Podcast appearances and mentions of Indra Nooyi

On her first day as CEO of PepsiCo, Indra Nooyi fired her general counsel. Then rehired him before dinner. It wasn't a stunt. It was a signal.  She ran a $200 billion empire the same way she ran her life: with surgical precision, uncompromising standards, and an allergy to corporate theater. But here's what separates this conversation from every other CEO interview: she tells you what her massive ambition cost her and her family. What it means to carry the hopes of millions who look like you. What happens when a strategy you bet your career on starts to crumble. She reveals her private system for tracking 400 rising stars inside of a corporate giant and the advice Steve Jobs gave her that changed everything.  If you've ever felt the pull between ambition and identity, this one's for you. Indra doesn't just talk about power. She shows what it costs.  Approximate timestamps: Subject to variation due to dynamically inserted ads: （03:53）Growing Up In India （11:07） Lessons From Working In Consulting （21:36） Being Direct As A Leader / Delivering A Message That Gets Heard （24:14） Developing Talent （26:42）How To Minimize Office Politics （32:56）Prioritizing Work / Finding Balance （37:30）Turnover After A CEO Change （42:10） CEO Vs Board Member （46:22）Implementable Change In A Company （48:17） Removing Friction Instead Of Using Force （48:34）How To Be A Good Board Member （49:47）Lessons From Amazon （51:36） Leading Through Crisis （55:18） Dealing With Activist Investors （59:13） Women As CEOS / Biases In The Workplace （01:00:42) Equality of Opportunity / How To Hire The Best （01:03:50）Bias In Performance Reviews （01:05:27）Almost Quitting PepsiCo （01:07:05）What I Learned From Steve Jobs （01:11:51）Lessons From Costco And Walmart （01:20:00）Secrets to PepsiCo Merchandising （01:21:01）Outsourcing Bottlers At PepsiCo Then Reversing The Decision （01:22:16）Making Decisions At A Multi-Billion Dollar Company （01:23:56）Lessons From Acquisitions （01:27:09) Traits Of A High Performing Employee （01:29:01） Remote Work Vs In Office Thanks to our sponsors for supporting this episode: NORDVPN: To get the best discount off your NordVPN plan go to ⁠⁠⁠nordvpn.com/KNOWLEDGEPROJECT⁠⁠. Our link will also give you 4 extra months on the 2-year plan. There's no risk with Nord's 30 day money-back guarantee! MINT MOBILE: Get this new customer offer and your 3-month Unlimited wireless plan for just 15 bucks a month at MINTMOBILE.COM/KNOWLEDGEPROJECT. MOMENTOUS: Head to ⁠www.livemomentous.com⁠ and use code KNOWLEDGEPROJECT for 35% off your first subscription. Newsletter - The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠⁠⁠fs.blog/newsletter⁠⁠⁠⁠ Upgrade — If you want to hear my thoughts and reflections at the end of the episode, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠⁠⁠ and get your own private feed. Watch on YouTube: ⁠⁠⁠⁠@tkppodcast

Dans cet épisode hors série de Projetez-Vous, avec Faouzi nous plongeons dans un sujet fondamental : le mentorat dans le leadership.Peut-on réussir sans être accompagné ? Faut-il provoquer les rencontres ou attendre le bon moment ? Quelle est la différence entre coaching et mentorat, et pourquoi les deux sont-ils complémentaires ?À travers nos expériences, des figures inspirantes (Nina Simone, Mohamed Ali, Elon Musk, Indra Nooyi ), on vous montre l'impact sur une carrière et comment l'encourager autour de nous. Rejoins la communauté des NéoLeadeurs pour trouver ou devenir un mentor, et cultiver un leadership humain, audacieux et transformateur.

Dirigió con éxito el gigante de la alimentación Pepsico durante 12 años, a pesar de un contexto adverso y el machismo de algunos consejeros. Es una firme defensora del teletrabajo y la conciliación. Actualizó la oferta de PepsiCo con productos más saludables que respondieran a las nuevas preocupaciones del consumidor, a la vez que tomó medidas para reducir el impacto medioambiental de la compañía. Su visión a largo plazo impulsó los ingresos del grupo y disparó su valor en Bolsa. Los redactores del periódico Amaia Ormaetxea y Antonio Santamaría analizan su legado en 'Genios de las Finanzas', un pódcast realizado por Tamara Vázquez y dirigido por Amparo Polo.See omnystudio.com/listener for privacy information.

In today's episode Shell shares her top 10 book recommendations for 2025. From mastering your mindset to becoming a better leader, these reads will help you grow at work and as a human. Find the links for them below:The Dip by Seth Godin: https://amzn.to/3R7vl3UThe Communication Book by Mikael Krogerus & Roman Tschäppeler: https://amzn.to/4jqY93tCourage is Calling by Ryan Holiday: https://amzn.to/4ibnXzELegacy by James Kerr: https://amzn.to/3R7vB2SThe First Rule of Mastery by Michael Gervais: https://amzn.to/3G4mmOAThe Quick Start Guide to Investing by Glen James & Nick Bradley: https://amzn.to/4j3cLGlSort Your Career Out and Make More Money by Shelley Johnson & Glen James: https://amzn.to/4ia7FGWMy Life in Full by Indra Nooyi: https://amzn.to/4j6W3GfThe Artist's Way by Julia Cameron: https://amzn.to/3YkwEAfScaling People by Claire Hughes Johnson: https://amzn.to/4iW1ZSeAtlas of the Heart by Brené Brown: https://amzn.to/4j3cO4ZThe Creative Act by Rick Rubin: https://amzn.to/4jpfdqv(Yes, that's 12... Shell snuck in a couple of extras

In this fireside chat, Indra Nooyi, Amazon board member and former PepsiCo CEO, shares insights on leadership in the era of technological transformation. She emphasizes the importance of curiosity, continuous learning, and balancing detailed knowledge with big-picture thinking. Nooyi discusses the challenges of leading organizational transformations, integrating technology into business strategies, and the evolving role of board members. She highlights the need for leaders to understand and communicate technological changes effectively, shape boards to meet company needs, and balance risk management with innovation. She also offers advice on selecting CTOs and fostering a culture of adaptation in rapidly changing business environments.

On this episode of The Insightful Leader, Kellogg's Ellen Taaffe interviews her mentor about success, self-belief, and supporting the next generation of leaders.

Siempre nos gusta saber un poco más sobre la vida de personas interesantes y más si nos la cuentan ellas mismas, por eso nuevamente presentamos un episodio sobre autobiografías. Doris, Pamela y Adriana nos platicarán sobre Mi vida plana de Indra Nooyi, Amigos, amantes y aquello tan terrible de Matthew Perry y Una Educación de Tara Westover.

Are you ready to rise above the noise and dominate in an era of constant disruption? In this episode, Lisa Goldenthal unveils her blueprint for thriving as an elite leader when the stakes are high and the game keeps changing.    Discover the answers to game-changing questions:    1️⃣ How can leaders thrive during times of disruption? Learn to lead change instead of reacting to it.  2️⃣ What role do relationships play in leadership success? Find out how to turn connections into powerful allies.  3️⃣ How can leaders elevate their teams to achieve extraordinary results? Build a team of innovators ready to tackle any challenge.  4️⃣ Why is resilience important, and how can leaders build it? Uncover strategies to prevent burnout and fuel sustainable growth.  5️⃣ What steps can leaders take today to dominate disruption? Get actionable insights to redefine success and lead with boldness.    Lisa shares real-world examples from legendary leaders like Elon Musk, Howard Schultz, and Indra Nooyi while delivering practical hacks you can implement now to disrupt the status quo, inspire your team, and secure your legacy.    Don't just survive—thrive! Tune in to unlock the secrets to becoming a leader who dominates.   

In this solo episode of The Good Leadership Podcast, we explore the often overlooked yet crucial trait of humility in leadership. Discover why humility is essential for great leaders and how it fosters trust, teamwork, and a positive work culture. Learn about famous examples of humble leaders like Mahatma Gandhi, Elon Musk, Satya Nadella, and Indra Nooyi, and debunk common myths surrounding humility in leadership. Gain practical tips to incorporate more humility into your own leadership style to enhance decision-making and build stronger connections with your team. Whether you're leading a team or rising the ranks, this episode reveals how humility can be a leadership asset. - Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesagood/ Twitter: https://twitter.com/charlesgood99 Chapters: (00:00) Introduction (00:48) Defining Humility in Leadership (02:01) Benefits of Humble Leadership (04:01) Famous Examples of Humble Leaders (06:47) Debunking Myths About Humility (11:28) Practical Tips for Humble Leadership (13:53) Conclusion

Former CEO of PepsiCo and New York Times bestselling author Indra Nooyi joins host Michael Marks for a wide-ranging conversation to share her insights on the growth of big tech companies, the impact of AI, CEO-board relationships, and much more. Indra currently serves on the boards of Amazon, Phillips, Memorial Sloan Kettering Cancer Center, the National Gallery of Art, and is a Dean's Advisory Council Member at MIT School of Engineering. Her New York Times bestselling memoir My Life In Full offers insight and a call-to-action from one of the world's most-admired business leaders on how our society can blend work and family — and advance women — in the 21st century. She is widely considered to be one of the world's top CEOs for her leadership at global giant PepsiCo over 12 years. Chapters 00:00 Introduction and State of the Markets 02:47 The Disruption of Technology Companies and the Role of AI 12:55 The Importance of Board Governance and CEO Succession Planning 20:32 Supporting Working Families and Advancing Women in Business 30:26 Navigating Geopolitical Challenges in a Global Economy 36:17 India's Potential and the Need for Disciplined Democracy Links https://www.amazon.com/My-Life-Full-Family-Future/dp/0593421329 https://www.linkedin.com/in/indranooyi/

One of the most common misunderstandings about leadership is the belief that it's always about being in control. But that's not the whole story. In this episode of Playing In The Sandbox, we'll explore why leadership is more than just being in charge. So, grab your pen and notebooks, and let's debunk this leadership myth together.  1. What is a leader? Facebook Meme: When you think of a leader, do you envision someone barking orders?  What leadership is: Leadership isn't about being in charge. It's about nurturing those in your charge. Taking care of your staff and team gives them the confidence to deliver exceptional customer services and goods. 2. Workplace Title Your title means nothing: The title you carry within the workplace does not mean you're in charge. In reality, you're in service to those around you.  Underdogs matter more: The ones reporting to you are your top priority as a leader. Putting your focus on them helps them deliver positive outcomes to clients and customers.  3. Servant Leadership What is servant leadership?: It's a leadership style that prioritizes others' needs to help them perform at their best within the organization.  Why it works: This approach fosters trust and a sense of collaboration, making leaders and employees feel like they are part of a team, which is key to success. 4. Transforming Employee Engagement Through Leadership Prioritization Low work engagement: Only 34% of employees are engaged at work. This leaves a large number of employees in the background, quietly waiting for retirement to come. Leaders can change it: When leaders take responsibility and prioritize their team's well-being and development, they can transform these employees into highly engaged individuals.  The changes: Highly engaged employees outperformed their peers by 147% in earnings per share. This shift in engagement, driven by the leaders, can increase revenue and customer success, empowering the organization. 5. Impactful Leadership Example Pepsi's former CEO: Indra Nooyi's leadership at Pepsi resulted in impressive 80% revenue growth.  How she did it: Her focus on performance with purpose and employee wellness not only connected the employees more deeply to the company but also significantly contributed to its success.  Motivation works: Leaders who inspire and motivate their teams, like Nooyi did, can increase employees' loyalty and bring success to organizations. Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We'd love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."

