues at RedCapeRevolution.com. Her ideas have been shared in the Harvard Business Review, Thrive Global, CNN.com. The Ladders, The Atlanta Journal-Constitution, and Forbes, among others. She's an International Coaching Federation (ICF) Professional Certified Coach (or PCC), former principal and communication consulting business leader at Hewitt Associates (now part of Alight Solutions) and graduated from Northwestern University.Darcy brings a sense of encouragement and humor to serious matters in our work and careers and offers simple, practical ways we can transform our lives at work, right where we are, right now.LinksRedCapeRescue.com: for details about the bookRedCapeRevolution.com/Insider: for free weekly career strategies and toolsRedCapeQuiz.com: for a customized plan to help you decide whether it's time to move on or stay in your job

Do you remember your first job? Darcy Eikenberg wins the prize for having one of the most unusual first work experiences. During the holidays in her central Illinois hometown, she was a talking mailbox at her local shopping mall. Imagine how a job like that would have made her resume stand out in her early career pursuits! Darcy has roots that run deep when it comes to her relationship with work. She told me the story of her paternal grandfather who lost his father at age 14. He helped his Mom and eight siblings by going to work immediately at a local factory in Baltimore, Maryland, remaining there for over thirty years and retiring as the company's chairman and CEO. Darcy's father also worked for the company much of his career. The message was solid, “We had opportunities in front of us, and we needed to share with others and be able to contribute to helping others too and not just focus on ourselves.” Darcy stays true to those who came before her and yet, she has carved her own path in honoring the dignity of work and service. Today, Darcy is an executive coach and the author of Red Cape Rescue, Save Your Career Without Leaving Your Job, which shows how to get more of what you want, without changing careers, or finding a new job without sacrificing yourself. The red cape is a metaphor for the confidence you felt as a kid when you grabbed a towel or a sheet and threw it around your shoulders feeling in control, even if all you controlled was in the backyard. Darcy shared, “The red cape feeling is the key to helping us individually as well as across our world. What if you could feel that way every day at work? What would change for you and not only what would change for you, but what can change for your company, your community, and your world?” Darcy wears a lot of hats. She's been an executive coach to leaders at organizations such as The Coca-Cola Company, Microsoft, StateFarm, Deloitte consulting, and much more. She consults and speaks about career growth, employee engagement, and leadership development all over the world. She blogs regularly on leadership and career issues at redcaperevolution.com. Her ideas have been shared in the Harvard Business Review, Thrive Global, CNN.com, The Ladders, the Atlanta Journal-Constitution, and Forbes, among others. In this week's Work From The Inside Out podcast, learn more about Darcy's journey: Darcy is a former communication consulting business leader at Hewitt Associates  She graduated from Northwestern University, studying journalism, speech, and communications. Learn more and connect with Darcy here: https://www.facebook.com/RedCapeRevolution https://www.linkedin.com/in/darcyeikenberg/ https://www.facebook.com/darcy.eikenberg https://twitter.com/redcaperev www.RedCapeRevolution.com

Craig is a former burned out global executive who struggled with exhaustion, poor sleep, inconsistent food choices and feeling confident in his own skin. He was so driven that his lifestyle started to impact his health. He has since transformed his health and changed his lifestyle though the use of science-based behaviors. Now, as a Certified Health and Lifestyle Consultant, he guides other executives who find themselves in a similar situation to a life that is harmonious, healthy and limitless!   Craig holds a MBA from Vanderbilt University and a business degree from UNC Chapel Hill. He previously worked as a partner at Hewitt Associates for over 25 years. He has also worked as a Health Coach & Educator for the Equinox Sports Club Los Angeles and owns his own health and lifestyle business. He's partnered with hundreds of clients to fight burnout on their adventure to reignite their energy and live limitlessly.   GIFT LINK https://evolvehealthandlifestyle.ck.page/da2361e57a   https://evolvehealthandlifestyle.com      Find us on social media https://www.youtube.com/channel/UCKvKY93BmNp9D-uuStspcEQ https://www.facebook.com/groups/727711128046733 https://www.facebook.com/sprinkledwithhopepodcast https://twitter.com/sprinkledhope20 https://www.instagram.com/sprinkledwithhopejason_shane/    

Description: This week I am speaking with Darcy Eikenberg, author of Red Cape Rescue: Save Your Career Without Leaving Your Job. Let me read you a snippet from her bio. Darcy helps high-performance professionals accelerate their leadership in ways that work for their organizations and for themselves. With a practical, real-life perspective, and with over 20 years of experience working with top companies such as The Coca-Cola Company, Microsoft, and Deloitte, Darcy's clients consistently grow to greater levels of clarity, confidence, and control in their work and lives—all leading to better business results. Before launching her own business, Darcy was a Principal at human resources consulting firm Hewitt Associates (now part of Aon), where she served on both the Southeast and the North American Communication Consulting Leadership teams. In those roles, she was accountable for developing and retaining talent, building managers and teams, and growing a healthy bottom line. She also innovated and led an internal coaching program supporting high potential associates and high revenue teams. Darcy reached out to me about being on the podcast and offered me a copy of the book. After reading the book I thought this would be an ideal discussion to have in these crazy times. I found the book very actionable in helping people get their heads on straight. This episode is sponsored by Career Pivot. Check out the Career Pivot Community. Make sure and pick up my latest book, Repurpose Your Career: A Practical Guide for the 2nd Half of Life Third Edition. For the full show notes click here.

