Podcasts about organizationhow

Send us a textMichael Gomez, CHRO at Tasty Restaurant Group, joins us this episode to discuss what drives employee engagement and the steps organizations can take to boost their own employees' engagement. [0:00] IntroductionWelcome, Michael!Today's Topic: The Secret to Better Employee Engagement[3:21] What's the “secret sauce” for better employee engagement?Understanding the interdependency of various systems within an organizationHow to build trust within an organization[8:30] How to create more engagement within an organizationWhy employee feedback is a powerful tool for driving engagementOffering employees meaningful benefits that won't compromise their take-home pay[27:32] How can organizations begin boosting employee engagement?Letting your employees know that you want to understand their challengesHow to garner leadership support[30:40] ClosingThanks for listening!Quick Quote“[Employee engagement] is about aligning from leadership through all levels of the organization on what's important.”Connect with Mike:·       LinkedInConnect with David: ·       LinkedIn·       david.turetsky@salary.comConnect with Dwight:·       LinkedIn·       Dwight.brown@salary.com Podcast Team·       HRDataLabs@Salary.comTo schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Spring is the perfect time for more than just a closet refresh—your finances deserve a reset too!In this practical, action-driven episode of Women's Money Wisdom, Melissa Joy, CFP® shares 20 powerful strategies to reinvigorate your financial life with the same fresh energy that spring cleaning brings to your home.From reviewing your budget in today's uncertain economy to automating savings and tackling debt in a high-interest environment, each suggestion is designed to be practical, manageable, and highly effective. Whether you're ready to revamp your beneficiary designations, audit your insurance coverage, consolidate accounts, or simply schedule regular “money dates,” these steps are all about reducing financial stress and building momentum toward your goals.Melissa draws on real-world client experiences to offer tips that are proven to deliver results—without overwhelming you with complexity. Every recommendation includes ideas for how and when to take action, helping you make meaningful progress without feeling stuck.Key Topics Covered:How to prioritize small financial wins for big impactWhy reviewing your beneficiary designations is crucialThe value of an insurance audit to protect your financial futureSmart ways to tackle debt and manage rising interest ratesThe benefits of automating savings and financial organizationHow to maximize unused loyalty rewardsTips for setting consistent money dates for accountability and partnershipWhy financial spring cleaning is about progress, not perfectionDownload the full checklist mentioned in this episode at pearlplan.com and track your progress as you bring clarity, confidence, and momentum to your financial life.The previous presentation by PEARL PLANNING was intended for general information purposes only. No portion of the presentation serves as the receipt of, or as a substitute for, personalized investment advice from PEARL PLANNING or any other investment professional of your choosing. Different types of investments involve varying degrees of risk, and it should not be assumed that future performance of any specific investment or investment strategy, or any non-investment related or planning services, discussion or content, will be profitable, be suitable for your portfolio or individual situation, or prove successful. Neither PEARL PLANNING's investment adviser registration status, nor any amount of prior experience or success, should be construed that a certain level of results or satisfaction will be achieved if PEARL PLANNING is engaged, or continues to be engaged, to provide investment advisory services. PEARL PLANNING is neither a law firm nor accounting firm, and no portion of its services should be construed as legal or accounting advice. No portion of the video content should be construed by a client or prospective client as a guarantee that he/she will experience a certain level of results if PEARL PLANNING is engaged, or continues to be engaged, to provide investment advisory services. A copy of PEARL PLANNING's current written disclosure Brochure discussing our advisory services and fees is available upon request or at https:...

Money stress is everywhere right now — rising interest rates, the cost of living crisis, inflation, layoffs, and a looming recession — we're all feeling it. But the truth is, even in financially prosperous times, money can be a point of shame, anxiety, guilt, and avoidance for a lot of us. Your money history and money story shape your financial security throughout your life — but you can rewrite that story and heal your money mindset.In this episode, we dive deep into the psychology of money and how to heal your relationship with it, so you can stop toxic financial habits, rewire your mindset, and *actually* build long-term wealth.We called back returning guest, Jessica Moorhouse—Accredited Financial Counsellor, bestselling author of Everything but Money, host of the More Money Podcast, and a leading voice on personal finance and emotional literacy in financial wellness.This isn't just another budgeting or investing 101 episode… it's a mindset shift that can set you up for success in your personal finances and your close relationships. Whether you're  struggling with debt or making $250K, this conversation will help you stop self-sabotage, understand your unconscious toxic beliefs, and make an actionable plan toward financial security.Tune in to hear more about:The emotional roots of money anxiety, guilt, shame, envy, and fearUnderstanding the 3 toxic money patterns that keep you stuck (avoidance, money worship, and relationship codependence)The impact of shame and judgment in your financial journey — and how to break that shame cycleHow ADHD and neurodivergence can affect spending, saving, and money organizationHow your attachment style impacts your financial behaviour and the way you deal with money in relationshipsThe #1 mistake most people are making with moneyActionable advice for building wealth if you're in debt or low incomeHow to manage setting up an emergency fund VS paying off debt VS investingHow to recession-proof your financial plan right nowCheck out Jessica's book, Everything but Money.Follow Jessica on Instagram, YouTube, and her website.For advertising and sponsorship inquiries, please contact Frequency Podcast Network. Sign up for our monthly adulting newsletter:teachmehowtoadult.ca/newsletter Follow us on the ‘gram:@teachmehowtoadultmedia@gillian.bernerFollow on TikTok: @teachmehowtoadultSubscribe on YouTube

SHOW NOTESIn the webinar, we'll cover:How to define your company's brand identity in order to attract the right skills and culture fit candidates to your organizationHow to create compelling job ads and calls-to-action How to effectively position your brand through all the candidate research touchpoints Visit the episode page on our website to get the audio recording of this webinar, the transcript, and the full video recording of the original webinar. Now let's tune in to learn how you can attract top talent to your business in 2025. About One FireflyOne Firefly, LLC is an award-winning marketing agency that caters to technology professionals in the custom integration, security and solar energy markets. One Firefly is headquartered in Davie, Florida with staff located throughout North America and has been operating since 2007.

