Podcasts about Organizational learning

On this Live Greatly podcast episode, Kristel Bauer sits down with Zach Mercurio, author of The Power of Mattering: How Leaders Can Create a Culture of Significance. Kristel and Zach discuss actionable things that can support meaningful relationships and tips to make the people in your work and life feel valued.  Tune in now!  Key Takeaways From This Episode: What is mattering and why is it important Actionable things that can have a big impact around making people feel valued Why being intentional and even scheduling ways to make people feel valued is so important  A look into Zach's book, The Power of Mattering: How Leaders Can Create a Culture of Significance ABOUT ZACH MERCURIO Zach Mercurio is a researcher, leadership development facilitator, and speaker specializing in purposeful leadership, mattering, and meaningful work. He is the author of The Power of Mattering: How Leaders Can Create a Culture of Significance. Zach advises leaders in organizations worldwide on practices for building cultures that promote well-being, motivation, and performance. He holds a Ph.D. in organizational learning, performance, and change from Colorado State University, where he serves as a senior fellow at the Center for Meaning and Purpose and as an instructor in the Organizational Learning, Performance, and Change program. Connect with Zach: Order  The Power of Mattering: How Leaders Can Create a Culture of Significance LinkedIn: https://www.linkedin.com/in/zachmercurio/  Instagram: https://www.instagram.com/zachmercurio/  Website: https://www.zachmercurio.com/  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to “Live Greatly” while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

IN EPISODE 229:Making others feel like they matter is no small matter - and it doesn't require big gestures. In Episode 229, Zach Mercurio shows how leaders can help others experience greatersignificance at work. We discuss practical ways to notice, affirm and make people feel needed, how to ask questions that foster trust, and what organizations can do to create more supportive workplaces. ABOUT ZACH MERCURIO:Zach Mercurio is a researcher, leadership development facilitator, and speaker specializing in purposeful leadership, mattering, and meaningful work.  He's a senior fellow at Colorado State University's Center for Meaning and Purpose, where he's also an instructor in the Organizational Learning, Performance, and Change program. His new book is,  The Power of Mattering: How Leaders Can Create a Culture of Significance.

We revisit this episode featuring guest Dr. Ana Melikian as she and Dr. Irena explore deliberate practice, culture, and self-awareness. They discuss practical strategies for managing energy, avoiding full burnout, and fostering a balanced productive life through mindfulness and strategic rest.In each episode of Neuroscience of Coaching, host Dr. Irena O'Brien explains the science-based insights behind a particular concept and interviews a coach to discuss how these apply in the real world. Just as she does in her professional programs, Irena “un-complicates” neuroscience and teaches practical, evidence-based tools and strategies that listeners can use in their coaching practices.“Success doesn't make us immune to burnout. We always have to be aware, keep in check, and keep taking care of ourselves from the basic needs to the more advanced needs.”— Ana MelikianGuest Bio:Dr. Ana Melikian is a speaker, top 1% podcaster, and the author of MINDSET ZONE: Actualize Your Human Potential, a #1 Amazon Best-Seller in Organizational Learning. Ana earned a Ph.D. and two masters in Psychology, laying a solid foundation for her work that integrates research data with practical applications. She is also a cancer survivor, embodying resilience and inspiring change through self-leadership. Dr. Melikian is at the forefront of navigating the human side of the AI disruption. Her work aims to harness the power of artificial intelligence to leverage our human potential, ensuring that technological advancements enhance — rather than diminish — our humanity and collective well-being. It's all about impact without burnout.Host Bio:Dr. Irena O'Brien teaches coaches and care professionals how to achieve better results for their clients through neuroscience.She is the founder of Neuroscience School, which helps practitioners understand and apply insights from cutting-edge neuroscience research. She loves seeing her students gain confidence in their ability to evaluate neuroscience findings and use them successfully in their own practices. Her Certificate Program in Neuroscience is certified by the International Coaching Federation (ICF) for Continuing Coaching Education credit.Dr. O'Brien has studied neuroscience for 25 years and holds a Ph.D. in the field from the Université du Quebec à Montréal (UQAM), where she did brain-imaging studies. She completed her postdoctoral fellowship at the Centre for Language, Mind, and Brain at McGill University.Resources mentioned in this episode:MiraseeDr. Irena O'Brien's website: The Neuroscience SchoolAna's Website: AnaMelikian.comNeuroscience of Coaching Ep 17: Embracing Downtime (Anke Herrmann)Credits:Host: Dr. Irena O'BrienProducer: Andrew ChapmanAudio Editor: Marvin del RosarioExecutive Producer: Danny InyMusic Soundscape: Chad Michael SnavelyMaking our hosts sound great: Home Brew AudioMusic credits:Track Title: Sneaker SmeakerArtist: Avocado JunkieWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: Coo CoosArtist: Dresden, The FlamingoWriter: Matthew WigtonPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: In This LightArtist: Sounds Like SanderWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONSpecial effects credits:24990513_birds-chirping_by_promission used with permission of the author and under license by AudioJungle/Envato Market.To catch the great episodes coming up on Neuroscience of Coaching, please follow us on Mirasee FM's YouTube channelor your favorite podcast player. And if you enjoyed the show, please leave us a comment or a starred review. It's the best way to help us get these ideas to more people.Episode transcript: Producer's Pick: Burnout in the Age of Hustle (Ana Melikian) coming soon.

Martin Couzins and Dr Nigel Paine discuss ways to encourage organizational learning based on Nigel's latest book.

This show is sponsored by Leopard Solutions Legal Intelligence Suite of products, Firmscape, and Leopard BI. Push ahead of the pack with the power of Leopard. For a free demo, visit this link: https://www.leopardsolutions.com/index.php/request-a-demo/ ---------------------------------------- In this episode of The Rainmaking Podcast, host Scott Love speaks with Michael Frino and Katie Desiderio, co-authors of The Beekeeper: Pollinating Your Organization for Transformative Growth, about how leaders can cultivate a high-performance culture within their organizations. Drawing insights from their research on beekeeping, they explore how leaders can optimize their "hives" by fostering collaboration, self-awareness, and meaningful work. They emphasize that culture starts with leadership and requires humility, self-reflection, and a commitment to unlearning old habits. Key topics include the importance of self-awareness in leadership, replacing the golden rule with the platinum rule (treating others as they want to be treated), and making challenging decisions to maintain a healthy organizational environment. Michael and Katie also highlight the concept of "pollinating" an organization by prioritizing growth and learning at all levels and creating psychologically safe environments where individuals can thrive. This episode offers practical strategies for leaders who want to build stronger, more cohesive teams and drive transformative growth in their organizations. Visit: https://therainmakingpodcast.com/ ---------------------------------------- Michael G. Frino always was told he was creative and had a vivid imagination during his childhood. He parlayed this feedback by finding a passion for writing and storytelling. He published his first poem in 1993 entitled The Human Tree and is the author of Welcome to Waycool School (2010) and Waycool School Takes the Bus (2011) children's book series. In addition to writing, Michael has over twenty years professional experience working for Fortune 500 companies in sales, leadership and organizational development across the payroll/human resources, pharmaceutical, and med-tech industries. Michael finds his flow state today from helping organizations transform their culture with a focus on the growth and development of human beings. Katie P. Desiderio counts her blessings starting with the people in her life, which guides her approach to work where her focus is on every organization's most important asset – you! Her personality and behavioral attributes emphasize collaboration and all things that keep human beings in focus, which fuels her intrapreneurial spirit. As the mama of two extraordinary girls, she is committed to the development of rising leaders, namely in the spirit of leading from any seat. Along with her work as a tenured faculty member at Moravian University, Desiderio is Principal Partner in Learning of Proximal Development, LLC, an authorized DiSC partner, specializing in leadership development and the advancement of performance through learning. Upon completion of her doctorate in Organizational Learning and Leadership, Katie has been co-authoring scholar-practitioner journal articles, conference proceedings, and now this book with her learning partner and friend. Join them on this journey to inspire how you will pollinate the world! Links: Book

Dive into the topic of burnout with Dr. Irena and Ana Melikian as they explore deliberate practice, culture, and the value of self-awareness. They discuss practical strategies for managing energy, avoiding full burnout, and fostering a balanced productive life through mindfulness and strategic rest.In each episode of Neuroscience of Coaching, host Dr. Irena O'Brien explains the science-based insights behind a particular concept and interviews a coach to discuss how these apply in the real world. Just as she does in her professional programs, Irena “un-complicates” neuroscience and teaches practical, evidence-based tools and strategies that listeners can use in their coaching practices.“Success doesn't make us immune to burnout. We always have to be aware, keep in check, and keep taking care of ourselves from the basic needs to the more advanced needs.” — Ana MelikianGuest Bio:Dr. Ana Melikian is a speaker, top 1% podcaster, and the author of MINDSET ZONE: Actualize Your Human Potential, a #1 Amazon Best-Seller in Organizational Learning. Ana earned a Ph.D. and two masters in Psychology, laying a solid foundation for her work that integrates research data with practical applications. She is also a cancer survivor, embodying resilience and inspiring change through self-leadership. Dr. Melikian is at the forefront of navigating the human side of the AI disruption. Her work aims to harness the power of artificial intelligence to leverage our human potential, ensuring that technological advancements enhance — rather than diminish — our humanity and collective well-being. It's all about impact without burnout.Host Bio:Dr. Irena O'Brien teaches coaches and care professionals how to achieve better results for their clients through neuroscience.She is the founder of Neuroscience School, which helps practitioners understand and apply insights from cutting-edge neuroscience research. She loves seeing her students gain confidence in their ability to evaluate neuroscience findings and use them successfully in their own practices. Her Certificate Program in Neuroscience is certified by the International Coaching Federation (ICF) for Continuing Coaching Education credit.Dr. O'Brien has studied neuroscience for 25 years and holds a Ph.D. in the field from the Université du Quebec à Montréal (UQAM), where she did brain-imaging studies. She completed her postdoctoral fellowship at the Centre for Language, Mind, and Brain at McGill University.Resources mentioned in this episode:MiraseeDr. Irena O'Brien's website: The Neuroscience SchoolAna's Website: AnaMelikian.comCredits:Host: Dr. Irena O'BrienProducer: Andrew ChapmanAudio Editor: Marvin del RosarioExecutive Producer: Danny InyMusic Soundscape: Chad Michael SnavelyMaking our hosts sound great: Home Brew AudioMusic credits:Track Title: Sneaker SmeakerArtist: Avocado JunkieWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: Coo CoosArtist: Dresden, The FlamingoWriter: Matthew WigtonPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: In This LightArtist: Sounds Like SanderWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONSpecial effects credits:24990513_birds-chirping_by_promission used with permission of the author and under license by AudioJungle/Envato Market.To catch the great episodes coming up on Neuroscience of Coaching, please follow us on Mirasee FM's YouTube channelor your favorite podcast player. And if you enjoyed the show, please leave us a comment or a starred review. It's the best way to help us get these ideas to more people.Episode transcript: Burnout in the Age of Hustle: Finding Balance in a Demanding World (Ana Melikian) coming soon.

SHOW NOTES Stacy Young, Chief Knowledge Officer at USAID and Melissa Patsalides, Senior Advisor for Knowledge Management and Organizational Learning, join Mike Shanley to discuss Knowledge Management, AI, and the new Knowledge Management and Learning Policy at USAID. RESOURCES USAID's Knowledge Management and Organizational Learning Policy USAID's Artificial Intelligence Action Plan USAIDLearningLab.org where people can find the Knowledge Retention and Transfer Toolkit BIOGRAPHY Stacey Young, PhD is USAID's first Chief Knowledge Officer (formerly Agency Knowledge Management and Organizational Learning Officer), leading Agency-wide knowledge and learning approaches. Dr. Young also co-chairs the Multi-Donor Learning Partnership of 11 major donor organizations working to advance organizational learning and knowledge management in international development.From 2011-2019, she served as a Senior Learning Advisor for USAID's Bureau for Policy, Planning and Learning. Through her vision and leadership, USAID developed a holistic approach to Collaborating, Learning and Adapting (CLA) that is integrated across USAID's country programs. Part of a long-term Agency effort to more firmly anchor USAID programs in strong evidence and local leadership, CLA is acknowledged as leading the field in learning and adaptive management for international development. She also served as the Senior Technical Advisor for USAID's first Agency-wide learning agenda, on the Journey to Self-Reliance. Dr. Young joined USAID in 2003 as the Senior Knowledge Management Advisor for USAID's Microenterprise Development office, where she led an award-winning knowledge management program to facilitate learning in microfinance, market development and poverty reduction. She also led the development of USAID's congressionally mandated poverty measurement tools; managed the congressionally mandated Microenterprise Results Reporting activity; and co-led an external affairs portfolio to support USAID's engagement with Congress and industry groups around microenterprise development and poverty reduction.From 1993-2003, Dr. Young lived and worked in Kenya, Uganda and the US as an independent consultant specializing in research and policy analysis in philanthropy, development policy, HIV/AIDS and family planning, and agriculture and food security.Dr. Young has published several books and articles on development and knowledge management, and has taught political science, women's studies and writing at Skidmore College and at Cornell University, where she earned a PhD in Government. Melissa Patsalides is an international development professional with more than 20 years of experience inside and outside of the federal government. Currently she serves as a senior advisor for knowledge management and organizational learning in the Bureau for Planning Learning and Resource Management at USAID. She leads a practice group that supports implementation of USAID's new KMOL policy, advances agency practices around data use and performance and collaborates deeply with the USAID's Chief Information office on IT systems that support KM. In the past year and a half, she has focused on artificial intelligence and exploring ways to leverage it for KM at the agency level.Throughout her career, Patsalides has worked across various sectors and geographic regions, and has served in various leadership roles at USAID, including Director of the Office of Learning, Evaluation and Research (LER), Agency Evaluation Officer and Deputy Director of the Office of Strategic Planning, Monitoring, and Evaluation in the Office of Afghanistan and Pakistan Affairs. Prior to joining USAID, she worked with international human rights and advocacy NGOs and served as a Peace Corps volunteer in West Africa. Patsalides holds a Master of Science in National Resource Strategy from the Eisenhower School and a Master of Arts in International Development from the Joseph Korbel School for International Studies at the University of Denver. LEARN MORE Thank you for tuning into this episode of the Aid Market Podcast. You can learn more about working with USAID by visiting our homepage: Konektid International and AidKonekt. To connect with our team directly, message the host Mike Shanley on LinkedIn.