Marc founded and leads The Talent Strategy Group and consults with global corporations. His prior experience includes talent management roles at Bank of America and Avon Products and consulting at Hewitt Associates. He co-authored the Harvard Business Review Publishing best-seller One Page Talent Management and 8 Steps to High Performance and publishes Talent Quarterly magazine. Marc has an MBA from the Yale School of Management.We connected with Marc as we share a passion for building talent. We sat with him to talk about his own career journey, his advice to early career professionals, his take on the Great Resignation, his assessment of the HR and Talent functions, how organizations – including their business leaders – can build better talent faster, how to map out your career ambitions and create an experience map, and more about his plans for 2022.Links from the episode: Marc's firm The Talent Strategy Group  Talent Quarterly magazine Marc's last book 8 Steps to High PerformanceHarvard Business Review article A Simple Way to Map Out Your Career Ambition Marc's LinkedIn pageRead the transcriptThanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

This week on the KORE Women podcast Dr. Summer Watson speaks with Darcy Eikenberg, who is a professional certified coach, Author of "Red Cape Rescue: Save Your Career Without Leaving Your Job,” Private Coach to Leaders & High Performing Teams, Keynote Speaker, and Workshop Facilitator for Companies & Professional Associations. Like many of us in the working world today, Darcy Eikenberg wears a lot of hats. She's been an executive coach to leaders at organizations such as The Coca-Cola Company, Microsoft, State Farm, Deloitte Consulting, and more. She consults and speaks about career growth, employee engagement, and leadership development all over the world, and shares career and workplace strategies regularly at RedCapeRevolution.com. Her ideas have been shared in the Harvard Business Review, Thrive Global, CNN.com. The Ladders, The Atlanta Journal-Constitution, and Forbes, among others. Darcy is an International Coaching Federation (ICF) Professional Certified Coach (or PCC), former principal and communication consulting business leader at Hewitt Associates (now part of Alight Solutions) and graduated from Northwestern University. Darcy brings a sense of encouragement and humor to serious matters in our work and careers, and offers simple, practical ways we can transform our lives at work, right where we are, right now. To connect with Darcy Eikenberg go to: Darcy@RedCapeRevolution.com or find her on LinkedIn. Her book, "Red Cape Rescue: Save Your Career Without Leaving Your Job” can be found on Amazon, Target and other retailers.  Thank you for taking the time to listen to the KORE Women podcast and being a part of the KORE Women experience. You can listen to The KORE Women podcast on your favorite podcast directory - Pandora, iHeartRadio, Apple Podcast, Google Podcast, YouTube, Spotify, Stitcher, Podbean, and at: www.KOREWomen.com/podcast. Please leave your comments and reviews about the podcast and check out KORE Women on Instagram, Twitter, and Facebook. You can also learn more about Dr. Summer Watson and KORE Women at: www.korewomen.com

On this episode of The Shape of Work, we have Sayan Bandyopadhyay, AVP-HR (East) at HDFC Life. Having worked in the HR fraternity for more than 16 years, his previous stints include working at giants like Kotak Life Insurance, Asian Paints, and Hewitt Associates.Working across various HR functions, Sayan has plenty of expertise to share in this conversation.We discuss with Sayan:His journey of transitioning his career from business analysis to an HR roleWhy mental health initiatives have become ‘must-haves' across organizations todayBetter meetings make better days: the importance of running effective meetingsWhat builds the right culture inside HDFC Life's cultureThe importance of culture fit assessment in the hiring strategyMeetings hold a significant amount of importance in organizations. In the corporate world, people have to work across different functions and hence need collaboration. However, Sayan explains why having meetings for the sake of it is not fruitful. It has to have a well-thought-out schedule and purpose. Teams need to analyze:(1) the outcomes of the meeting.(2) who are required in the meeting.The meeting should have a proper structure, discussion, and proper notes.Culture as one of the intangibles of a workplace:Culture decides an employee's willingness and commitment towards the organization. A good culture drives the employee to go to the office every day whereas a poor culture does the exact opposite. Sayan talks about the role of managers in setting this culture. For employees, it is the manager they communicate their tasks to. If the manager is helpful and positive, the employee will have a positive impression of the culture. Hence, managers need to have the correct conversations and build a culture of teamwork.HDFC Life takes this element very seriously. Sayan calls it a ‘business of dealing with humans.'Parameters set by HDFC Life while hiring:There are two sets of hirings in HDFC Life- frontline sales and managerial positions. The majority of hiring happens in the position of frontline sales. They conduct an elaborate personality cum attitude entrance test. They look at the personality, attitude, and decision-making process of the candidates. Every organization does not have the same value systems/structures. Hence, people coming from different organizations also hold a value system different from the same of HDFC Life.Top innovations in the field of HR:At one point in time, HR was only considered an administrator of a business. Today it has developed to become an integral part of the same.Sayan explains how the field of HR has grown:HR in a business: The HR of an organization has to understand business as a business person. Only then can he/she be a true business partner.Learning space: Organizations have become confident with mobile/virtual learning. Moreover, it can be done at one's own pace. Hence, HR has turned the learning process from a ‘learner-led model' to an ‘employee-led model'.HR bots: With the incoming trend of HR bots, the role of an HR professional can be segregated. He/she can perform more important tasks within the organization.Follow Sayan on LinkedInProduced by: Priya BhattPodcast host: Yashwanth JembigeGet highlights of this episode from our blog.