Is your organization stuck in a constant state of crisis, where everything feels like an urgent, must-fix-now situation?As a leader, cutting through that noise is key to prioritizing and aligning your team's efforts to focus on what really matters.In this episode, Isaac Mitchell, VP of Operational Excellence at Ballad Health System, shares his experience leading through Hurricane Helene and how he's fostering an organizational culture of continuous improvement and operational excellence.Isaac shares how his leadership journey—from engineer at Toyota to executive in healthcare—shaped his approach to real crises. He discusses how understanding purpose—his own, his team's, and the organization's—helps him distinguish between what's urgent and what's truly important.By focusing on what matters, you can create the impact you're striving for. To me, that's what living with intention is—knowing your purpose and aligning your actions to make it happen.YOU'LL LEARN:How to distinguish between true crises and perceived urgencyThe importance of aligning organizational and personal purpose to drive strategic successA framework for where to spend your time as a leader to build a high-performing organizationHow to demonstrate respect for people by encouraging a personal understanding of purpose and owning the thinking process, not the answersPractical tips for building a people-centered culture that drives sustainable growthIn our conversation about intention and goals, Isaac asks about my next big goal—listen for the big reveal, never shared publicly until now! I'd love to hear your thoughts.ABOUT MY GUEST:Isaac Mitchell is an experienced strategy deployment executive and is currently a Vice President at Ballad Health and a guest lecturer at the University of Tennessee's Department of Industrial and Systems Engineering. IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/32Connect with Isaac Mitchell: linkedin.com/in/isaacmitchellJoin Isaac's Book Clubs: Lean Book Club and Lean Coffee Club Check out my website for resources and working together: KBJAnderson.comFollow me on LinkedIn: linkedin.com/in/kbjandersonJoin me on my Japan Study Trip leadership program: KBJAnderson.com/JapanTripLearn about the warp and weft metaphor in my book: Learning to Lead, Leading to Learn and companion workbookTIMESTAMPS FOR THIS EPISODE: 3:08 Navigating crises during Hurricane Helene through community and shared purpose9:00 True crises vs. perceived urgency 10:58 Avoid falling into the "expert trap" during crises14:10 Respecting people's development and using Gemba16:19 How to use daruma dolls in goal setting20:57 Katie's BIG new goal reveal22:25 Using a hanko when coaching for  problem solving30:36 Isaac's North Star for the year and Japan Study Trip lessons32:11 How Gemba helps leaders prioritize what's essential36:23 Setting big goals and using them to push for growth 41:34 Value of cultural and business learning45:54 The warp and weft metaphor for goal settingSpaces still available for the May 2025 Japan Study Trip - apply now!

Learn how to earn media coverage that accelerates your career and builds your company from three of hospitality's top media professionals. In this replay of a special LinkedIn Live collaboration between Hospitality Daily and hertelier, you'll discover proven strategies for crafting compelling stories, landing meaningful coverage, and maximizing media opportunities.Our Expert PanelEmily Kanders Goldfischer: Founder & Editor-in-Chief of hertelier, former VP of PR at Loews HotelsNancy Mendelson: Co-founder & Columnist at hertelier, veteran communicator (CBS, Loews Hotels)Josiah Mackenzie: Host & Producer, Hospitality DailyIn This, We Cover:The democratization of media and why it matters now Why compelling stories can come from any level of an organizationHow to craft stories that journalists actually want to cover Tips for interview preparation Common mistakes to avoid Strategies for maximizing media coverage once you get it Special considerations for women in hospitality Action steps to begin Notable Quotes"Speak to express, not to impress." - Nancy Mendelson"Media inspires media... Being in one publication makes you more interesting to other journalists." - Emily Kanders Goldfischer"It is very rarely the CEOs that are the most interesting stories." - Josiah MackenzieResources MentionedBook: "Trust Me, I'm Lying" by Ryan HolidayIndustry podcasts: Hospitality Daily, No Vacancy with Glenn Haussman, Modern Hotelier, Suite SuccessConnect Emily Kanders Goldfischer: LinkedIn, hertelier.comNancy Mendelson: LinkedInJosiah Mackenzie: LinkedIn, Hospitality DailySend Josiah a text A few more resources: If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestions If you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free. Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram. If you want to advertise on Hospitality Daily, here are the ways we can work together. If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve! Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands

Send us a textJay Polaki is the Founder and CEO of HR Geckos™ and the host of the HR Bytes™ Podcast. In this episode, Jay unpacks HR trends that everyone should be following in 2025, what happens when AI gets assigned the role of administrative assistant, and how AI will realistically contribute to HR once the hype settles. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Jay!Today's Topic: What AI Can (and Cannot) Do for HR[3:16] What's the latest HR tech trend everyone should be following in 2025?Why AI is more than just the latest trendWhat an HR AI assistant could offer employees[11:27] How does HR change if AI is used for administrative assistance?HR will never be fully automated, but HR workflows will need to integrate AIHow AI could simplify HR jargon for non-HR employees[17:16] What will AI be bringing to the table once the hype cycle dies down?AI “ownership” within an organizationHow different generations perceive AI[32:44] ClosingThanks for listening!Quick Quote“HR can never be automated 100% . . . the ‘H' in ‘HR' [stands for] ‘human,' but the way AI is evolving, we can't just sit back and say we're not going to embed it into our workflow.”ResourcesHR Geckos HR Bytes podcast Contact:Jay's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

The first value expressed in the Manifesto for Agile Software Development is "Individuals and interactions over processes and tools."In this episode of Arguing Agile we are joined by Yadi Caro, host of the Hardcore Soft Skills Podcast for an exploration of practical and actionable ways to put people over processes and tools. Listen as we discuss how to build empathy, facilitate effective meetings, foster team collaboration, and customize processes to fit your unique teams. Discover actionable tips from experienced practitioners to help your team thrive, including:How to invest in building relationships and empathy across the organizationHow to better facilitate meetings, with clear goals and equal voicesWhy you should reward team success, not just individual performanceWhy allowing teams to customize processes is importantagile, scrum, people over process, empathy, facilitation, collaboration, team wellbeing, psychological safety, agile coaching, product management, leadership= = = = = = = = = = = =Watch it on YouTube= = = = = = = = = = = =Subscribe to our YouTube Channel:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Spotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-Podcast= = = = = = = = = = = =Toronto Is My Beat (Music Sample)By Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)= = = = = = = = = = = =AA170 - How to Prioritize Individuals & Interactions (Over Processes & Tools)

This episode of the SecurityMetrics Podcast is a valuable resource for MSPs who want to learn more about HIPAA compliance and how to better serve their healthcare clients. Join Jen Stone and David Sims to learn more about how Managed Service Providers (MSPs) can empower healthcare organizations to achieve HIPAA compliance.Learn about:The challenges of data discovery and data sprawl in healthcare organizations.The importance of having a documented HIPAA compliance program.The difference between required and addressable HIPAA controls.Choosing the right MSP for your healthcare organizationHow to successfully collaborate with HIPAA compliance officers within healthcare organizations.Why HIPAA Compliance goes beyond a BAABonus Resources:David Sims and Donna Grindle's Podcast: Help Me With HIPAA (@Helpmewithhipaa) https://helpmewithhipaa.com/HIPAA for MSPs: https://www.hipaaformsps.com/American Institute of Healthcare Compliance (AIHC): https://aihc-assn.org/SM Podcast Episodes with Donna Grindle:HHS 405(d) Fundamentals: A Guide for Healthcare Providers and MSPs | SecurityMetrics Podcast 92HIPAA Basics: Where to Start with Practices and Training | SecurityMetrics Podcast 63HHS 405(d) - What You Need To Know | SecurityMetrics Podcast 45Business Continuity during Healthcare Crisis | SecurityMetrics Podcast 6Hosted by Jen Stone, Principal Security Analyst (MCIS, CISSP, CISA, QSA).[Disclaimer] Before implementing any policies or procedures you hear about on this or any other episodes, make sure to talk to your legal department, IT department, and any other department assisting with your data security and compliance efforts.