In today's rapidly evolving educational landscape, family engagement, data accessibility, and practical communication tools are essential to fostering student success. SchoolStatus's 2024 Educator Report reveals critical insights from over 1,000 educators and administrators nationwide, underscoring the opportunities and challenges schools face in these areas. From navigating data gaps to improving attendance through proactive family involvement, the report highlights the pressing need for integrated, technology-driven solutions. Here's a look at the report's key findings, which point to the strategies that could make the most significant difference in K-12 education. Family Engagement is Essential but Challenging: 77% of educators view family communication as crucial for student success, yet barriers such as time constraints, language differences, and inconsistent communication tools persist.​ Impact of Engagement on Attendance: Schools with solid family engagement saw a 39% lower increase in chronic absenteeism and higher proficiency in subjects like English Language Arts and Math​ Data Access and Utilization Issues: 37% of educators feel they need more data access to meet student needs, and 86% say data gaps limit their effectiveness in supporting academic success. Many still rely on spreadsheets and manual tracking, leading to inefficiencies.​ Technological Solutions for Better Communication: Educators support tools like translation services (42%) and AI-driven systems (26%) to improve outreach, especially with multilingual families​ Attendance Interventions: 67% of respondents believe schools overly focus on punitive measures for absenteeism, while 82% support more proactive, family-centered interventions to improve attendance rates​ In Episode 273 of the Class Dismissed Podcast, we discuss these findings with Kara Stern, SchoolStatus's Director of Education and Engagement, and Jen De Forest, Vice President of Organizational Learning at YouthTruth, to explore how alignment between schools and families can be a game-changer. Listen to the latest episode on your favorite podcast app or Apple Podcast for a complete discussion of these crucial insights and the new tools that could soon be available to educators. Readers can download the full SchoolStatus report here.   All Rights Reserved. Class Dismissed Podcast 2017 – 2024 

In this episode of Powered by Learning, Ajay Pangarkar, co-author of Learning Metrics: How to Measure the Impact of Organizational Learning, joins us to discuss why measuring learning outcomes is crucial for aligning L&D with business goals. He shares powerful insights into how L&D professionals can connect learning to performance metrics, creating measurable value that resonates across the organization. Show Notes:Here are some key takeaways from our conversation with author Ajay Pangarkar. Accountability Drives Organizational Value: L&D must focus on delivering measurable results tied to business goals; when budgets are cut, it often reflects a lack of demonstrated value.Align Metrics with Organizational Goals: Successful L&D metrics should connect learning outcomes with operational and performance metrics rather than relying solely on internal benchmarks.Engagement Across Levels of the Organization is Essential: Gaining buy-in requires engaging three key groups: senior leaders, mid-level managers, and the learners themselves.Mission-Driven Learning: When unsure of L&D's focus, professionals should look to the organization's mission to align training objectives with core business needs.Use Performance Metrics as a Roadmap: L&D teams should assess and utilize existing organizational performance metrics to identify and address specific pain points, ensuring learning initiatives drive tangible improvements.Read more:How to Measure the Impact of Organizational Learning by Ajay Pangarkar for Training IndustryOrder Learning Metrics by Ajay Pangarkar and Teresa KirkwoodPowered by Learning listener discount code: KOGANPAGE20Learning Metrics is a practical book for L&D professionals which answers these questions and provides guidance for measuring and communicating the impact of L&D activity in the business. It covers how to measure participant engagement with learning, learning retention and changes in employee performance post-learning. There is also guidance on how to measure on-the-job behavior change as a result of learning, as well as metrics for measuring the organizational impact of learning. This book also has essential guidance on how to use learning analytics to assess the return on investment (ROI) of learning and how to use these results to adopt a data-driven approach and map learning metrics to organizational KPIs. Learning Metrics also includes guidance on how to communicate the impact of the company's learning and development activity to all business stakeholders.Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook

The author of a fantastic book - The Learning and Development Handbook: A learning practitioner's toolkit – is the guest in this episode. I enjoyed reading her book and found it to be a great resource for all L&D professionals. In this episode, we discuss the importance of updating approaches to learning in the workplace and some of the key insights and strategies from her book. Michelle Parry-Slater is an award-winning L&OD professional with more than 20 years of experience in the industry. She is the Founder and Director of Kairos Modern Learning, an L&D consultancy specializing in driving a shift from traditional courses to embrace the best of digital, social and face-to-face workplace learning. Working with clients such as the CIPD, Co-op, Shelter, the Charity Learning Consortium and Garden Vets at Keele, Michelle was also the Lead Volunteer for L&D at Girlguiding UK for over five years. She was listed as one of the Top 20 Corporate eLearning Movers and Shakers of 2018 by eLearning Industry and named by HR Magazine as one of the most influential HR thinkers in 2023. Michelle wrote ‘The Learning and Development Handbook: A learning practitioner's toolkit' and is also the host of 'Learning From The Edges' podcast, looking at friction in work and how to overcome it. Website: https://www.kairosmodernlearning.com Book: https://thelndhandbook.com LinkedIn: https://www.linkedin.com/in/michelleparryslater

In this exciting episode of the CX Goalkeeper Podcast, we dive deep into breaking silos and fostering cross-departmental collaboration for improved customer experience (CX). Our guest, Lynn Hunsaker, brings over three decades of expertise in CX and shares her proven methods for transforming business outcomes. From leadership strategies to increasing employee motivation and driving customer-centric results, Lynn's insights are game-changers for any organization looking to excel in CX and boost revenue. Don't miss out on these actionable tips that can reshape how you lead your CX initiatives!About the GuestLynn Hunsaker built CX maturity via customer experience, strategic planning, quality, and marketing roles at Applied Materials and Sonoco. She served as an international board member of the Customer Experience Professionals Association, award-winning Silicon Valley American Marketing Association president, and two-term president of the San Francisco Bay Area Association for Psychological Type. Lynn taught 25 graduate and undergraduate courses at UC Berkeley UC Santa Cruz Extensions, San Jose State University, and Mission College. She was the first in the world to receive CXPA's authorized trainer status for an online certification exam course. Customer experience professionals in 50+ countries benefit from her self-paced e-consulting: Masterminds, Value Exchange, and more. Relevant Linkshttps://ClearAction.com https://LinkedIn.com/in/lynnhunsaker https://Twitter.com/clearactionThe Top 3 Key LearningsCX is a Team Sport: Every department impacts customer experience, whether directly or indirectly. Leadership must ensure that all teams are aligned toward customer success.Motivation Through Value: Employees must see how their work directly impacts the customer and the company's bottom line. Aligning rewards with customer-focused outcomes creates long-term motivation.Collaboration is Key: Breaking down silos and encouraging cross-departmental teamwork is essential to delivering seamless CX and improving overall business performance.Chapters00:00 Introduction and Guest Presentation 03:05 Values Driving Lynn's Professional Life 04:16 Breaking Silos in CX Initiatives 06:27 Strategies for Cross-Departmental Collaboration 08:10 Increasing Motivation and Nurturing Collaboration 11:29 Building Universality in Projects 14:58 Tying CX to Business Key Performance Indicators 18:20 Counseling and Support for Employees 23:11 Organizational Learning and DebriefingFollow the podcast, rate, and review it. ...and enjoy the discussions: Apple Podcast: https://apple.co/3qYr4nh Spotify: https://bit.ly/3GhCGXeCXGK CX Goalkeeper Podcast: https://www.cxgoalkeeper.com/Podcast

In this episode, Amber Walsh, Partner at McGuireWoods LLP, joins Scott Becker to discuss why some organizations excel at learning from failure while others struggle. They explore key concepts such as fostering a culture that encourages reflection, analyzing failures, and constantly striving for improvement.

In this episode, Amber Walsh, Partner at McGuireWoods LLP, joins Scott Becker to discuss why some organizations excel at learning from failure while others struggle. They explore key concepts such as fostering a culture that encourages reflection, analyzing failures, and constantly striving for improvement.

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Send us a textAbout This EpisodeWhat does it mean to truly lead boldly? Join us for an engaging discussion with Katie Desiderio and Michael Frino, co-authors and organizational experts. Katie and Michael share the transformative experiences that inspired their book, The Beekeeper: Pollinating Your Organization for Transformative Growth, including insights into unlearning inherited beliefs to become a more effective leader. Through their personal stories, they illustrate the power of stepping out of comfort zones and embracing new perspectives. As we navigate the importance of authentic leadership, Katie and Michael reveal how storytelling, curiosity, and vulnerability can drive both personal and professional growth. Throughout the episode, they highlight the value of having a growth partner for accountability and the joy of continuous learning in leadership. Tune in for a rich conversation that promises to inspire and challenge your approach to leadership.About Katie Desiderio & Michael FrinoKatie Desiderio is a Wall Street Journal bestselling author of The Beekeeper; Pollinating Your Organization for Transformative Growth. Along with her work as a Professor of Management and tenured faculty member at Moravian University, Desiderio is Principal Partner in Learning of Proximal Development, LLC, an authorized DiSC partner, specializing in leadership development and the advancement of performance through learning. Katie's personal mission is grounded in her r2C model, where she has devoted her work to recognize what we give our time and energy to grow, to reflect on how we interact with and see the world, and, at the heart of her approach, to connect with why this fuels transformative growth. Upon completion of her doctorate in Organizational Learning and Leadership, Katie has been co-authoring scholar-practitioner journal articles, conference proceedings, and now this book with her learning partner and friend.Michael Frino is a Wall Street Journal bestselling author of The Beekeeper; Pollinating Your Organization for Transformative Growth. Michael has over 20 years of professional experience working for Fortune 500 companies in sales, leadership, and organizational development across the payroll/human resources, pharmaceutical, and med-tech industries. His curiosity on how organizations optimize performance at work inspired him to obtain his PhD in Organizational Learning and Leadership in (2010) and embrace opportunities to help individuals, groups, and organizations reach their peak potential. His co-authoring of The Beekeeper is the culmination of decades of research and publishing with his friend, Katie Desiderio, in performance improvement journals to understand how organizations can provide transformational growth to their most important assets, people.Additional ResourcesWeb:leadershipfables.comLinkedIn:@KatieDesiderio  @MichaelFrinoSupport the show-------- Stay Connected www.leighburgess.com Watch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgess Follow Leigh on LinkedIn: @LeighBurgess Sign up for Leigh's bold newsletter

L&D leaders in large organizations often cite a lack of time as the main barrier to upskilling and reskilling. While increasing learning hours is important, the CLO Lift team found that time is not the most critical factor. Instead, the quality of learning has equal or greater influence on performance than the quantity of time spent. Rather than focusing solely on hours, business leaders and L&D professionals should emphasize value. This episode explores these insights with Lisa Christensen and Huw Newton-Hill. KEY TAKEAWAYS CLO Lift is a community of 20 CLOs who have got together to solve the biggest unresolved challenges in the L&D industry. You have to create true value before enough time will be allocated to employee learning. If you are not 100% in step with the business the training that you provide will be out of date and not relevant. The learning you deliver must genuinely enable people to make progress in their careers. L&D needs to stop only being order takers. Work more closely with managers to understand business challenges and be actively involved in finding solutions. Certain elements of people´s roles impact the way they behave. If a learning intervention cannot change that element speak up and ask those who can solve that underlying issue to do so. Create a learning culture, e.g. include skill acquisition in personal reviews. Democratize access to learning. Use generative AI to make the training more relevant in every role in every geography. Measure progress against actual business objectives. Start now. Create some small experiments and generate wins. You only need one win to create credibility and act as a springboard. BEST MOMENTS “Ensure that the whole body of L&D is in lockstep with the business.” “The more courage you lean into, the more credibility you build.” “Be bold and go forth.” “Any good action today is better than perfect action a month from now.”   CLO Lift, From Time to Value report: https://learningforum.substack.com/p/clo-lift-from-time-to-value?r=ivpaq&utm_campaign=post&utm_medium=web&triedRedirect=true   Lisa Christensen Bio: As Director of Learning Design and Innovation at McKinsey & Company, Lisa leads a global team focused on cutting-edge learning solutions. She founded McKinsey's Learning Research and Innovation Lab and is a recognized thought leader in learning. Lisa is a founding member of CLO Lift and was previously a senior leader at a learning design firm.   Huw Newton-Hill Bio: Huw leads Attensi's US office, delivering AI-powered training solutions. A former strategy consultant at BCG, he now drives growth and innovation in L&D, contributing to forums like CLO Lift. VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/  

Martin Couzins asks Dr Nigel Paine to reflect on the process of writing his latest book, The Great Reset: Unlocking the Power of Organizational Learning. Pre order here.