Today, I'm sharing my notes from listening to Indra Nooyi, who had a transformative tenure as CEO of PepsiCo, and is now a woman who speaks freely and blunty about what the country needs most. Live from the stage at Aspen Ideas Festival, Nooyi set the audience on fire with her blunt assessments and candid insights on how business can serve society and not the other way around. (Speaking of interpersonal bravery, here's the link to Kelly's TED talk on the occasional need for extraordinary bravery in family life -- please post or share with every brave and loving person you admire.)

O Ghost Interview é um formato proprietário do Morse que recria narrativas em forma de entrevista para apresentar personalidades do mundo dos negócios, tecnologia e inovação.  A convidada: Indra Nooyi é uma superestrela no mundo dos negócios, conhecida por transformar a PepsiCo em uma potência global durante seu tempo como CEO e presidente (2006 a 2018). Imagine uma líder que não só impulsionou uma das maiores empresas de alimentos e bebidas do mundo, mas também a direcionou para um futuro mais saudável e sustentável!  Seu impacto:  A primeira mulher negra e imigrante a dirigir uma empresa listada entre as 50 maiores empresas dos Estados Unidos e uma das principais pensadoras estratégicas (Confira a Masterclass de Indra aqui)  Diversificou o portfólio da empresa, trazendo mais produtos saudáveis, como sucos e snacks nutritivos.  Ela colocou a sustentabilidade em alta, focando em embalagens ecológicas e redução de desperdício.  Impulsionou o crescimento internacional, expandindo a presença da PepsiCo em mercados emergentes como China, Índia e Brasil. Seu livro (2021):  My Life in Full: Work, Family, and Our Future  Conselho:  “Não há um manual para a vida. A vida se desenrola, e você realmente tem que descobrir caminhos diferentes em cada ponto do tempo e as compensações que você tem que fazer virtualmente todos os dias”.  Inscreva-se para receber nossa newsletterSee omnystudio.com/listener for privacy information.

Indra Nooyi is the former Chairman and CEO of PepsiCo, where she led a push toward sustainable growth emphasizing more nutritious products, a smaller environmental footprint, and empowerment for employees and communities served. She has been recognized for her achievements by both the governments of the United States and India and has been inducted into the National Women's Hall of Fame and the Smithsonian National Portrait Gallery. She's a role model for women and immigrants and the author of My Life in Full: Work, Family, and Our Future.As the recipient of the 2024 George W. Bush Medal for Distinguished Leadership, Nooyi sat down with Ken Hersh, President and CEO of the Bush Center, where she shared her journey as the first immigrant to lead a Fortune 50 company.

It takes courage to stand for something, to go beyond yourself in service of people and the planetIn Lesson 8 of the 9 Powers of Positive Leadership, JP shares practical tips to help you develop your purpose mindset and find your way into impact from three positive leaders who know what this takes, Akhtar Badshah, Jacqueline Novogratz, and Indra Nooyi - listen now! If you haven't listened already, you can catch up on JP's conversations with this week's featured guests in full here:Akhtar Badshah: https://www.buzzsprout.com/1798971/9512920-activating-purpose-mindsets-with-akhtar-badshahJacqueline Novogratz: https://www.buzzsprout.com/1798971/14404175-building-a-better-world-together-with-jacqueline-novogratzIndra Nooyi: https://www.buzzsprout.com/1798971/14002537-driving-performance-with-purpose-with-indra-nooyi If you're looking for more insights on finding your way into impact, JP recommends listening to his conversations with:Angeline Murimirwa: https://www.buzzsprout.com/1798971/14173700-unlocking-human-potential-through-mentorship-with-angeline-murimirwaRana Dajani: https://www.buzzsprout.com/1798971/12161222-thriving-through-reading-with-rana-dajaniReshma Saujani: https://www.buzzsprout.com/1798971/12067940-the-power-of-bravery-with-reshma-saujaniNandan Nilekani: https://www.buzzsprout.com/1798971/13663342-achieving-ambitious-goals-with-nandan-nilekaniAnd for French speakers, Élisabeth Moreno: https://www.buzzsprout.com/1798971/14085690-fr-realiser-l-impossible-avec-elisabeth-moreno Subscribe now to JP's free monthly newsletter "Positive Leadership and You" on LinkedIn to transform your positive impact today: https://www.linkedin.com/newsletters/positive-leadership-you-6970390170017669121/

Ontario's Independent Electricity System Operator President and CEO, Lesley Gallinger, is in conversation with host Francis Bradley about the challenges the system faces in the transition to a decarbonized future. They discuss the role of the IESO, rising electricity demand, resource adequacy, and the importance of engagement with Indigenous Peoples and communities. Lesley shares some perspectives on the work of the Canadian Electricity Advisory Council and some of the factors that will impact the timing of Ontario meeting its decarbonization ambitions. The conversation closes with two excellent recommendations for additions to the Flux Capacitor Book Club.Links: The Independent Electricity System Operator (IESO): https://ieso.ca/ Lesley Gallinger at the IESO: https://ieso.ca/Corporate-IESO/Leadership/Executive-Team Lesley Gallinger on LinkedIn: https://www.linkedin.com/in/lesley-gallinger-784a194/?originalSubdomain=ca IESO's Pathways to Decarbonization report: https://www.ieso.ca/en/Learn/The-Evolving-Grid/Pathways-to-Decarbonization The Canadian Electricity Advisory Council: https://natural-resources.canada.ca/our-natural-resources/energy-sources-distribution/electricity-infrastructure/the-canada-electricity-advisory-council/25297 Book recommendations:My Life in Full: Work, Family, and Our Future,by Indra Nooyi: https://www.goodreads.com/book/show/57499853-my-life-in-full Working Effectively with Indigenous Peoples, by Bob Joseph and Cynthia F. Joseph:https://www.goodreads.com/book/show/36988156-working-effectively-with-indigenous-peoples?from_search=true&from_srp=true&qid=ngI9EMHqcd&rank=1