AWS Morning Brief for the week of March 25, 2024, with Corey Quinn. Links:Amazon DynamoDB now supports AWS PrivateLinkAmazon WorkMail now supports Audit LoggingAWS announces a 7-day window to return Savings Plans AWS CodeBuild now supports custom images for AWS Lambda computeEC2 Mac Dedicated Hosts now provide visibility into supported macOS versionsInvoke AWS Lambda functions from cross-account Amazon Kinesis Data StreamsTraeger Grills's Customer Experience team drives customer satisfaction significantly using Amazon QuickSight Bulk update Amazon DynamoDB tables with AWS Step Functions Simplify cross-account access control with Amazon DynamoDB using resource-based policies How to securely provide access to centralized AWS CloudTrail Lake logs across accounts in your organizationHow to optimize DNS for dual-stack networksIntroducing mTLS for Application Load Balancer 6 foundational capabilities you need for generative AIIt's time to evolve IT procurementAWS and NVIDIA extend their collaboration to advance generative AI

Get ready to start your AI journey in manufacturing! We sat down with industry visionary Todd Wanek, CEO of Ashley Furniture Industries, to get his best practices for developing an AI strategy.According to Wanek, businesses have 3-5 years to figure out AI, or get left behind.  Fortunately for us, Ashley Furniture - the world's largest furniture manufacturer with 35,000 employees globally - has already started their AI journey. Their efforts have resulted in a 20-30% improvement in product forecasting accuracy for their 23,000 global retail stores. And now you can learn from their example in this podcast episode.In this episode, we'll tell you:How AI will impact each business unit, from product forecasting and supply chain to creative services and accountingHow to know when to use existing AI platforms and when to build your ownA step-by-step system to get started with AI, from cleaning up your data to leveraging value stream mappingWhy you should have an AI champion in your organizationHow to identify and enable curious employees and give them space to experiment with AI3 Big Takeaways:AI doesn't replace the work; it's a tool to make processes more efficient optimized: Think of artificial intelligence as a lean tool - once you identify areas for improvement, these platforms can eliminate waste in your processes, freeing up your people to do more value-added work.Before you can implement AI tools, you need to prepare your data and your team: Before you launch that AI initiative, take these 4 steps to ensure your data and people are ready. (view full show page to get all the details).Curiosity is key to the implementation of AI: It's not always the data scientists or IT experts who will be your AI champions. Todd encourages leaders to look for the curious people. Identify those who are existed about AI and take the initiative to find the tools that can improve their own work - then harness their curiosity as you deploy AI in the organization. At the beginning, it's all about curiosity - reading, researching, experimenting and being okay with failure.Resources:If you're a Microsoft user, check out Microsoft CopilotPodcast: Moonshots with Peter Diamandis - "The Rise of Humanoid Robotics w/Brett Adock"Video: "Why the Tesla Bot Will Take Over in 2024!"Video (Tesla): "Optimus - Gen 2"Blog: Peter Diamondis - "Embrace AI or Face Extinction"Connect with Ashley Furniture online:Facebook | YouTube | LinkedInTHERE'S MORE! Access the full list of notes & resources on the official episode page: https://techedpodcast.com/wanek/Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

This week, I chat with Jake Ward, the Co-Founder and CEO of Data Protocol, to discuss how the Data Protocol platform supports developers' accountability for privacy by giving developers the relevant information in the way that they want it. Throughout the episode, we cover the Privacy Engineering course offerings and certification program; how to improve communication with  developers; and trends that Jake sees across his customers after 2 years of offering these courses to engineers.In our conversation, we dive into the topics covered in the Privacy Engineering Certification Program course offering , led by instructor Nishant Bhajaria, and the impact that engineers can make in their organization after completing it. Jake shares why he's so passionate about  empowering developers, enabling them to build safer products. We  talk about the effects of privacy engineering on large tech companies and how to bridge the gap between developers and the support they need with collaboration and accountability. Plus, Jake reflects on his own career path as the Press Secretary for a U.S. Senator and the experiences that shaped his perspectives and brought him to where he is now.Topics Covered: Jake's career journey and why he landed on supporting software developers How Jake build Data Protocol and it's community What 'shifting privacy left' means to JakeData Protocol's Privacy Engineering Courses, Labs, & Certification Program and what developers will take awayThe difference between Data Protocol's free Privacy Courses and paid CertificationFeedback from customers and & trends observedWhether tech companies have seen improvement in engineers' ability to embed privacy into the development of products & services after completing the Privacy Engineering courses and labs Other privacy-related courses available on Data Protocol, and privacy courses  on the roadmapWays to leverage communications to surmount current challengesHow organizations can make their developers accountable for privacy, and the importance of aligning responsibility, accountability & business processesHow Debra would operationalize this accountability into an organizationHow you can use the PrivacyCode.ai privacy tech platform to enable the operationalization of privacy accountability for developersResources Mentioned: Check out Data Protocol's courses, based on topicEnroll in The Privacy Engineering Certification Program (courses are free)Check out S3E2: 'My Top 20 Privacy Engineering Resources for 2024' Guest Info: Connect with Jake on LinkedIn Privado.ai Privacy assurance at the speed of product development. Get instant visibility w/ privacy code scans.Shifting Privacy Left Media Where privacy engineers gather, share, & learnTRU Staffing Partners Top privacy talent - when you need it, where you need it.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Copyright © 2022 - 2024 Principled LLC. All rights reserved.

Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:Most change efforts in organizations fail. To succeed, says Dr. Ignacio Gafo, you need to focus on the people -- and on the personal. In this episode of 97% Effective, Dr. Gafo explains the two keys to change management, and reveals counter-intuitive tips that leaders overlook: start in the middle, give your detractors a say, and change the wording. Through case examples, we discuss how to uncover "jobs to be done," tackle emotions, and ensure you don't get overshadowed.Dr. Gafo's two keys to change management: “The People and The Personal”Where to start? Who is key?The mistake of starting with people at the very topPeople who really move the needle are middle managers that have “natural influence”Two keys to making your message personal: Address “What's in it for me? and “What do I feel?”Expect resistance, so give people a sayDr. Gafo explains the “Jobs to be Done” concept, so you find the true “need” people haveCase study #1: Change management at VodafoneStep #1: Which departments are most affected, which ones do I need support from?Step #2: Identify the people… WHO is going to move the needle?Step #3: What's the benefit for those people?The thing most people forget: Tackling emotionsGetting the ball rolling: Make sure people are working for the project, for you, and for themselvesCase study #2: Dr. Gafo's experience leading change at IE Business SchoolIdentify champions who are willing to stick their neck outIs it better to set up a separate unit when leading change at big companies?Practical tips: “Trial-ability,” play it down, “change the wording”Keys to keep the ball rolling: quick wins, give creditMake sure you are seen as the leader: Lead the communication!The hard truth: Some will not get on board, and will have to exit the organizationHow teaching in the engineering school at Brown has influenced Dr. Gafo“Combine structure for guidance - with flexibility to make changes”How to thicken your skin and get comfortable with not being popular BIO AND LINKS:Dr. Ignacio Gafo, a global scholar and executive, is the Head at HSLU Lucerne University of Applied Sciences and Arts. His industry experience covers 25 years in corporate leadership at Vodafone, Mars and Canon – and in learning & development at IE Business School, where he served as Associate Dean overseeing their top ranked Global Executive Education programs. Dr. Gafo lectures on change management at the School of Engineering at Brown University (USA), serves as Expert in Digital Marketing at the United Nations Academy ,and contributes as a researcher for the United Nations World Tourism Organization. He holds a PhD in Marketing and Communications at the Complutense University in Madrid, Spain. Dr. Gafo on LinkedIn: https://www.linkedin.com/in/ignacio-gafo-advisor/X/Twitter: @ignaciogafoDr. Gafo's academic profile, Brown University: https://prime.brown.edu/people/ignacio-gafoHSLU: https://www.hslu.ch/en/Job to be Done (JTBD) concept, explained: http://tinyurl.com/6m6wk7c4The United Nations Academy: https://unacademy.un.orgUnited Nations World Tourism Organization: https://www.unwto.orgMichael's Book, Get Promoted: https://tinyurl.com/453txk74Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Kim Seals and Rick Sabatino of West Monroe unpack the findings of the 'Digital Disconnect' report and discuss the complexities of aligning digital strategies with customer demands and team dynamics. Learn about the critical role of organizational structure and culture in successful digital transformations.Read our report, The Digital Disconnect: Linking Vision to Real-World ExecutionIn this episode:Challenges organizations face when aligning their workforce with digital processesImportance of the full C-suite to own digitalSteps for executives to disperse accountability for digital transformation throughout the organizationHow to get buy-in for digital transformationHow companies can avoid investing heavily in technology and data – but leave the “human part” for laterPros and cons of smaller micro-transformations vs longer-term initiativesExample of clients who have been successful at infusing digital into their company culture

