Podcasts about leadership iq

May 21, 2025 In this episode, host Pete Neubig sits down with Mark Murphy, Leadership IQ's founder, to explore the critical role of culture in hiring and team building. They discuss the importance of defining core values, crafting impactful job descriptions, and avoiding the common traps that repel top talent. Discover how purposeful hiring can transform your team's performance and create a lasting competitive edge.

New York Times bestselling author Mark Murphy talks about his book “Hiring for Attitude” and new approaches to recruiting, assessing and retaining talent with the right attitude to drive organizational success. Mark is founder of Leadership IQ and he has helped big brands we know; like Microsoft, Walmart, IBM and Ford. Listen for three action items you can use today. Host, Kevin Craine Do you want to be a guest? https://Everyday-MBA.com/guest This episode is supported by the Naveen Jindal School of Management 

"Being coachable is how you show the world that you have a hunger to get better and are willing to put in the work and effort." In the latest episode of the John Eades Podcast, John covers 3 practical ways to remain coachable your entire career.  According to Leadership IQ, if you aren't coachable, it's also tough to make a successful job move. They conducted a three-year study of 20,000 hiring decisions and asked, Why do 46% of new hires fail within a year and a half? The number one reason from hiring managers was lack of coachability. If you have big career advancement goals, you had better learn to be coachable, and show that trait to others. What's interesting about coachability is that it's not a technical skill or inherent to us. It's a mental mindset that anyone can embrace. You can sign up for the Accelerate Leadership Program Here.

What's the top reason people fail in a new role? ‘Coachability' may sound like business jargon, but this trait just might be the most important thing to hire for! According to a Leadership IQ study, company leaders said that 46% of newly hired employees failed within 18 months due to lack of coachability. Ben and Danny share how critical coachability is to individual and team success. You'll learn a great technique for figuring out if your candidates have this trait, interview green flags, and how to give back to your team as a leader. 00:53  What is coachability? 01:07  Forbes article: coachability definition  01:52  How bravery is a crucial factor 02:50  Managing openness throughout life 04:02  How do we maintain coachability as we grow? 04:23  Coworkers you respect and trust 05:09  Leadership IQ study: Top reason newly hired employees fail 06:30  Consequences of a non-coachable employee 06:43  Impacting the culture 08:10  Coachability from a leadership perspective 09:13  Negative effects on the team   10:26  The difference of a coachable team member 10:42  Innovation requires openness 11:25  Coachability invites change 12:10  Lateral team teaching 13:06  Keys to creating a coachable environment 13:48  Taking risks 15:28  Coachability in potential candidates 16:55  How do you hire for coachability? 17:59  Candidate responses to feedback 19:10  Building on feedback 20:14  Taking ownership 21:57  Recognizing mentorship 23:17  Balancing between confidence and ego 23:53  Not passing the buck 24:46  Coaching is different from delegating 25:08  The two way street of coaching 26:33  Coaching at high levels of success 28:57  Ben's closing coaching advice  30:05  Care about other people first WORK WITH GLOMO TALENT:

Becoming a preferred candidate for any sports organization requires a mix of hard technical skills and soft skills, but which skills are valued most by employers? That's what Stephon in Dallas wants to know from the WorkInSports Podcast:“Hey Brian – I read an article recently that included a quote from a recruiter at Google saying that self-awareness and emotional intelligence is the number one things she looks for when hiring. BUT, they didn't explain why or how to convey this soft skill. Any ideas? Thanks, you're the best, and I trust you more than googling.”A study by Leadership IQ revealed that 89% of failed hires are due to attitude rather than a lack of technical skills. The biggest culprits of attitude problems were coachability (26%) and emotional intelligence (23%). People who are taught emotional intelligence and self-awareness have a better ability to reflect on their leadership skills and build a stronger sense of teamwork.Self-awareness is one of the most valuable soft skills at work and is the ability to be conscious of your strengths, weaknesses, actions, and presence. In addition, it requires a degree of vulnerability to help connect you to your co-workers, such as a willingness to admit mistakes (and learn from them).Hiring managers dig for self-awareness with behavioral interview questions, such as:• Tell me about a time you tried to do something and failed.• How have you responded to negative feedback from your boss?• What do co-workers find rewarding about working with you?• Have you ever needed to ask for help on a project?Here are a few ways to incorporate to handle these kinds of questions:• Be open about your weaknesses• Balance information about your strengths by discussing where you can improve• Explain clear plans for how you intend to improveListen to the full WorkInSports Podcast episode for an in-depth look at showing self-awareness in an interview, and subscribe for more sports career advice. You can view additional content on our YouTube Channel!

