Podcast appearances and mentions of jeff conroy

"But First, Let Me Perfect This..." (And Other Leadership Lies We Tell Ourselves) Spoiler alert: If you're waiting for the perfect moment to start leading, you might be waiting until the robots take over! This week, we're busting the myth that you need a PhD in Everything before taking your first leadership step. The Real Tea on Leadership Beginnings: 1. The Perfect Plan Paradox

Ever wondered why some leaders inspire fierce loyalty while others can't retain talent despite throwing benefits at their team? We're breaking down the real mathematics of meaningful appreciation in this myth-busting episode of No More Leadership BS. Forget the standard playbook of ping-pong tables and casual Fridays. We're diving deep into what makes people truly feel valued at work (and why your expensive recognition program might be missing the mark). Drawing insights from leadership giants like Kim Scott, Simon Sinek, and Brené Brown, we're solving the appreciation equation once and for all. In this episode, we unpack: ✔️Why your "best practices" might be your biggest blindspots ✔️The hidden cost of superficial recognition programs ✔️How authentic leadership trumps performative appreciation ✔️The surprising truth about what your team actually wants from you ✔️Real strategies for building genuine connections without losing professional boundaries Whether you're struggling to retain top talent or just tired of throwing spaghetti at the wall hoping something sticks, this episode delivers practical insights you can implement immediately. Because in the end, true appreciation isn't about the size of the bonus—it's about the size of the impact you make on your people's lives. Join us for some straight talk about what it really takes to create a workplace where people don't just stay—they thrive. No fluff, no BS, just real solutions for real leaders. Ready to solve the appreciation equation? Let's dive in!

Welcome back to another episode of No More Leadership BS. These No More Leadership BS podcasts are always a highlight of our week, and today's topic is no exception. We're putting on our nonprofit hats to tackle something we've all learned at some point along our leadership journey: the art of appreciation. We've got three key takeaways that might just change the way you think about leadership: Frequent and Authentic Recognition: We'll explore how appreciation can be the currency that keeps your team motivated and loyal. Spoiler alert: it's more valuable than you might think. Relationship Building: Get ready to learn how spending time getting to know your team can pay off in ways you never expected. Trust me, it's worth more than any team-building exercise involving trust falls. Consistency and Authenticity: We'll talk about making appreciation a part of your organizational culture. It's not a one-time performance - it's more like a marathon, but with less sweating and more smiling. So, buckle up, leadership enthusiasts. We're about to cut through the noise and get to the heart of what really matters in leadership. Let's dive in and explore how we can create a culture of appreciation that keeps our teams engaged, motivated, and excited to come to work. Get ready to learn how to lead with gratitude - your team will thank you for it. Let's go!

"Impactful leaders embrace the diversity of people sitting around the table. They know that everybody brings something different to the table, which only enriches what you're doing." Key Moments 05:52 Nonprofits funding nuances. 09:27 Pocket-sized book for nonprofit leaders. 11:40 Allowing others ownership, supporting and promoting them. 15:44 Leadership can be lonely but community helps. 17:47 Developing leadership through relationships, support, and availability. 21:13 Jeff's leadership program leading to transformation. 25:31 Finding like-minded, mission-driven connections leads to impact. 27:38 Pandemic shifted perspectives, priorities, and habits. 30:59 Mastermind groups help to connect and support. 34:58 Diverse perspectives in podcasts enhance understanding. 38:44 Consulting requires active listening, not just responding. Connect with Jeff http://conroyleadershipconsulting.com/ Get the Book: Nonprofit Leadership Success: A Short Guide to Big Success Listen to No More Leadership BS Podcast Connect with Katie Connect with Katie on LinkedIn: https://www.linkedin.com/in/katiecurrens/ Follow Katie on Instagram: https://www.instagram.com/katie_currens/ Follow the Podcast on Instagram: https://www.instagram.com/onesparkstories/   Are you tired of the traditional top-down leadership approach that leaves employees feeling undervalued and disconnected?  In this episode of One Spark Stories, host Katie Currens and guest Jeff Conroy discuss the power of servant leadership in the nonprofit world. Three key takeaways: • Millennials and Gen Zers are seeking a work environment that values them and offers a sense of belonging and purpose.  • Talent optimization and leaning into the strengths of employees can lead to better outcomes.  • Having a supportive community and seeking help from others can lead to personal and professional growth.  Don't miss out on this insightful conversation that will leave you feeling empowered to embrace a more compassionate and effective leadership style. Download the episode now and discover how you can make a difference in your organization and beyond!