Change is the only constant in life, so change is also inevitable in business. Especially in today's world of new technologies and global crises, leaders must be able to adapt and manage the effects of this often chaotic and overwhelming change.In this episode, I go over VUCA theory and its four components: volatility, uncertainty, complexity and ambiguity, as well as the impact of living in a VUCA world. You'll learn why it's important to embrace change as a leader, how to support your team during change and build their resilience, and how VUCA leadership can improve an organization's decision-making, risk management, creativity and more.I also give tips on how to be an effective VUCA leader, and what you can do as a leader to stay ahead of the curve and find opportunity in change.Tune in to find out how the principles of VUCA leadership can help you become a better leader in our ever-changing world!TOPICS DISCUSSED IN THIS EPISODE:The concept of VUCA theoryWhat it means to live in a VUCA world and its impactThe benefits of VUCA leadershipAdapting to change as a leader and organizationHow to find opportunity in a VUCA worldTips to become a VUCA leaderHave questions about leading in a VUCA world? Book a call with Bernadette! https://www.coachmebernadette.com/discoverycallConnect with Bernadette:https://www.sheddingthecorporatebitch.com https://www.facebook.com/shifttorich  https://www.instagram.com/balloffirebernadette https://www.linkedin.com/in/bernadetteboas https://www.twitter.com/shedthebitch This episode was produced by Podcast Boutique https://www.podcastboutique.comSupport the Show.

Change is the only constant in life, so change is also inevitable in business. Especially in today's world of new technologies and global crises, leaders must be able to adapt and manage the effects of this often chaotic and overwhelming change.In this episode, I go over VUCA theory and its four components: volatility, uncertainty, complexity and ambiguity, as well as the impact of living in a VUCA world. You'll learn why it's important to embrace change as a leader, how to support your team during change and build their resilience, and how VUCA leadership can improve an organization's decision-making, risk management, creativity and more.I also give tips on how to be an effective VUCA leader, and what you can do as a leader to stay ahead of the curve and find opportunity in change.Tune in to find out how the principles of VUCA leadership can help you become a better leader in our ever-changing world!TOPICS DISCUSSED IN THIS EPISODE:The concept of VUCA theoryWhat it means to live in a VUCA world and its impactThe benefits of VUCA leadershipAdapting to change as a leader and organizationHow to find opportunity in a VUCA worldTips to become a VUCA leaderHave questions about leading in a VUCA world? Book a call with Bernadette! https://www.coachmebernadette.com/discoverycallConnect with Bernadette:https://www.sheddingthecorporatebitch.com https://www.facebook.com/shifttorich  https://www.instagram.com/balloffirebernadette https://www.linkedin.com/in/bernadetteboas https://www.twitter.com/shedthebitch This episode was produced by Podcast Boutique https://www.podcastboutique.comSupport the show

In Episode 52 of "The Art of We Podcast," Krista and Dr. Will Van Derveer delve into the vital concept of secure functioning within the realm of business partnerships. Listen in to explore how secure functioning applies not only to personal relationships but also to the world of business. The key assertion is that the health, security and success of the business partnership is directly correlated with the health, security and success of the business. Secure functioning comprises three crucial phases in any relationship: feeling connected, navigating ruptures or disconnections, and actively repairing these disconnections. Krista and Will emphasize the importance of fostering trust in these three phases, which significantly reduces anxiety about the inevitable ruptures in any partnership. By actively addressing and repairing these disconnections, business partners can pave the way creating an extraordinary partnership that becomes a real competitive advantage.The episode underscores the significance of addressing personal issues and working towards personal growth within the partnership, ultimately leading to a more fulfilling, creative, and generative business partnership that has the capacity to fulfill the mission and vision for the business.. Secure functioning isn't limited to intimate relationships; it's equally essential for business partnerships aspiring to create something extraordinary.Tune in for an engaging discussion that sheds light on the principles of secure functioning and its transformative impact on business partnerships.Listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or on your favorite podcast platform. Topics Covered:Why business partners and co-founders want a secure functioning relationshipHow the success of a business is intricately linked to the success of the partnershipCo-founders' power to set the culture and maximize their contributions to the organizationHow avoiding difficult conversations can lead to diverting attention from creative tasks to mundane onesThe importance of open communication and clearing the air to reinvigorate creativity and possibilities within the businessResources Mentioned: The Art of We Episode 51: Secure Attachement Vs Secure Functioning In Adult Relationships The Art Of We - Our Top 10 Relationship Agreements Get in Touch: The Art Of We WebsiteThe Art of We Instagram Integrative Psychiatry Institute: Integrative Mental Wellness & Psychedelic Therapy TrainingRate, Review & Follow on Apple...

Meet Mallory. This former nonprofit executive director hit rock bottom as she burned out on the nonprofit grind. Her saving grace: discovering an uncanny connection between coaching and fundraising. Since then, her unique programs combine her technical fundraising expertise with rockstar coaching skills to address the fears and discomforts around asking for money. And she's got the secret sauce to transform your annual fundraising plan. Tune in!Today's GuestMallory Erickson, Founder + CEO, Power Partners FormulaEpisode Highlights4 fundraising tips to transform your fundraising this year: awareness, goal setting, power partner focus, and shifting the culture of your organizationHow to shift your mindset as a fundraiser: it starts with awarenessThe true superpowers of fundraising: vulnerability and authenticityYou can't be authentic and perfect. You can choose to be an authentic fundraiser, or a perfectionistSet a conservative budget goal, and an audacious fundraising goalMallory's Power Partner Focus, and how to implement it to transform your fundraising and donor cultivationHow to better engage your board members and volunteersMallory's One Good Thing: Pull the data. It is easy to attach to something and believe it is true. We believe this because of a belief about ourselves, not because of data.For more information + episode details visit: weareforgood.com/episode/457.Learn how to raise more from the right funders without hounding people for money during Mallory's FREE Webinar on Thursday, August 17 at 12:00 p.m. CT. Sign up here. You know we believe in shaking things up and disrupting the status quo. That's why we're excited to share a new podcast that's doing just that.Future Nonprofit was created by our friends at Historic Agency to elevate meaningful conversations that help us reimagine the entire sector. Listen and subscribe now on your favorite podcast platform or visit futurenonprofit.com. Let's build the nonprofits of the future together. We want to thank the sponsors of this year's Responsive Nonprofit Summit that we co-presented with our friends at Virtuous. Thank you to Community Boost, DonorSearch, Feathr and Philanthropy Network for your support. We are honored to lock arms with you!