In today's episode of the Leader Fluent Podcast, I'm talking about “Five Keys to Build a High-Performance Team.” Today's episode gives you a very small taste of a brand new coaching cohort I'm launching that's focused on building highly effective teams. You can learn more HERE.  If you're not already a subscriber, I'd love for you to subscribe to Leader Fluent today on iTunes, Spotify, Stitcher, Android, Pandora, or your favorite podcasting platform. And as always, your RATINGS and REVIEWS are deeply appreciated.  SHOW NOTES: Every leader wants his or her team to excel at the highest level possible. But building a high-performance team doesn't happen just because we want it to. It requires a lot of work and intentionality with five foundational keys.  1. Create an Effective Hiring Process Author Jim Collins once said, “If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could [because] the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.”  According to a study released by Leadership IQ, the reason for 89% of job failures is due to Attitude Issues, and 46% of them failed within the first 18 months. But here's the kicker: 82% of managers in the study said that, in hindsight, the failed hires elicited subtle cues DURING the interview process that they would fail. So, how do you pick up on those subtle cues that indicate whether a candidate is or isn't a good fit? You have to create an effective hiring process. Here are three tips to start with: Multiple Candidates – Do everything you can to secure multiple candidates to interview. In my experience, only two out ten resumes are actually worth looking at.  Multiple Interviews – Your interview process cannot be one interview. We use five different interviews including a screening interview, experience interview, deep dive, candidate and spouse interview, and team interview.  Multiple Interviewers – If possible, involve other members of your team in the interview process. This will help you see the candidate from different perspectives and catch any potential red flags.  Again, there are multiple stages to an effective hiring process, but these three keys will help you get started.  2. Maximize Your Onboarding System Onboarding is how you set new team members up for success, and that's the job of the leader. A good onboarding system should answer several questions including: What basic steps does the new team member need to take to be employed here?  What equipment, software, technology, and training does the team member need to successfully do their job? What does the team member need to know about their role, expectations, and areas of responsibility? What do we need to share with the team member about the organization's DNA to help them successfully acclimate to our culture (things such as vision, values, culture, history, and common questions asked by new employees) What does the team member need to know to successfully work with their supervisor? Who do we need to introduce the team member to (including staff, key leaders, and key volunteers)? What does the team member need to know about our facility and their budget? What demographics and data would help the team member better understand who we're reaching, the community we're located in, and the growth trends of the organization?  What training, resources, and coaching does the team member need during their first 3-6 months to help them successfully integrate into our culture and maximize their performance on the job? 3. Invest in Your Team's Growth John Maxwell often says, “The only thing worse than training staff and having them leave, is not training them and having them stay.” So, as leaders, it's our job to invest in our team's growth regularly and systematically. By regularly,

¡Siempre Puedes Practicar Surf: episodio 153! Volvemos un martes más a traerte tu ración de noticias sobre #RRHH en formato #podcast, para que estés al día de todas las cosas importantes que ocurren en el mundo de las organizaciones. Para esta semana… Yerbo: El estado del burnout laboral en la tecnología en 2021. Leadership IQ: […]

Mark Murphy, Chairman and CEO of Leadership IQ and Forbes Senior Contributor, joins VIP's Casey Hasten in a discussion about attracting and retaining star performers with strong skills and positive attitudes. We break down the reasons why new hires fail and share strategies to facilitate new hire success. We also discuss leadership skills and ways to give effective feedback to support employees and boost productivity.About the Guest:Website: https://www.leadershipiq.com/About The We Are VIP Podcast:This podcast is brought to you by VIP to add value to your job or candidate search. Each week, we'll bring you helpful tips and insights from leading professionals to help candidates land their dream jobs and help employers find better talent. Hosted by:Casey Hasten, Director of Recruiting at VIPAbout VIP:We utilize a holistic approach to support your strategic initiatives in accounting and finance. From recruiting and strategic staffing, to project management consulting, our service model offers a comprehensive solution that allows for flexibility as you navigate transformation and growth within your organization.Connect:LinkedIn: https://www.linkedin.com/company/270216/Facebook: https://www.facebook.com/WeAreVIPCompanyJob Openings and Services: https://wearevip.com

Mark Murphy, founder of Leadership IQ and a NYTimes bestselling author, talks about how how to make employee engagement surveys more effective ... Namely, by discarding questions for which you have no effective solution; asking fewer questions overall; and including questions that will result in data on employee outlooks, such as optimism, resilience, locus of control, and others, that research has shown are central to employee engagement.