Learn how to nurture your unique gifts for a career you really love. I bring to you today Lorraine Hariton, a brilliant women with a brilliant career who shows us that success doesn't have to come in a straight line, it can have many twists and turns. As one of the 102 women featured in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and myself, Lorraine is President and CEO of Catalyst, a powerhouse non-profit dedicated to helping women thrive, from the shop floor to the C-suite, so that everyone can be successful by their own definition. What I love is that Catalyst not only focuses on how women can be effective and improve their capabilities and skills, but on changing the work environment by creating workplaces that work for women. Want to learn about the future of work? Listen in. Watch and listen to our conversation here Key takeaways from my conversation with Lorraine Life is a journey. And that journey is to understand what your passions are, what gets you excited, what gets you up every day enjoying it. In terms of your skills, what do you have with which you can contribute the most to this world?  There are lots of chapters in life. Make sure that you have the resiliency and the learning mindset to go from one chapter to the next. Life can take you in different directions, but you've got to be a lifelong learner. You've got to lean into your strengths.  Periods of transition can be real opportunities. Align your strengths and what you really love to do behind your passions. To connect with Lorraine, you can find her on LinkedIn. Want to know more about women breaking barriers in the workforce? Start with these: Blog: How Can Women Overcome The Roadblocks To Building Their Businesses? Blog: Best Tips And Tricks For Women To Work In Male-Dominated Industries Podcast: Kerry Flynn Barrett—Learn Why So Many Brilliant Women Have Ditched The Corporate Ladder To Start Their Own Business Pocast: Jennifer McCollum—How Will You Change The Face Of Women's Leadership In Your Organization? Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman  Our website: Simon Associates Management Consultants Read the transcript of our podcast here Andi Simon: Welcome to On the Brink With Andi Simon. I'm Andi Simon, I'm your host and your guide. And as you know, because so many of you come to listen to our podcast, my job is to get you off the brink. I want you to see, feel and think in new ways so you can change, and the times are changing quickly now. I look for guests who are going to help you understand things from a fresh perspective. Today I have Lorraine Hariton here with me. She is a marvelous person who is in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. And when you hear what she's going to tell you today, you'll know why Women Mean Business has been such an absolutely amazing experience. Every time I open the book, it sheds new light on what women are doing in business. Lorraine's bio: She's president and CEO of Catalyst. Now, if you're not familiar with Catalyst, it's a global nonprofit working with the world's most powerful CEOs and leading companies to build workplaces that work for women. Catalyst's vision and mission are to accelerate progress for women through workplace inclusion. This lifelong passion for Lorraine has helped her build a career with senior level positions in Silicon Valley as an entrepreneur and executive, and beginning at IBM, Lorraine then served in the administration in the Department of State and developed the global STEM Alliance at the New York Academy of Sciences. She has also served on the UN Women Global Innovation Coalition For Change, the Clayman Institute for Gender Research at Stanford University, and the Forum for Women Entrepreneurs and Executives, but it is as president of Catalyst that I met Lorraine. And that's what we're going to talk about today: about what organizations can do to really build workplaces that work for women. Lorraine, thank you so much for coming today. Lorraine Hariton: Andrea, thank you so much. It's my pleasure to be here. Andi Simon: It's so much fun. Tell the audience more about your journey because I can read the bio. But you've had a wonderful career with a passion and purpose, and I'd like you to share that if you could. Lorraine Hariton: So first of all, I want to say that the career that you just talked about is very different from the career I might have imagined when I was young. It's gone in a lot of different directions. And I look forward to sort of talking about that. So when I was a child, my biggest influence was really my mother, specifically when she came into the workplace, which was in the 50s. She was originally a teacher. And like many of her generation, she went back. She left the workplace when she had her three children. But then she went back and got a master's degree and eventually a PhD in psychology, actually around women's sexual fantasies during intercourse. It was very controversial. She ended up on the front cover of Psychology Today, and then she had the next phase, a career as a psychologist and a lecturer out on Long Island. So she really gave me a sense that you can have different phases in your life, you can accomplish different things, and women should have independent, strong careers. So she was a big influence. Then the other big influence on me was, I had dyslexia, I still have dyslexia. And because of that, I had certain real strengths and certain things that were limitations. I wasn't very popular. I wasn't a great athlete, but I was good in math. I ended up using that math ability to have a career in technology very early on. In fact, when I was in college — I originally went to college in upstate New York, at Hamilton College — my calculus professor suggested that I take an independent study computer science course at Hamilton College before there were even computers on campus. We just had a teletype terminal into the Air Force base in Rome, New York. But I wrote my own computer program. I fell in love with it, and it caused me to transfer to Stanford, where even at Stanford, they didn't actually have a computer science degree. Undergraduate is math sciences, math, computer science, statistics, and operations research. But it really gave me this great foundation into something that my first passion was really around: computers and the application of computers into solving problems. So I transferred to Stanford. I got a sense of that environment. I ended up taking a job, actually, back in New York for American Airlines, doing a big linear programming model for ferrying fuel around the American Airline system. But, I decided I didn't really like just programming. I wanted to do something that was more people oriented within the computer industry. So at that time, IBM was a big place to work. It was like the Google or the Apple of the time. So I got a job actually in sales working for IBM, and I worked in the apparel industry in New York, knocking on doors, selling mid-sized computers to the apparel industry, which was really fun. I really enjoyed it and I excelled at it. So I decided I wanted to be on the business side of the technology industry. I went back to Harvard Business School, got my MBA, and decided to go back to California working for IBM, the next level in the sales track at IBM. And there was the other reason I went back to IBM: to look into all the jobs at Harvard Business School that IBM had for women in leadership roles. It had the ability to balance career and family and a proven track record of enabling women to do that. I was really looking for a workplace where I could be successful balancing career and family, which is still the number one challenge for women in business. And, through my work at Catalyst, I see that every day. So I went back to IBM, but eventually I went into Silicon Valley. IBM actually acquired a company in Silicon Valley. I went to work for them. And then I ended up having a career at IBM. So I started in Silicon Valley, started at IBM, and then I left them to go to become an executive at a mid-sized company. And eventually I actually did two startups in Silicon Valley. So I had a career at all these different levels. But in my early 50s, I wanted to really do something that was more impactful. I had had a successful career there and I became involved in women's leadership issues because really that was a defining thing around my success and my lived experience. I initially got involved in the Forum for Women Entrepreneurs and Executives that became WaterMark. That was a women's leadership network in Silicon Valley. I really benefited from my relationships that I had with women in Silicon Valley. We all bonded together. We even did great trips, like we went to India and Vietnam together. I went to the Clayman Institute for Gender Research. I then decided to, after I left my second startup, to get involved in helping Hillary Clinton run for President of the United States in the 2008 cycle. So I took all my sales skills and my business skills that I had learned, and I focused on fundraising for her. And as a result of that, I became one of her top fundraisers in the Bay area and really expanded my network. I got to know a lot of people and that enabled me to go to work for her, even though she didn't win the the nomination, of course, we all know, but to work for her at the State Department as a special representative for commercial and business affairs. And, by the way, through all of this, I had my two children. I raised my two children in Palo Alto, California. And of course, that was the other part of my life that was, is, and continues to be very important. I now have three grandchildren as well as part of that. So that balance of career and family has always been important to me. I also will mention that being in Silicon Valley in tech in those days had a lot of challenges. And I think that is why that's been so important to me as the second major passion that has driven my life. This focus on women in the workplace, and understanding that I was part of the first generation of women who really came of age after the very substantial change in the women's movement that happened in the late 60s and early 70s, that opened up the doors for women to have real careers.  Like my mother, in her generation, you didn't have young children and work. You couldn't go into the workplace and have a career. We read about Sandra Day O'Connor recently. We know that she wasn't able to do that. Ruth Bader Ginsburg wasn't able to do that. I was part of that generation that went into the workplace that was able to look ahead and develop a career, and was thinking about balancing career and family. But we had a very, very rigid environment. You know, when I had my first child in 1985, we had to order business maternity suits from a catalog. I could only take six weeks off because they didn't have maternity leaves. They just had disability, and when I've met with some of my friends and we talked about this, we all had the same circumstances, didn't have the type of environment that you have right now. So I have that perspective of wanting to change that workplace. And we still have work to do on that. So my reason for wanting to help Hillary at the time when I had the luxury to be able to do that, was because I really wanted to see the world change in the first woman president. But not only did I pursue that passion and use the skills that I had learned through my business and for my sales career to help her, it opened up a whole new avenue for me that became the next chapter in my life for ten years, really focused on that. So I went to the State Department, and in the State Department, it was great. I was able to travel all around the world representing the United States, help businesses overseas, do diplomatic agenda around economic and business issues. And I also launched a big program called the Global Entrepreneurship Program, which is still at the State Department, where we worked on capacity-building in countries to take our innovation agenda and bring it overseas as part of our diplomatic agenda. So that was a very fulfilling experience. I left in 2014 because it was a political appointment. It ended and then I thought, well, I think there's a very good chance she would run again. So I did a portfolio career of doing consulting. I worked at the New York Academy of Science, as you mentioned, doing business development for them, and launched this Global STEM Alliance program. I launched a great program called 1000 Girls, 1000 Futures, which was a virtual mentoring program for girls in STEM. I helped Hillary but of course, we know the end of that story and that didn't happen. And by then I was lucky enough to be recruited to Catalyst, which has been just a wonderful opportunity for me. So I joined them in 2018. I am going to be retiring from Catalyst when we find a replacement. So it's been about a five and a half years' journey at this point that's been really fulfilling for me because it really has aligned this great passion I have with all the things I've learned over my career to really make change for that organization and to really impact women in the workplace. Andi Simon: You know, as I listen to you, and I want to stay focused on your career, but for the listener or the viewer, there wasn't a straight line. This was a journey with detours and serendipity and moments and all kinds of things that you capitalized on. Were you particularly risk averse or were you particularly adventuresome? I mean, when I take my archetype, I'm an explorer or a philosopher, and I've been to 37 countries and I worked abroad many times. I, like you, don't need a structure, I need opportunity. I need an adventure. Sounds like you have had adventure through life without care about whether or not it was the end, it was onto something new. Tell the listener a little bit about how you do that? Do you do that with that particular mindset that simply says, go for it, what the heck? Or do you have to plan it out? Lorraine Hariton: Well, you know, I've evolved over time. I am very planful. And in the beginning of my career, I was focused. When I joined IBM, they had a clear path for you. You didn't have to think about it. “This is what you needed to do.” And I bought into that path. Over time, sometimes when I had my biggest bumps in my life because I've been fired, I've been put someplace else, maybe not fired, but it was a detour. Those things have happened. But, you know, out of those things, in those moments of reflection, is when I think I was able to grow the most, to really learn and reflect on my strengths and weaknesses and what motivates me and to reorient myself. These periods of transition can be real opportunities. And in my late 40s and early 50s is when I really started to understand that what I needed to do is to align my strengths and what I really love to do behind my passions, and to let the universe help me understand what those passions are. And in fact, that's what I'm doing right now, as I look to my next chapter after Catalyst. I'm trying to open up the aperture and give myself time to evolve and think and let the universe take me in the direction, but with an understanding of what I really enjoy, where I have passion, what I'm really good at, where I give, and even in this moment, I try this out, I'm not that excited. Try this out, yes, I'm really excited about it. And yes, I find that I can do the things that I really am in the zone on, that I naturally do well and then I focus on those things. So that evolution, it's not really a risk thing. I'm a pragmatist. I'm very practical, focused, like a doer, but this understanding that life can take you in different directions, but you've got to be a lifelong learner. You've got to lean into your strengths. You got to evolve those is the way I found the most meaning and purpose and fulfillment. Andi Simon: And to your point, when people say to me, how did you get to be a corporate anthropologist? I say, I made it up. And they say, you know, the imposter syndrome. I say, I've lived my whole life doing imposter stuff. I've never been fully skilled at whatever I've been. I spent 20 years in industry as an executive, in banks and in health care. I was a tenured professor, and I've been in business for 21 years now, making it up as we go along because each client's different, each opportunity is different. But the joy is the joy of creating. And I think that what you've done at Catalyst, and I want to go back to Catalyst for a moment, because I do think it's been joyful for you, but it's been a creative process. My hunch is, you've brought it along in a way that has been quite meaningful for you in the organization. Can you share with us a little bit about your own thoughts about Catalyst, about what's happened in women in the workplace? Because this is not inconsequential. When I was an executive, I went to board meetings. There were 49 men and no other women than me. We didn't say much. We sat there hoping we could finish the meeting without getting in trouble. It's a different world today. What do you see happening and how is Catalyst doing stuff? Lorraine Hariton: Well, when I came to Catalyst in 2018, Catalyst had been around almost 60 years, and it's an iconic organization. For those of you who are not familiar, we have around 500 major corporations. We have a board of directors made up of CEOs of major organizations. I mean, it's really a who's who and has a tremendous brand, but the organization itself had lost some momentum. So I was brought as a change agent. I sometimes say, it was this beautiful brownstone in Brooklyn Heights that the old lady had not been renovating as much as they should have. So I had to do a lot of infrastructure and internal changes as well as set the strategy and the plan. It's really been a transformation. And we're still transforming. The rate of change, the rate of technological change, is so great that every organization needs to move forward. And what Catalyst needed to do as an organization has changed over time. We celebrated our 60th anniversary a couple of years ago, so I really had a lot of opportunities to reflect on what Catalyst was. Catalyst started with a woman who had been a Smith College graduate who wanted to go into business, and after her children got into school, she saw the doors were closed for her because in many cases, classified as gendered. You know, you could be a secretary, but you couldn't be a salesperson. You couldn't be an executive. Very limited choice. So her objective was to provide part time work for educated women after their kids were in school. That's what she was trying to do. Today we're trying to help women thrive, from the shop floor to the C-suite, so that everyone can be successful by their own definition. Now, along the way, there's been a lot of changes in what Catalyst focused on. And of course, what happened for women in the workplace. One of the key things that changes Catalyst is a focus not only on how women can be effective and improve their capabilities and skills, but how we change the work environment. That's why we now talk about our mission of creating workplaces that work for women. So a lot of Catalyst's work is helping these companies create the environment where women can be successful. Catalyst does research and it provides a whole range of tools and capabilities to help these companies be successful, and then a lot of community and convenings to bring them together to share best practices, the need for tools and capabilities, in addition to research, has accelerated over the last ten years or so as companies really dig in to make those changes to create that environment that works for women. So we think about things like: now we call them paternity leaves, not just maternity leaves. And in many cases in the large companies, they're as much as four months and they're trying to get men to do them as well as women. That's a sea change, more flexibility. The whole pandemic accelerated this move to more flexible working, but that's something Catalyst has been talking about for a long time. Measuring change is really important and that's evolved. Our most recent report that we're going to be putting out shows that 93% of companies, large companies in the Catalyst portfolio, do pay equity studies. Now, even five years ago, they were not doing that. So that's changed. The environment has changed radically and Catalyst has evolved with it. Also the infrastructure to support the types of skills we need, the type of technology we need, has evolved with it. But you know, just to think about this, today there are over 10% women CEOs in the Fortune 500. In my early career in the 80s and the 90s, every year that they would come out with the Fortune 500, I would look and the only person who was the CEO was Katharine Graham, who took over The Washington Post when her husband committed suicide. Now she did a great job, but she was not doing it all on her own merit. What we see is the women who came into the workplace, like I did in the early 70s, early to mid-70s, all but in the 1950s, all entered the workplace in the 70s. Those are the ones who became CEOs around the turn of the 21st century, starting with Jill Barad at Mattel, Andrea Jung at Avon, Anne Mulcahy at Xerox, followed by Ursula Burns, Ginni Rometty at IBM, Indra Nooyi at PepsiCo…a diverse group of really talented, amazing women were the first group who really were able to do that. Over the last five years, we've doubled. We now have over 30% women on boards. And in the Catalyst community, we have over 30%  in senior leadership, in our membership. So what that means is there's a new norm that's a critical mass, 30% is critical mass. So we are critical mass on a lot of these measures. That is why Catalyst now is not focusing on women on boards. We're focusing on how all women can thrive from the shopfloor to the sweep and every level. So that's an evolution of who Catalyst is. I've been driving that broader definition of success as we've evolved to what really needs to be done, and also in response to companies who understand that women have 60% of the undergraduate degrees now. They're graduating more law degrees and more medical degrees. We have a much more diverse population. We're focused on diversity. And that is why there's a lot of things, a lot of political issues around DEI as a word. But the fact of the matter is, companies are very committed, so they know they have to have a diverse workforce. They've all got to work together. They've all got to feel like they belong. And in the United States and around the world, we have to be able to work together to have a really impactful, innovative workforce. So that's what we're working on. Andi Simon: I am having such fun listening to you. And I don't know if you and I have had enough time for me to hear, or my audience to hear, how the world has changed. Remember, I'm a corporate anthropologist who helps companies change. What I love to do is change, and what you are articulating is your own career evolved. Catalyst's whole mission and purpose have evolved, and the workplace that you are focused on is evolving into a whole new and much better, inclusive, exciting place for women to thrive. And isn't this exciting to watch and see? I'm not quite sure it's going to go backwards, because I think that the pressure from talented women for new ways of doing things is going to transform the workplace. You know, how do you have a blended life, if not a balanced life. I met one person who was building childcare at the office because he knew that was the only way he was going to keep his workforce. What's so hard? Why are we not paying attention to our children? You know, bring them to work and make them part of the whole culture that we have here. And I don't think the pandemic has been all that bad. My clients that I coached during that time, we're actually having a wonderful experience of being home and working and doing it with a different use of time and space. But it's a really interesting opportunity for you to see that and now to think through what's next, a radical next. Because I have a hunch you'd love to radically change the next phase in some fashion. It's technology, it's transformation, it's new openness to it. What do you see coming next? Lorraine Hariton: Well, you mentioned technology and I mentioned I am a technologist by training. Technology drives change now. The changes that allowed women to become part of the workforce were driven by the birth control field, the vacuum cleaner, electrification, the reduction of the need for women to stay home and do all these tasks. The knowledge worker being the key person in the workplace. And that's only accelerating. So we should understand we are the result of the worlds we live in. My mother was a result of that. RBG was a result of that. My daughter is going to be a result of the environment that she's a part of, as well as my grandchildren. So technology is the biggest driver of those changes. We are going to be living in a world where I hope we have more flexibility to integrate career and family, and to really be able to have women really have equal ability to make their own decisions on how they want to balance their life. I mean, that's what we're trying to do so that every woman thrives by their own definition of success. So that's what we're working towards. Andi Simon: You know, I'm sitting and listening and I'm hopeful. I have a woman I know who's president of a large insurance company. And we were sitting and talking not too long ago. She said, Well, let me tell you, I was a coat girl. She said, I'd walk into Lloyd's of London with a deal, and they'd hand me their coats as the men walked in, one after another, they thought I was a coat girl. And finally after they all had sat down, and I turned around and sat at the head of the table and saidy, Now let me tell you about the deal I brought you. And the guys all went, Oh! And she said, Do you think that will ever stop? And I said, Yes. I'm not sure when but I guess you could have stopped it if you wanted to at that moment. But somehow the woman has to be able to comfortably say, I'm sorry, but the coat rack is over there, or No, I'm not taking notes today. Who shall we have as our note-taker today? How do we assert ourselves in a way that establishes a more balanced role? Now you're smiling at me. You're thinking about something. What are you thinking of?  Lorraine Hariton: I think there's a two way street here. Catalyst has done a lot of work on this. Not only do the women need to do that, but the men need to become advocates and allies for women in the workplace. In fact, Catalyst has a whole initiative called MARC: Men Advocating Real Change. We're helping the men understand how they can be part of that change because I think the clearest example is, they say that women don't negotiate for salary increases as well as men. There's a big pay gap, and it's a result of this. It's not just the women not negotiating. It's the culture that doesn't enable them to negotiate. So a woman in general is much better off with someone else asking. Because it's like this poster that I have in the back here from an unconscious bias campaign we did which says: She's not aggressive, she's assertive. Well, if a man goes and asks for a raise, he's assertive and he should get a raise. A woman goes in, she's aggressive, you know. So, we've got to do both of those things. Andi Simon: I often preach that the words we use create the worlds we live in. And you just made an important point there, because the word that you use takes the same behavior and makes it good or bad. And it is very interesting because the definers of those meanings…humans are meaning makers. And if the guys are the definers of the meaning, one thing happens. But somehow we've got to get a balance in how we think about the behavior as being. Is it assertive or is it aggressive? Well, it's the same behavior. Who's defining it? And how do we then create a mirror back so the women know that that's the right behavior and the guys understand that that's not acceptable from them. I work with some companies where I watch the guys' backlash and I say, Why don't we collaborate on the transformation instead of becoming adversarial or resisters to it? Change is humanly painful. The brain hates it. So let's create a new story because we're story-makers. And if I can create a new story, then we can live that new story. But if we're going to fight the story out, it's going to be quite interesting. I know too many women who have left corporate because they were tired of the story that put them in the wrong role, and they went out to launch their own business or find some other place. And so it's an interesting time for women to see what can be done and for men to help create a new environment. Are there some illustrative cases that you can share, or are they all proprietary and it's not possible to share them? Any kind of story that might illustrate how it's actually happening? Lorraine Hariton: Well, I will say there are many, many stories of success. If you go to the Catalyst website, we have tons of success stories, the stories of companies that transformed themselves. We have The Catalyst Award that we give out every year at our big annual conference in Denver. People nominate themselves. They go through an application process. It was very rigorous last year. The Hartford is one of the winners of it. They have transformed the company at every level with all the things we're talking about, measurements. They were able to get affecting bias sponsorship programs, really changing the fundamental culture of the organization. You can listen to what they do, but there's hundreds of examples of companies that have done great jobs around it. And of course, we have lots of examples. I mentioned some of the trailblazers, the Fortune 500, you read interviews, and books. And so there are many, many examples of successes, people who've affected the odds. People, companies who've done a great job of changing the culture. It's all over the place. So rather than name a specific one, I think that's good. Andi Simon: And if people are looking for companies to work for, they probably can find illustrations at Catalyst and your website to begin to go through. And that is a real resource to be available. You know, this has been such fun. I think that we're probably ready to share with our listeners or our viewers 1 or 2 things you want them to remember and then how to reach you if they'd like more information about you or about Catalyst. What do you think?  Lorraine Hariton: That sounds great. I think the overriding thing to say is that life is a journey. And that journey is to understand what your passions are, what gets you excited, what gets you up every day enjoying it, and then what do you really enjoy? In terms of your skills, what do you have the most to contribute to this world? And if you can align those, that's what I try to do. The other thing is to realize that there are lots of chapters in life, and you would need to make sure that you have the resiliency and the learning mindset to go from one chapter to the next and open the aperture around it. I'm happy to talk to anyone on this call. You can go to the Catalyst website at catalyst.org if you want to learn more about the work that we're doing. You can get ahold of me that way as well. I'm going to be going on to my next chapter as well. So I'm opening the aperture up. Andi Simon: Well, I can't wait to hear about your next chapter. I have a hunch it's going to be full of adventure and joy and beauty. And you leave behind you better places and with great purpose. Move forward. So it's been a pleasure. Thank you for joining us today. Lorraine Hariton: Thank you. Thank you for the opportunity. I really enjoyed it. Andi Simon: I just think it's a special moment to be able to go both into your life and all the work that you're doing in the wonderful way it's making a difference for my listeners and my viewers. Thank you for always coming. Remember, our job is to help you see, feel and think of new ways. And I think that a visit to Catalyst might help you see organizations that are already doing this and want to keep it going, and you can as well. My books Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights, and our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success with Edie Fraser and Robyn Freedman Spizman are all available at Amazon and Barnes & Noble for you. It gives you a perspective both of how anthropology sees the world and helps you change, and what we see happening, particularly for women. 102 women in Women Mean Business are all here to help you change your life. We often say turn a page and change your life. Lorraine's chapter is wonderful. I love her little thing. Here she talks about how she navigated with her dyslexia and her principal is major. Your major is to nurture your unique gifts. And that's what we heard about today. Thanks again. Thanks, Lorraine. It's been a pleasure. Bye bye.   WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