Join us as we sit down with the Executive Director of the Employees' Retirement System of Georgia, Jim Potvin. He will discuss plan options, PSERS, spending versus saving for retirement and so much more! He answers many of the questions that many state employees may have about their retirement plan including sharing his thoughts on the future of pensions. Jim Potvin is the Executive Director of the Employees' Retirement System of Georgia (ERSGA). He joined ERSGA in February, 2009 as the Deputy Director, after 15 years in private industry working in retirement plan administration and consulting. He was appointed as the Executive Director in February, 2012. Jim began his career as a pension administrator for Georgia-Pacific Corporation, before moving into a consulting role with Arthur Andersen LLP. He later joined Hewitt Associates, a global HR consulting firm, as the Location Manager for the RFM Pension Administration outsourcing group. At ERSGA, Jim is responsible for the administration and operations of five defined benefit plans, two life insurance plans, and three defined contribution plans covering more than 125,000 active members and 73,000 retirees. A native of Connecticut, Jim holds a B.A. in Mathematical Economics and Managerial Studies from Rice University, and an M.S. from Georgia State University. He is President of the National Association of State Retirement Administrators, and a member of the National Association of Government Defined Contribution Administrators, Inc., the National Conference of State Social Security Administrators, and the Government Finance Officers Association. --- Send in a voice message: https://anchor.fm/trs-ga/message

Hrish Lotlikar is a living example of a successful digital nomad Entrepreneur. A former Investment Banker turned VC, turned Tech, Blockchain and Crypto Entrepreneur. Besides covering Hrish's amazing career we take a very close look at his latest venture "Superworld", the relevance to sports and the connection to NFTs, the currently hottest trend in the Crypto and sports, music, arts IP (Intellectual Property) world.    Key Highlights From High school to Navy Reserved Officer and Surgical Technician removing eyes  Pursuing Triple Degree (MBA, MPH, MD) in graduate school then taking him into Management Consulting and Investment Banking and his first Entrepreneurial exploit creating "The Wall Street Program", teaching how to get a Wall Street job. Next stop Venture Capital (VC), bio-tech and other tech companies with "world changing ideas"  From New York City (after the crash in 2008/09), traveling across Eastern Europe for 1.5 yrs. Great story on how to start a seed stage VC Fund in Ukraine with Victor Pinchuk (Ukrainian Billionaire) and tech accelerator in Belarus.  Early employee, Senior Business Developer/Global Evangelist of Toptal, Andreessen Horowitz backed venture Rogue Initiative Studios, LA based entertainment studio leveraging the latest in tech, VR, AR with Hollywood IP and partnered with Hollywood director Michael Bay Superworldapp.com - virtual world in augmented reality mapped onto the real world, with 64 billion virtual real estate blocks (NFTs) on Blockchain which can be purchased Superworld is Pokémon Go meets Foursquare meet Monopoly Connecting Superworlds to the Sports & Entertainment space, from Venues to activities in the virtual world  Still a few steps required to buy a block right now, thru your Ether wallet. Getting easier soon.  NFT market place coming soon, platform to create NFT for any IP, sports, music, art, etc linked to augmented reality to showcase the NFT  Exploring Online to offline (O2O) opportunities. Real Estate developers are exploring this space.  Bringing Sports IP into the virtual world.  NFT (Non Fungible Token) - basics explained NBA Top Shots (not Hot Shots

In today's episode, I have the pleasure of inviting Debabrat Mishra (Debu). Debu is currently the founder of TribeOProject - a coffee brewing and packaging start-up that helps the indigenous tribes of Koraput. Apart from this, he has also launched the Work-Life App for professionals to balance personal and professional life. Debu has an exciting career trajectory, and this is not the first time he has left a well-paid corporate job to focus his efforts on his passion projects. He has previously had his stint in EdTech and Ad/film making. Debu has worked with corporate honchos like Deloitte, PWC, Hewitt Associates, and Arther Anderson. In his corporate career, he worked with leaders to help them get better at what they were doing. Listen to this beautiful story of triumph and learning.