If you know anything about me, then you know that I’m always talking about EQ (emotional quotient) it’s importance for leaders. Well, I thought it’s about time I say a little something about IQ and the significance it has in leadership. To many, I am sure the term IQ conjures up images of super-genius child prodigies, or heroic movie stars who save the planet with the power of their brain, but what exactly is it really? And is it something we should even care about? Your intelligence quotient (IQ) is a measure of your cognitive abilities needed to solve problems, or to put it another way, IQ is in large part a measure of your ability to recognize patterns. Ray Kurzweil, an American inventor, said “Pattern recognition is the essence of all human thought.” So, if we take him at his word, IQ is pretty important to a leader. I know being a leader requires you to have a good head on your shoulders, to be able to make sense of large amounts of data, and to make difficult decisions based on that data. It is my firm belief that “book smarts” are made even stronger in a person who doesn’t solely rely on intelligence. If you’re going to succeed in life, I recommend cultivating prudence, willpower, goal-orientation, confidence, and perseverance.Keep that in mind as we look at how to improve your IQ.Become a Student of LifeAdd Aerobic Exercise to Your DayJournalBecoming a better leader will help you improve in your career and your personal life. Contact me today to learn more about RedRock Leadership and how we can help you unleash your potential for exponential growth!

Need to get your remote team to work on a project? Are your team members having issues working together? Listen to episode 6 and join our brunch table as boss and host, Paulette Marie, shares the secrets of building culture and collaboration with remote teams. Episode 5 was all about managing staff, now prepare to work with peers, other departments, and successfully achieve your department goals while your staff works from home or even another state. On Bring it to the Table we are embracing the cold weather and drinking a Winter Wonderland Mimosa from the Tipsy Bartender and celebrate the 5 amazing girls who won this year’s Broadcom Masters STEM Competition. If you are looking for some inspiration to launch your next venture, stay tuned to hear more about a newly published book from one of our favorite podcasters, Cathy Heller, and let’s plan together how to get that bag and live a happier life. Join the conversation online on Instagram and Facebook and see full show notes online at bossesandmimosas.com. If you have a question or advice to share with our listeners text us at (781) 277-7477. Mentioned: Tipsy Bartender, Zoom, Outlook, Google Suite, Asana, A Mighty Girl, Broadcom Masters STEM Competition, Slack, Whatsapp, Leadership IQ assessment by Mark Murphy, Youtube, Don’t Keep Your Day Job, Cathy Heller Intro Music: The Passion HiFi

Someone said: At first they will ask Why you're doing it. Later they'll ask HOW you did it. A study by Leadership IQ[1], a global leadership training and research company, shows that half of management hires fail within the first 18 months as a result of people failing to establish the strategic priorities, committing cultural gaffes or not making an impact quickly enough. A new poll conducted by Monster asked participants what would help them excel on day one of a new job. Sixty-four percent of respondents said understanding the expectations of their new role; 27% said learning more about the company/organization and other departments they'd be working with; 6% said getting to know their team; and slightly less than 1% said finding friends and allies. Don't rely on your new employer to get you up to speed. Take some action and set the pace for your success in your new leadership role. So here are a few suggestions: Gain clarity on what success means in your new role. Iow. how is it defined, how is it measured and how will you know when you have reached success by the organisational standards and by your boss's perception and by your own standards? If you don't know coming out of the starting gates, you will be chasing the wind trying to impress. Know your boss. Take the time to learn and discover what makes him or her tick. This helps you work with them from an early stage and to make a good impression. Get to know your team. The 6% in the poll is not a good factor. Your team can make or break you. I watched a director come into a role with a team and saw him fail from day one. He didn't get to know the team or the culture of the team, but instead tried to immediately impose his own culture on the team. He lasted only 3 months in the role. The next point picks up here. Fit in with the culture. What are the organizational values and how are they expressed? Culture is to say: This is how we do things around here! The directorI spoke about in the previous point, thought he could just walk in and everyone must adhere to his values, because they were successful in the last place he worked. But he did not take time to discover what the values were in the new company, and who sets the pace for them, and how they are to be expressed. Be patient. Take your time to discover where the pitfalls are, what is working and not working before you introduce changes. At all costs, watch for the sacred cows. Every place has them. These are your political landmines that can bench you before you even get very far down the line. It is a fact that today, leaders must have IP - political intelligence. So do not touch the ‘sacred cows' in your first 90 days. If you have taken up a role in a different country. This can have bigger ramifications if it doesn't work out. Having lived and worked in a few countries, I have discovered how important it is to get clarity on expectations, role, vision, values and cultural aspects of the organization and the country you are moving to - especially if it's with your whole family. So it's essential to create your own development plan to succeed. Don't wait for someone else to plan it. You may not like or agree with their plan for you. Then create a plan of action for your success. Remember: Success is the sum of small efforts repeated day in and day out! Because I have worked and lived on different continents, within different cultures, and organizations, I have an experienced understanding of what is involved in working in a new role and adapting to the environment. Message me, if you would like to discuss a proven processes i have to help you gain clarity, and map out a development and action plan to succeed. --- Send in a voice message: https://anchor.fm/theleadershipboost/message Support this podcast: https://anchor.fm/theleadershipboost/support