Jeff Conroy is a seasoned nonprofit leader with over 20 years of experience as a CEO. He recently authored the book Nonprofit Leadership Success, which delves into the challenges and strategies of leading nonprofit organizations. Jeff is passionate about effective leadership, the importance of coaching, and the unique dynamics that drive nonprofit success. Key Quotes: "Coaching is someone who has experience that I can have conversations with, who understands what I need as a nonprofit CEO." "Leadership begins with a relationship—your influence depends on the kind of relationship you have with people." "Nonprofits need to act like a business; otherwise, they won't be in business." In this episode, Jeff Conroy discusses the importance of leadership in nonprofit organizations, drawing from his book Nonprofit Leadership Success. He emphasizes the need for strong relationships, the role of coaching, and how nonprofits can thrive by adopting business-like practices while staying true to their mission. 5 Key Takeaways: The Role of Coaching in Leadership: Coaching offers guidance from experienced individuals who understand specific challenges. A good coach can provide the tools needed to overcome leadership hurdles. It's important to regularly evaluate and choose the right coach for your current needs. Building Strong Relationships: Effective leadership is rooted in building solid relationships. Trust is the foundation of any successful leadership dynamic. Strong relationships between board members and staff are crucial for nonprofit success. Nonprofits Must Operate Like Businesses: Nonprofits need to implement business practices to survive and thrive. This includes creating budgets, conducting internal audits, and ensuring transparency. Effective financial management is essential to maintain trust and accountability. The Importance of a Diverse Board: A successful nonprofit requires a board with varied expertise. Board members should be selected based on how their skills can advance the nonprofit's mission. Developing committees with experts helps in making informed decisions. Succession Planning in Nonprofits: Nonprofits should have a succession plan in place for board members. Committees serve as a farm system to groom future board members. This ensures continuity and stability within the organization. Find Your Catalyst at https://www.findmycatalyst.com/

You don't have to go home, but you can't stay here. Every leadership team whether a board or an executive team experiences change and transition. With boards, some of the transition is predictable due to board member terms. That does not guarantee that the transition is smooth, easy, efficient, or even anything but chaotic. People experiencing change experience questions, concerns, and instability. Knowing that transition can be difficult for individuals and teams, here are some properly earned thoughts on such team changes: 1. Meaningful Volunteer Work and Board Preparation: Volunteer work is impactful and productive. To ensure volunteers have the ability to be their best, the organization must provide thorough training and orientation for volunteers including board members. 2. Role Clarity and Communication: Understanding one's role and ensuring transparent communication is crucial for smooth board operations. One of the biggest problems with communication is the illusion that it actually occurred. 3. Preparation and Training: Starting with the end in mind means preparing the next board president and setting clear expectations for all board members. "On the job training" is not an effective training strategy because it relies on no one's prior learning and history. Leaders need to equip board members with proper tools and job descriptions to fulfill their duties effectively. Board members can be volunteers, paid, or donors. Regardless of the mechanism, board members have responsibilities to the organization which must be defined by the organization. When expectations are defined, they must be communicated and a mechanism for accountability must also be present. Yes, even for board members. The No More Leadership BS Team has seen all types of boards and leadership teams. There is nothing so clear to an organization as a transition in leadership that is executed without care and concern for the organization. Individuals must ensure their egos are left at their day job and they show up with humility to learn and lead where they can. But there's more, what are some of your favorite morsels from this episode?