Today we are speaking with Chris Dyer, CEO and acclaimed company culture expert, consistently guided organizations to become recognized as "Best Places to Work" and achieved five- time recognition as the fastest-growing company by Inc Magazine. As the #1 Leadership Speaker on Culture and author of three bestselling books, including "The Power of Company Culture and Remote Work, Chris stands as a Top 50 Global Thought Leader. ___How Prepared is Your Team for the Next Big Disruption? Future-proof your team with Malosiminds.com Get your copy of Personal Socrates: Better Questions, Better Life Connect with Marc >>> Website | LinkedIn | Instagram | Twitter Drop a review and let me know what resonates with you about the show!Thanks as always for listening and have the best day yet!*A special thanks to MONOS, our official travel partner for Behind the Human! Use MONOSBTH10 at check-out for savings on your next purchase. ✈️*Special props

Today's episode is dedicated to a topic that resonates deeply with everyone: the importance of conscious communication. In a world where messages often get lost in translation and misunderstandings can create barriers, mastering the skill of intentional and self-aware communication is more crucial than ever. Chuck is the author of The Art of Conscious Conversations, Transforming How We Talk, Listen, and Interact. He is a coach and speaker focusing on the lost art of conversations. His theories of the why, how, and what of conversations deeply dive into their DNA and introduce new tools and practices that transform how we can think about and be in them more successfully. He has spent thirty years as a trusted advisor to leaders, their teams, and their families in high-profile companies, including Google, Rivian, Apple, Tesla, DTE Energy, Harvard Business School, Ford, and Chrysler. Before starting Wisner Consulting, Chuck was a senior affiliated mediator with the Harvard Mediation Program, certified in the Mastering the Art of Professional Coaching, and a coach affiliated with MIT's Center for Organizational Learning. He lives north of Boston with his wife of 41 years and two sons living out their creative dreams in NY City. chuckwisner.com Grab Chuck's Book: The Art of Conscious Conversations https://amzn.to/3XCorrV 02:19 Why we need to look at conversations differently and be self-aware of patterns 7:05 Where conversations break down 08:50 How to navigate a conversation with someone who is ego driven 12:50 How to stop overanalyzing and learn to trust yourself 19:45 Navigating emotions in conversations 23:24 Communicating boundaries 27:40 Shifting in relationship dynamics 35:50 How to deal with judgement 42:30 Connect with Chuck Book a complimentary discovery call with me: ⁠⁠https://calendly.com/drkellykessler/discovery⁠⁠ Dr. Kelly Kessler is a licensed physical therapist, transformation coach, host of the globally ranked podcast Rewiring Health™, the owner of Optimal You Health and Wellness, LLC and a mom of two boys. Kelly helps high-achieving women recognize and heal from dysfunctional patterns of abandoning themselves and feeling unrelenting stress. Through nervous system regulation and subconscious mind reprogramming, Kelly guides her clients through a personal transformation to step into their own power, reclaim their worth and honor their health and inner peace. Inspired by her own journey of self-abandonment including perfectionist beliefs and people-pleasing tendencies, Kelly has healed from an eating disorder, chronic back pain, and panic attacks, Kelly helps high-achievers harness their profound ability to shift from survival mode to thriving. Kelly has been featured in Authority Magazine, DailyOM, The Everygirl, and Thrive Global. --- Send in a voice message: https://podcasters.spotify.com/pod/show/rewiringhealth/message Support this podcast: https://podcasters.spotify.com/pod/show/rewiringhealth/support

We humans are social creatures. We form organic communities wherever we go, based on shared interests, passions and needs. But when we try to impose top-down learning communities on an employee population, things get more difficult. Is it possible for L&D to create a flourishing community? In this week's episode of The Mind Tools L&D Podcast, Ross Garner and Nahdia Khan are joined by Andy Lancaster, author of Organizational Learning Communities, who offers a framework that can help. We discuss: ·       Types of workplace learning community ·       The key characteristics of successful communities ·       A framework that you can use to establish an effective community Andy's book is available now from Kogan Page. During the discussion, Ross mentioned our podcast with JD Dillon and his book The Modern Learning Ecosystem. Ross also referenced our podcast on Working Out Loud Circles, from way back in 2017. In ‘What I Learned This Week', Nahdia recommended the ‘Women in Learning' community. Ross discussed the weird way language affects our sense of space and time. For more from Andy, visit reminaginepeopledevelopment.com For more from us, including access to our back catalogue of podcasts, visit mindtools.com/business. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.  Or become a member to support our show! Visit mindtools.com Finally, it wouldn't be appropriate to plug Ross G's critically acclaimed debut novel Centauri's Shadow on a regular basis but, since Andy brought it up, it's available from Amazon US and Amazon UK. It has 4.8 stars out of 5, by the way. Connect with our speakers    If you'd like to share your thoughts on this episode, connect with us on LinkedIn: ·       Ross Garner ·       Nahdia Khan ·       Andy Lancaster

Discover invaluable insights and practical strategies to empower leaders in driving successful strategic initiatives. As a seasoned executive or emerging leader, this episode offers essential guidance to elevate your leadership capabilities In this Episode: LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Dr. Matthew Lampe, Lee Crowson, Alexander Abney-King, Peter Plumeau   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Alagaraja, M., Rose, K., Shuck, B., & Bergman, M. (2015). Unpacking organizational alignment: the view from theory and practice. Journal of Organizational Learning and Leadership 13(1): 18-31.   Mazzetti G. & Schaufeli W.B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal- and team resources. PLoS ONE 17(6): e0269433. https://doi.org/10.1371/journal.pone.0269433   Mgbemena, I., Onyali, C., Ojukwu, H. (2024). Strategic alignment and organizational responsiveness: A process-orientated perspective. International Journal of Academic Management Science Research 8(3).   Pasion-Caiani, S. (2015) Examination of employee alignment as a predictor of work engagement. Master's Theses. DOI: https://doi.org/10.31979/etd.ydep-ks65. https://scholarworks.sjsu.edu/etd_theses/4554

Are we truly learning from accidents? In this compelling episode, Dr. Nippin shares a different perspective on the Costa Concordia disaster, enriched with his deep insights and research, alongside an exclusive interview with Captain Schettino. He delves into a profound understanding of risk and safety, emphasizing the impacts of culture and shared responsibility. Tune in to uncover valuable lessons about the power of organizational learning and how it can help us make meaningful changes. About the Guest: Dr. Nippin Anand is a former master mariner with a master's degree in economics, a PhD in Social Sciences and Anthropology. After a near collision at sea, he took up a passion for investigating accidents and helping leaders understand the importance of perspective in human failures. As a former subject matter expert at DNV, Nippin also developed an interest in making compliance meaningful for achieving business goals. He is recognised both in the research community and across safety critical industries for his ability to make research accessible to businesses and people at work. For more information: https://novellus.solutions/about-novellus/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special episode, recorded live at the Ecumenical Advocacy Days 2024 in Washington, D.C., we explore the intersection of the Black Church, racism, and immigration. Moderated by Maurice Bloem, this workshop features an insightful panel discussion with Dr. José Wilson, Director of Facilitation and Organizational Learning, North Lawndale Employment Network, Rev. Reuben Eckels, Faith and Partnership Hub Coordinator, CWS, Rev. Noel Andersen, National Field Director, CWS and Amena Elamin, National Youth Organizer, BAJI.   Our apologies in advance, because the reflections from the audience at the end are not always very clear. The workshop delves into the multifaceted challenges of systemic racism, misinformation, and societal division, particularly their impact on marginalized communities. Maurice Bloem sets the stage with an introduction that emphasizes the need for both systemic and inner changes to navigate these crises. He draws on principles from innerdevelopmentgoals.org and Ken Wilber's integral theory to create a safe and learning-focused environment for all participants. Two key themes were discussed: Key Themes Discussed: DEI Initiatives in the Face of Backlash and The Role of Faith Leaders in Bridging Divides.   The participants are encouraged to actively engage by sharing their insights and reflections on the discussions. The session includes a plenary segment where attendees share their key takeaways and reflect on the shared human experiences discussed during the workshop. We invite you to listen to this episode to gain a deeper understanding of the challenges and opportunities in creating inclusive and supportive communities. Share your thoughts and continue the dialogue on our social media platforms or send us an email. For more information on EAD Spring 2024, check this link. Listener Engagement: Share your thoughts on this episode at innovationhub@cwsglobal.org. Your feedback is invaluable to us. Follow Us: Support the Walk Talk Listen podcast by liking and following us on Twitter and Instagram. Visit our website at 100mile.org for more episodes and information about our initiatives. Check out the special WTL series "Enough for All" featuring CWS, and as well as the work of the Joint Learning Initiative (JLI).  

Gain valuable insights into identifying and addressing gaps in alignment within your organization. Whether you're a leader, HR professional, or team member, this episode offers actionable strategies to overcome obstacles and drive cohesion. In this Episode: LindaAnn Rogers, Tom Bradshaw, Dr. Martha Grajdek, Nic Krueger, Dr. Matthew Lampe, Lee Crowson, Dr. Martha Grajdek, Kate Morales   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References Alagaraja, M., Rose, K., Shuck, B., & Bergman, M. (2015). Unpacking organizational alignment: the view from theory and practice. Journal of Organizational Learning and Leadership 13(1): 18-31. Mgbemena, I., Onyali, C., Ojukwu, H. (2024). Strategic alignment and organizational responsiveness: A process-orientated perspective. International Journal of Academic Management Science Research 8(3).   Pasion-Caiani, S. (2015) Examination of employee alignment as a predictor of work engagement. Master's Theses. DOI: https://doi.org/10.31979/etd.ydep-ks65. https://scholarworks.sjsu.edu/etd_theses/4554  