Today's Flash Back Friday comes from Episode 69, originally published in August 2012. As the face of business evolves, more small and medium businesses are outsourcing work to remote employees or independent contractors versus maintaining the brick and mortar offices with onsite employees. The advances in technology have made it possible to find employees and contractors around the world. But what kinds of work should be done remotely, what can be effectively outsourced overseas or should be U.S. based, and how does an employer keep workers accountable? Jason Hartman visits with Leadership IQ founder and CEO, Mark Murphy, about these questions. Mark explains outcome-based management techniques, such as deadlines for projects, technologies to monitor employees, and various instant messaging programs to check in. Mark encourages outcome-based work accountability over technological monitoring to build a healthy relationship and accountability with workers. Mark also discusses screening and hiring from the remote workforce, describing the personality types that work best remotely. Additionally, he shares the importance of good leadership, stressing that leaders need to be much more explicit and transparent, and have clear expectations with a clear “why.” One of the major sources of remote employee dissatisfaction is feeling left out of the loop. Mark Murphy is the founder and CEO of Leadership IQ.  He leads one of the world's largest studies on goal-setting and leadership, and his groundbreaking research has been featured in Fortune, Forbes, Businessweek, U.S. News & World Report, the Washington Post, and hundreds more periodicals.  Mark has appeared on CBS News Sunday Morning, ABC's 20/20, Fox Business News, and other top broadcasts. Mark has lectured at the Harvard Business School, Yale University, the University of Rochester, and the University of Florida. And his clients include Microsoft, IBM, MasterCard, Merck, MD Anderson Cancer Center, FirstEnergy, Volkswagen and Johns Hopkins. Author of the new book Hiring for Attitude (McGraw-Hill; Dec. 9, 2011), Mark has also written the international bestseller Hundred Percenters: Challenge Your People to Give It Their All and They'll Give You Even More, as well as Hard Goals, The Deadly Sins of Employee Retention, and Generation Y and the New Rules of Management. Among his many honors, Mark was a three-time nominee for Modern Healthcare's “Most Powerful People in Healthcare Award,” joining a list of 300 luminaries including Hillary Clinton and Bill Frist -- among only 15 consultants ever to be nominated to this list. He was also awarded the prestigious Healthcare Financial Management Association's “Helen Yerger Award for Best Research” for being the first person to discover the link between patient mortality rates and hospital finances.  Some of his other well-known research studies include “Are SMART Goals Dumb?,” “Why CEO's Get Fired,” “Why New Hires Fail” and “Don't Expect Layoff Survivors to Be Grateful.” Previously, Mark was President of a joint venture with Mercer Human Resources Consulting.  Prior to that he was a partner in the management consulting subsidiary of VHA, Inc., the world's largest healthcare consortium.  He holds degrees from the University of Buffalo, executive coursework at The Wharton School and an MBA from the University of Rochester.  He lives in Atlanta and Washington, DC. Website: www.LeadershipIQ.com

Gianna & Chasta dive into a research study about the differences in goal setting between men and women. We spoke about our personal experiences with this topic in the last episode but we wanted to dig deep into this study that shows the actual differences in how men set and achieve goals and how women set and achieve goals. Fascinating stuff!! Link to the article we discussed from "Leadership IQ", https://www.leadershipiq.com/blogs/leadershipiq/the-gender-gap-and-goal-setting-a-research-study For more visit our blog: www.candodivas.com Social Links: Instagram: @candodivas Facebook: @candodivas Twitter: @candodivas