Indra Nooyi, the former chairman and CEO of PepsiCo, is one of the foremost strategic thinkers of our time. She shattered the glass ceiling of corporate America and wrote many of the rules of behavior along the way.Learn about her distinctive leadership mindset on the latest episode of the Positive Leadership podcast with JP.

English Listening Practice Learn Key Terms About Economics And Geology Unlock Your English!

Welcome to another captivating episode of the Mulligan Brothers Podcast, where host Jordan Mulligan engages in a compelling conversation with the Indra Nooyi. Indra Nooyi is an Indian-American business executive who was the chairman and chief executive officer of PepsiCo. She has consistently ranked among the world's 100 most powerful women. We take a deep dive into her upbringing coming from India and moving to America. How she became the CEO of Pepsi Co. I hope you enjoy.   

As the former CEO of PepsiCo, Indra Nooyi played an important role in shaping the company's global strategy. She shifted PepsiCo's focus to healthier products, worked to improve sustainability, and perhaps most notably: introduced design thinking into the company's innovation process. “It's a fine line between innovation and design. Hopefully design leads to innovation, and innovation demands design,” Nooyi tells Harvard Business Review editor-in-chief Adi Ignatius. In this episode, you'll learn how Nooyi thinks about the relationship between innovation and design — and why she says that “design” is about more than just creating eye-catching packaging. You'll also learn how design thinking shifted the culture at PepsiCo to ultimately make the company's operations more centralized and coordinated. Key episode topics include: strategy, change management, design thinking, food and Beverage sector, sustainability, innovation, culture shift, global strategy, user experience, design, packaging. HBR On Strategy curates the best case studies and conversations with the world's top business and management experts, to help you unlock new ways of doing business. New episodes every week. · Listen to the full HBR IdeaCast episode: PepsiCo CEO Indra Nooyi on Design Thinking (2016)· Find more episodes of HBR IdeaCast· Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org]]>

One of the world's most respected CEOs talks about how women can be heard better, her wish to create high quality child care, her love for cricket and what retirement is like.