Generational issues are much richer than "OK, Boomer" and "entitled Millennials." People who are in the same generation arguably have some societal experiences that formed how they see the world and how they see themselves in the world. When it's boiled down, most people want a lot of the same outcomes from work, but their means to get there might be very different. Someone might value 'put your head down and work' while another may value 'pie in the sky' thinking. Not better or worse... just different. So what can we do with that? Assess with a broader band than one's own point of view and respond accordingly. For example: - The COVID-19 pandemic has drastically affected employee mental health, creating ongoing challenges for leaders. Recognizing and addressing mental health in the workplace is pivotal for maintaining a productive, supportive environment. - The “Great Resignation” is real—employees have more choices and are seeking fulfillment beyond mere job stability. Innovative practices such as upskilling and reskilling employees are crucial for retention. Leaders need to provide growth opportunities within the company to keep their workforce engaged. - Employees are prioritizing work-life balance more than ever. As leaders, redesigning work policies to offer flexibility and promoting wellness programs can significantly improve employee satisfaction and retention. It's essential to create a supportive environment where employees feel valued and understood. Any "people just want" assertions, including those of the No More Leadership BS team, will undoubtedly leave people out. If that assertion is based more on one individual's point of view, it has a higher probability of leaving more people out of the calculation. As leaders move forward, it will be in their best interest to take in information from many different points of view before determining a course of action. What does that mean? Policy and practice based on what the newest employees want is as misguided as decisions based on only what those closer to retirement are seeking. Effective leaders will employ the types of policy, practice, and engagement that will help all employees find more purpose in their work and have an enjoyable workplace experience. Wisdom, questions, and thoughts forthcoming! Please let us know about your observations and how you can affect positive change on your team.

"Whistle! WHISTLE!" Imagine a coach. What do they look like? What are they doing? Often, people imagine a coach in an athletic space screeching instructions at athletes. Not all coaches are like this, some are softspoken and absolutely hold the confidence to not resort to calling athletes names or throwing chairs. There are so few coaches in athletic spaces who utilize leadership coaching techniques, that it looks weird to the outside observer. (Google: Steve Kerr gives up on coaching video). There are certainly reasons why "life coaches" have a poor reputation. In pop culture they are utilized by the flaky and often referred when the protagonist say, "My life coach told me I need to stand up for myself more." Here's why that's problematic: 1. Individuals who are very effective at making decisions still utilize the help of others in the decision-making process. 2. If "my coach told me to" is an accurate phrase, the coach is doing it wrong. 3. If a person is too busy for a coach because they've got too much to do to catch their breath, they will never catch their breath. For the first time, we decided to articulate some of what coaching is and how it works. Here are some highlights:

Broad brushes and broad strokes have their time and place. Quick coverage over a large space calls for a broad brush. When detail work is needed, a smaller, more intentionally-placed brush is needed. When we look at differences and similarities in generations, there are some common experiences that led to some common values and expectations. And, it's not always the same for everyone in the same generation. Now that we have 5 generations of citizens in the workforce, the opportunity for misunderstanding is even broader. Leaders are required to understand the big collection of characteristics. And, effective leaders are required to understand when they need to be more detailed, specific, and focus on the needs of the individual within the context of their generation and the organization overall. Some tactics to consider when navigating the waters of a quintuple-generation workforce include... **Recognition and Authentic Appreciation:** Millennials and Gen Z-ers value genuine recognition and appreciation. It's crucial to acknowledge their contributions and create a trusting, authentic environment. **Inclusive Environment and Individualized Interactions:** A one-size-fits-all approach doesn't cut it. Each person, regardless of generation, deserves to be valued as an individual. Inclusion is an exercise, not a mere numbers game, and leaders need to create spaces where each person feels comfortable and respected. **Mentorship and Purposeful Work:** Millennials and Gen Z-ers are eager for connection, mentorship, and meaningful work that aligns with their personal values. By providing opportunities for professional development, meaningful work, and genuine mentorship, leaders can retain younger talent in the workplace. As is the case with many things, it all comes down to relationships. Leaders who aspire to be effective will take time to foster relationships with others in the way that others want. Approaching a person who thrives on relationships will be different than engaging conversation with someone who values facts and data. The No More Leadership BS team represents 2 generations and has worked with all 5 over the course of their many years of varied experiences. In addition to what the team shares, we hope you consider your approach to generational needs and reach out if you'd like to run a situation by someone who is not in your chain of command and does not sign your evaluation.