583: SuperWorld Hrish Lotlikar SuperWorld – The Sharkpreneur podcast with Seth Greene Episode 583 Hrish Lotlikar Hrish Lotlikar is a Co-founder and CEO at SuperWorld, the Virtual World in Augmented Reality mapped onto the real world. Previously, he co-founded Rogue Initiative Studios, a Hollywood film, TV, gaming, and immersive entertainment studio. He was also the founding Managing Partner of Eastlabs, an early-stage VC fund based in Kyiv, Ukraine. Previously, Hrish was a Senior Business Developer and Global Evangelist at Toptal (backed by Andreessen Horowitz, the Rockefellers & the co-founders of Facebook and Zynga), a venture capital investor at Spencer Trask Ventures, and an investment banker at both UBS Investment Bank and HSBCSecurities, where he specialized in public finance, corporate finance and M&A. He also was an Associate in the Global Business Development Group at management consulting firm Hewitt Associates. Hrish was born in India and grew up in the United States. He also has spent many years living around the world in Europe, Asia and South America. He has a close connection to the people and cultures in Ukraine, Belarus, Russia, Spain, France, Vietnam, China, Colombia, Bali and Thailand. Hrish holds a BA in Political Science from Rice University and both an MBA and MPH from University of Illinois at Chicago. In his free time, he enjoys working out, fashion photography and traveling the world. Listen to this illuminating Sharkpreneur episode with Hrish Lotlikar about SuperWorld. Here are some of the beneficial topics covered on this week’s show: ●    How people can share their personalized real world in AR with SuperWorld. ●    How people and businesses can place easter eggs in the infinite worlds. ●    How people can buy blocks in SuperWorld and a share the commerce that happens there. ●    How people will eventually be able to create digital assets and sell them in SuperWorld. ●    How virtual worlds allow for a lot of monetization potential through many different avenues. Connect with Hrish: Guest Contact Info Twitter @hrishlotlikar @superworldapp Instagram @hrishlotlikar @superworldapp Facebook facebook.com/superworldapp LinkedIn linkedin.com/in/hrishlotlikar linkedin.com/company/superworldapp Links mentioned: Superworldapp.com therogueinitative.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Season One of the Culture Moments Podcast begins with Tyronne Stoudemire, Global Vice President of Diversity Equity & Inclusion for Hyatt Hotels Corporation. Tyronne has worked with LCW in many capacities, dating back to his early DEI years at Hewitt Associates. It was there that he learned the DEI ropes and helped Hewitt make big inroads on groundbreaking DEI initiatives - like improving 401k participation rates among Black and Latinx employees. He also worked with LCW to develop and deliver a signature training program called The Power of Worldviews, which helped Hewitt clients across the globe improve their understanding of culture and the role it plays in how they - and their colleagues - perceive, work, and communicate with each other. FULL SHOW NOTES & TRANSCRIPT: https://languageandculture.com/introducing-lcws…-moments-podcast/ TYRONNE LINKEDIN: https://www.linkedin.com/in/calltyronne/ LCW LINKEDIN: https://www.linkedin.com/company/language-&-culture-worldwide/ LCW FACEBOOK: https://www.facebook.com/LanguageAndCultureWorldwide

Jay Hartzell is the President of The University of Texas at Austin. Prior to serving as President, Hartzell served as the 12th dean of the McCombs School of Business at UT Austin, one of the largest and most distinguished business schools in the country. As dean for over four years, Hartzell launched the Goff Real Estate Labs, elevated the Canfield Business Honors program and opened Rowling Hall, the home of UT’s MBA program. He helped create many significant partnerships with colleges and schools across campus including the Dell Medical School, the College of Fine Arts, the College of Liberal Arts, the College of Natural Sciences and the Moody College of Communication. He also established the position of Associate Dean of Diversity and Inclusion at the McCombs School and the McCombs Diversity and Inclusion Committee.Hartzell joined UT in 2001 after teaching at New York University’s Stern School of Business. Prior to his time as dean, he held several key administrative roles at the McCombs School of Business. His most notable positions include his service as the senior associate dean for Academic Affairs, chair of the Finance Department and executive director of the McCombs School’s Real Estate Finance and Investment Center.Hartzell holds a B.S. in business administration and economics (cum laude) from Trinity University and a Ph.D. in finance from The University of Texas at Austin. His research focuses on real estate finance, corporate finance and corporate governance. His articles have been published in leading journals in the field, including the Journal of Finance, Journal of Financial Economics, Real Estate Economics and The Review of Financial Studies.Hartzell currently serves on the boards of directors for MGIC Investment Corporation (NYSE: MTG), the Texas Exes and Austin Habitat for Humanity. He previously served as a member of the board of directors of the American Real Estate and Urban Economics Association. In addition to his academic experience, he previously worked as a consultant with Hewitt Associates.