Today, we draw inspiration from extraordinary women leaders like Indra Nooyi, the former CEO of PepsiCo, and Sara Blakely, the visionary founder of Spanx. Their inspiring stories showcase the strength of self-leadership and provide guidance for aspiring leaders.While the path to self-leadership is transformative, it's not necessarily easy.In this episode, we dive deep into the transformative concept of self-leadership, a critical attribute for all leaders. Whether you're new to this concept or a seasoned practitioner, you'll gain valuable insights into why self-leadership is essential, how it affects your personal and professional development, and practical strategies for mastering it.Here's what you can expect from the episode:As a woman in a leadership role, it is important to recognize the importance of self-leadership. This understanding will enable you to effectively lead and inspire others.Discover how self-leadership fosters confidence, enhances decision-making, and enriches relationships.Learn actionable strategies to conquer common self-leadership challenges.Embrace self-leadership as a lifelong journey toward a brighter future.Self-leadership is an ongoing journey, not a final destination. When you keep practicing self-leadership, you continue to learn, grow, and improve your personal and professional skills.If you find today's strategies helpful, please share this episode with someone who can also benefit from embracing the practice of self-leadership. Connect with your host, Kele Belton:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/    Instagram: https://www.instagram.com/thetailoredapproach/     Website: https://thetailoredapproach.com   

Welcome to the Teaching History Her Way Podcast, where we explore the empowering stories and insights that shape our world. In today's episode, we had the pleasure of interviewing author Shetal Shah, who has penned a captivating book titled "Shakti Girls." This delightful book weaves together 13 compelling biographies with engaging rhymes, celebrating remarkable Indian women who broke barriers and inspired generations.You can purchase the book here: https://amzn.to/3L7ORKNLet's be friends and continue the conversation!Instagram: @teachinghistoryherwayTwitter: http://www.twitter.com/historyherwayOn the Web/Blog: http://www.teachinghistoryherway.comFacebook: http://www.facebook.com/teachinghistoryherwaySupport the production of the Teaching History Her Way Podcast by purchasing some really great history tees.  Click here to shop now or go to www.teachinghistoryherway.com and click on "Merch."Segment 1: Unveiling "Shakti Girls"Shetal Shah introduces her book "Shakti Girls," a collection of biographical poems that come to life in a world of exploration and fun, perfect for kids aged 5 and above.The book features 13 trailblazing Indian women who made a significant impact in various fields, from space exploration to music, business, and social activism.A glimpse into some of the incredible women featured in the book, including Kalpana Chawla, Indra Nooyi, and Asha Bhosle, each with their unique achievements and contributions.Segment 2: Empowering Through RepresentationShetal Shah discusses how reading about the achievements of these women in social studies class can empower girls and instill confidence in them.The importance of showcasing diverse role models to inspire children of all backgrounds to pursue their dreams.How "Shakti Girls" not only tells these women's stories but also sings them in rhymes that make learning exciting and unforgettable.Segment 3: Inclusive LearningExploring the bilingual aspect of the book, with empowering words in Hindi to boost confidence and a bilingual glossary on every page to facilitate learning.The significance of making literature inclusive and accessible to a broader audience.Segment 4: Interactive LearningThe book's engagement factor through reflection activities and games that allow readers to connect with these heroines on a deeper level.Encouraging young readers to explore the passions, challenges, and triumphs of these remarkable women as a means of discovering their own inner power or shakti.Stay tuned for more empowering stories on Teaching History Her Way!

Welcome back Thrivers! We're back from a pretty long hiatus with the Career Thrivers Podcast, but as I always say, moments of silence and pauses can also bring opportunities for reflection & growth. And in this episode, I'm going to share what I've been up to during this hiatus and the key insights I've gained that have really inspired this season's overall theme.We are going to take a deep dive into the theme that will guide us throughout this season, and the steps you need to take in order to own your personal power and thrive in both your life and your career. I cannot wait to kick this new season off with you - welcome back to the Career Thrivers podcast! KEY POINTS What Season 3 of Career Thrivers is all about Indra Nooyi's visionary approach in the transformation of PepsiCo What it means to own your personal powerHow to take ownership of your career and leadership Two ways to own your power and thrive in your career QUOTABLES “Every experience that includes the pauses, most silent moments, every hiatus, it presents an opportunity for continuous improvement.” - Brittany Cole “Remember, with ownership also comes accountability. And holding ourselves accountable for decisions really strengthens the trust, credibility, and instincts that help us to have effective decision making.” - Brittany Cole “We can treat the challenges as stepping stones, or we can treat them as stumbling blocks. The choice is ours.” - Brittany ColeGet the Own Your Power Checklist, the ultimate guide to helping you to own your personal power to drive as a leader, at https://www.careerthrivers.com/podcast Love what you're hearing? Follow Brittany Cole & The Career Thrivers Podcast to share the love!Work with Brittany at Career Thrivers https://www.careerthrivers.com/ IG | https://www.instagram.com/careerthrivers/ Brittany Cole https://brittanyncole.com/ IG | https://www.instagram.com/brittanyncole/ LinkedIn | https://www.linkedin.com/in/brittanyncole/ Career Thrivers produced by EPYC Media Network - visit at https://www.epyc.co/ 

In today's episode, Ashanti Bentil-Dhue and Rohini Anand a strategic senior DEI advisor who holds key positions on numerous external diversity advisory boards delve into her personal journey, from her roots in Mumbai, India, to her migration to the United States, which provides a unique lens to her work in DEI. Rohini brings a wealth of global perspective to their conversation as she talks about her experiences in navigating between majority and minority spaces, and how this informs her perspective on diversity and inclusion.  “Ultimately this global work is very complex, and it's very dynamic in nature. So there's no quick sort of checklist or playbook. And even best practices are really not enough. So the principles that I have, these five principles are simple, but they're very disruptive. And they don't provide sort of standards, or plug and play templates, based on what's worked in one country or one location. And I think that's been the foundational mistake in doing this work is replicating what's worked in one part of the world elsewhere, it can be sort of adapted to apply with sensitivity to any country and empowers global leaders to kind of develop their own solutions without mimicking a solution.” Episode Highlights:  ● Cultivating a global mindset as chief diversity officers ● Advice for aspiring diversity and inclusion professionals ● How to keep developing and nurturing skills About Rohini Anand:   DR. ROHINI ANAND, Founder and CEO, Rohini Anand LLC  rohinianand1121@gmail.com  Web site: https://www.rohinianand.com;  LinkedIn: https://www.linkedin.com/in/rohinianand Dr. Rohini Anand is Founder and CEO of Rohini Anand LLC providing Diversity, Equity and Inclusion (DEI) advisory services to clients in the public and private sectors. She is a strategic business leader and trusted board member who has successfully transformed cultures and built an iconic brand with an enduring reputation, resulting in accelerating new business creation. With expertise that spans executive leadership, human capital, global corporate responsibility, wellness and diversity equity and inclusion, Rohini brings a unique perspective on the critical alignment of the business culture and the triple bottom line to drive exceptional performance. Rohini is recognized as a pioneer in the DEI field and is a sought- after expert by leaders around the world. Her global experience, cultural dexterity, extensive network and ability to influence leaders result in a reputation for judgment, integrity, and accountability.   Rohini Anand is a thought leader and a published author. Her book, Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations, has been endorsed by luminaries like Indra Nooyi, former Chairman and CEO, PepsiCo, Hamdi Ulukaya, Founder and CEO Chobani and Tent, Michel Landel, Danone S.A Board member and former CEO, Sodexo, amongst others. It is available on Amazon here and Bookshop.org and on bookdepository here  for international orders. Most recently Rohini was SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North America Executive Committee. Rohini successfully positioned Sodexo as a global thought leader in DEI and Corporate Responsibility. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution .  Rohini has been featured in several articles in CNBC, The Boston Globe, The New York Times, and the Washington Post. Rohini has appeared on CNN, Bloomberg and CNN Money as well on National Public Radio. She is the recipient of many accolades including the Mosaic Woman Leadership Award, the Women's Foodservice Forum Trailblazer Award, Webster University's Women of Influence Award and the Who's Who in Asian American Communities Award (WWAAC), amongst others.  Dr. Anand received her PhD from the University of Michigan. She serves on the boards of several organizations including WomenLift Health a Gates Foundation initiative, Aspen Institute's Family Prosperity Initiative, Tent Partnership for Refugees and Galt Foundation. She also serves on the external diversity advisory boards for Sanofi and for Charter Communications and chaired the Catalyst Board of Advisors. Rohini is a Senior Fellow with the Conference Board and is on the National Association of Corporate Directors (NACD) Center for Inclusive Governance's Advisory Council.  If you would like to apply to be a guest on the show email: operations@goodsoilleaders.com   If you would like to schedule a capability briefing call with our team, email: operations@goodsoilleaders.com    If you would like to apply for DEI PRO Coaching, email: operations@goodsoilleaders.com  Stay Connected with Ashanti:  LinkedIn: Ashanti Bentil-Dhue 

After becoming the CEO of PepsiCo in 2006, Indra Nooyi became the first woman and immigrant to run a Fortune 50 company. From Chennai, India, to Yale's School of Management, Nooyi worked her way up from The Boston Consulting Group, Motorola, and ASEA Brown Boveri before eventually landing at PepsiCo, overseeing the global operation of its countless drinks, snacks, and restaurants. Nooyi's memoir, My Life in Full, details her legendary career, exploring her extraordinary personal journey and the demands of being one of the most powerful women on the planet.

Have you ever found yourself struggling to handle difficult workplace situations? Whether it's receiving criticism from a supervisor or colleague, dealing with an angry customer or client, or facing rejection after applying for a job or pitching a new idea, it's easy to get discouraged and let your emotions get the best of you. But what if you could develop a thick skin that would allow you to handle these situations with grace and resilience? In this episode of Speak Your Mind Unapologetically, we explore the power of a thick skin and how assertive communication can help you handle difficult workplace situations. We share 10 practical ways you can develop a thick skin and become more confident and resilient in your professional life. Some of the key takeaways from this episode include: ✔️Understand what it means to have a thick skin and how it can benefit you in the workplace ✔️Recognize the myths and misconceptions surrounding thick skin, such as the idea that it means being aggressive or avoiding vulnerability ✔️Discover how Jack Ma, Sarah Blakely, and Indra Nooyi used their thick skin to overcome challenges and achieve great success ✔️Explore 10 ways that assertive communication can help you develop a thick skin and handle difficult workplace situations with confidence and professionalism By developing a thick skin and mastering the art of assertive communication, you can become more confident, resilient, and successful in your professional life. Tune in to this episode to learn how to harness the power of a thick skin and handle difficult workplace situations with grace and professionalism.   Other Episodes You'll Like: Discover How To Make People Listen To You When They Try To Ignore You (With Guest Vishwaa Vaidya): https://speakyourmindnow.libsyn.com/discover-how-to-make-people-listen-to-you-when-they-try-to-ignore-you-with-guest-vishwaa-vaidya Introvert's Guide to Assertive Communication: The Winning Combo: https://speakyourmindnow.libsyn.com/introverts-guide-to-assertive-communication-the-winning-combo How To Disagree Respectfully Without Being Disagreeable: https://speakyourmindnow.libsyn.com/how-to-disagree-respectfully-without-being-disagreeable How To Receive Feedback Gracefully (And What Not To Do): https://speakyourmindnow.libsyn.com/how-to-receive-feedback-gracefully-and-what-not-to-do How To Take Criticism Without Getting Defensive (an assertiveness technique with examples): https://speakyourmindnow.libsyn.com/how-to-take-criticism-without-getting-defensive 10 Steps To Be Both Assertive And Likable When You Speak Up: https://speakyourmindnow.libsyn.com/10-steps-to-be-both-assertive-and-likable-when-you-speak-up 6 Reasons Why Mellow, Friendly, Joy Sparking Marie Kondo Is Assertive: https://speakyourmindnow.libsyn.com/6-reasons-why-mellow-friendly-joy-sparking-marie-kondo-is-assertive   Free Resources: TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak Ask me your question for the next episode here: https://www.speakpipe.com/speakyourmindquestion  Sign up for 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Free resources: https://assertiveway.com/free/ Assertiveness free training: https://assertiveway.aweb.page/getahead Assertive Communication Newsletter: https://assertiveway.com/newsletter   Talk or Workshop on Speaking Up With Assertive Communication Services: https://assertiveway.com/services Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/ Contact me info@assertiveway.com or ivnacuri@assertiveway.com Or via Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2/   About Assertive Way: Website: https://assertiveway.com Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915   #assertive communication #workplace communication #thick skin #resilience #handling criticism #constructive feedback #workplace challenges #professional development #career growth #communication skills