A part of a leader's responsibilities is to ensure that the right people are in the right seat on the boat and rowing the same direction at the same cadence. It's a big ask of everyone. The question is what happens if the leader is not present. Does the team still function well or do they kind of fall apart? This consideration is a great indicator of culture and how it is lived out. If people do what they're told because a leader is there, they might be effective, but it's limited. If people continue to fulfill expectations when the leader is NOT there, this is an indicator of community in the work culture. When people support each other in a way that makes sense for them and the organization, it's more than doing a job, it's having a community of support in your work culture. Some ways to move forward include... 1. Engage Employees in Finding Solutions: engaging employees and not accepting "I don't know" as an answer when addressing challenges. Actively involving your team in finding solutions can lead to a more empowered and positive workplace culture. 2. Purposeful Questioning and Active Listening: the way questions are asked on employee responses and the need for active listening to improve organizational culture. Developing effective questioning abilities as leaders can lead to more productive discussions and a healthier work environment. 3. Measurement and Feedback: measuring the success of culture improvement efforts and suggested data points to gauge workplace culture, including absentee rates, engagement in troubleshooting, turnover rates, retention rates, and customer satisfaction. Understanding and acting on measurable data can guide leaders in making informed decisions to improve company culture. People want, no, need to be engaged and have a sense of belonging. This is true in their families, chosen relationships, and work environments. Bosses might have tricks to make people feel involved, but an effective leader will deploy strategies to engage people in meaningful ways. As an example, do not start a "Diversity Committee," and then ignore any recommendations or requests the committee brings forth. Not only is it not helpful, it will also give employees a very strong reason to disengage from that committee AND the culture as it has been demonstrated that their contribution is not valued. Engage employees in meaningful ways, not performative ways. This includes listening and asking questions. Then, Effective Leader, respond appropriately and accordingly to the feedback you receive. We've been around this block a few times before. The No More Leadership BS team offers insights, recommendations, and just a smidgen of storytelling to bring the idea of workplace community to life.

Imagine the perfect workplace. Some folks may say that "perfect" and "work" are oxymorons. Truth be told, we humans gain a lot of non-monetary benefits from doing good work. In short, it makes us feel good. If we're going to be working, why not make it as close to perfect as possible? Back to the story - imagine your perfect workplace. What is the service or industry? How big is the market? Most importantly, how do people treat one another? If you can imagine a great workplace with a superb culture, you can create it, or at least start the process. There is no reason we should expect anything less than improvement when talking about work culture. But changing it can be difficult so people tend to stay put in discomfort they know rather than get uncomfortable with aspirational goals. Regret lives in the chances you don't take. Now in these very short paragraphs, you've decided to make some change, here are a few considerations: - Clear Communication: Setting clear and specific goals is crucial. Building a shared understanding of what the organization aims to achieve is essential. - Consistent Accountability: Holding team members accountable for their actions and behaviors, along with addressing any misalignments with the team's goals promptly, is vital for maintaining focus and progress. - Team Trust and Cohesion: Building a culture based on trust, mutual respect, and collaboration is key. Fostering open communication and creating an environment for feedback are foundational for sustained positive change. The No More Leadership BS team brings you 10 considerations for you as you think about improving your work culture. Even if you're not the CEO, you can still affect positive change. The only way to guarantee no change is to add no effort. You can make improvements for the satisfaction of yourself and your team. All you have to do, is start with intentionality.