What a privilege to host Diana Ryall on the podcast. She is a slam dunk guest in that she has a wealth of experience, credibility, mastery in storytelling and provided a stream of practical advice. I highly recommend this conversation!! By way of brief bio, Diana Ryall was the Managing Director at Apple Australia from 1997 to 2001. While holding this position, the company was recognised by Hewitt Associates as "Employer of the Year". She has been innovating and disrupting the workplace for more than 30 years. She is not afraid to speak up and is well-known for her efforts to challenge people to think differently and to bring equality and cultural change to the workplace. Diana shares her trajectory and tales from high school maths teacher, becoming a mother of two boys, shifting into computer programming and the journey into the MD role at Apple Australia (which was not smooth sailing). Diana gives advice and anecdotal frameworks for: •applying for a job - (particularly when you don't fulfil all of the criteria) •requesting a job promotion •strategies if you have been treated poorly or devalued by senior management •how to work out if you have been paid fairly •how to request pay parity •how to position yourself for bonuses. Further bio - In 2002, Diana founded the company 'Xplore for Success' which offers services to organisations to support professionals to achieve personal success. The Xplore programs have challenged over 6000 women and men in organisations such as American Express, CBA, Deloitte, Dept. of Commerce, Centrelink, GHD, Lend Lease, Luxottica, KPMG, and NAB. From 2005 to 2008, Diana led the Chief Executive Women's (CEW). A member-based organisation representing Australia's most senior women leaders from the corporate, public service, academic and not-for-profit sectors. From 2006 to 2009, Diana was the Vice President of the CEW and was one of the authors of the CEO Kit, which provides pragmatic ways to measure gender diversity initiatives. Diana was part of the judging panel of the Australian Best Employers program run by Hewitt Associates, sat on the panel for Deloitte's Businesswomen of the year awards and was on the Diversity Council for Commonwealth Bank of Australia. In 2010, Diana became a Member of the Order of Australia, AM, for her significant contribution to the education community, her commitment and support to the advancement of women, and her ongoing and wide-reaching charitable work. She is an ambassador for Honour a Woman, Good Return and Dress for Success Sydney, and sits on the Industry Advisory Group for Victorian Police. As a breast cancer survivor, Ms Ryall supports the National Breast Cancer Foundation, and is a key spokesperson for International Women's Day and is committed to a number of charitable and philanthropic causes.

What a privilege to host Diana Ryall on the podcast. She is a slam dunk guest in that she has a wealth of experience, credibility, mastery in storytelling and provided a stream of practical advice. I highly recommend this conversation!!By way of brief bio, Diana Ryall was the Managing Director at Apple Australia from 1997 to 2001. While holding this position, the company was recognised by Hewitt Associates as “Employer of the Year”. She has been innovating and disrupting the workplace for more than 30 years. She is not afraid to speak up and is well-known for her efforts to challenge people to think differently and to bring equality and cultural change to the workplace.Diana shares her trajectory and tales from high school maths teacher, becoming a mother of two boys, shifting into computer programming and the journey into the MD role at Apple Australia (which was not smooth sailing).Diana gives advice and anecdotal frameworks for:applying for a job - (particularly when you don't fulfil all of the criteria)requesting a job promotionstrategies if you have been treated poorly or devalued by senior managementhow to work out if you have been paid fairlyhow to request pay parityhow to position yourself for bonuses.Further bio -In 2002, Diana founded the company 'Xplore for Success' which offers services to organisations to support professionals to achieve personal success. The Xplore programs have challenged over 6000 women and men in organisations such as American Express, CBA, Deloitte, Dept. of Commerce, Centrelink, GHD, Lend Lease, Luxottica, KPMG, and NAB.From 2005 to 2008, Diana led the Chief Executive Women’s (CEW). A member-based organisation representing Australia’s most senior women leaders from the corporate, public service, academic and not-for-profit sectors.From 2006 to 2009, Diana was the Vice President of the CEW and was one of the authors of the CEO Kit, which provides pragmatic ways to measure gender diversity initiatives. Diana was part of the judging panel of the Australian Best Employers program run by Hewitt Associates, sat on the panel for Deloitte’s Businesswomen of the year awards and was on the Diversity Council for Commonwealth Bank of Australia.In 2010, Diana became a Member of the Order of Australia, AM, for her significant contribution to the education community, her commitment and support to the advancement of women, and her ongoing and wide-reaching charitable work.She is an ambassador for Honour a Woman, Good Return and Dress for Success Sydney, and sits on the Industry Advisory Group for Victorian Police.As a breast cancer survivor, Ms Ryall supports the National Breast Cancer Foundation, and is a key spokesperson for International Women’s Day and is committed to a number of charitable and philanthropic causes.