This episode is from inside PH SPOT's membership community: The Public Health Career Club.You'll get to listen in on a training session where career club members got a chance to ask Sujani questions. In this episode, we share one of those questions: How did you start PH SPOT? / How can I start a side hustle?What You'll Learn from this Episode:How Sujani started to see herself as someone who could build solutions to solve problems.The story of the first side hustle she launched: a not-for-profit organizationHow and why PH SPOT was builtWhy PH SPOT is incorporated federallyHow to get started with your ideaAbout The Public Health Career Club, PH SPOT's membership community.Today's Guest:Sujani Sivanantharajah is the founder and CEO of PH SPOT. Sujani Sivanantharajah is a public health professional trained in Epidemiology. Her gift and passion lie in building relationships and using these relationships to create and cultivate spaces for people to find meaningful partnerships that can serve their communities. In 2017, this passion led her to build PHSPOT.org, a platform and community for public health professionals around the world to build their dream careers.Sujani holds a Master of Public Health (MPH) degree from the University of Saskatchewan and an Honours Bachelor of Science degree from the University of Toronto.Featured on the Show:The Public Health Career ClubNot Your Average Productivity Course: Get more done in less time, without hustling - A 5-week course for women in public healthThank you to McKool Coaching for sponsoring this episode. Marissa McKool helps women in public health stop overworking and get more REST.Support the showJoin The Public Health Career Club: the #1 hangout spot and community dedicated to building and growing your dream public health career.

White Belts and Plati-Truths (ft. Sebastian Terry, Erin Stafford, and Tucker Bryant)Three speakers, three perspectives, one incredible conversationOPENING QUOTE:“And I think that it's important to show people that there is hope, that you are able to be successful and have an incredible career and family, et cetera, and also still be mentally healthy and still be happy. There is a way to do it.”-Erin StaffordGUEST BIOS:Sebastian Terry is a bestselling author, avid surfer, and founder of 100 Things. Originally from Australia, he now travels the world helping people live more purposeful, fulfilling, and really fun lives.Links:WebsiteInstagramFacebookYouTubeLinkedInTwitterAfter marketing roles at MTV, Apple, Nike, Coca-Cola, and American Express, Erin Stafford became a senior executive at one of the largest healthcare companies in the world. Then she smashed into the wall of serious burnout. Next, she set out on a mission to help other driven type A people beat burnout while still unlocking peak performance.Links:WebsiteTwitterInstagramLinkedInTucker Bryant grew up in the UK, then spent a decade in Silicon Valley working at both Google and Stanford. He's a brilliant spoken word poet, bridging the gap between art and business in his unique keynote performances.Links:WebsiteTwitterLinkedInCORE TOPICS + DETAILS:[10:12] - When Patterns are Broken, New Worlds EmergePoetry and impactAfter hearing from Tucker about the way he weaves poetry into his keynotes to drive transformation, Josh shares how generally breaking patterns and helping audiences think about things differently is one of the most effective ways to generate real transformation. Sebastian goes on to speak about how he uses humor in a similar way — turning insights into memorable calls to take action in the real world.[13:16] - Super Fluffy, Ethereal, Woo-Woo, SoftErin on being yourselfErin shares how she's felt pressure to be a certain way in her presentation — soft, ultra-cheerful, and wellness focused. “That is just not who I am.” Instead, she prefers actionable direction. “What do I need to do today when I go home? Just tell me what the hell I'm supposed to do to get out of burnout?” She wants the tools, and that's what she brings to her keynotes. There is room for both styles in the keynote world, but it's all about determining who you will be.[18:42] - The Trojan HorseHiding the profound in the simpleJosh and Tucker speak about how marketing your message matters. If you present your message as being all about work-life balance and personal growth, planners may put you in a “breakout session on the third day of the conference.” But if you can pitch a big-stage concept, then imbue it with powerful and profound messages, you can deliver on the promise of your keynote while also bringing powerful, positive surprises to your audience.[22:21] - The Individual and the OrganizationHow to speak to both in your messageErin shares how she's found her message of burnout connecting on both an individual level and an organizational level. Finding a message that does both is essential as a keynote speaker. You can't only speak to people on a personal level, but you also can't be focused only on the bottom line. Speakers must find a way to deliver their message in a way that its impact is clear — both for individual human beings who want to improve their wellbeing, and for massive enterprises who want to supercharge their organizational success.[25:39] - What Gets You On the Stage?Our guests speak on what motivates themAsk speakers why they do what they do, and you'll get different answers — but a similar core theme. For Seb, it's about impact. He speaks about letters he's received that detail both personal and organizational transformations that genuinely improve people's lives.For Tucker, it's about turning his own mistakes, missteps, and hangups into opportunities to help others grow. When he reflects on opportunities he's missed in life by sticking to what was comfortable, he sees the opportunity he has to help others break out of their own comfort zones and seize those opportunities.Finally, Erin shares how passionate she is about helping people find real success, the kind of success that doesn't show up in net worth or job title. She's seen amazing leaders who have reached the pinnacles of their careers who are miserable, burnt out, and lost. She believes in showing those people there is hope, that you can be successful and balanced and mentally healthy.Overall, all three of our guests believe in the power of how words spoken onstage can lead to so much more — not just improving financial outcomes, but improving lives.RESOURCES:[2:20] 100 Things, by Sebastian Terry[39:23] The Type A Trap, by Erin StaffordFollow Sebastian Terry:WebsiteInstagramFacebookYouTubeLinkedInTwitterFollow Erin Stafford:WebsiteTwitterInstagramLinkedInFollow Tucker Bryant:WebsiteTwitterLinkedInFollow Josh Linkner:FacebookLinkedInInstagramTwitterYouTubeABOUT MIC DROP:Hear from the world's top thought leaders and experts, sharing tipping point moments, strategies, and approaches that led to their speaking career success. Throughout each episode, host Josh Linkner, #1 Innovation keynote speaker in the world, deconstructs guests' Mic Drop moments and provides tactical tools and takeaways that can be applied to any speaking business, no matter it's starting point. You'll enjoy hearing from some of the top keynote speakers in the industry including: Ryan Estis, Alison Levine, Peter Sheahan, Seth Mattison, Cassandra Worthy, and many more. Mic Drop is sponsored by ImpactEleven.Learn more at: MicDropPodcast.comABOUT THE HOST:Josh Linkner is a Creative Troublemaker. He believes passionately that all human beings have incredible creative capacity, and he's on a mission to unlock inventive thinking and creative problem solving to help leaders, individuals, and communities soar. Josh has been the founder and CEO of five tech companies, which sold for a combined value of over $200 million and is the author of four books including the New York Times Bestsellers, Disciplined Dreaming and The Road to Reinvention. He has invested in and/or mentored over 100 startups and is the Founding Partner of Detroit Venture Partners.Today, Josh serves as Chairman and Co-founder of Platypus Labs, an innovation research, training, and consulting firm. He has twice been named the Ernst & Young Entrepreneur of the Year and is the recipient of the United States Presidential Champion of Change Award. Josh is also a passionate Detroiter, the father of four, is a professional-level jazz guitarist, and has a slightly odd obsession with greasy pizza. Learn more about Josh: JoshLinkner.comSPONSORED BY IMPACTELEVEN:From refining your keynote speaking skills to writing marketing copy, from connecting you with bureaus to boosting your fees, to developing high-quality websites, producing head-turning demo reels, Impact Eleven (formerly 3 Ring Circus) offers a comprehensive and powerful set of services to help speakers land more gigs at higher fees. Learn more at: impacteleven.comPRODUCED BY DETROIT PODCAST STUDIOS:In Detroit, history was made when Barry Gordy opened Motown Records back in 1960. More than just discovering great talent, Gordy built a systematic approach to launching superstars. His rigorous processes, technology, and development methods were the secret sauce behind legendary acts such as The Supremes, Stevie Wonder, Marvin Gaye, Diana Ross and Michael Jackson.As a nod to the past, Detroit Podcast Studios leverages modern versions of Motown's processes to launch today's most compelling podcasts. What Motown was to musical artists, Detroit Podcast Studios is to podcast artists today. With over 75 combined years of experience in content development, audio production, music scoring, storytelling, and digital marketing, Detroit Podcast Studios provides full-service development, training, and production capabilities to take podcasts from messy ideas to finely tuned hits. Here's to making (podcast) history together.Learn more at: DetroitPodcastStudios.comSHOW CREDITS:Josh Linkner: Host | josh@joshlinkner.comConnor Trombley: Executive Producer | connor@DetroitPodcastStudios.com