"Oh how cute. The muckity-mucks are going on a work vacation they call a 'retreat'." It's not terribly difficult to understand this sentiment based on pop culture. Also, some stories coming out of a retreat doesn't do the planning mechanism any good. Turns out retreats can be (and should be) very effective ways to plan for the year as well as develop new skills, abilities, and strengthen relationships. When you plan or want to advocate for an effective retreat, here are some thoughts to move toward a positive direction: 1. What's In a Name. If retreats have a poor reputation, consider "leadership summit" or "strategic off-site" for ways to better communicate what will be happening; then do that. 2. A Seat at the Table: When the right folks are in the room, the experience can emphasize the need for active involvement, clear expectations, and collaboration in planning the retreat and deploying the ideas will help to achieve meaningful outcomes that truly benefit your team. 3. No-Judgment Zone: While it should be true all throughout the year, the entire team will benefit from the value of cultivating a supportive and inclusive environment during retreats, where team members can freely engage, express ideas, and build trust without fear of judgment. There are many ways to structure a retreat. The No More Leadership BS team gains heated agreement on elements that can lead to an effective event. The group has been through many iterations of retreats and similar and have earned and learned different ways to be effective. One of the biggest takeaways from the group in regards to an effective retreat is to BE PRESENT. This does not mean to simply attend, but to give one's self over to the full experience, step away from the email, and appreciate the opportunity to get to know your colleagues better. "Wherever you are, be there." ~ Jim Rohn

The calendar says that 2023 is coming to a close. This is true, every year. And, every year, so many of us behave as though December, end of year, Q4, however you describe it, is a surprise. Behavior looks like panicking to get things done that have been on the to-do list for the last 6 months, forgetting that the last 4 weeks of the year is closer to 2 and a half to 3 weeks, and just having not much left in the tank. As long as you're in a position in an organization of any kind, the holiday season will have an impact. This is known and can be addressed WAY in advance. One way is to try to front-load the work so December is less like spinning plates on flaming sticks and much more enjoyable. When the close to the calendar year is less panic-inducing, there are some great things that can be done with your team:

Some people are born leaders. These are often folks with charisma. Anyone with the drive and interest can learn to be a leader. It is really easy for an employer to recognize great work for a first-level employee and reward them with a promotion. However, doing so without evaluating that top-performer against the needs of the new position can cause some real friction. Even if that IS done, expecting the newly-minted leader to learn on the fly is not fair to them or their team. As you think about any hiring, any times you've been promoted, or are presently being considered for a promotion, what is the plan for onboarding into the new role? How will the new leader adjust to the new expectations? How will they learn their way into effectively managing this new position? While you're joining us on this journey, please consider the following concepts: 1) Promotions are great, but not without a baseline of expectations and quality training 2) Investment in training will have a quick ROI compared to an underperforming leader 3) Professional development is informed by both the employee and employer, action is not optional if effective leadership is the goal. The No More Leadership BS team truly believes in leadership development over leadership 'happening.' Team and leader development is intentional, specific, and repeatable. In short, engaging new leaders in ways that help them become more effective is a great investment of resources. If someone is to be elevated to a position of new responsibilities without training, they can only fail and that helps precisely no one.

Think about a person with whom you have a great relationship. What are the characteristics of that person? It is likely that one has to do with trustworthiness. If you can believe them, confide in them, even follow them, chances are high that you trust them. But how did you get there? What was your journey from introduction to a place of trust and even collegial admiration to the point where they would become an important person in your life? The No More Leadership BS team explores episodes of trust, relationships, and even broken or damaged trust from their experiences. We've all been there. Earning trust, offering trust, and even repairing trust. As you listen, consider a work relationship where trust is not as strong as you want or need it to be. Why is trust not strong or present? What is one step you could take to move toward building or repairing trust? Please contact us to share your approach and receive objective and caring feedback on how you can build trust in your work relationships.

How do you know if your people are hearing you...and more importantly, do they understand what they hear. Jeff Conroy leads the discussion this week as we discuss methods that work, and ones that don't. You may be surprised to find out which is which!