Are you a good advocate for others? Explore the power of leadership and advocacy in the workplace. In this episode, you'll learn from real-life examples of well-known leaders like Sheryl Sandberg, Tony Hsieh, and Indra Nooyi, who have made a significant impact by advocating for others. Key takeaways from this episode include: ✔️Understand the importance of advocacy and how it can lead to positive change ✔️Identify the qualities and behaviors that make a good advocate ✔️Learn how to create a strategy for effective advocacy in the workplace ✔️Discover how to overcome challenges and use your voice to create change ✔️Reflect on how advocating for others can benefit your own career and personal growth This episode will inspire and empower you to become an advocate for your colleagues, your team, your ideas, and yourself, ultimately contributing to a more inclusive and supportive workplace. Tune in and discover the transformative power of leadership and advocacy.   Other Episodes You'll Like: Mastering Mentor & Sponsor Connections: Insider Advice from 5 Trailblazing Professionals: https://speakyourmindnow.libsyn.com/mastering-mentor-sponsor-connections-insider-advice-from-5-trailblazing-professionals What People Get Wrong About Trust: https://speakyourmindnow.libsyn.com/what-people-get-wrong-about-trust How To Build Trust In The Workplace - And Avoid Killing Trust (With Sonja Mustiful): https://speakyourmindnow.libsyn.com/how-to-build-trust-in-the-workplace-and-avoid-killing-trust-with-sonja-mustiful How To Discover Your Values And Use Them To Set Boundaries At Work (With PhD Laura Eigel): https://speakyourmindnow.libsyn.com/how-to-discover-your-values-and-use-them-to-set-boundaries-at-work-with-phd-laura-eigel The Respectful Way To Give Bad News To An Employee (With Reshmi Nair): https://speakyourmindnow.libsyn.com/the-respectful-way-to-give-bad-news-to-an-employee-with-reshmi-nair   Free Resources: TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak Ask me your question for the next episode here: https://www.speakpipe.com/speakyourmindquestion Sign up for 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Free resources: https://assertiveway.com/free/ Assertiveness free training: https://assertiveway.aweb.page/getahead Assertive Communication Newsletter: https://assertiveway.com/newsletter   Talk or Workshop on Speaking Up With Assertive Communication Services: https://assertiveway.com/services Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/ Contact me info@assertiveway.com Or via Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2/   About Assertive Way: Website: https://assertiveway.com Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915     #LeadershipAndAdvocacy #PositiveChange #WorkplaceAdvocacy #InspiringLeaders #Empowerment #DiversityAndInclusion #GenderEquality #EmployeeWellbeing #InclusiveLeadership #AdvocateForChange #SupportiveWorkplace #LeadByExample

Leave that crown in the garage Indra Nooyi, Pepsi's CEO of 12 years Link to Interview: https://youtu.be/dphK7K9zwOA וְהַצָּר֜וּעַ אֲשֶׁר־בּ֣וֹ הַנֶּ֗גַע בְּגָדָ֞יו יִהְי֤וּ פְרֻמִים֙וְרֹאשׁוֹ֙ יִהְיֶ֣ה פָר֔וּעַ וְעַל־שָׂפָ֖ם יַעְטֶ֑ה וְטָמֵ֥א ׀ טָמֵ֖א יִקְרָֽא׃ As for the person with a leprous affection: the clothes shall be rent, the head shall be left bare, and the upper lip shall be covered over; and that person shall call out, “Impure! Impure!” You can email us at RabbiDavidBibi@gmail.com with questions or commenst or to subscribe to our weekly newsletter

Never Far from Home: My Journey from Brooklyn to Hip Hop, Microsoft, and the Law by Bruce Jackson Microsoft's associate general counsel shares this story that is “as nuanced as it is hopeful” (Hakeem Jeffries, House Minority Leader) about his rise from childhood poverty in pre-gentrified New York City to a stellar career at the top of the technology and music industries in this stirring true story of grit and perseverance. For fans of Indra Nooyi's My Life in Full and Viola Davis's Finding Me. As an accomplished Microsoft executive, Bruce Jackson handles billions of dollars of commerce as its associate general counsel while he plays a crucial role in the company's corporate diversity efforts. But few of his colleagues can understand the weight he carries with him to the office each day. He kept his past hidden from sight as he ascended the corporate ladder but shares it in full for the first time here. Born in Crown Heights, Brooklyn, Jackson moved to Manhattan's Amsterdam housing projects as a child, where he had already been falsely accused and arrested for robbery by the age of ten. At the age of fifteen, he witnessed the homicide of his close friend. Taken in by the criminal justice system, seduced by a burgeoning drug trade, and burdened by a fractured, impoverished home life, Jackson stood on the edge of failure. But he was saved by an offer. That offer set him on a better path, off the streets and eventually on the way to Georgetown Law, but not without hard knocks along the way. But even as he racked up professional accomplishments, Jackson is still haunted by the unchanged world outside his office. From public housing to working for Microsoft's president, Brad Smith, and its founder, Bill Gates, to advising some of the biggest stars in music, Bruce Jackson's Never Far from Home reveals the ups and downs of an incredible journey, how he overcame many obstacles and the valuable lessons learned along the way.

In this episode, we take a look at the 4 questions you need to ask yourself in order to grow in the direction you want. Inspired by Indra Nooyi, ranked on the Forbes list of The World's 100 Most Powerful Women- this reflection is perfect for any personal growth. Self-reflection and asking yourself hard questions are essential. I'll also share my "ah ha" moment after my interview with Jackie Janiec @Jackie_janiec on her podcast Beyond Small Talk. Our conversation allowed me to reflect on my daily habits and if they are in alignment with my goals.

In this episode, we take a look at the 4 questions you need to ask yourself in order to grow in the direction you want. Inspired by Indra Nooyi, ranked on the Forbes list of The World's 100 Most Powerful Women- this reflection is perfect for any personal growth. Self-reflection and asking yourself hard questions are essential. I'll also share my "ah ha" moment after my interview with Jackie Janiec @Jackie_janiec on her podcast Beyond Small Talk. Our conversation allowed me to reflect on my daily habits and if they are in alignment with my goals.

This week, it's all about building a morning routine that leaves you focused and energised.   You can subscribe to this podcast on: Podbean | Apple Podcasts | Stitcher | Spotify | TUNEIN   Links: Email Me | Twitter | Facebook | Website | Linkedin Email Mastery Course The Time Blocking Course The Working With… Weekly Newsletter The Time And Life Mastery Course The FREE Beginners Guide To Building Your Own COD System Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes The Working With… Podcast Previous episodes page Episode 258 | Script Hello and welcome to episode 258 of the Working With Podcast. A podcast to answer all your questions about productivity, time management, self-development and goal planning. My name is Carl Pullein and I am your host for this show. Something I have noticed about productive and successful people is they all have a morning routine that helps them to focus and energise themselves for the day ahead. Whether these people are sport stars, business executives or a stay at home parent, each days begins the same way—with time spent on themselves.  And that is the key to an empowering morning routine—it's the time spent working on yourself in a way that leaves you feeling focused and ready for the day ahead.  This week's question is all about morning routines: what to include and more importantly, how to be consistent with them.  So, with that said, let me hand you over to the Mystery Podcast Voice for this week's question. This week's question comes from Jules. Jules asks, Hi Carl, I like to idea of having a morning routine, but I've never been able to make anything stick. Do you have any tips or tricks for being consistent with things like morning routines? Hi Jules, thank you for your question.  The one thing I have learned about morning routines (and end of day routines) is to make them stick you need to ensure that the activities you do are activities you enjoy doing. For many people it would be nice to start the day with exercise, but if you live in a country where the weather is somewhat unpredictable, waking up and heading out for a walk in torrential rain, is not necessarily the best start to the day.  Another mistake I see is to copy someone else's routines. For example, Robin Sharma, advocates waking up at 5 AM and spending the first 20 minutes of your day with exercise, then 20 minutes planning and finally 20 minutes of study. That works for Robin and indeed works for many others who follow the 5 AM Club (as it is called), but for others—such as myself—waking up at 5 AM is impractical as I often work late and need seven hours sleep.  Indra Nooyi, former PepsiCo CEO wakes up at 4AM to read books and her email. For me, if I were to wake up at 4 AM to read books I'd find myself falling back to sleep very quickly.  Other people's morning routines are not going to work for you. You need to find your own way. But the question is how do you do that? Well, the first step is to decide how much time you want to spend on your morning routines. Too much time, for instance, will either mean you have to awake up too early, or delay the start of your day leaving you with too much pressure to get things done.  The ideal amount of time is no more than sixty minutes. Sixty minutes is enough time to do most things and means you are not going to interfere significantly with your sleep.  For the record, my morning routine takes around 45 minutes.  The next step is to decide what you want to do in your morning routines. Now, the thing here is whatever you do it must be something you really enjoy doing. You are not going to be consistent with these if you do not wake up and look forward to starting your routine.  So, what would you enjoy doing in a morning? Some things you may want to consider are: Meditating Some light exercise Writing a journal Reading Going for a morning walk (preferably with a dog—that'll put a smile on your face) Taking an ice bath (not my cup of tea)  Choose activities that leave you feeling happy and energised.  You may want to experiment here for a few weeks. I've found some things look exciting on paper, but in a morning when you try doing them they just don't fit right. For instance, a few years ago I tried meditation for fifteen minutes. I really didn't enjoy it, so I ditched meditating.  Once you have a few activities the next step is to find your trigger.  This comes from James Clear's book, Atomic Habits. The idea is you use a trigger activity that is easy to begin your routines. For example, my trigger is putting the kettle on. This has been the first thing I have done each morning for years. The turning on of the kettle to make my morning coffee starts my morning routine.  While I wait for the kettle to boil, I begin my stretching routine. These are a series of stretching exercises I picked up from Brian Bradley of the Egoscue Method. Once the kettle has boiled I brew my morning coffee and while that is brewing, I drink a glass of lemon water.  The great thing about having a trigger activity is that once you start, it becomes natural to move on to the next activity and you do not need to think about what to do next. This is again something from James Clear's Atomic Habits and it's called habit stacking. The trigger begins the stack.  Now on to timing. Once you know what activities you want to do in your morning routine, the question is how long do you need? As I mentioned earlier, anything up to 60 minutes is great.  My work day usually begins at 8:00 am, and I need forty-five minutes for my morning routines. This means I wake up at 7:00 am. This gives me plenty of time to complete my morning routines and leaves me around fifteen minutes to prepare for my first work activity whether that is a coaching call or writing.  Now, if I need to wake up earlier—which sometimes does happen—for example, let's say I have a call at 7:00am, then my wake up time is 6:00am.  If you have young children, being consistent with your start time can be difficult, however, as your children grow up, they will go through phases. Some phases could be they wake up early, and you may need to work with them—perhaps give them an activity to do while you do your routines, other times you'll struggle to get them out of bed and perhaps waking your kids up could become a part of your morning routines.  The thing is, don't let outside influences destroy your morning routines. My recent holiday travels meant I wasn't able to complete my morning routines consistently and that was okay. As soon as I landed and got to my hotel, had a good sleep, I started the next day with my morning routine. It's not the end of the world if you miss a day or two because of travel or kids waking up at unexpected times.  Now, one thing I would advise you don't do is to add your whole morning routine to your task manager. Most people have five to ten items on their morning routine list and adding these to your task manager will clutter things up.  If you want to track your routines, use your notes app. Most notes apps allow you to create a checklist so all you need do is create a checklist and duplicate this list each morning, if you want to track your progress.  Alternatively, if you do want to track your routines, I would advise going old-school analogue and printing out a calendar. Stick that on your refrigerator or the door of your bedroom and crossing off the days you complete your morning routines. There's something about seeing your progress across the month on paper that encourages you to keep going.  While all our digital technology is great and allows us to get a lot of things done, it can also hide inside our devices and be forgotten. Having a piece of paper stuck on your door cannot be hidden. You see it every time you go to bed and every time you wake up. It's there to remind you of your commitment.  One thing I would recommend you do as a way to close your morning routines is to end them by reviewing what your objectives for the day are. This helps you by focusing you on the results you want from the day. For instance, if you have a proposal to finish, make that an objective. You may also decide that getting out and doing some form of exercise is important that day. These can then form your objectives for the day and when you review these, you can decide when you will do them.  It's reviewing my objectives for the day that has been a revelation for me. This has been the single most important thing that has helped my focus. All I am looking at are the two most important things I have decided on doing that day. Before I end my morning routines, I decide when I am going to do them and that's it. I'm ready for the day ahead.  So, Jules, to help you stick to your morning routines, keep things simple. Make sure you only allow thing you love doing onto your morning routines list and most importantly of all, find your trigger. The one thing you do each morning without fail. I should have mentioned that brushing your teeth is one of the best triggers because it's something you do each morning.  Thank you for your question, Jules and thank you to you too for listening. It just remains for me now to wish you all a very very productive week.   