What does CSO stand for at your organization? Is it short for Chief Security Officer... or Chief Scapegoat Officer?In this episode, Ivanti CSO Daniel Spicer talks about how he never thought he'd be a CSO, and the unique pressures that security executives face from their own internal leadership teams and external regulations or (worse) insurance companies.Listen in as Daniel and Ashley dig into:What counts as a "breach" -- legally and ethically -- and the conflicting pressures to either report or not.How hackers try to bluff their way into a breach...... and how "breach coach" insurance lawyers may or may not try to pressure teams out of reporting incidents they should.Where to find the best internal allies to help you stand up to undue pressures and maintain your ethical high grounds.The #1 thing security leaders should do during their interview process to make sure they're signing on with the right organizationHow -- if you do get fired due to a breach -- it's not the end of your career as a security professional. Next episode going live June 29, 2023!New episodes publish around the second and fourth Thursdays each month. For all show notes, resources and references, head to Ivanti.com/SecurityInsights Join the conversation online on LinkedIn (linkedin.com/company/Ivanti)

Michael Burton, CEO of the martech consulting company Stitch, joins this podcast episode to discuss best practices to use in today's environment of a boutique consultancy!Other topics discussed in this episode include:The connection between embedded services and a boutique consultancyCriteria for selecting the right business partnersThe importance of building up consultants within your organizationHow to make sure your partners are growing alongside your firmThe three paths to focus on when growing your consultancyWhat services look like on an ongoing basis as opposed to initial implementationHow to grow your consultancy without adding more clientsLearn more about Michael and Stitch here: https://www.stitch.cx/

Rishad Tobaccowala is a business strategist, thought leader, and the author of Restoring the Soul of Business: Staying Human in the Age of Data, published by Harper Collins. Rishad is working on his second book, “ Re-Thinking Work” which McGraw-Hill will publish in 2024. Additional writings can be found in the “The Future Does Not Fit in the Containers of the Past”, read by 25,000 leaders worldwide every week. Rishad most recently was the Global Strategist and Chief Growth Officer of the 100,000-person marketing and business transformation Publicis Groupe and has been named by BusinessWeek as one of the top business leaders for his pioneering innovation and TIME magazine dubbed him one of five “Marketing Innovators.”In this episode, we discuss:  How his degree in Advanced Mathematics led to a career in Business TransformationWhere he gets inspirationHow to leverage practical tools and techniques to stay relevantHow to tell Truth to Power in your organizationHow aspiring authors can rethink the math and model of content monetization How to become a thoughtful content creator The difference between jobs and workHow not to outsource your futureDelivered with clarity and humor, it's an honor to present Rishad Tobaccowala on The Career Refresh. Connect with Rishad TobaccowalaGet the book HERESubscribe to Rishad's free Substack HERERead Rishad's most popular pieces curated and categorized HEREWebsite HEREFollow him on LinkedIn Support the show Jill Griffin is on a mission to improve life in the workplace by helping leaders increase their well-being, intentionality and impact. Jill's executive coaching, strategy, and innovation have generated multi-millions in revenue for the world's largest agencies, start-ups, and well-known brands. She works with individuals, teams, and organizations to create cultures allowing leaders to increase performance and impact while maintaining well-being. Visit JillGriffinCoaching.com for more details on: 1:1 Career Strategy and Executive Coaching CEO Advising and Consulting Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Grab an individual Strengths & Strategy Session with Jill Griffin HERE Get on Jill's email list to get career insights and tips Follow @jillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

Leadership skills manifest in different ways in all forms of organizations. In sports, some lead by example while exuding confidence, like hockey legend Mark Messier when he scored three goals in a game he guaranteed the New York Rangers would win en route to a Stanley Cup. For others, like Pittsburgh Steelers Hall of Fame safety Troy Polamalu, it's about the quiet consistency of showing up for your teammates as he continued attending optional offseason practices to mentor young players.Leaders aren't always team captains or rank atop an organizational chart, but building leadership skills is essential to giving your career upside in the sports industry. Today's guest on the WorkInSports Podcast is Casey Katofsky, co-owner of three minor league teams (Northern Colorado Owlz, Northern Colorado Hailstorm, and the Grand Junction Jackalopes).Katofsky is also the Executive Director of Operations for the newly opened Future Legends Sports Complex, a 118-acre sports complex with a professional stadium, multiple baseball diamonds, multi-purpose fields, an indoor bubble sports arena, lodging, and retail in Windsor, Colorado, that is set to become a mecca for sports tournaments (and the commerce that follows it). He talks with VP of Content and Engaged Learning Brian Clapp about:How to become a leader regardless of your role in an organizationHow he built his leadership skillsThe role of influential MLB players such as Ryan Spilborghs, Torii Hunter, and Carlos Gonzalez in making the Future Legends Sports Complex a realityWhat traits he looks for when deciding whom to hire on his staff