In this episode, I interview Mark Murphy, who is the founder and CEO of Leadership IQ, a leadership training services provider and the author of Hard Goals. Mark and his team have worked with companies like Microsoft, IBM, Mastercard, and other industry giants, and in this interview, we dive deep into what he has discovered about effective goal setting, including... Why setting goals that are specific, measurable, attainable, relevant, and timely (“S.M.A.R.T.”) isn’t enough, and what you should do instead. What people who have a hard time “finding their passion” should do to get motivated. How to increase your sense of urgency to do the things you know you should be doing. And more... Click the player below to listen in ... 6:00 - What are hard goals versus smart goals? 32:29 - What is your advice for people who have a hard time finding passion driven goals? 40:20- How do we get better at avoiding procrastination? 47:45 - Why do people misjudge their future needs? 56:00 - How important is a sense of urgency for achieving goals? 1:03:29 - What are some ways people can increase their sense of urgency? 1:10:13 - How does minimizing costs increase sense of urgency? 1:15:10 - How do schools fail to educate their students on independent thinking? 1:18:47 - Where can people follow you and find your work? Want to get my best advice on how to gain muscle and strength and lose fat faster? Sign up for my free newsletter! Click here: https://www.muscleforlife.com/signup/

Author & trainer Mark Murphy explores the intersections of diplomacy, truthfulness, and difficult conversations at work.   You'll Learn: Top reasons why people don’t tell the truth at work Common phrases that create defensiveness Why having a difficult conversation is better than just fixing the problem yourself   About Mark: Mark Murphy is a New York Times bestselling author, weekly contributor to Forbes, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ. He’s trained leaders at the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and hundreds more organizations. He has written several award-winning books on lead

Author & trainer Mark Murphy explores the intersections of diplomacy, truthfulness, and difficult conversations at work.   You'll Learn: Top reasons why people don’t tell the truth at work Common phrases that create defensiveness Why having a difficult conversation is better than just fixing the problem yourself   About Mark: Mark Murphy is a New York Times bestselling author, weekly contributor to Forbes, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ. He’s trained leaders at the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and hundreds more organizations. He has written several award-winning books on leadership and been featured in many premiere media outlets.   View transcript, show notes, and links at http://AwesomeAtYourJob.com/ep256

Business & Comunication Strategist, Leadership & Keynote Speaker Michele Price brings you weekly access to the top minds around the world to help you "Master the Inner & Outer Game of Business." Breakthrough Radio is a global business radio show that delivers high impact & pioneering knowledge for leaders in business. Entrepreneurs, startups, sales/marketing/IT professionals join us every Monday. Mark Murphy, author of 100 Percenters, Challenge Your Employees For Their All. Stephanie Calahan the Business Vision Catalyst teaches us every second Monday how to be more effective. Michele Price, the Breakthrough Specialist delivers you tips on how to pitch different and reach your objective. We will enjoy a one on one with her and dig into what does it really mean to our businesses and careers when we truley understand "How the World See You? Follow us & ask your questions via twitter using #BBSradio.  We love rewarding engagement. You are invited to visit radio show blog at www.WhoIsMichelePrice.com 

NOTE: DUE TO A TECHNICAL GLITCH, THE INTRO MUSIC IS MISSING AND THE INTERVIEW DOESN'T START TILL APPROX. 42 SECONDS INTO THE SHOW. BUT IT'S WORTH THE BRIEF WAIT TO HEAR THE INFORMATION MARK SHARES ABOUT HIRING THE RIGHT EMPLOYEES. Howard Lewinter welcomes Mark Murphy, author of the book, Hiring For Attitude: A Revolutionary Approach To Recruiting Star Performers With Both Tremendous Skills And Superb Attitude. Most CEOs, presidents and business owners, as well as hiring managers, are getting it wrong when it comes to identifying and hiring the best candidates - even in this uncertain economy. Skills are important, but a particular skill set is about the easiest thing to test in an interview. Although much harder to recognize, attitude should be your number-one focus during the hiring process. Don't suffer the consequences from poor chemistry - all it takes is one employee with the wrong attitude to cause years of  unnecessary challenges in your organization.  Mark Murphy is the founder and CEO of Leadership IQ, a top-rated provider cutting-edge research and leadership training.