*beware gratuitous sports reference ahead* Imagine being a guard on an American football team. You're good, but the team can bring on 2 other people in different positions if you're traded. So your new team takes you in, puts you in position and says, "go." You're a professional guard, you know the position, you know the objectives. You don't know the specific plays for this new team. If no one shows you, no matter how good you are, your success will be limited. When we bring new people into our organizations, we expect them to have some skills and abilities. So we spend a lot of time HRing the crap out of them, but less time getting them up to speed on their day job. How successful can any person be without appropriate instruction, guidance, or even training? There's more to onboarding than checklists and compliance. Giving new employees every opportunity to succeed by introducing them to and becoming a member of the community is where they have the chance to thrive, not just survive. The No More Leadership BS group shares their experiences, observations, and recommendations on how to keep the high-flyers you hire, flying high on the job.

As soon as you have the opportunity, look up your company's or organization's mission and vision statements. After reading them, do you understand how it applies to you? If not, you may have just ingested some very delicious word salad that may seem filling, but will leave you feeling empty before long. It is not abnormal for a company to hire experts in communication to craft a meaningful, engaging, emotional, and sticky message that lands well with the intended audience; usually outside the organization. That same language can ring hollow to the people in the organization at the first level of understanding. How can we ensure that the message is both being crafted and heard with the entire organization in mind? The short answer is, involve them. The application is a much richer process. The No More Leadership BS team discusses some areas where they've seen success, some ideas of what not to do, and a little guidance for how you can improve communication up and down your chain of command.

If the pandemic changed anything, it was remote working. Before 2020, everyone worked in one business that had one location. Those were the days. And, totally BS. Remote teams have been around since the first Mom and Pop store opened an "and Son" in the next town over. Having fully functioning teams away from a headquarters exists in for-profit, non-profit, and not-for-profit work. The main difference is that in addition to pockets of teams in various locations, we have individuals in various locations who make up teams who don't necessarily have their own physical space but report to a headquarters that probably has some real estate somewhere. The days of managing by walking around are over. Leaders need to take a different proactive tact to engage with their team members who may be anywhere in the world. This means leadership might get a little more difficult for building relationships, but absolutely not impossible and every bit as important as it was way back when in the 20teens. The No More Leadership BS remote-first team takes you on a journey of leadership development, engagement, and that same bugaboo that exists everywhere all at once, communication. As you listen, formulate your plan to ensure your remote teams or employees are engaged and understand how they are a part of the whole.

As a leader, you probably have had moments in your leadership life where you felt like you were on a lonely journey with no one following. Jeff Conroy of Conroy Leadership Consulting shares his own story of how he realized that the key to making an impact and changing lives lies in understanding the difference between having a job, a career and a calling. His path to this realization was marked by emotional highs and lows, struggles and joys - but it ultimately led me to a place of self-understanding and growth. He shares this journey with you today and explains how it can help all of us find our true passion and purpose for life.

Every choice has repercussions; positive and negative. Even taking no action is a choice. When faced with the reality of other people depending on you for their livelihoods, does our judgment get cloudy? Knowing that we've put blood, sweat, and tears into our career or business, are we in the best position to objectively describe the status of the organization? One does not simply know when to let an organization sink or swim; there are many indicators. The question is, are the leaders tuned-in to the information closely enough to truly appreciate what's going on and make the best decision for the health of the organization and the actual human beings in it. Jeff Conroy leads us on this 3-hour tour examining the seaworthiness of the business, appreciating the needs, skills, and talents of the crew, and then deciding, once all of the information has been gathered and is understood, we decide to sink or swim.

What's the difference between managing and leading? While a true leader does both, here is a hint on how it works... "You lead people, you manage your checkbook." Many times, those new to a leadership role find this out the hard way and Jeff Conroy of Conroy Leadership Consulting walked that path. Today, he shares how this epiphany changed his leadership life as well as the participation and enthusiasm of those he led.

It's tough to pull in the panic when you are pushed to the limit with a short staff and a long list with a deadline that is approaching fast. When you find yourself in this or similar positions, it's all too tempting to throw away that darn carrot and bring out the stick. Sure, the job gets done, but stop and ask yourself...Are you building a team? or building fear? Jeff Conroy, of Conroy Leadership Developent, LLC leads our discussion as we toss around choices that leaders have not only in situations like this but in the everyday choices we make that results in leading by intimidation or motivation.