    Michael Frino, Ph. D, Director Organizational Development at Boston Scientific | WSJ Bestselling Author | Performance Researcher. Over the last 25+ years he has worked with Fortune 500 companies in the areas of sales, sales training and leadership development. I am passionate about building high-performing teams and organizational cultures.   He enjoys publishing research on human performance, sales and the euphoric state of flow. His experience has also given him the opportunity to work closely and lead teams responsible for multimedia production, organizational DE&I strategies and marketing competency development.    Katie Desiderio, Ph. D, Assistant Vice President, Corporate-Educational Partnerships | Tenured Professor of Management | Partner in Learning | WSJ Best Selling Author | Mama. Katie  counts her blessings starting with the people in her life, which guides her approach to work where her focus is on every organization's most important asset – you! Her personality and behavioral attributes emphasize collaboration and all things that keep human beings in focus, which fuels her intrapreneurial spirit.   As an athlete, she found flow in sports and later discovered flow at work to fuel her professional trajectory. After working for several years in corporate marketing, Katie chose a second career in higher education, where she celebrates the honor of being the first female chairperson of the Economics and Business Department at the sixth oldest institution in America and first to educate women. As the mama of two extraordinary girls, she is committed to the development of rising leaders, namely in the spirit of leading from any seat. Along with her work as a tenured faculty member at Moravian University, Desiderio is Principal Partner in Learning of Proximal Development, LLC, an authorized DiSC partner, specializing in leadership development and the advancement of performance through learning. Upon completion of her doctorate in Organizational Learning and Leadership, Katie has been co-authoring scholar-practitioner journal articles, conference proceedings, and now this book with her learning partner and friend. Join them on this journey to inspire how you will pollinate the world!    Show Highlights   Unceremoniously squash the queen bee of your hive to put productivity front and center.  Embracing messiness in leadership is essential for generating new ideas and encouraging diverse perspectives. Learning and unlearning are vital components of value creation and collective progression when creating change. Encouraging people to lead from any seat to create influencers around you to engage your entire community. Maximize production in your “hive” with a hexagon shape collaboration. Place yourself the center of someone's growth to create the honey in your bee hive.  Get your FREE growth guides that encourage learning in the space of curiosity for deep level diversity.   “There's an opportunity here to think about change agents. As Ruckus Makers, we have to continually turn the lens to be able to self reflect, to think about value creation.” -Katie Desiderio   “We can't let that serve as a blind spot for us to think about the impact on the collective whole. For all of us to be able to hit the pause button to say, ‘I probably could have done that better,' or ‘how could I rephrase that or how could I look at this from a different lens to try to do it different or to bring someone else that might be more effective than I am in this space.'”   -Katie Desiderio “If you don't have a philosophy that you can share how you're going to lead the good, the bad, and ugly and share it, then the environment that you're creating may not be one that's vulnerable and authentic, and people will just see you as kind of a hierarchical leader. And that's not what we're trying to encourage. We're trying to convert, encouraging buyers where everybody can lead from every seat. It's okay to bring your best self to work, come as you are, choose the lens you want, but let's all work at this together.” -Michael Frino   “When we think about being innovators and disruption and demonstrating a ruckus, you have to go through a process, and it has to be messy. It can't be so rigid. The best ideas come when the process is messy, and you have to allow yourself permission to do that. Some people are really uncomfortable in that space, but getting out of your comfort zone, whiteboarding, brainstorming, being messy, will bring to life brand new ideas, brand new concepts, and probably allow people who have really great ideas to speak up that may not otherwise be heard, be messy.” -Michael Frino   Get a copy of the episode transcript here!   Katie and Michael's Resources & Contact Info: Leadership Fables Linkedin:Michael ​​Linkedin:Katie Twitter / X-Katie Katie P Desiderio-Facebook Twitter/X-Michael Read my latest book! Learn why the ABCs of powerful professional development™ work – Grow your skills by integrating more Authenticity, Belonging, and Challenge into your life and leadership.   Read Mastermind: Unlocking Talent Within Every School Leader today! Apply to the Mastermind The mastermind is changing the landscape of professional development for school leaders.    100% of our members agree that the mastermind is the #1 way they grow their leadership skills.   Apply to the mastermind today!   How We Serve Leaders   The School Leadership Scorecard™ Identify your highest leverage areas for growth this year in 10 -minutes or less.    https://betterleadersbetterschools.com/scorecard   Month-to-Month Principal Checklist As a principal with so much to do, you might be thinking, where do I even start?   When you download The Principal Checklist you'll get 12-months of general tasks that every campus need to do Space to write your campus specific items. Space to reflect and not what worked as well as a space of what didn't work Go to https://betterleadersbetterschools.com/principal-checklist to download now.   Ruckus Maker Mindset Tool™ The “secret” to peak performance is ot complicated.  It's a plan on how to optimize the five fundamentals found in The Ruckus Maker Mindset Tool™. https://betterleadersbetterschools.com/mindset   The Positive Spotlight Tool™ Energy flows to where attention goes! If you want to get more of what you want, when you want it as a school leader I have a tool for you…   Download The Positive Spotlight Tool™ for free here: https://betterleadersbetterschools.com/positive   The Ruckus Maker 8-Step Goal Setting Tool™ Are you ready to accomplish more? With less effort and in less time? When you download The Ruckus Maker 8-Step Goal Setting Tool™  I'll send you the tool and a short 8-minute coaching video that shows you how to work smarter, not harder…and create more value for your school campus.   Download The Ruckus Maker 8-Step Goal Setting Tool™  for free at https://betterleadersbetterschools.com/goals SHOW SPONSORS:   TEACHFX How much student talk happened today? When classrooms come alive with conversation, learning improves, students feel a sense of belonging, and teachers feel inspired.    The TeachFX instructional coaching app gives teachers powerful insights into their student talk, student engagement, and classroom conversation.    With TeachFX, teachers see how much student talk happened, the moments of students sharing their brilliance, and the questions that got students talking.Learn how to pilot TeachFX with your teachers. Visit: teachfx.com/betterleaders   Quest Food Management Services   Quest Food Management Services provides high-quality, scratch-made food in K-12 schools and universities across the country, prioritizing the health and wellness of students and elevating the cafeteria dining experience.  Quest offers a full-service approach to their school partners, bringing 40 years of expertise through every stage of program development and nurturing a true sense of community through interactive events such as student food committees. For more information about Quest Food Management Services, www.questfms.com     IXL IXL is the most widely used online learning and teaching platform for K to 12. Over 1 million teachers use IXL in their classrooms every day for one reason: They love it. Visit IXL.com to lead your school towards data-driven excellence today.   Copyright © 2024 Twelve Practices LLC        

“LinkedIn has been really good for us… we've grown our followers by 300%, which is huge, just by using this free tool.” -Heather Boyle   Heather Boyle is a Learning Solution Designer with over twenty years of experience in sales and adult learning. She holds a BS in Organizational Communication from Providence College, an M.Ed. in eLearning and Instructional Design from Northeastern University and  certifications in Managing Learning Programs and Adult and Organizational Learning. For two years, Heather has served as the VP of Marketing on the Board of Directors for ATD Bay Colonies, a local chapter of The Association for Talent Development, a non-profit organization serving learning and talent development professionals. Heather believes selling is helping, and when it comes to selling learning, there is no greater truth. In this episode, learn how a nonprofit organization leverages organic marketing on LinkedIn and email to engage members without a large budget and discover scrappy marketing tactics that drive growth.   Website: https://atdbaycolonies.org/ YouTube: https://www.youtube.com/channel/UC4lcA46CgDAntdvzoMusetg LinkedIn: https://www.linkedin.com/in/heatherforbesboyle/  Instagram: https://www.instagram.com/atdrhodeisland

“LinkedIn has been really good for us… we've grown our followers by 300%, which is huge, just by using this free tool.” -Heather Boyle   Heather Boyle is a Learning Solution Designer with over twenty years of experience in sales and adult learning. She holds a BS in Organizational Communication from Providence College, an M.Ed. in eLearning and Instructional Design from Northeastern University and  certifications in Managing Learning Programs and Adult and Organizational Learning. For two years, Heather has served as the VP of Marketing on the Board of Directors for ATD Bay Colonies, a local chapter of The Association for Talent Development, a non-profit organization serving learning and talent development professionals. Heather believes selling is helping, and when it comes to selling learning, there is no greater truth. In this episode, learn how a nonprofit organization leverages organic marketing on LinkedIn and email to engage members without a large budget and discover scrappy marketing tactics that drive growth.   Website: https://atdbaycolonies.org/ YouTube: https://www.youtube.com/channel/UC4lcA46CgDAntdvzoMusetg LinkedIn: https://www.linkedin.com/in/heatherforbesboyle/  Instagram: https://www.instagram.com/atdrhodeisland

In this Episode: LindaAnn Rogers, Peter Plumeau, Rich Cruz, Matthew Lampe, Nic Kruger, Imani Nakyanzi, Lee Crowson, Alexander Abney   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic Event: https://www.seboc.com/events    References Alagaraja, M., Rose, K., Shuck, B., & Bergman, M. (2015). Unpacking organizational alignment: the view from theory and practice. Journal of Organizational Learning and Leadership 13(1): 18-31. Mgbemena, I., Onyali, C., Ojukwu, H. (2024). Strategic alignment and organizational responsiveness: A process-orientated perspective. International Journal of Academic Management Science Research 8(3).   Pasion-Caiani, S. (2015) Examination of employee alignment as a predictor of work engagement. Master's Theses. DOI: https://doi.org/10.31979/etd.ydep-ks65. https://scholarworks.sjsu.edu/etd_theses/4554

Unlock the secrets to a thriving learning culture within your organization as Dr. James McKenna peels back the layers on why traditional training methods often fall short. With a focus on creating environments where upskilling and reskilling become second nature, we engage in a dialogue that challenges the conventional wisdom on workplace learning. You'll walk away with a new perspective on the Universal Design for Learning framework and how it can revolutionize your team's growth.HBR Article: "Build a Strong Learning Culture on Your Team" by James McKennaUpskill, Reskill, Thrive: Optimizing Learning and Development in the Workplace by James McKenna, EdDHBR Article: "Why Great Employees Leave “Great Cultures” by Melissa DaimlerUniversal Design for Learning at CAST.org Marine Corps' Learning Philosophy -  MCDP 7Dr. James McKenna [Guest] is an award-winning educator, speaker, and consultant with more than 20 years of experience in learning design and development, inclusive practices, and teaching and training. He is the author of Upskill, Reskill, Thrive! Optimizing Learning & Development in the Workplace (2023). Travis C. Mallett [Host],  received the Masters of Liberal Arts (ALM) in Management from Harvard University Extension School, where he has also earned Professional Graduate Certificates in both Organizational Behavior and Strategic Management. Travis previously received undergraduate degrees in Electrical Engineering, General Mathematics, and Music from Washington State University. He also served as an Engineering Manager at Schweitzer Engineering Laboratories, where he led a team responsible for developing and maintaining SEL's highest-selling product line. An innovative force in engineering, Travis holds numerous patents and has authored papers and books across diverse subjects. His passion for continuous learning and organizational excellence propels him to explore and illuminate the intricacies of management theories. Through his podcast, "The Management Theory Toolbox", he offers valuable insights on effective leadership, business innovation, and strategic methodologies. 

Dr Nigel Paine and Martin Couzins discuss how organisations can create a climate and culture of organizational learning.

Intensely interested in the human experience, Jim guides individuals and organizations through transitions while stepping more fully into their lives. He's keen to help entrepreneurs and start-up organizations discover their own authentic expression of leadership and the meaningful contributions that come from it. Jim has extensive cross-cultural experience and has worked in settings around the globe, including roughly 5 years in Italy helping to launch a business within Hewlett Packard. As a speaker and workshop facilitator, he is engaging on topics of leadership, innovation, design thinking, and transformative change and has presented and led experiences in a variety of gatherings and venues including MIT, Yale University, Michigan State University, Berkeley's Haas School of Business and a variety of community and professional settings.   Jim is a former core member of the  Presencing Institute, born from MIT's Center for Organizational Learning and offering training and assistance in the application of Theory U – a methodology of transformative change. Along with coaching and leading team leadership and organizational development initiatives, Jim is also a wilderness guide. For almost 20 years, Jim has been guiding programs in the wilderness that support human development and informing a very personal approach to living one's authentic and fulfilling life. Now offered as the Reboot Quest, this program is a western contemporary approach following common structures of a “vision quest” experience and is annually offered and open to members of the startup community. Jim is a husband, a dad to two wonderful daughters, under service to and providing plenty of love and outdoor time to his dog, Otis, and to a bird, Saphie, who thinks he's a dog and adores Otis.   Additionally, I'll be donating to and raising awareness for the charity or organization of my guest's choice with each episode now. This episode, the organization is called the Humane Society of Boulder Valley. Any and all donations make a difference! You can connect with Jim on: Website: https://www.reboot.io/team/jim-marsden/ LinkedIn: https://www.linkedin.com/in/leanin/ The Journey of Transformation Essay: https://onbeing.org/blog/the-journey-of-transformation/ To connect with me: Interested in working with me as your coach? Book a complimentary 15 minute call here. https://calendly.com/mike-trugman/15min LinkedIn - https://www.linkedin.com/in/michael-trugman-37863246/ Instagram - https://www.instagram.com/mytrugofchoice/?hl=en   Website - https://miketrugmancoaching.com/ YouTube - https://www.youtube.com/channel/UCUPyP3vEWc-oDlGASe2XIUg Please leave a review for this podcast on Apple Podcasts! - https://podcasts.apple.com/vg/podcast/mike-s-search-for-meaning/id1593087650?utm_source=Mike+Trugman&utm_campaign=dcbd0b11b0-EMAIL_CAMPAIGN_2022_03_08_12_14&utm_medium=email&utm_term=0_33d78ffe68-dcbd0b11b0-510678693   Resources/People Mentioned: Episode 99 of Mike's Search for Meaning with Jen Cody William Bridges Adrienne Rich Simon Sinek David Whyte Mary Oliver

For twenty years, The Learning Guild has helped shape the conversation for learning professionals. Learning Guild CEO David Kelly shares his perspective on the evolution of the training industry, the role of new technologies, and emerging opportunities for industry leaders. Show Notes:David explores the shifting dynamics of how organizations approach learning and development. Here are some of his key takeaways.Training in the Flow of Work: David reminds us that the most disruptive way to train someone is to take them off the job and have them attend training. When possible, providing learning and support resources in the flow of their work is a better solution.Providing Training ROI: He suggests that we focus on how learning initiatives impact the business metrics that matter most to the organization to demonstrate value.Data-Informed Learning Strategy: David advises that we capture and use data that aligns with the metrics already valued by the organization. Instead of being overwhelmed by the vast possibilities of data, he suggests understanding what data the organization is paying attention to and connecting learning efforts to those metrics.Evolution of Workflow Learning: David emphasizes that technology, particularly platforms supporting workflow learning, has caught up with the promise, creating exciting opportunities for learning and development professionals to enhance performance and problem-solving.Generative AI and the Future: He acknowledges the potential of generative AI in accelerating the adoption and application of workflow learning. While optimistic about AI's use, he also emphasizes the need for careful consideration in how these technologies are used and understanding their impact on the field of learning and development. Learn more about the Learning Guilds' HR & Tech ConferencePowered by Learning earned an Award of Distinction in the Podcast/Audio category from The Communicator Awards and a Silver Davey Award for Educational Podcast. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide.Learn more about d'Vinci at www.dvinci.com.