Among the tectonic shifts in healthcare, one of the most impactful is the innovation in cardiac monitoring devices, providing data and insights for heart patients never before captured or analyzed. The founders of iRhythm Technologies, Inc. disrupted this industry in the early 2010s and very quickly faced the escalating competition for biotech talent, prompting them to bring on Lisa Kain to lead their Talent Acquisition efforts. How Lisa met that challenge by drawing on all her previous experience is the subject of Episode 14 of the Big Fish Podcast. According to Lisa, being agile and flexible unlocks growth and resilience, important character traits for these uncertain times. Also, staying connected to the mission, believing in your team and challenging them as they fulfill that mission is key. In this interview, we discuss all that, as well as Lisa’s evolving career in Talent Acquisition. You’ll hear about Lisa’s formative years at Discover Financial Services, her Executive Recruiter role with Hewitt Associates, and her step into entrepreneurship by starting her own search firm before ultimately joining iRhythm in 2015 to build their TA function and oversee 200% growth in 5 years. We also discuss the power of storytelling, outsourcing considerations, career “sequencing”, and the life lessons for young professionals aspiring to leadership. Every obstacle is a creative problem to be solved in Lisa’s world. Listen in and be inspired to engineer your own story. Topics Discussed: How to innovate workforce engagement and employee experience Building a Talent Acquisition function from the ground up The value in outsourcing and how to determine if it’s right for your company How to tell better stories as business leaders Benefitting from the struggles and battle scars of leadership --- Connect with Lisa Kain Website: https://www.irhythmtech.com LinkedIn: https://www.linkedin.com/in/lisa-kain-2597862/ Twitter: https://twitter.com/LisaKain3 Connect with Erin Peterson I am a Partner and Consultant with PeopleResults. I have led Talent Acquisition for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. And I now get to translate my unique global experience to help my clients with their talent acquisition strategy, process, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

When you have over 40 years of high-tech sales performance, CRM application consulting, alliances and business development experiences, you know there's some perspective to explore and predictions to garner. In this podcast we interview Mike Jortberg, Global Sales Director for Customer Experience and Salesforce for Slalom Consulting and veteran business development leader and consultant for Salesforce, Axciom, Siebel (now Oracle), Hewitt Associates (now Aon Consulting). We discuss all things CRM: The biggest changes, what's remained the same, and what still needs to be improved. Mike also reveals one his best techniques for improving sales performance - leveraging the Buyer's Journey Map and how to leverage it in your own sales enablement plans. https://www.linkedin.com/in/mikejortberg/ #B2b #sales #salesperformance #salesoptimization #salesleadership #salesenablement #CRM #BuyersJourney #customerexperience #salestools #sellingtools #valueselling #salesconsulting

#2 Episode - M.P. Sriram Sriram enables organisations and individuals articulate and sustain changes to realise meaningful goals. For close to 25 years sriram has been pursing this purpose by designing interventions that address various organizational, business and people challenges. This included tenures as a professional Manager at Asian Paints and as a Consultant at Hewitt Associates and Ernst & Young for 13 years. He continues to pursue this purpose at Aventus Partners a firm that he co –founded in 2007. Sriram has a bachelor’s degree in law from Pune University and a Post Graduate Diploma in Personnel Management and Industrial Relations from XLRI Jamshedpur and secured gold medals in both these institutions. Sriram believes unmanaged conflicts are value destroyers and enables his clients proactively address potential conflicts at the ownership level and intervenes to resolve them when they escalate. sriram@aventus.in

Read the complete transcript on the Sales Game Changers Podcast website. PHIL'S FINAL TIP TO EMERGING SALES LEADERS: "If you can get to where the client includes you as part of the fabric of the organization, you understand their issues and you're delivering solutions that really impact the business, then you're a trusted advisor. I aspire to that, all my team inspires to it and I think if you're in professional services, attaining that role is like finding nirvana." Phil Curran is a Senior VP at USI Insurance Services where he runs the DC Metro practice. Prior to coming to USI, he was at Mercer HR Consultants, Hewitt Associates (now AON Hewitt) and PricewaterhouseCoopers (PWC). Find Phil on LinkedIn!

Bruce Black has over 40 years of C-level business experience building several high-performance companies as a founder, leader, entrepreneur, and CEO. For the last ten years, Black has used much of that prior business knowledge to help private middle-market business owners improve their company's performance, lower their risk profile, and achieve maximum value in a sale. Black's firm, IBG Business, was a national finalist in 2016 for middle market strategic sale of the year and awarded the M&A Transaction of the Year in 2015 by ACG of Arizona. From 2005-2008, Black spent three years organizing, leading, and managing a 444-unit ground-up condominium project in the Phoenix valley for Chicago-based Terrapin Properties. From 1980-2002, he co-founded McCord Travel Management at 29 and over those 22 years, he and his team grew McCord from $0 to over $600 million with 800 employees, becoming one of the largest corporate travel management firms in the US. Driven by a passion for service, McCord's success came one client at a time and through targeted strategic market acquisitions. Under Black's leadership as CEO and President, McCord's business strategy was to serve the most demanding and least easily pleased clients.  Those clients eventually included some of Chicago's, Los Angeles', New York's and San Francisco's top law firms, consulting organizations, entertainment companies, movie studios, advertising agencies, national accounting groups, and architectural firms. During his time at McCord, Black was selected as an Inaugural Member of University of Illinois at Chicago Entrepreneurial Hall of Fame. McCord was successfully sold in 2002 to Atlanta-based BCD, a $3.6 billion competitor. At the time of the sale, 22 years after the start, their first client, Hewitt Associates, was still there! If that same two-decade period wasn't challenging enough, at the same time Black helped form Graphicorp, a recognition and inspirational awards company that eventually went on to become the public company Successories. He also led the formation of Synergi, an international corporate travel firm. As Chairman for its first ten years, Bruce led the alliance from an initial 4 countries to 54 countries that spanned the Americas, EMEA, and Asia-Pacific. Black's first job, after graduating from Iowa State University with double majors in political science and sociology, was in outside sales for a small specialty food manufacturing company. Black now lives in Scottsdale, Arizona with his wife and their black lab where he spends time consulting with select clients, is an active mentor to startup companies, and is also an avid hiker, motorcycle rider, and mountain biker. Show Highlights: Put the work in and the outcomes that you envision can become real. -Bruce BlackFirst step, get rid of the self-imposed barriers that are caused by improper thinking. -Dan Moore“Make change your friend; it'll always be there for you.” -Clint Eastwood, The Bridges of Madison CountyYour personal attitude is really the only thing you can control. -Bruce BlackPutting plans in place where “no” is not an acceptable answer is part of our business model. -Bruce BlackWith every acquisition we made, we tore up our culture because it's only as good as our newest member. -Bruce BlackCulture eats strategy for breakfast. -Peter DruckerYou can never communicate enough. -Bruce BlackNo problem can withstand the assault of sustained thought. -VoltaireYou are what you think you are. -Bruce Black Bruce's closing thoughts: I have a happy mindset about making mistakes because every time I make mistakes I learn more. My self-talk is a bit of the glass is half full, but also go big or go home. If it's worth doing, do it well. Do what you want but be prepared. The Action Catalyst is a weekly podcast hosted by Dan Moore, President of Southwestern Advantage, the oldest direct-sales company in America, and Partner with Southwestern Consulting.