What do people say about you at work when you're not in the room? What are you known for? Your career opportunities and advancement likely depend on this. I'm not talking about gossip. I'm talking about your personal and professional brand. You have one, whether you've cultivated it deliberately or not. Listen to learn more about what this means, and how to use it to your advantage.In this episode of The Career Rx we'll discuss:Descriptions of some common professional brand traitsUnderstand the value your brand can bring to your organizationHow to make sure your brand is positioning you for the right opportunitiesToday we explore personal branding through the lens of the traditional workplace. All employees have a brand - you are your own business, in a sense. Put your professional brand to work (no pun intended) to advocate for the advancement, assignments, and opportunities that you really want!In this Episode: [3:00] What is personal branding for employed professionals?[6:20] Some common archetypes and trait examples -both good and bad[12:35] Answer this one question[15:45] How to shift your branding for the advancement you want and deserveLinks and Resources: The Branding Rx - 18 hours of CME, mastering digital strategies for advancing your career, building your business, and growing your professional brandIndustry Insider - 12 hours of CME, learn exactly how to land a rewarding nonclinical career without a new degree, special connections, prior experience, or a pay cut Support the show

Continuing this Business Monday series, we will focus on how people perform in a growth-oriented environment and allow themselves to work in their areas of expertise. Dive in today to prevent losing or wasting your team's full potential and talent!Key Takeaways To Listen ForWhat talent means in a business3 types of a person you will find within an organizationWhen does wasting people happen?The importance of knowing your role in the organizationHow you should view your people's development of expertise Resources Mentioned In This EpisodeJohn LasseterPixarDisneyConnect With UsMaster your context with real results leadership training!To learn more, visit our website at www.greatsummit.com.For tax, bookkeeping, or accounting help, contact Dr. Nate's team at www.theincometaxcenter.com or send an email to info@theincometaxcenter.com.Follow Dr. Nate on His Social MediaLinkedIn: Nate Salah, Ph.DInstagram: @natesalah Facebook: Nate SalahTikTok: @drnatesalahClubhouse: @natesalah

Overview We're back with episode 6 of #Employer Branding: The Inside Podcast! In today's episode, Aki Friedrich, Director of Learning Experience at Superside, shares valuable #insights on implementing L&D strategies that contribute to business success. Also, we talked about the #purpose of learning and development, and how it can integrate or influence employer branding. What you'll learn by listeningWhat is learning and development in an organizationHow growth happens when L&D initiatives are put into practice Understanding the purpose of L&D for an organization How L&D is a sustainable function when it contributes to business success L&D on a budget: how can smaller organizations implement an L&D strategy Basic tips managers can use to implement L&D strategies in their organizationsChallenges associated with creating clear career pathsHow does Learning and Development integrate or influence Employer BrandingAbout SupersideSuperside is the leading Creative-as-a-Service (CaaS) company that helps over 450 ambitious brands get great design and creative done at scale. With our design subscription service, marketing and creative teams can unbottleneck design, move faster and drive more reliable creative performance. We help the world's leading companies like Google, Meta, Amazon, Salesforce, Red Bull and Boston Consulting Group with advertising creative, brand design, video production and more. No longer chained to over-taxed in-house creative teams, our customers reduce costs and move quickly with infinite scale.

Welcome back Medicine Mavens! We are so excited to return to you this week with even more details on securing a 6-figure grant!In this episode of the Funding Your Healthcare Practice podcast Dr. Omolara shares the necessity of crafting a budget in order to help you get funded. You'll learn a lot in this episode about budgeting and how to create milestones that support the growth of your healthcare practice. In this episode you'll learn:Why it's so important to create a budget narrative for your healthcare practice or organizationHow the element of the budget NOT help you run your practice, but grow your practiceWhat a money milestone plan is and how to begin crafting one for your healthcare practice or organizationThe amount of time you should be budgeting your expenses for when it comes to presenting to funders…and so much more!This is another episode full of information, so be sure to take notes and reach out to us with any questions you may have.Find the show notes at: https://bit.ly/episode7shownotesRead the transcript for this episode at: https://bit.ly/episodeseventranscriptLIVE Application Workshop: bit.ly/mmworkshopapplication_march23FREE WEBINAR: The 5-Keys to Help Mission-Driven Health Practices Bring in $500k in Grants & Contracts Every Year : https://bit.ly/fivekeysforfundingwebinar Send Dr. Omolara a voice message at the link below, whether you have a question about funding a mission-driven health practice or a response to this episode. She'll answer your question on air!Send a voice message: https://melaninandmedicine.co/messagesSubmit an intake form: https://bit.ly/practiceintakeformResources: bit.ly/melaninandmedicineOur website: melaninandmedicine.coLinks mentioned in this episode: LIVE Application Workshop: bit.ly/mmworkshopapplication_march23Don't forget to subscribe, rate and review the podcast and tell us your key takeaways! CONNECT WITH US! Instagram LinkedIn Twitter

Summary:Al Adamsen is all about “People Data for Good”. He's the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises. In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond. Chapters:[0:00 - 5:43] IntroductionWelcome, Al!Today's Topic: Lessons Learned From 2022 and How They Will Influence 2023[5:44 - 16:05] What did you learn about people analytics in 2022?Organizations need to realize the value proposition of talent intelligence within people analyticsHow people analytics would change if employees had the option to opt-out of their data being used by their employer[16:06 - 25:18] Using people data as a learning toolHarnessing data to learn how people data can best work for your organizationHow publishing data can help us all learn and grow[25:19 - 34:50] Where will people analytics go in 2023?Time is not an infinite resource and it will play a critical role in future workforce planningNewer generations of workers bring different expectations to the workplace[34:51 - 35:35] Final Thoughts & ClosingThanks for listening!Quotes:“What I fear about American society right now is that we're not able to [learn at speed, at scale, and in a sustainable way]. . . . It's not about (as a leader) collecting the data, developing a strategy, and being agile.” “We're talking about skills and human beings still like they're an infinite resource, but we're all constrained by time. . . . We have to [better] understand capability.”Resources:PAFOWPAFOW LiveContact:Al's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

What you'll get out of our conversation:How to build a feedback culture The importance of cultivating deep relationships with your teams and the value that comes from itHow to make failure part of successHow to avoid change fatigue  in the organizationHow to increase change adoption in the marketWhat it means to integrate a startup into a multinational conglomerate like Siemens Have fun and make sure to connect with us: Stefan on Linkedin Me, Helena, on Linkedin or Instagram , or visit my website for more inspiring change stories----------------------------------------------Hey fellow change enthusiast,I hope you enjoyed our conversation. Please share my podcast with people you think may also enjoy the insights. Please rate and review me as this helps me reach more change enthusiasts like yourself. Thank you for tuning in,Helena Follow me for content on healing, growth, and transformation to unleash your authentic self and find your purpose ✨ TikTok: https://www.tiktok.com/@helena.unapologeticInstagram: https://www.instagram.com/helena_unapologetic/ LinkedIn: https://www.linkedin.com/in/helena-arjuna-suter-65471740/ Youtube: https://www.youtube.com/channel/UCcOt6Yo8eFgLQxLGmfQ5qHQ Thank you for sharing, rating and reviewing this episode, it helps us grow and reach more people like you.-Helena