We could always use examples of inspiring leadership. That's why we're turning to a conversation from 2022. Indra Nooyi is a trailblazing executive who served as chairperson and CEO of PepsiCo for 12 years, becoming the first South Asian woman to lead a Fortune 500 company. In this conversation Indra joins Nora and discusses equity and inclusion in the workplace and how to best support the workers of tomorrow - from the care infrastructure, to hybrid workplaces, to communicating effectively and even preventing burnout. You can read more about Indra's journey in her NYTimes bestselling memoir, My Life in Full: Work, Family, and Our Future. Hosts: Nora Ali Producer: Bella Hutchins  Production, Mixing & Sound Design: Daniel Markus Music: Daniel Markus & Breakmaster Cylinder Senior Producer: Katherine Milsop Full transcripts for all Business Casual episodes available at https://businesscasual.fm

Welcome to an episode with Bill George, former chairman and CEO of Medtronic and currently a professor at Harvard Business School. He has written two of the most enduring leadership classics of all time: Authentic Leadership and True North. Now, Bill has written a new book aimed at the next generation of leaders, the Emerging Leaders Edition of True North, coauthored with millennial entrepreneur Zach Clayton. Get Bill's new book here. This book is a clarion call to emerging leaders to step up to lead their organizations with their hearts, not just their heads, as authentic leaders who lead with purpose by inspiring and coaching their teammates. It heralds the end of the baby boomer era of Jack Welch, when too many leaders focused on maximizing shareholder value and taking shortcuts rather than building sustainable enterprises to serve all of their stakeholders. Our best hope for a better world is to empower the next generation of emerging leaders – not just those on top – to follow their True North to make this world better for everyone. The stories in this book, which came from 220 interviews with exceptional leaders, illustrate that most authentic leaders first discovered their True North through their life stories and crucibles, developed self-awareness, and then found their North Star – the purpose of their leadership. Wisdom learned from leaders like Satya Nadella, Mary Barra, Ken Frazier, Indra Nooyi, Ursula Burns, and Hubert Joly will guide emerging leaders at all levels in their development. Bill joined Medtronic in 1989 as president and chief operating officer, was chief executive officer from 1991-2001, and board chair from 1996-2002. He is currently a senior fellow at Harvard Business School, where he has taught leadership since 2004. He is the author of Discover Your True North and The Discover Your True North Field Book, Authentic Leadership, Seven Lessons for Leading in Crisis, Finding Your True North, and True North Groups. He has served on the boards of Goldman Sachs, ExxonMobil, Novartis, Target, and Mayo Clinic.  He received his BSIE with high honors from Georgia Tech, his MBA with high distinction from Harvard University, where he was a Baker Scholar, and honorary PhDs from Georgia Tech, Mayo Medical School, University of St. Thomas, Augsburg College, and Bryant University.  True North: Leading Authentically in Today's Workplace, Emerging Leader Edition. Bill George & Zach Clayton. Enjoying our podcast? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

During her 12-year run as CEO of Pepsi, Indra Nooyi helped the company grow sales by 80%. Despite her success as one of the most powerful women in business, she's happy to be out of the world of “bits and bytes.” Motley Fool co-founder and CEO Tom Gardner caught up with Nooyi to discuss: - Other CEOs she's learned from - Building a culture of ownership - Decision-making as an art and a science Companies mentioned: PEP, AAPL, AMZN, PFE Indra Nooyi's best-selling book is "My Life in Full: Work, Family, and Our Future". Host: Tom Gardner Guest: Indra Nooyi Producer: Ricky Mulvey Engineers: Heather Horton, Dan Boyd

As CEO, Indra Nooyi led PepsiCo through its most important strategic pivots and navigated the company through two financial crises. But during her time there, her male colleagues continued to disrespect her. To the point where she threatened to walk out. Today, Indra tells us how she demanded respect in the workplace and how it impacted her career.  In this episode, Indra shares: How her teachers described her – and why she worked against it her whole life The way she drew hard lines to be respected in the workplace How her cultural upbringing influenced why she never asked for a raise Why not everyone should aspire to be the CEO – and why it's okay What you'll learn from her class on MasterClass Leading with Purpose

I often hear women who are trying to get into the sports industry say that it's impossible to get a job because they have no experience in the industry.  I hope they believe me when I tell them that is absolutely not true. I beg of you not to buy into the false narrative just because it may bring you comfort during a challenging period in your career.  If you don't believe me, listen to my conversation with Pinky Raina.  She was named CFO and COO of the U.S. Soccer Federation and came from a non-sports background.   Not only was she offered a C-level role, but less than three years later she was an honoree for SBJ Game Changer for Women in Sports business.   Regardless of the level, if the job description doesn't explicitly say don't apply if you don't have sports experience, you need to go for it.  Not only do Pinky and I talk about how she was transparent about not having sports experience during the interview process, but we also talk a lot about how to prioritize taking time off from work and how to make sure you truly disconnect.  We also talk about  How to get over having mom guilt Why she started taking calculated risks How mentors helped her find her voice  The lens you should look at failure through   Connect with Jahaan:  Learn more about working with Jahaan and see if it's the right fit for you: https://JahaanBlakeAppointmentScheduling.as.me/LetsTalk Join Jahaan's VIP Email List: https://bit.ly/3yccwAP  Instagram: https://www.instagram.com/jahaanblake/ Email: jblake@jahaanblake.com Website: https://jahaanblake.com/ LinkedIn: https://www.linkedin.com/in/jahaanblake/   Links: U.S. Soccer Federation: https://www.ussoccer.com/  Book | My Life in Full: Work, Family, and Our Future by Indra Nooyi: https://www.amazon.com/My-Life-Full-Family-Future/dp/059319179X  Game of Her Own Ep. 123 | Four Easy Ways to Take and Enjoy Your PTO Guilt Free with Jahaan Blake: https://apple.co/3qS1hMn    Connect with Pinky : Linkedin: https://www.linkedin.com/in/pinkyraina/    As a CFO and COO, I bring over 20 years of leadership experience innovating, building and scaling organizations in public, private and not-for-profit organizations. I've managed revenues of up to $1 Billion, held C-level roles in Manufacturing and Sports & Entertainment industry, and gained additional industry sector experience from roles as an auditor and fraud investigator at Deloitte.  

Indra Nooyi grew up in a conservative Brahmin household in India, but that didn't stop her from playing cricket with her brother's friends, or from joining an all-girl rock band. Years later, when she ascended to the top job at PepsiCo, she would push the boundaries again as one of the few women running a Fortune 500 company. Nooyi talks to Kim about why she initially shrank from the press when she arrived in the C-suite, and how she wanted to be seen in her own portrait as an American Portrait Gala honoree. See the portraits we discuss: Indra Nooyi Meg Whitman Anne Catherine Hoof Green Martha Stewart

This week on This is Working, we get a visit from Florencia Iriondo, the host of Best Advice on LinkedIn. In this special feed drop, we hear wisdom on blending skills and intuition from media mogul Tyler Perry, former PepsiCo Chairperson and CEO Indra Nooyi, and rock star Gwen Stefani. Follow LinkedIn Editor-in-Chief Dan Roth on LinkedIn Follow Best Advice host Florencia Iriondo, and advice-givers Tyler Perry, Indra Nooyi, and Gwen Stefani on LinkedIn. To get each newsletter edition of Best Advice as it's released, subscribe here. Join our This is Working community by subscribing to Dan's newsletter and posting your thoughts on LinkedIn using the hashtag #ThisIsWorking.