For our big launch, I was fortunate to have caught up with Tara Noonan Amaral, SVP and Head of Talent Acquisition for Fidelity Investments. Tara’s career since graduating from Brown University spans 30 years, with a focus on financial services organizations like JP Morgan Chase, Hewitt Associates (now Aon), New York Life and ADP. She has held client facing business roles as well as internal corporate roles, with an interesting pivot into RPO.

About Today's Guest Stephen Camilli, FSA, has been with ACTEX since September 2013 and is currently Vice President of Actuarial Publications and Content.  He has taught mathematics at both the high school and university level. He has served as Director of International Risk for UNUM, working in Buenos Aires, Hong Kong and Tokyo and has experience in pension consulting with Hewitt Associates. He co-founded a network of food banks in Argentina, is fluent in Spanish, and has worked as a translator, interpreter and literary agent. He has a Sc.B. in Applied Mathematics from Brown University. Visit https://www.actuarialjourney.com/stephencamilli for the  session highlights and accompanying resources. Want more help with your actuarial journey?  Join the ACTUARIAL JOURNEY COMMUNITY: Join the Actuarial Journeyer Community (Text "COMMUNITY" to 33-444 or click link http://www.actuarialjourney.com/community): Take action to start using these skills and more along your actuarialj journey through this global learning community of aspiring actuaries (aka Trailblazers) united for the common goals of providing Guidance, Accountability, and Support throughout all stages of your Actuarial Journey. FREE VIDEO SERIES: Achieving your Ideal Work Life Balance (Text "AJEXAM" to 33-444 or click link http://www.actuarialjourney.com/exams): This free video series will show you the step-by-step process to create you own Personalized Study Roadmap and design your Study Lifestyle FREE ONLINE COURSE: Entry-Level Actuarial Job Course (Text "ACTUARY" to 33-444 or click link http://www.actuarialjourney.com/jobs): a completely free full-length course with videos, worksheets, tools, and community all geared to help your get your entry-level actuarial job and start your actuarial career.

John Duffy is the author of The Available Parent: Radical Optimism in Raising Teens and Tweens, and he is the parenting expert on the The Steve Harvey Show. He is a clinical psychologist and certified life coach with a thriving private practice in the Chicago area. Dr. Duffy works with both teens and adults and specializes in maximize satisfaction and minimize conflict. In addition to clinical work, Duffy also consults with individuals, groups, and corporations in a number of areas, including Emotional Intelligence, stress management, balancing work and family, conflict resolution, goal-setting and the power of thoughts in bringing about change. Dr. Duffy’s highly satisfied clients include Sears, Allstate, General Electric, Household Financial, Exxon Mobil, Accenture, Bank of America and Hewitt Associates. The Duffy family lives in Chicago, Illinois. Check out Duffy’s YouTube Channel: http://www.youtube.com/user/DrJohnDuffy

The NY TImes has reported that 75% of Americans have less than $30,000 saved in their retirement accounts. Hewitt Associates says that 4 out of 5 American workers haven’t saved enough for all of their financial needs in retirement. A recent survey from the Employee Benefit Research Institute found that only 42% of Americans have tried to calculate the amount … Read more about this episode...