In this episode of the Voices from DARPA podcast, listeners will learn about an emerging component of DARPA's institutional culture for delivering technologies that strengthen the nation and redefine what is possible. Called the Embedded Entrepreneurship Initiative (EEI), this effort is designed to help creative scientists and engineers usher their new high-technology visions all of the way to real in-field, hold-in-your-hand, useful-in-the-world technologies. The mission of EEI, now entering its second year following a pilot phase, is to provide early-stage technology-development teams with veteran innovators who bring with them the proven business savvy it takes to make it through the proverbial Valley of Death. That's when anything from insufficient funding, missed deadlines, unexpected supply-chain issues, intellectual property disputes, market fluctuations, a federal policy change, or any number of other hazards can kill off even the best of technology ideas. Listeners will hear from Kacy Gerst, DARPA's Chief of Commercial Strategy; Scott Cunningham, a Senior Commercialization Advisor with In-Q-Tel-Emerge, a technology-acceleration organization that is partnering with DARPA to make EEI work; and Jeff Conroy, CEO of Embody, an emerging biotechnology company that credits EEI with accelerating its success in launching what is now its first FDA-approved biomedical technology for improving ligament and tendon repair, a common need for athletes and military personnel. Gerst is happy to note that EEI already is working with more than 50 entrepreneurial teams and she expects the initiative to ramp up over the next few years to a portfolio of 150 such teams. 

We are all given the same 24 hrs, but so many never realize that time is the one asset that has to be spent and cannot be saved. Even with meticulous time management skills, so many leaders can't seem to find the time in their schedules to develop their staff. As a result, they find themselves in the never-ending frenzy of trying to do it all while grumbling aloud that they just can't find good help anymore. As a leadership development expert, Jeff Conroy of Conroy Leadership Consultants leads this impactful conversation that lays out the fallacy of saving time instead of investing your time and why this mindset shift makes such a huge difference to your team.

To be an effective leader, few skills are more important to have than an ability to communicate with your employees and team members clearly and effectively. In fact, communication is the key to an engaged and inspired work culture. But what is important to communicate and how do you do it? Our very own Jeff Conroy of Conroy Leadership Consulting, LLC has been there, done that, got the teeshirt with holes in it! He pulls the curtain back on what it took to get seven team members to imagine, engage and produce a live event for 1500 people and come out on the other end closely knit and ready to take on even bigger challenges. No, he didn't pull a rabbit out of his hat but used finely tuned leadership skills that are available for every leader who wants to put in the time to learn them. And they're all laid out for you with no BS on this week's episode.

It takes more than a pat on the back or a turkey at Christmas to enable your team to their highest power, so how on earth do some leaders get this critical step so incredibly wrong. Especially when it's well known that employees who are empowered are more likely to be engaged and productive. This week our Leadership Coach, Jeff Conroy of Conroy Consulting LLC. pulls back the curtain and reveals some of the essential ingredients he used to get top engagement from his team that resulted in some crazy growth for the organizations he led.

Speaker and trainer Jeff Conroy, owner/founder of Conroy Leadership Consulting, LLC knows a thing or two about habits. How much does cultivating the right habits affect your ability to lead? Join us to find out.

This week, Jayson and Ray discuss non-profits and leadership consulting with Jeff Conroy. --- Support this podcast: https://anchor.fm/dadfactors/support

2020 is mercifully coming to a close & we're sharing our best interview of the year. Here's our chat w/ the gentlemen behind "Ski Bum: The Warren Miller Story," (@warrenmillerdoc) director @PatrickCreadon, producer Jeff Conroy(@opjeffroy) & ski legend Dan Egan(@SkiClinics).

Jeff is a North Idaho local. He is a nonprofit leader, entrepreneur, outstanding community member, husband, father, and so much more. He brings so much wisdom EVERYTIME we chat.