Enterprise Knowledge CEO Zach Wahl speaks with Rachad Najjar, Organizational Learning Leader at GE Vernova. GE Vernova brings together GE's portfolio of energy businesses including Power, Wind, Electrification and Digital businesses. In their conversation, Zach and Rachad cover creating adaptive spaces for knowledge exchange, overcoming barriers to knowledge sharing, and the importance of psychological safety. They explore strategies for making tacit knowledge accessible, including community engagement and leveraging technology, while also delving into the challenges of measuring the impact of knowledge management initiatives. To learn more about Enterprise Knowledge, visit us at: ⁠⁠⁠⁠enterprise-knowledge.com⁠⁠⁠⁠. EK's Knowledge Base: ⁠⁠⁠⁠https://enterprise-knowledge.com/knowledge-base/⁠⁠⁠⁠ Contact Us: ⁠⁠⁠⁠https://enterprise-knowledge.com/contact-us/⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠https://www.linkedin.com/company/enterprise-knowledge-llc/⁠⁠⁠⁠ Twitter/X: ⁠⁠⁠⁠https://twitter.com/ekconsulting⁠

Unlock the secrets of a thriving workplace where innovation flourishes and competitive edges are sharpened. Join us as we sit down with cognitive science aficionado Dr. Ryan Smerek to dissect the fascinating parallels between individual development and organizational evolution. We delve into the neural networks that define human learning and mirror the sophisticated adaptive systems within top-tier companies. Drawing from Dr. Smerek's expertise, we decode the cognitive science metaphors shaping our understanding of learning, from the conceptual mind as a computer to the intricate dance of intuitive and reflective thinking. This episode is your ticket to unraveling the complexities that drive both personal growth and large-scale organizational change.Dr. Ryan Smerek [Guest]  is an Associate Professor & Associate Director of Academic Affairs at Master of Science in Learning & Organizational Change at Northwestern University where he teaches classes on learning and development, organizational learning, design thinking, cognitive design, and people analytics. He is the author of “Speaking Up at Work: Leading Change as an Independent Thinker,” and “Organizational Learning and Performance: The Science and Practice of Building a Learning Culture." Both books integrate compelling stories with scientific research about how to make a positive difference in organizations.Travis C. Mallett [Host],  received the Masters of Liberal Arts (ALM) in Management from Harvard University Extension School, where he has also earned Professional Graduate Certificates in both Organizational Behavior and Strategic Management. Travis previously received undergraduate degrees in Electrical Engineering, General Mathematics, and Music from Washington State University. He also served as an Engineering Manager at Schweitzer Engineering Laboratories, where he led a team responsible for developing and maintaining SEL's highest-selling product line. An innovative force in engineering, Travis holds numerous patents and has authored papers and books across diverse subjects. His passion for continuous learning and organizational excellence propels him to explore and illuminate the intricacies of management theories. Through his podcast, "The Management Theory Toolbox", he offers valuable insights on effective leadership, business innovation, and strategic methodologies.

In this episode, Dr Nigel Paine and Martin Couzins explore the role of external insights in developing Organizational Learning. Nigel will be running a webinar on the topic on 7 March 2024 - register here.

The celebrated host of AWAKENED NATION podcast, Brad Szollose is a business consultant, former C-Level Executive of a public company, global business adviser, Web pioneer, Generation Y expert and keynote speaker who helps smart companies like Dell and Master Card understand how much technology has transformed corporate culture and behavior—especially the behavior of Generation Y—and how that impacts management, interaction and expectations in today's Information Age.   Brad is the award-winning author of the international bestseller "Liquid Leadership," which explores the subject of new leadership styles—mainly how to get the tech-savvy Generation Y and analogue-driven Baby Boomers working together.   "Liquid Leadership" has been called "THE guidebook for the 21st Century" and has won the 2011 Axiom Business Book Award silver medal for leadership, The Indie Business Book runner-up silver medal as well as becoming a #1 Best-Selling Business Book on Amazon for Organizational Learning. Brad Szollose isn't just an award-winning author and keynote speaker but also the secret weapon behind some of today's iconic corporate and personal brands. Having been the creative force behind hundreds of high-end corporate events, personal and consumer brands as well as website launches, Brad KNOWS how customers think and interact when it comes to your brand. Brad knows people. Period. ON THE KNOWS with Randall Kenneth Jones is a podcast featuring host Randall Kenneth Jones (bestselling author, speaker & creative communications consultant) and Susan C. Bennett (the original voice of Siri). ON THE KNOWS is produced and edited by Kevin Randall Jones. BRAD SZOLLOSE Online: X: https://twitter.com/bradszollose LinkedIn: https://www.linkedin.com/in/bradszollose/ Instagram: https://www.instagram.com/bradszollose Web: https://awakenednationpodcast.com/ ON THE KNOWS Online:    Join us in the Podcast Lounge on Facebook. X (Randy): https://twitter.com/randallkjones Instagram (Randy): https://www.instagram.com/randallkennethjones/ Facebook (Randy): https://www.facebook.com/mindzoo/ Web:  RandallKennethJones.com X (Susan): https://twitter.com/SiriouslySusan Instagram (Susan): https://www.instagram.com/siriouslysusan/ Facebook (Susan): https://www.facebook.com/siriouslysusan/ Web: SusanCBennett.com LinkedIn (Kevin): https://www.linkedin.com/in/kevin-randall-jones/  Web: KevinRandallJones.com   www.OnTheKnows.com

Are you looking for a breakthrough for your communications skills - transforming how you talk, listen, and interact? Join Chuck Wisner and me on Wednesday, February 14th, from 10 - 11 A.M. Central Time U.S. Our conversation is about his remarkable life journey and his latest book, The Art of Conscious Conversations - Transforming How We Talk, Listen, and Interact. Chuck is the president of Wisner Consulting. He is a thinker, a coach, and a teacher in organizational strategy, human dynamics, and leadership excellence. For the past twenty-five years, he has served as a business and personal consultant and advisor to leaders in high-profile companies in several industries. Chuck's client list includes companies such as Google, Rivian, Apple, Tesla, Harvard Business School, Ford, and Chrysler. He was a senior affiliated mediator with the Harvard Mediation Program and was among the first to be certified through the Mastering the Art of Professional Coaching program at the Newfield Institute. Chuck was also an organizational learning and leadership specialist affiliated with MIT's Center for Organizational Learning. The Art Of Conscious Conversations takes a deep dive into the DNA of conversations, exploring the components and complexities of talking with others. With new insights, we can positively transform our interactions and relationships in our professional and personal lives. The book examines the how and the why of conversations and explores how we can reframe our thoughts, emotions, reactions, and interactions, increasing our awareness and improving the quality of our interactions at work and at home.