Is there natural tension between getting along with your people and asking them to perform -- between Relating and Requiring? No, says Pete Friedes, retired CEO of the international HR consulting powerhouse Hewitt Associates. He discusses his book "The...Read more ›

Is there natural tension between getting along with your people and asking them to perform -- between Relating and Requiring? No, says Pete Friedes, retired CEO of the international HR consulting powerhouse Hewitt Associates. He discusses his book "The...Read more ›

Please click on the POD button to listen to the latest Atlanta Business Radio  show podcast broadcasting live each Wednesday at 10am EDT from the Business Radio X studio in Atlanta, GA, USA.   Here's how to listen to the podcast of our show. First click on the title of the show you are interested in. Then there should be a player in the upper right hand corner of the screen. Now just press play and the show you chose should start playing. You can also download the show to listen on your mp3 player. We are now available on iTunes, click this link and you can find all our past shows. Press SUBSCRIBE and you will automatically get the latest show when you sync your iPod to your computer. On today's show we featured several companies who help companies with their employee satisfaction. We opened the show with Hank Deren with Factor Seven Group. Hank has held leadership positions in leading corporations and consultancies with a specialty in gaining employee satisfaction through employee communication. His communication experience was gained by working with firms like Price Waterhouse, Aon and Hewitt Associates. To learn more please go to his website www.factor7group.com Next up we had on Dr David Rearick who has helped organziations of all sizes implement and measure population health improvement programs for decades. He is the VP of Medical Management with Strategic Benefit Solutions, an Atlanta based health and welfare consultancy. To learn more please go to their website www.sbs-benefits.com We closed the show with Mike Hiffa, VP of Human Resources with Jackson Healthcare. Jackson is a regular on the list of top places to work in America and Mike explained why that is. Mike's primary focus is building a strong organizational culture by overseeing employee relations, organizational effectiveness, training and development and all recruitment and retention functions for the compnay. To learn more please go to their website www.jacksonhealthcare.com Also if you know of a business in Atlanta that we should know about please email Amy Otto at Amy @ atlantabusinessradio.com and we will try and get them on the show

Peter Friedes, retired CEO of Hewitt Associates, on his approach to helping his subordinates be better managers. He is the author of "The 2R Manager: When to Relate, When to Require, and How to Do Both Effectively"leadership | management | CEO | praise...Read more ›

Peter Friedes, retired CEO of Hewitt Associates, on his approach to helping his subordinates be better managers. He is the author of "The 2R Manager: When to Relate, When to Require, and How to Do Both Effectively"leadership | management | CEO | praise...Read more ›

This week, by popular request, we give you a new episode concept for Novell Open Audio. “IT Reality” episodes will periodically feature conversations with Information Technology (IT) managers who use Novell software. For our debut edition, the extremely eloquent Jim Brice explains to Erin and Ted some of the inner workings of Hewitt Associates’ enterprise, […]

Joan McCarthy, vice president and communication consultant at AON Consulting, provides a list of factors that lead to the best open enrollment results. McCarthy and Paul Harris, senior consultant with Hewitt Associates along with Hilary Mitchell, director, voluntary benefits programs with Pitney Bowes presented at a May 24, 2006 audio conference, Health Plan Open Enrollment: Strategies To Improve Results.

Paul Harris, senior consultant with Hewitt Associates, explains why the having a health fair during open enrollment season might be counterproductive and what the ideal timing is for a health fair. Joan McCarthy, vice president and communication consultant at AON Consulting and Harris along with Hilary Mitchell, director, voluntary benefits programs with Pitney Bowes presented at a May 24, 2006 audio conference, Health Plan Open Enrollment: Strategies To Improve Results.

Larry Hicks, a senior consultant with the Hay Group discusses the role a health fair can play in the benefits open enrollment process and the optimal timing for this type of health fair. Paul Harris, a senior healthcare consultant with Hewitt Associates and Hicks also list the privacy issues an organization must consider when planning a health fair and the single greatest error organizations make when organizing health fairs. Harris, Hicks and Heidi Laubach, a consultant with AON Consulting, discuss the elements of a successful health fair that generate a return on investment and improve the health and well-being of its participants during a September 28th audio conference on CD-ROM, Health Fairs: Planning, Marketing and Achieving Bottom-Line Results.

Heidi Laubach, a consultant with AON Consulting, explores how to mesh employees' expectations of a health fair with the goals of the hosting organization, the most successful and the most creative health fair promotion strategy she has seen and some planning tips for organizations that would like to hold a health fair but have employees at multiple sites. Paul Harris, a senior healthcare consultant with Hewitt Associates, Larry Hicks, a senior consultant with the Hay Group and Laubach discuss the elements of a successful health fair that generate a return on investment and improve the health and well-being of its participants during a September 28th audio conference on CD-ROM, Health Fairs: Planning, Marketing and Achieving Bottom-Line Results.

Paul Harris, a senior healthcare consultant with Hewitt Associates, describes how organizations can utilize the data resulting from health fairs. Harris and Larry Hicks, a senior consultant with the Hay Group, also list the privacy issues an organization must consider when planning a health fair and the single greatest error organizations make when organizing health fairs. Harris, Hicks and Heidi Laubach, a consultant with AON Consulting, discuss the elements of a successful health fair that generate a return on investment and improve the health and well-being of its participants during a September 28th audio conference on CD-ROM, Health Fairs: Planning, Marketing and Achieving Bottom-Line Results.