Ryan Davis is one of the best leaders I've been around. His energy, passion and leadership of the Boys & Girls Club of Kootenai County is contagious! Enjoy this episode of Leaders Having Lunch!

In this episode, I interview Northwest Specialty Hospital CEO Rick Rasmussen. Rick is the leader of a large staff but is a servant leader. Listen to Rick discuss his journey!

Regardless if your business is for profit or not for profit, it's still a business. And all businesses have staff, boards, training, fundraising, HR, event planning, budgeting, and a list of other issues. This is a show hosted by Jeff Conroy. A 30 year veteran of working with nonprofits of all sizes and now operates Conroy Leadership Consulting, Jeff talks about his experiences in leadership and chats with leaders to get insights into best practices.

Lots of news coming into day about the disaster aid bill, tariffs, African Swine Fever, and MFP payments. Jeff Conroy, CEO of BobCat Studios and the executive producer of "The American Farm" TV show, shares about the ending airing tonight on the History Channel.

Final March 2019 episode of the program all about TV.  Our guests:  Beyond Innovation co-host and executive producer Michael Bancroft and J.D. Power managing director Ian Greenblatt, discussing Apple TV+ and other cutting-edge TV developments, and Jeff Conroy and Jenna Madsen, executive producer and subject respectively of The American Farm, starting April 4 on The History Channel. .

The buzz the past few years has been all about “the rise of the influencer” and “influencer marketing”. And there is no better example than this week's guest, Rachel Rudwall. She is multi-talented. A host, photographer, speaker, writer, explorer, and yes, an influencer. It was a fun, action-packed conversation. She speaks 10+ languages, has traveled to 70+ countries, helping dozens of brands create or amplify their campaign work along the way. These adventures, along with her Tedx speech, are reasons why her social following grows every day. I also enjoyed part of the conversation where we discussed mentorship. Hers? Former pod guest Jeff Conroy. We are never too old to learn and grow.

Not everyone knows what they want to do when they get to Miami, but Oxford seems to set people on a path…and a path for success. This was the case for Jeff Conroy. It wasn’t until sitting with the Miami counselors half-way his Oxford run before he picked a major and a direction, and he hasn't stopped learning since. Jeff shares a great story about getting a crash course entertainment MBA by being a driver for a TV executive in Hollywood. The daily conversations helped him land his next job. Now twenty years and three Emmys later, Jeff co-runs BobCat, a multi-platform video studio based in Los Angeles. His team’s latest docuseries project, American Farmer, was just greenlit by the History Channel a few weeks ago.

On November 8, 2008, while 37 year old Marcelo Lucero & his friend were casually walking home, they were approached by 7 teenage boys who started tormenting them & beating them up. The attack ended when 17 year old, Jeff Conroy stabbed Marcelo and then took off with his friends. Even though the hospital was only 4 miles away, it took EMTs 40 minutes to get Marcelo there and shortly after he arrived, he passed away. So what made these 7 teens target these two men? Why did it take the EMTs so long to get to the hospital? We discuss that and so much more so be prepared to get mad with us. Also! We give Scott a questionaire at the end so you get to learn a little bit more about the new member of the team. Send your Stranger Danger stories to itsaboutdamncrime@gmail.com or submit it by using the form on our website.Website- ItsAboutDamnCrime.com Want to keep up on our Jam of the Weeks? You can listen to our playlist at https://open.spotify.com/user/125157452/playlist/41vsfx8vrUkKHVX9AD8A3m?si=97_uWGJCQEqvtfZtDzYTaQTwitter & Snapchat- IADCPODCASTFacebook, Facebook Group, & Instagram- Its About Damn Crime

We cover authentication and illicit trade across multiple industries and use cases with Dr. Jeff Conroy, Chief Scientist of Authentix. - Jeff Conroy's blog post: http://authentix.com/blog/are-counterfeiters-innovators/ - Visit Authentix here: http://authentix.com/ - Jeff Conroy's LinkedIn profile: https://www.linkedin.com/in/conroyjeff/