Tommy Thomas: [00:00:00] My guests today are Michael Marquardt and Bob Tiede. Michael is Professor Emeritus of Human and Organizational Learning at George Washington University, and the author of 27 books on the topics of leadership, global teams, and action learning. Bob Tiede is the CEO of leadingwithquestions.com, a blog followed by people in more than 190 countries. Tommy Thomas: He also serves on the U.S. leadership development team for Cru and is the author of five books, including Great Leaders Ask Questions. Some of our listeners will remember Bob from earlier episodes when we discussed leader development within Cru. Gentlemen, welcome to NextGen Nonprofit Leadership. Bob Tiede: Happy to be with you, Tommy. Tommy Thomas: Talking to the two of you today reminds me of an early experience with Nathan DiGesare, a musician and a videographer in Nashville.  Nathan has recorded probably 200 videos for my company, so I've been in his house and his studio on countless occasions, but early in the relationship, we were doing some voiceovers at his house.  We finished the work, and I noticed this Steinway Grand Piano sitting in the corner. So, I strolled over and sat down and did my best rendition of Bridge Over Troubled Water. And then I think I segued into Last Date by Floyd Kramer. Little did I know that Nathan had been trained at Indiana University and was a graduate of the Juilliard School of Music. And I'm not sure if I'd have known that if I'd have been so audacious to sit at his grand piano and play those songs. So, talking with you guys, yeah, I feel like here I am asking the questions and you two are the master of the great questions. So, this is going to be fun. Bob Tiede: We're looking forward to it. Tommy Thomas:  How did the two of you get to know each other and begin collaborating? Michael Marquardt: Bob, I think you can tell that story. Bob Tiede: I will. In 2006, my wife loves to go to bookstores. She goes all over the bookstore. She knows when she's done, she'll find me still in the leadership section. And what I usually do is try to find two, or three books I've never seen before, find a chair, sit down, and peruse them to see if I'm going to buy one of them. In 2006, I found this book, the first edition of Leading with Questions by Dr. Michael Marquardt. Perusing only a few pages, I said, this one's going home and it was a page-turner. I had no idea. I love books. I eat books for breakfast. Probably every leadership book I've ever read there's been a morsel in there. I had no idea that this would change my leadership forever. Actually, set me on a new path. I was already on the U.S. leadership development team for Cru. I began to teach out of it. The response was just amazing. Fast forward, to 2012, I start a blog and I'm thinking when I start the blog, I don't want to do just another leadership blog. I want to because there are so many good ones, I'd be a small fish in a big ocean. So I asked the question, was there a niche of leadership I could blog on? And as soon as I had that question, it was like, Oh, it'd be something with this leading with questions. So I go to WordPress. I've never blogged before and WordPress guides you through. The first thing they ask is what do you want the blog to be called. In other words, let's search and see if the URL is available. On a lark and I smiled as I did it, I typed in the title of the book, leading with questions, thinking that certainly the author or publisher may have tied it up already, but it was available. And at the cheapest price, like 29 a year, so I grab it. I'm saying I had a little queasy feeling wondering this guy, this author, Dr. Michael Marquardt, how would he feel when he finds out there's a blog by the same title of his book? So, I decided I'd blog for several months, and get some content. Then I crafted, I thought a very diplomatic email to Dr. Michael Marquardt, sharing that his book had changed my leadership, thanking him for writing it, sharing that I'd start this blog, and might I have his permission to excerpt from his book, we'd include a link to Amazon for purchase, and I sent it off wondering. How will he respond? And within 24 hours, I had the most gracious response giving me carte blanche permission. Several years later, Dr. Marquardt was doing the second edition and wrote me, asking if I'd do an endorsement and if he could list leadingwithquestions.com as a recommended resource. It's yes! And probably a year after that, we were taking a group to D.C. I reached out to Dr. Michael Marquardt ahead of time, asking if he might be in town, and if would he be willing to speak. And if he would, I'd buy the second edition for everyone. And then I invited him, could he come an hour early to sign the books? And I did that rather selfishly because It would give me an hour with him and during that time I'm calling him Dr. Marquardt. He quickly says, Bob, it's Mike. Just call me Mike and I said, okay Mike, and we've been friends ever since and about two years ago Bob calls and says, Bob, it's time for a third edition. Would you be willing to co-author it with me? And I said, oh my goodness. Of course. But Mike, you have a PhD, and you teach at George Washington University. I have a Bachelor's and Mike said, but Bob, your blog has now been out there for 10 years. We need about 30 percent new content in a new edition. And you've already done the research. Summer of 2022, we worked together for about six weeks. Mike is brilliant. He knew what from the second edition he wanted to delete. There are 10 chapters in the book. I would share with him 10 times as much content as he would need. So, he would have a bunch of things he could pick and choose. But Mike did the heavy lifting. He knew what he wanted to delete. He knew where he wanted to add. And this has been such a gift for me to be the co-author and I'm so grateful to Mike for the opportunity. Tommy Thomas: Mike, what'd you think when you got that first email? Michael Marquardt: I was happy that that someone was interested in adding a blog to the whole history of getting people to use questions and so I was delighted with that, and we've had a great relationship for many years, and as Bob indicated, with all of his blogs with hundreds of people who are leaders around the world, and getting them to talk about what kind of questions they asked, I thought was just, would be just a tremendous addition to the third edition to have all these new people, and so I'm very pleased that the third edition is out. Bob's a co-author, and we have probably another 15 or 20 leaders with their questions that were not in the first two editions of the book. 7:10:00 Tommy Thomas: Mike, how did you discover this Art of the Great Question? Is there a story there? Michael Marquardt: There's a story. I became a professor at George Washington University. In 1994, I had worked globally as a consultant in areas of leadership and organizational change, and team building, and in 1994 I became a professor at George Washington University in their executive doctoral program, so we trained leaders from all over the world, and as a professor, a new professor, you are asked to identify what's the research area of interest for you in which you begin publishing and writing and work with doctoral students. And my interest was leadership. Great leaders. That was my focus. Who are the great leaders around the world? What makes them great leaders? And over the first several years as a professor, I wrote a number of books and articles on great leaders. And the one thing I discovered is that all great leaders ask great questions. And they became great leaders by asking great questions. Whether these were people I interviewed, hundreds of people all over the world in my various research efforts I go into an organization, a great organization that was considered one of the tops in its field. And I said, who are the leaders in this company? And they would identify, two or three individuals and what makes them such good leaders, whether they're hierarchical leaders, CEO, or people within the organization. And inevitably, it always came down to, they ask great questions. And so that kind of moved my area of research to more focus on the qualities of great leaders and particularly the questions they ask. And so over the past 15, almost close to 20 years that's been my area of keen interest and research. And I do a lot of work in a field called action learning and the primary, right. The element of action learning in a way it solves problems is using questions, but questions is the way that leadership is developed in a way of becoming great leaders.  And so, I feel very fortunate that became my area of research as a professor and I met Bob Tiede along the way. Tommy Thomas: Litigators, journalists, and doctors are all taught to ask questions as part of their training. Why is it that business executives aren't taught that? I'll leave, I'll throw it to both of y'all. Michael Marquardt:   Yeah. I think, lawyers are taught to ask questions, but they never ask a question that they already do not know the answer to. So they are open and great questions. Those are, they're always leading questions. A lawyer is taking a task if he ever asks a question for which he does not know the answer that's poor lawyer, lawyerly. Doctors are not trained to ask questions. They're very poor at asking questions. Although it's a very important part of their work to do a prognosis and to ask for information about the patient. But many of them are very uncomfortable in asking questions, or they ask the wrong questions, or in an ineffective way, or a discomforting way, etc. So, I agree that medical doctors could greatly benefit from getting a course and asking questions, but my wife happens to be a medical doctor, and I do not recall that she took any course on how to ask questions. I don't know of any physician or school that does that. But I think you bring up not only lawyers and doctors, but we realize now that every person in life has to ask questions. Every parent, the better questions parents ask, the better parents they are. The better questions social workers ask, the better social workers they are. The better questions that interviewers or newscasters. So all of life is your status in life your quality and being a leader in that profession is dependent upon the questions. And we know that the great newscaster Walter Cronkite in the past, they were great at asking questions, not only the words they used, but the comfort, but they all listened carefully too. And because great questions come from listening. Your premise is that doctors and lawyers are important for them to ask questions, but I think what Bob and I have discovered is that every person in every sector, and every profession will be better if they ask questions. Bob Tiede: Whenever I speak, and I'm privileged to speak many times and love it. But I always start my talk with a confession. I get up and say, I need to start with a confession. And my confession is that for most of my career, I was a benevolent dictator. Because I thought the job of a leader was to tell staff what to do. The job of a leader was to give direction. And I did not have that paradigm out of evil intent. It was just, that's what I thought the job of a leader was. I did say benevolent. I grew up in a home where I was taught to say please and thank you. So Tommy, if you'd been on my team, I don't think I ever would have said, Tommy, go do this. It'd been more like, Hey, Tommy, this week we're working on this. It'd really be great if you could please do this. And when you did it, I would have said, thank you, Tommy, at a staff meeting, Tommy, stand up. You all need to hear what Tommy did. It wasn't until I found that first edition of Mike's book, the first edition of leading with questions and reading that. And it is filled with stories just like the third edition of leaders, literally from around the globe. And they're using and as I read that first edition, I had only one question. Why hasn't anyone ever shared this paradigm with me before? It immediately made sense. I immediately saw that a leader who leads with questions would be so much more effective. When I'm speaking, another illustration I use is I have a picture of a big canoe with room for 15 participants and they all have oars. And I asked someone in the audience I said, you're the leader of this group. And as you can see, there are oars for everyone on your team. And you want to get that canoe across the lake as quickly as possible. How many would you like to have row with you? Of course, the answer is all of them. And I say, now, I know that's a silly question, but I'm going somewhere. And I go to the next slide, and there's a picture of the same team, but now they're gathered around a conference table, and there's an opportunity on the table. And I say, now, listen to this question carefully. If you're a leader like I used to be, who thinks your job is to figure out how to take advantage of the opportunity and then you'll tell them what to do? How many mental oars are in the water trying to figure out how to take advantage of the opportunity? The answer is one. Only yours. But a leader who leads with questions, who leans forward, perhaps, makes eye contact with the whole team and then says, hey gang, here's this opportunity. What do you all think we might do? Now, how many mental oars might be in the water? Maybe all of them. And I ask whoever I'm interacting with, what are the chances that you might hear an idea better than anything you were thinking? And they always say hi, yeah, it's not a guarantee, but hearing all those ideas, it's highly probable. And I say, imagine across the table, it's Sarah. And she shares a brilliant idea, and you're thinking, wow, that's so much better than anything I was thinking. And so you say, Sarah, love your idea. Sarah, would you be willing to lead our team in executing that? And then I say, now, how hard will Sarah work? A leader who leads with questions can be so much more effective. They're hearing more ideas and now they're empowering and involving their staff in the solution. It's hard. Whose idea is she executing? Her own. That's just some of the reasons that a leader who leads with questions can be so much more effective. They're hearing more ideas and now they're empowering and involving their staff in the solution. So when it comes to executing, they're executing something that they participated in creating, it works. 15:17 Tommy Thomas: Let's get up to a hundred thousand or so feet and ask the big question, what makes a great question? Michael Marquardt: There's no single right answer. I think a great question is usually not the very first question that's asked. A great question usually emerges if you're in reflection or interaction with other people. And you ask the best question you can at that point, and then there's conversation, dialogue, and based upon what you hear, you ask another question. Many of us go through life never experiencing a great question, but if we use the ability to really trust and care about what other people are thinking and saying, ask them questions, and build upon what they say and what you've heard. I think it's possible to quite normally or regularly have great questions in a problem-setting situation or environment. But great questions generally are those that stretch people. They get you outside the box. They get you looking at things from a different perspective. And that's why all the time, great questions emerge in a group with diverse thinkers. You have an engineer and a marketing person and a religious minister or whatever. Have a great question merged in that group than if they are all engineers or they're all marketing people. So, you can conditions environments in a group setting as well as within yourself that they can emerge. And so, we've all had great questions in our life and they've changed our lives, but they've been very infrequent because we don't get asked as many great questions as are available or should be asked in our lives. Bob, you may have some other thoughts. Bob Tiede: I agree with everything Mike has shared. Something that I've discovered is that some of the best questions are so simple and whenever I'm speaking again, I ask who here would like to learn to lead with questions in 30 seconds. Every hand goes up. And, of course, I say the reason I'm asking this is I sense from my audience is they'd like to learn to lead with questions, but so many times they imagine they'll have to get a master's degree in questionology. It's a nice idea, it'd be nice to be a brain surgeon, and make that kind of money. But, there are no courses for brain surgeons in 30 seconds. So, every hand goes up, I invite somebody from the audience to come up and when they come up, I say, I think I selected, John here because he has a photographic memory and whoever I brought up always shakes their head like I don't. And I say all you have to do is memorize my four favorite questions. And I've got a second hand on my watch and I say, here we go. My first favorite question is, what do you think? Second, what else? Third, what else? Fourth, what else? And I say, do you have them memorized? They always do. I say, share them with us. And they always successfully do it. And then I say, now, some of you look a little skeptical. Like you can't ask somebody, what do you think? What else? What else? What else? And I say not in that rapid fashion. But first of all, you're going to add a topic to what do you think? What do you think we ought to do about? There's going to be some topic. And when you ask, they're going to answer. Now I used to look at this like I asked a question, and they answered, that's complete. What I discovered is that people, when they're asked to give opinions and input, they instinctively roll out a safe answer. Their first answer, they're testing the waters. Now [00:19:00] they're doing this instinctively. But just to see how it's treated. So, Tommy, if I asked you, hey, what do you think about it? And you give me that first answer. I said Tommy, that's stupid. Everyone knows that you're sorry you answered. But when I say, wow, Tommy, that's good. Say more. What else? You relax and you'll give me more and then again, instead of moving on, when you pause, I'm likely to grab a pen and say, Tommy, I've got to take notes. This is pure gold. Please say more. What else? And what I've discovered is actually on the third and fourth question that I get to their gold nugget, their very best thought. And I realized we've all heard the story of the proverbial gold miner, the guy who mined for gold all his life, looking for the gold vein, never found it, finally quits. Somebody came along later and discovered the old miner was within six inches of the gold vein when he quit.  Now, that's probably just a proverbial story, but I share, if you only ask people, what do you think? Get their first answer and move on. You're a bit like that gold miner. You got close, but it's what else is down there. And I'm not disagreeing with Mike at all. I'm saying another angle on asking a great question is the what else is where you hear more and discover that they've got some incredible things. You just had to help them dig a little to uncover some of those answers that you would not have gotten to if you only said, Hey, what do you think about. Get their first answer and then move on to just another technique to get their brilliance.  Michael Marquardt: I teach people how to ask questions. I have an activity in which they work in pairs, and you ask seven questions. You're allowed seven questions. I give them the first question. What are you most proud of? And then based on your response, you get six more questions. And I tell the people the question. I said you have the opportunity to change the other person's life. In seven questions, in maybe seven to ten minutes, you can change the other person's life, because if you listen carefully to each question, the response to each of your questions, by the seventh question, you're going to have a question that will cause that other person to see something they never saw before or understand something they'd never considered before. So, they put very high expectations, and they're amazed how, gee, here's something I never knew. And in 10 minutes, we're the best of friends because great questions always build friendships. This person understood something or made a decision or an understanding that never considered before.  Wow!  I love that. Tommy Thomas: Anybody who listens to my podcast with much regularity, they would as some have gently pointed out that the biggest weakness I have is the lack of follow-up questions. So this is convicting at too many levels, but I guess it's good to be convicted by two aces. I will be more deliberate about that. Changing gears for a minute. Earlier in the week, I was talking with Matt Randerson, the Vice President of Growth and Operations at Barna organization. And we're doing a podcast on generational influences on the nonprofit sector. And so, I guess the question I have is. Have you observed any differences in the kind of questions you might ask the generations or how you would frame a question between a baby boomer and a Gen X or a millennial? Michael Marquardt:   I have not. No, if you do, I've not noticed it. Of course, ask someone a question, a generation Z responds differently than a millennial or whatever age group, they are. And so, the first question may get a different response, but I think deep down, uh, a great question will have a positive, significant impact on any age person. Bob Tiede:  I totally agree that, as Mike said, the answers, and their response may be different. But what I've discovered is that all people, regardless of their age, love to be listened to. And another thing I've shared from time to time is that when you meet a new person if you do 80 percent of the talking, they most likely will mistrust you. But if you meet a new person and you let them do 80 percent of the talking. Almost always they will leave that time trusting you and you can think, how is this, we instinctively think if I can only tell them all the great things about myself, they will love me. But when you monopolize the conversation, they tend to think, who is this person? But when you inquire and ask them questions where they do the talking and you're listening, they feel affirmed. There's a quote I love and that is that being listened to and being loved are so close to each other that for the average person, they cannot distinguish the difference. And it's not that they analyze it, but when somebody is listened to it feels good to them. It's wow, I like this person who's showing interest. And I think that goes across all generations. 24:51 Tommy Thomas: I know both of you guys work a lot with teams in his book, How You Play the Game, the 12 Leadership Principles of Dean Smith. David Chadwick, one of his players who played on the Final Four team said the concept of team may be Coach Smith's greatest contribution to basketball, leadership, and society.  So y'all work with teams. How has the concept of a team impacted your life? Michael Marquardt: I think, organizations cannot succeed without teams, successful teams that work together. And unfortunately, most teams are dysfunctional. They're frustrating. People prefer not to be in that group. When they're in the group, they're looking at their phone, or they're cutting off people, or not listening, and so forth. And if they do participate, they participate to the extent that they can try to control what the group does. I know best what the problem is, and I know best what the strategy is. Most people who work in groups or teams, spend their energy trying to convince other people through statements and expertise and power that this is the problem. This is a strategy. This is what we should do. Great teams do just the opposite. Members of great teams do just the opposite. So, when I'm a member of a great team, I spend my energy trying to find out what you think. So, Tommy, what do you think? We should do this problem, or what are your experiences? Where should we be looking? What resources do you recommend? So, I spend my energy asking questions of other members of the group to give their perspectives. We tend, we hear what we ask for, and we reject or filter what we don't ask for. And so what do other members of the group do to me? If I've asked them questions, they say, Mike, what do you think? And so great teams are composed of individuals who spend their energy asking questions of other people. And that's a team. If you would stop worrying or wondering, did I recommend this? Or am I, do I have the power? You come up with something that no one, it's a team. And so great teams spend their time asking questions rather than making statements. Bob Tiede: I don't know what I could add to that. That is that is so well stated. They're not adding to it but one of the things I talk about the teams can do is question storming. We hear about brainstorming, but there's question-storming. And in one way to do question storming that's unique is you state here's the opportunity. Here's the problem. And I need everyone on the team to write down five questions that we should answer in order to know what to do about this. And the reason you have everybody write it down is generally on a team, you have your verbal processors who are the first to jump in, and then you sometimes have your more quiet people. Okay. It's already been said. I don't think I'll add to it. And you don't get input from them, but by having everybody write down their five questions, you get everybody involved. And then maybe you tell them ahead of time, as soon as everybody has their five, we're going to post them up here. And now the team gets up, looks at all the questions and you can. Put five check marks, five votes by the questions you think are most important to answer. And then once you've identified those, the leader says, okay, here's the first one. Who here will take responsibility to go find the answer to this? And the second one, the third one, but it's a way of creating a questioning culture that the way to find the best way forward is to ask questions. And then question storming is an activity, but having everybody write it to begin with is a way to involve some of your staff that might be quieter, who hesitate to give input after the verbal processors have jumped in and shared their thoughts. 29:17 Tommy Thomas: Good work. So, I want to close out with a little lightning round. I've tried to glean some questions from some of my favorite podcasters. And I listened to Alan Alda's podcast Clear and Vivid a lot. And one of his questions is if you're sitting beside a total stranger at a dinner party. How would you start a meaningful conversation? Michael Marquardt: As I indicated earlier, a great question to ask anyone is what are you most proud of? What is some great success you've had in life? To give people an opportunity, because that question will reveal many things about the stranger or the partner, because it shows what their values are, what they're proud of. It makes them feel good to talk about that. It may take a little while to reflect, but that's usually a great question does take some reflection. You don't, it's a great question. Don't respond right away. It's probably not a great question. It's almost a closed question. So, I have found that if I have the courage to do that and great questioners have courage, and that's why a lot of us don't ask questions. We no longer have, we don't have confidence in ourselves, or we're afraid of asking a tough question or a great question, so that's. That's one I might use. Bob, you might have a few others. Bob Tiede: Oh that's a brilliant one. I call these kind of questions platinum questions. And we all ask a lot of questions because we don't know the answer and there's nothing wrong with that. Which way to Walmart here? They know, and I need to know. And nothing wrong with that question, but a platinum question is a question that as they answer, they enjoy answering. It's not a gotcha question. [00:31:00] And they say, I've never thought about this before. And they enjoy answering. And one of my platinum questions I love to ask is, what would you say are the three to four events that have most shaped who you are today? And then, listening. And I'm sure there's more that in that category and another one, I'd love to hear just your story. And again, listening uh, it's important when you ask these kinds of questions. To follow with what I call the gift of silence. This isn't, when you ask this question they're not likely to begin talking at three seconds. And research shows the average person only waits three seconds after they ask a question for an answer. And if the other person doesn't answer, they just move on. But when you ask one of these questions, like Mike's question, keep comfortable eyesight, but give them time to think because it's likely going to take them 10, maybe [00:32:00] even 15 seconds before they start speaking, but then you're going to be the beneficiary of a great story. Tommy Thomas: If you could meet any historical figure and ask them one question, who would it be and what would you ask? Michael Marquardt: I'll answer that one first. I thought Bob would say Jesus. If you could have the opportunity of asking Jesus a question, that would be wonderful. I think any of the great religious leaders would be wonderful to ask questions and certainly some political leaders, some scientific leaders. Someone like Elon Musk. I wouldn't mind asking him a couple of questions right now. He's done some amazing things over the last few years so it would depend upon the person, and the type of question I'd ask, because I obviously would ask Jesus a very different question than I would ask Elon Musk or, President Macron from France, or whatever the case may be. But depending on where they're from, that's, because I try to say this person has some unique perspective or background, and I don't want to ask him a question that someone else could answer as well or better even what's unique about this person. If I ask that question, I'll get information I could get from nobody else. Bob Tiede: Yeah, that's not thinking that deeply. One of the questions I love to ask any leader that I meet is what are your favorite questions to ask and, learn from them in that way. Michael Marquardt: The question I often have is, have you ever been asked a great question? And if so, what was it and why was it a great question? And that again, we all have been asked great questions in our life and it changed their life. Those are great questions, but we don't recall those questions immediately, or sometimes you have to wait an hour a day. And that was like, I should have answered Tommy that way, but I didn't think of that. And I remember when my father asked me or my second-grade teacher or, someone along the line, but all of us have been asked great questions in our life. We don't maybe remember the question that was asked at the time, but it changed our career or changed our values, what we do, but what changed our lives was a question, not some person saying your dad or something, do this or that. Generally, all of us changed our lives significantly when we were asked a great question. Oftentimes when I signed my, signed our book, I say, may your life be filled with great questions. Because that's the greatest gift anyone could give to someone else is to ask that person a great question. So if your life has been filled with great questions, you have had a great life, no doubt about it. Bob Tiede: Mike's, what he just shared there reminds me of something. One of my books, I did an author, it says compiled by Bob, is 339 Questions Jesus Asked. I was sure that it was Matthew, Mark, Luke, and John who wrote those, I just compiled them. The thought was, Jesus wanted to see lives changed. But he knew, of course, he knew, he was God. But he knew that it would be far more powerful instead of saying, Tommy, let me tell you. Tommy, let me ask you. That then causes you to think. And you answered, he knew that your answer to his question had a greater chance of changing you than if him saying, let me tell you. And as I was hearing Mike there, just, share, it's yeah, asking, it's questions we've been asked that change us. Because as we were asked those questions, we focused on something that perhaps we, no other way would have focused or thought about, but then we answered, and we then thought it was our idea. And in some ways it was, but it was prompted by that question. Tommy Thomas: Last question. What do you understand about your life today that you didn't understand a year ago? Bob Tiede: Tommy, you do ask great questions. Michael Marquardt: I'm trying to think how my life has changed over the past year. And I'm retired. So, it doesn't change as much as others. But, my wife and I had a great trip to Norway a few months ago, and so I think the beauty of Norway and so it's raised a question. So I'm much more aware of and ask questions about nature and beauty and it happened to be a knitting cruise under the midnight sun was that and so I think that's maybe been one area that I have more questions about and am more appreciative of, and I spend being retired, I spend a couple hours every afternoon on our lake by our house and just enjoy the geese and the river and the water and so forth. Bob Tiede:   As I'm reflecting on it again, through Mike's gift to me, inviting me to be the co-author of the third edition, it was released in April. And it has, again, multiplied my opportunities to speak. It's a credential that has been a complete gift. Wiley Publishing publishes premier business books. I think if I knocked on the door all by myself, I might not have gotten in or even been considered, but because Mike had the relationship and they had already said yes, they would love the third edition. I rode along in the back of the car and got to this destination. But that's probably been just a used change to have another credential that is so well known in the business community and the privilege because of Mike of being a co-author of a Wiley-published book. Michael Marquardt: May I just share one more thing. I know we're ending it. A lot of people say I'm not able to ask good questions. I don't know how to ask great questions. I always say that we're all blessed at birth to ask great questions, all children from the moment they're born. They subconsciously ask great questions that enable them to walk and talk within a couple of years because great questions cause change. And then they, [00:39:00] when they start articulating, start asking questions, the adults around them, discourage them from asking questions. I'm too busy Johnny, or that's a stupid question or whatever. Michael Marquardt: From age three to some people for the rest of their lives until they die, they never get comfortable and confident asking questions because of what their parents and teachers have done to discourage questions because it's the joy of every child, every three-year-old child. They love to ask questions. They all ask great questions. And then, and so what we try to do and Bob and I are both grandfathers and we consider our most important job in life is to undo the damage that our children do to our grandchildren, because our children do the same thing we did, to encourage questions. So when we see our grandchildren, we say Grandpa loves questions. You can ask Grandpa any question you want. Because the most important thing I can do for my grandchildren [00:40:00] is to keep that spirit, that love of asking questions alive. When they go into four and five and go into the elementary school. Bob Tiede: As Mike has shared that thought, it reminds me of one of my granddaughters, Claire, when she was two, I discovered a  new way to connect with her. I would say, Claire, can I ask you a tough question? And that would draw her and she'd come sit on my lap and again, they were not tough questions, but they were fun questions. And then I'd say, now, Claire, it's your turn to ask Grandpa a tough question. And she would ask me questions and they were like, copycats sitting on a fence. If there are five copycats and one jumped off, how many are still there? And she would use that one over and over, but we would laugh. She is now a sophomore in high school. She is known by her teachers as the one who asks tough questions. They see her hand, okay. And she's not trying to get you a question, but they realized, wow, that is a powerful question. And she hopes now to become an attorney, but just something where, again, as Mike said, from little, we encouraged Claire to ask tough questions and affirmed her for asking questions. And I'm proud of all my grandkids for asking tough questions. Mike said, encouraging them to do some research showed that the average five-year-old asks almost 300 questions a day. The average college graduate only asks about 20. And it's a sad thing about our educational system that teachers will say to that five-year-old, Johnny, it's my job to ask the question. It's your job to answer. And so, they begin to realize school is about answering questions, not about asking. And where we could develop a skill that would change their lives forever by empowering them to ask questions.  Tommy Thomas: You guys must've been looking at my notes because I had one of the questions that I did not ask was if it's true, if it's true that leaders are better when they lead with questions, why is it that so few do so I think y'all have I think y'all have given a full a full response to that question. Thanks so much for being a guest today and I will include links to your books in the show notes and encourage people. Mike's book changed Bob's life. Take a look at these books and if you're alone, in the leadership journey I think you'll be greatly blessed. So, thanks to everyone for listening today. Thanks, Bob and Mike for being my guests.   Links & Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Perfect Search – What every board needs to know about hiring their next CEO Michael Marquardt Leading with Questions: How Leaders Discover Powerful Answers by Knowing What and How to Ask by Michael J Marquardt & Bob Tiede Leading with Questions: How Leaders Find the Right Solutions by Knowing What to Ask by Michael J. Marquardt Now That's a Great Question by Bob Tiede   Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn Follow Bob Tiede on LinkedIn Follow Bob Tiede on Facebook   Listen to Next Gen Nonprofit Leadership with Tommy Thomas on: Apple Podcasts | Spotify | Stitcher | Google Podcasts    