Welcome to Strategy Skills episode 274, an episode with Bill George, former chairman and CEO of Medtronic and currently a professor at Harvard Business School. He has written two of the most enduring leadership classics of all time: Authentic Leadership and True North. Now, Bill has written a new book aimed at the next generation of leaders, the Emerging Leaders Edition of True North, coauthored with millennial entrepreneur Zach Clayton. Get Bill's new book here.   This book is a clarion call to emerging leaders to step up to lead their organizations with their hearts, not just their heads, as authentic leaders who lead with purpose by inspiring and coaching their teammates. It heralds the end of the baby boomer era of Jack Welch, when too many leaders focused on maximizing shareholder value and taking shortcuts rather than building sustainable enterprises to serve all of their stakeholders. Our best hope for a better world is to empower the next generation of emerging leaders – not just those on top – to follow their True North to make this world better for everyone.   The stories in this book, which came from 220 interviews with exceptional leaders, illustrate that most authentic leaders first discovered their True North through their life stories and crucibles, developed self-awareness, and then found their North Star – the purpose of their leadership. Wisdom learned from leaders like Satya Nadella, Mary Barra, Ken Frazier, Indra Nooyi, Ursula Burns, and Hubert Joly will guide emerging leaders at all levels in their development.   Bill joined Medtronic in 1989 as president and chief operating officer, was chief executive officer from 1991-2001, and board chair from 1996-2002. He is currently a senior fellow at Harvard Business School, where he has taught leadership since 2004. He is the author of Discover Your True North and The Discover Your True North Field Book, Authentic Leadership, Seven Lessons for Leading in Crisis, Finding Your True North, and True North Groups. He has served on the boards of Goldman Sachs, ExxonMobil, Novartis, Target, and Mayo Clinic.    He received his BSIE with high honors from Georgia Tech, his MBA with high distinction from Harvard University, where he was a Baker Scholar, and honorary PhDs from Georgia Tech, Mayo Medical School, University of St. Thomas, Augsburg College, and Bryant University.    True North: Leading Authentically in Today's Workplace, Emerging Leader Edition. Bill George & Zach Clayton.   Enjoying our podcast? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Looking back to the mid-1980s, Larry Angelilli knows now that he was at the time witnessing something that others would not see for decades. Before Jack Welch declared war on “green eyeshade” auditors or Indra Nooyi endowed Pepsico with a strategic finance function or conference promoters added the edgy words “The Changing Role of the CFO” to their event agendas, Angelilli was sitting courtside, observing the game-changing moves of Chrysler Corp. CFO Steve Miller. Angelilli—a banker then in his late 20s—had joined Chrysler Financial Corp. shortly after CFO Miller had arranged for loans from hundreds of banks under a government-insured loan program that would permit Chrysler to avoid bankruptcy—a feat that helped Chrysler CEO Lee Iacocca to later achieve icon status. “At the time, Miller wanted to populate the finance team with bankers and people who knew credit risk and understood what could go wrong in the type of cyclical business that Chrysler was in,” explains Angelilli, who credits Miller with having had a survival instinct that enabled Chrysler to navigate the ups and downs of America's auto manufacturing sector in the 1980s. Recalls Angelilli: “When Chrysler began to have trouble again, Miller became that pivotal person who had a strategy. It had everything to do with managing the balance sheet, generating liquidity, and picking winners and losers.”      In short, Angelilli describes Miller as “probably the best CFO in the United States” at that time. “I was a junior guy, working in M&A and asset-backed securities, but he showed us what was possible for the CFO role,” comments Angelilli, who notes that Miller was “totally plugged in to strategy and connected to the CEO.” Still, Angelilli says, Miller's calm demeanor was what perhaps made him an exceptional CFO. “We'd be going through this epic change as a company and everyone would be nervous, and here was this incredibly calm person with a steady hand,” remarks Angelilli, who further compliments Miller as being “friendly and warm.” Says Angelilli: “If business were a democracy and you could vote for your CFO, Miller would have gotten 100 percent of the vote.” –Jack Sweeney

Caregiving is a second economy that requires a skilled workforce all its own. Yet, women are its main drivers, leaving us tired and worn out, and making it nigh impossible to compete in the workplace. We cannot achieve gender parity without more support. The pandemic showed us that caregivers and those we tend to deserve better. Dr. Nithila Peter joins us in a 2 part series to discuss solutions.  You can  Subscribe! so you don't miss any episodes! Time-stamped show notes are below. You can find a transcript of today's episode here. If you would like to learn more about today's topic: Unfinished Business by Anne Marie Slaughter  Secrets of the Sprakkar by Eliza Reid Blessing Adesiyan, the Founder and CEO of Mother Honestly, is a good resource 1:00 Women are disproportionately responsible for the caring of others 1:41 Definition of the care economy https://research.american.edu 2:20 Women have less time and energy for our careers  3:06 Pandemic made matters worse 4:07 Society doesn't value caregiving 5:08 Dr. Nithila Peter is joining us today 6:04 Connection between emotional intelligence and the giving of care 9:15 Caregivers make the best employees 10:03 Satya Nadella, the CEO of Microsoft  11:20 Mentors, coaches, and managers are or should be caregivers 12:06 The pandemic caused many caregivers to collapse 13:35 View of caregiving as “women's work” 14:29 Students equated caregiving skills to the skills of a janitor 17:30 Caregiving should be more equitably handled by all genders 19:13 We all need to be open to learning these important caregiving skills 21:30 Parents grow skills by being caregivers 23:30, 25:10 Providing care is akin to rocket science 27:22 Stop gender stereotyping 28:12 Lack of support systems for people who want to be caregivers and breadwinners 31:00 How the Indian culture offers support for caregivers 35:00 High cost of caregiving keeps some women home 37:25 Some women don't have power in their own homes to allocate resources to caregiving 38:40 Women must have equality at home to have equality in the workplace 40:33 Iceland supports caregivers 41:15 Iceland is the most gender equal country in the world 41:51 Organizations can provide support if governments do not 42:00 Former CEO of Pepsi, Indra Nooyi supports more visibility of caregiving at work 47:15 Role of feminism in the care economy 48:34 Most women are breadwinners and caregivers 50:10 Working stands in the way of caregiving vs. caregiving stands in the way of working 51:00 Woman leader published article saying women should reconsider having children 53:45 Sheryl Sandberg did not tell us to lean into motherhood 54:50 Caregiving needs to be more visible 55:25 Pipeline of women talent is completely broken due to caregiving pressures 58:05 We need to talk more about caregiving responsibilities at work Where You Can Find Us Website: www.par-ity.com  Follow us on LinkedIn Co-Hosts: Deborah Pollack-Milgate and Cathy Nestrick  Email CathyAndDeborah@par-ity.com with questions or comments

Nora chats with Jerry Won, founder of Just Like Media and host of the "Dear Asian Americans" podcast, along with Simi Shah, founder and host of the "South Asian Trailblazers" podcast and Chief of Staff to the former CEO and Chairperson of PepsiCo, Indra Nooyi for a special AAPI Heritage Month episode. Presented by Grayscale. Hosts: Nora Ali & Scott Rogowsky Producer: Bella Hutchins  Video Editors: Mckenzie Marshall and Christie Muldoon Production, Mixing & Sound Design: Daniel Markus Music: Daniel Markus & Breakmaster Cylinder Fact Checker: Holly Van Leuven  Senior Producer: Katherine Milsop VP, Head of Multimedia: Sarah Singer  Full transcripts for all Business Casual episodes available at https://businesscasual.fm

Learn the 5 mindsets that will reshape the way you hire, train, and retain — to build the team of superheroes that will power your business to scale. Hear real-world advice and great stories from Reid, Bob, and legendary leaders like PepsiCo's Indra Nooyi, GoFundMe's Tim Cadogan, Burberry and Apple's Angela Ahrendts, and Vanderbilt basketball coach Jerry Stackhouse. Read a transcript of this episode: https://mastersofscale.comSubscribe to the Masters of Scale weekly newsletter: http://eepurl.com/dlirtXSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In a special bonus interview, Nora sits down with Indra Nooyi, the trailblazing executive who served as chairperson and CEO of PepsiCo for 12 years, and became the first South Asian woman to lead a Fortune 500 company. You can read more about Indra Nooyi's journey in her bestselling memoir My Life in Full: Work, Family, and Our Future. Full transcripts for all Business Casual episodes available at https://businesscasual.fm

In this week's episode of Art of Power, host Aarti Shahani sits down with Indra Nooyi, who became the first woman and immigrant to head a Fortune 50 company when she was named CEO of PepsiCo in 2006. Nooyi and host Aarti Shahani discuss her unusual family – where the men pushed her to be more ambitious. Aarti asks Nooyi how she manages to stay so light-hearted when people cut her down at work. (It's something she does over and over again.) Her answer? It's not what Aarti expected. Indra Nooyi's book, My Life In Full, has a provocative passage. Describing the times she's been invited into rooms with the most influential people on the planet, she writes: “The titans of industry, politics and economics, talked about advancing the world through finance, technology, and flying to Mars. Family – the actual messy, delightful, difficult and treasured core of how most of us live – was fringe. This disconnect has profound consequences…In a prosperous marketplace, we need all women to have the choice to work in paid jobs outside the home and for our social and economic infrastructure to entirely support that choice.” (emphasis added) Aarti dissects that call to action with her. It sounds like the call of a feminist or labor leader. Nooyi posits her argument is simple economics. “If you think like an economist, not a feminist, then you say you want the best resources available, which means that men and women, the best talent, have to be in the service of the economy,” Nooyi says. “And that requires some social support. … If you don't provide them a support structure, and then lament about the great resignation, it's crazy.”

What strategic factors does a prosecutor consider before bringing charges? What legal consequences could Trump face for the various statements he's made regarding January 6th? Preet answers listener questions. Then, Preet interviews Indra Nooyi, the former Chair and CEO of PepsiCo, who became the first woman of color and immigrant to run a Fortune 500 company in 2006. Nooyi talks about the social responsibility of businesses, how she changed PepsiCo, and her journey to the top of corporate America.  For show notes and a transcript of the episode, head to: https://cafe.com/stay-tuned/lonely-at-the-top-with-indra-nooyi/ Don't miss the Insider Bonus, where Nooyi weighs in on whether the American dream still exists. Tweet your questions to @PreetBharara with hashtag #askpreet, email us at staytuned@cafe.com, or call 669-247-7338 to leave a voicemail. Stay Tuned with Preet is brought to you by CAFE and the Vox Media Podcast Network. Executive Producer: Tamara Sepper; Senior Editorial Producer: Adam Waller; Technical Director: David Tatasciore; Audio Producer: Nat Weiner; Editorial Producers: Noa Azulai, Sam Ozer-Staton. Learn more about your ad choices. Visit podcastchoices.com/adchoices

To round off 2021, today's episode features six of David's favorite insights from the year from leaders like Marvin Ellison, Indra Nooyi, and Tom Brady. You're going to learn about how to react to overwhelming and scary situations with focus, confidence, planning, and communication. Plus, David will teach you his number one exercise for taking stock of where you are now in order to work towards where you want to go. In this episode, you'll learn: David's 3x5 exercise for self-evaluation going into a new year Tom Brady's model for clear, current communication with teammates Niren Chaudhary's process for bringing clarity and purpose to overwhelming situations Indra Nooyi's advice for balancing work and home life Kara Goldin's conviction about how to escape the bondage of fear in business Andy Roddick's ritual for staying focused to play point after point in tennis without losing it Marvin Ellison's story about learning to stand out as himself rather than blend in as someone else Check out https://howleaderslead.com/best-of-2021/ for more great leadership insights, and go to https://howleaderslead.com/survey to share your great insights about the podcast!