In this Episode: Dr. Jeremy Lucabaugh, Tom Bradshaw, Dr. Deborah Peck, Richard Cruz, Dr. Matthew Lampe, Laura Jordan, Ni Krueger   Visit Us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an Open-Mic Event: https://www.seboc.com/events   Reference: Peck, D. (2023). Turning Intuition Into Science: Harnessing the Power of Organizational Network Analysis. Deborah Peck. https://www.amazon.com/Turning-Intuition-Into-Science-Organizational/dp/B0CFZFJBPR/ref=sr_1_fkmr1_2?crid=I43WR4HKT5X6&keywords=deb+peck+intuition+book&qid=1706200299&sprefix=deb+peck+intuition+book%2Caps%2C88&sr=8-2-fkmr1 National Best Seller in the following categories: Consulting Nonprofit Organizations & Charities Business & Organizational Learning

In this episode, Dr Nigel Paine gets a grilling about some of the ideas in his forthcoming book on Organizational Learning. Nigel is running a series of webinars discussing these ideas - register here.

In this episode Nigel answers some of the questions that were asked at the first in a series of webinars on organisational learning. Find out more and see the webinar recording here.  Bottom up mentoring to reinvigorate the learning process for those who feel they have nothing new to learn  The relationship between OD and learning Overcoming resistance to community learning - how to make communities of practice work Building and nourishing connections between people How to enable and support innovation

Nigel Paine and Martin Couzins discuss Organizational Learning, the subject of Nigel's new book and also a series of webinars. Find out more here. 

Chuck Wisner reveals the four universal types of conversation—and shares advice on how to maximize the effectiveness of each. — YOU'LL LEARN — 1) The four universal types of conversations—and why they matter. 2) How to stop your stories from limiting you. 3) The fundamental pattern for better collaboration. Subscribe or visit AwesomeAtYourJob.com/ep910 for clickable versions of the links below. — ABOUT CHUCK — Chuck Wisner is president of Wisner Consulting. His client list includes companies such as Google, Rivian, Apple, Tesla, Harvard Business School, Ford, and Chrysler. Wisner was a senior affiliated mediator with the Harvard Mediation Program and was among the first to be certified through the Mastering the Art of Professional Coaching program at the Newfield Institute. He was also a specialist in organizational learning and leadership as an affiliate with MIT's Center for Organizational Learning. • Book: The Art of Conscious Conversations: Transforming How We Talk, Listen, and Interact • LinkedIn: Chuck Wisner • Website: ChuckWisner.com — RESOURCES MENTIONED IN THE SHOW — • Book: Feeling Good: The New Mood Therapy by David Burns • Book: Feeling Great: The Revolutionary New Treatment for Depression and Anxiety by David Burns • Book: Sapiens: A Brief History of Humankind by Yuval Noah Harari See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

One of the biggest challenges faced by companies is the transition of younger, less experienced individuals into leadership positions and the navigation of organizational politics. This challenge was brought to light during a conversation with Dennis DMaggio a Chief Human Capital Officer of a Fortune 100 company.Dennis entered the Organizational Development field in 2002 after a 10-year career in Health Care Management. Currently serving as Vice President and Chief Learning Officer in the Beverage Alcohol industry, Dennis is a frequent speaker at the Long Island Society for Human Resource Management, a panelist on sales coaching by the Corporate Executive Board and interviewed on the subjects Organizational Learning and Empathy in the Workplace by T&D Magazine and The Wall Street Journal.Dennis is certified as a Master Trainer through Development Dimensions International (DDI) and the Association for Talent Development (ATD). In addition, Dennis is qualified as an Expert Coach through ATD and certified with Marshall Goldsmith's Stakeholder Centered Coaching. In his coaching, Dennis employs Type, Style, Emotional Intelligence, 360 Feedback and Strengths tools and assessments.Dennis also serves as Board Chair for Heritage Instructional Services, an Educational Co Op in Maryland and volunteers with Better Angels, a nonpartisan group that strives to find common ground in today's heated political environment.Dennis serves as our Pro Bono Consultant for non-profit and charitable organizations.MAIN TAKEAWAYS:[00:02:26] Building intentional connections in business.[00:06:29] Surrounding yourself with brilliant people.[00:07:14] Success and leadership development.[00:11:01] Leaders derailing by making things better.[00:14:20] Workforce of younger people.[00:19:24] Replicating learning and development.[00:24:07] Mentors and navigating politics.[00:25:23] Mentoring in the workplace. [00:30:59] Slow down and focus on finding out intention before you react.[00:33:04] Understanding yourself through assessments.Purchase your copy of "Relationships that Work" on Amazon today at https://www.amazon.com/dp/B0CD2KJX17?ref_=pe_3052080_276849420

Dive into another captivating conversation with us as Gareth Lock returns to The Safety Guru! Tune in as Gareth dives deep into navigating organizational learning through storytelling and discusses creating an environment of shared trust to encourage vulnerable and productive structured debriefs. Gareth's profound insights and compelling examples will unveil the hidden layers of organizational growth. Ensure you don't miss this insightful episode! About the Guest: Gareth Lock is the founder of The Human Diver, an organization set up to deliver education and research into the role and benefit of applying human factors, non-technical skills, psychological safety, and ‘just culture' in sports, military, and scientific diving. He has published the book ‘Under Pressure' and produced the documentary ‘If Only…,' both focused on improving diving safety and performance by looking at incidents through the lens of human factors. While primarily focused on diving, he also works in other high-risk, high-uncertainty domains such as healthcare, oil & gas, maritime, and software. He is currently undertaking an MSc in HF and System Safety at Lund University where he is looking at the power (and limitations) of storytelling to improve learning. For more information: https://www.thehumandiver.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Artificial intelligence is THE hot topic at the moment – no matter what industry you're in. For manufacturers, it could be a game-changer if you have a great strategy. But how do you get started with AI? Well, you're in luck with this episode of Manufacturing Happy Hour with Jeff Winter, Sr. Director of Industry Strategy & Manufacturing. Jeff breaks down some of the best strategies to thrive with AI. We cover everything from the differences between different AI types to the best use cases for AI for manufacturers and how to move forward in the age of Industry 4.0. Jeff is the go-to guy for all things Industry 4.0 on LinkedIn, and he shares bags of important data and advice in this episode about how manufacturers can achieve success. It's not one to miss! In this episode, find out: The differences between AI and machine learning How manufacturers should approach AI Where AI is underutilized Use cases for manufacturers using AI What the data says about investments in AI and Industry 4.0 strategies The best practices for automation in Industry 4.0 Why you need to be a tech-forward company to attract talent Why investing in people is still so important Enjoying the show? Please leave us a review here. Even one sentence helps. It's feedback from Manufacturing All-Stars like you that keeps us going! Tweetable Quotes: “Seek hands-on experience. Theory and knowledge are essential, but practical experience is equally important. So seek opportunities to work on real-world projects […]This will enhance your problem-solving abilities and allow you to apply your knowledge in a practical setting.” “Networking is valuable for career growth. You can do this by attending industry events, joining relevant online communities, and connecting with professionals in the field. Networking not only helps with job opportunities and collaborations, but it can also help with mentorships.” “Industry 4. 0 is rapidly evolving and it's crucial for engineers to stay up to date with the latest technologies and trends. So offer training opportunities, offer certifications, give an allowance of funds for people to attend relevant workshops and conferences and continually to learn.” Links & mentions: Hitachi Solutions, a global cloud-services, systems integrator; a 100% Microsoft platform-focused organization Expanding AI's Impact with Organizational Learning, MITSloan Management Review The Future of Industrial AI in Manufacturing, a June 2023 report by the Manufacturing Leadership Council IoT Signals Report, presented by Microsoft

In this episode of Let Go & Lead, Maril talks with lauded author, scholar and Harvard Business School professor Amy Edmondson, whose pioneering research into psychological safety has massively impacted the world of work. Amy breaks down what psychological safety is, what it isn't and three key things leaders need to do to foster it.   Over a ranging conversation, she and Maril discuss the immense importance of leaders in the middle; why leaders need to maintain a beginner's mind; and why psychological safety — or, as Amy defines it, “permission for candor” — must be balanced with a commitment to excellence for an organization to succeed.   Learn about:  3:30 How to build a learning organization 7:03 Creating an environment of psychological safety 12:56 The changing dynamics of modern teams 20:23 Key misconceptions about psychological safety 22:51 Fostering psychological safety in uncertain times 32:32 The science of “Failing Well” 37:55 What leaders need to let go of   —  Amy C. Edmondson is the Novartis Professor of Leadership and Management at Harvard Business School, a chair established to support the study of human interactions that lead to successful enterprises contributing to societal betterment. Edmondson has been recognized by the biannual Thinkers50 global ranking of management thinkers since 2011 and most recently ranked #1 in 2021. She also received the Breakthrough Idea Award in 2019 and the Talent Award in 2017 from the organization. She focuses her research on teaming, psychological safety and organizational learning, and her articles have been published in various academic and management outlets, including Administrative Science Quarterly, Academy of Management Journal, Harvard Business Review and California Management Review. Her book, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth (Wiley), published in 2019, has been translated into 15 languages. Edmondson's upcoming book, Right Kind of Wrong: The Science of Failing Well (Atria), offers a framework for wise thinking, discussion and practice of failure, utilizing human fallibility as a tool for personal and organizational growth. The release date is set for September 5, 2023.  ABOUT LET GO & LEAD   Let Go & Lead is a leadership community created by Maril MacDonald, founder and CEO of Gagen MacDonald. Maril brings together provocateurs, pioneers, thought leaders and those leading the conversation around culture, transformation and change.  Over the course of the past 12 years, Let Go & Lead has existed in many forms, from video interviews to resource guides to its current iteration as a podcast. At its core, it remains a place where people can access a diversity of perspectives on interdisciplinary approaches to leadership. Maril is also working on a book incorporating these insights gathered over the past several years from global leaders and change makers.     Maril has interviewed over 120 leaders — from business to academia and nonprofits to the arts — through the years. In each conversation, from personal anecdotes to ground-breaking scientific analysis, she has probed the lessons learned in leadership. From these conversations, the Let Go & Lead framework has emerged. It is both a personal and organizational resource that aims to serve the individual leader or leadership at scale.    ABOUT GAGEN MACDONALD At Gagen MacDonald, we are dedicated to helping organizations navigate the human struggle of change. We are a people-focused consulting firm and our passion is improving the employee experience — for everyone. For almost 25 years, we have been working with companies to create clarity from chaos by uniting employees across all levels around a single vision so they can achieve results and realize their future. We have been a pioneer in bringing humanity to strategy execution, leading in areas such as organizational communication, culture, leadership, and employee engagement. Our Vision is to lift all humanity by transforming the companies that transform the world.    Full episodes also available on:       Apple Podcasts: https://podcasts.apple.com/us/podcast/let-go-lead-with-maril-macdonald/id1454869525       Spotify: https://open.spotify.com/show/5Gaf7JXOckZMtkpsMtnjAj?si=WZjZkvfLTX2T4eaeB1PO2A       Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9sZXRnb2xlYWQubGlic3luLmNvbS9yc3M   —   Gagen MacDonald is a strategy execution consulting firm that specializes in employee engagement, culture change and leadership development. Learn more at http://www.gagenmacdonald.com. 

Are you looking to expand your knowledge on the franchising industry? Look no further than Eye On Franchising, the podcast that provides a wealth of information and resources about franchise opportunities. In our latest episode, we sit down with Alan Rogers, the VP of Organizational Learning and Development for Beef O'Brady's and Brass Tap, to discuss training and development in franchising. Rogers shares his personal journey into franchising and his experiences in the field, including his role as a field consultant for McDonald's. We also touch on the important role of franchise consultants and the benefits of investing in the restaurant business. Additionally, we discuss the importance of training and support for franchisees, including the use of micro learning and technology for employee training. Join us as we dive deep into the world of franchising and learn from the experts. Don't miss out on the opportunity to gain valuable insights and expertise. Like, follow, and subscribe to Eye On Franchising today. - VP of Organizational Learning & Development for Beef O'Brady's and Brass Tap discusses training & development in franchising industry- Role of franchise consultants in supporting franchisees- Importance of training for franchise success- Investing in restaurant business & recruiting staff- Micro learning & gamification in training- Use of technology for employee training- Training process for Brass Tap franchisees- Importance of training & support for franchise owners- RFC team works to support franchisees & achieve 100% success- Advantages of choosing a franchise over starting a business- Chief Development Officer of Beef O'Brady's and The Brass Tap discusses importance of understanding struggles during pandemic- Call to action for audience to like, follow, and subscribe. KEY POINTS[0:0:16] Discover how Ion Franchising can help you unlock your potential and find the perfect franchise for you, tailored to your individual investment level, mindset, skill set and life experiences - for FREE![0:1:26] Driven by ambition, Alan has achieved remarkable success, rapidly progressing from store manager to Vice President of Organizational Learning and Development for two premier franchising companies: Beef O'Brady's and Brass Tap.[0:4:12] By choosing a franchise over going out on your own, you can leverage pre-established systems, reliable vendors, and comprehensive training materials to confidently launch your business.[0:7:39] Leadership is critical for success: As a team leader, it is essential to eliminate obstacles, inspire team members, and empower them with the tools necessary to reach their goals and ensure the success of franchisees.[0:9:57] With a team of experienced experts, the VP of Learning & Development provides franchisees with the powerful tools they need for success, leveraging their operational background to create comprehensive training and development plans.[0:17:6] Experience a unique and exciting night out with 45-60 craft beers on tap and a creative menu at Brass Tap, the perfect destination for those looking for a family-friendly sports bar atmosphere![0:20:56] Our expert regional franchise consultants provide comprehensive business planning and on-site restaurant visits, to ensure flawless menu and service execution.[0:22:41] Research has shown that by leveraging micro-learning and gamification methods with video-based, condensed content, training can become significantly more engaging and up to 80% more effective.[0:25:0] QR codes are revolutionizing employee training, allowing learners to absorb information up to four times faster than traditional methods![0:27:5] With the right learning management system, training can be tracked and managed quickly and efficiently, saving time and money.[0:40:33] Running a successful franchise business requires consistent operations - and the RFC is critical to guaranteeing that customers receive the same high-quality menu and service at every location.[0:44:52] Transform your life and unlock new possibilities with a simple click - like, follow, and subscribe now to stay connected with us on social media! ---Have you heard the news?  We are officially on YouTube.  Come check out a few videos have have and give me a follow!https://www.youtube.com/channel/UCwoAdrkPZmveJt5AQRDk8WA---Lance GraulichFranchise Consulting Services from ION FranchisingEye On Franchising

This week, Andy is joined by Dr. Martha Acosta on The Talent Development Hot Seat. Martha is an internationally regarded expert in safety leadership, working with organizations such as the National Safety Council, Safety Canada, and the National Association for EHS&S Management. She is also a Senior Moderator in Harvard Business School's Corporate Learning division and has been a learning and development consultant supporting governments and global corporations for over a quarter century. She holds leadership positions on nonprofit Boards of Directors.Martha earned a doctorate in Human and Organizational Learning from The George Washington University in Washington, D.C., and an MBA in Organizational Behavior from Southern Methodist University in Dallas, Texas.In this bonus episode, you'll hear:6. Dr. Martha Acosta's pride in learning to see herself as a leader and how that changed the trajectory of her career.7. How being an introvert and intellectual caused her difficulty when she began leading teams and what she learned from that experience.8. Why she sees compartmentalization as one of the biggest challenges in talent development, and what she thinks can be done to rectify it.9. The reason she's excited about the new focus on DEI and its impact on the workplace.10. The book she recommends, Paradoxes of Group Life.11. The surprising tool she recommends ties into leading with curiosity.12. Martha's advice for people who want to advance their careers.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Talent Development Think Tank ConferenceConnect with Dr. Martha Acosta:LinkedInWebsiteParadoxes of Group Life book

This week, Andy is joined by Dr. Martha Acosta on The Talent Development Think Tank Podcast. Martha is an internationally regarded expert in safety leadership, working with organizations such as the National Safety Council, Safety Canada, and the National Association for EHS&S Management. She is also a Senior Moderator in Harvard Business School's Corporate Learning division and has been a learning and development consultant supporting governments and global corporations for over a quarter century. She holds leadership positions on nonprofit Boards of Directors.Martha earned a doctorate in Human and Organizational Learning from The George Washington University in Washington, D.C., and an MBA in Organizational Behavior from Southern Methodist University in Dallas, Texas.In this episode, you'll hear:Martha's background in training and development and how she pivoted her career to focus on safety at work.Why culture has a significant impact on safety, and some common challenges organizations face that need to be improved.What psychological safety is and the reason it's important to have it in a workplace environment.How biases can create hazards and some key ways psychological safety can be created along with a better culture.What talent development professionals can do to influence and create more psychological safety and better cultures organizations.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Talent Development Think Tank ConferenceConnect with Dr. Martha Acosta:LinkedInWebsiteParadoxes of Group Life book