In this episode Jaime talks with Liz Gross, founder and CEO of Campus Sonar, about anti-racism in higher education. As colleges and universities work to deepen their commitment to diversity, equity, and inclusion (DEI), many have taken the step to pledge themselves to the cause of anti-racism. This work, however, requires the commitment of many more across campus. Takeaways from this episode include:How anti-racism is different from being “not racist”Steps leaders can take to bring an anti-racist approach to their organizationHow white people can – and need to be – engaged in this across campusWays to recruit and retain staff from marginalized communitiesBoth Liz and Jaime acknowledge that, as two white women, they likely get things wrong and they apologize in advance for any harm they may cause in this conversation.About Confessions of a Higher Ed CMO​​Confessions of a Higher Ed CMO is sponsored by our friends at Mindpower- a full-service marketing and branding firm celebrating nearly thirty years of needle-moving, thought-provoking, research-fueled creative and strategy. Mindpower is women-founded and owned, WBENC certified, nationally recognized, and serves the social sector – higher education, healthcare, non-profits, and more. The Mindpower team is made up of strategists, storytellers, and experience creators. From market research to brand campaigns to recruitment to fundraising, the agency exists to empower clients, amplify brands, and help institutions find a strategic way forward. Learn more about Mindpower here! Confessions of a Higher Ed CMO is a part of the Enrollify Podcast Network.  If you like this podcast, chances are you'll like other Enrollify shows too!  Our podcast network is growing by the month and we've got a plethora of marketing, admissions, and higher ed technology shows that are jam packed with stories, ideas, and frameworks all designed to empower you to be a better higher ed professional. Our shows feature a selection of the industry's best as your hosts. Learn from Mickey Baines, Zach Busekrus, Jeremy Tiers, Corynn Myers, Jaime Gleason and many more. Learn more about The Enrollify Podcast Network at podcasts.enrollify.org. Our shows help higher ed marketers and admissions professionals find their next big idea — come and find yours! 

In this episode, Corinne and Christina sat down with Aleka Shunk, of "Aleka's Get-Together," to discuss the "key" to tracking keywords and managing content. If you are looking to cook up traction for your website, this podcast will provide you with the tips and tricks to keywords and content. LINKS MENTIONED IN THIS EPISODE:Smart Influencer Business Organization Planner: https://smartinfluencer.com/organizationHow to Outrank Bigger Sites with Aleka ShunkA Unique Approach to SEO with Brandon GailleQuick SEO Wins with Casey MarkeeTips for a Solid SEO Strategy with Casey Markee********************************DISCLAIMER: This audio and description may contain affiliate links, which means that if you click on one of our recommended products, we may receive a small commission at no additional cost to you. This helps support our show and allows us to continue to  provide you with valuable content. Thank you for your support!********************************FULL SHOW NOTES: https://thesmartinfluencer.com/tracking-keywords-and-updating-content/JOIN OUR COMMUNITY:https://www.facebook.com/groups/214681812013517https://www.instagram.com/thesmartinfluencer/

This week's episode is a little different.  I wanted to share with you my thoughts on “quiet quitting” and “quiet firing”.  And more recently, “quiet promoting”.  Basically it comes down to assuming bad intent.  Employees are realizing they may need to create some boundaries  but companies are concerned they are disengaged and “quiet quitting”.  Or, an individual feels like more work and taking on more responsibilities but not getting a promotion, so therefore, they feel the company may be “quietly promoting” them.  On the flip side, people believe their company is sending negative signals about their role and their employment, and worry about “quiet firing”.  In my opinion, in all these situations, it all comes down to communication.  Here's a thought… Let's actually start talking to each other!!  In this episode I share my thoughts on these click-bait trends (and yes we know we used it in our own headlines this week).    So whether you are an employee, a manager or if you are in HR, I really encourage you to listen to this episode to recognize how we might be biased in what we are experiencing.  And if there is truth to the situation (you are disengaged, you are avoiding a tough conversation, you aren't recognizing your team) then we share some tips on how to identify that and start the real conversation that needs to happen.In this episode, you will specifically learn about…As a manager…How to have  hard conversations that you need to have with an employeeHow to improve communication to try  to calm uncertainties in your organizationHow to recognize an employee even if a promotion isn't available right nowAs an employee… How to set boundaries and talk to your manager about themHow to interpret  “negative” signals from your company? How to talk to your manager about your  career path (or apparent lack of it) How to identify if you are disengaged or just burned outHelpful resources…The Ladder of Inference - Mindtools.com Leadership and Self-Deception - Getting Out Of The Box - The Arbinger InstituteIs It Time To Find A New Job, Are You Just Having A Bad Day Or Hitting A Ceiling? - Shine At Work Podcast episode 69, season 3More about Karen…I'm Karen Weeks, the CEO & Chief Shine Officer (aka transformation coach) at KDW Coaching, the host of the Shine at Work podcast, award winning culture leader (currently leading the People team at Ordergroove), a speaker anWelcome to the Shine at Work Podcast! On this show, your co-hosts Karen and Dan will shine a light on your job search so you can land a role that lets you flex your strengths and progress your career in an environment you actually look forward to working in each day. From creating a stand-out resume, to confidently negotiating your salary, to finding your footing as a new manager, you can expect to hear actionable advice to help you shine your brightest in your role. Karen D. Weeks is the CEO and Chief Career Coach of Shine at Work Coaching. She has over twenty years of HR experience, including as CPO at Ordergroove. Dan Carr is a Shine at Work Career Coach with over a decade of recruiting experience helping high-growth startups expand with top talent. Connect with Us! Website Instagram Karen Weeks on LinkedIn Dan Carr on LinkedIn

Does a chapter executive make for a good CEO of the national association? How do you foster engagement among longtime members? And what do you do when your industry is just begging for people to join?In this episode of Associations Thrive host Joanna Pineda interviews Aaron Hilger, CEO, Sheet Metal and Air Conditioning Contractors' National Association (SMACNA). Aaron introduces the SMACNA, shares his journey to becoming CEO, and then shares how SMACNA is increasing engagement among members and potential recruits. He talks about:How chapter leaders are often overlooked as potential leaders of the national organization but they are well positioned because of their experience and knowledgeHis funny first day as SMACNA CEOHow associations are increasingly not based from the city where their association is basedHow to integrate new, remote staff into an increasingly remote organizationHow the pandemic has forced all of us to think about environments we live in, including and especially the air quality in our buildingsHow he's trying to foster engagement among contractors who are dues-paying but not engagedThe Heavy Metal summer camps that are teaching high schools students what it's like to work for a sheet metal contractorReferences:SMACNA WebsiteHeavy Metal Summer Camps

Rob Krecak is a thrill-seeker, self-professed nerd, question-asker, voracious reader, competitor, keynote speaker, and business builder. When he first got his Wall Street job as a sell-side equity analyst out of college, he thought he'd made it. After buying everything he wanted on his wishlist, he realized that he still wasn't happy. He listened to his deep-down desire to help more people by leaving finance to eventually own three Anytime Fitness health clubs and four uBreakiFix cell phone repair stores. As someone vulnerable to technology's addictive hold from a young age—video games and Facebook in particular—Rob is on a mission to help individuals and companies reduce burnout and get back time to master their careers and lives. He founded Humans First to provide a one-of-a-kind coaching experience that analyzes and coaches people's efficiency and energy by paying attention to their mindfulness with technology.  In this episode, he shares 3 key productivity improvements that reduce stress and drive growth in business. Insights he shares include: Can productivity improvements make a four-day workweek a realityWhy Rob believes that social media can be detrimental to your overall well beingHow did you achieve technological and productivity mindfulnessWhy productivity improvements matter and tips to help improve itWhy the use of technology is one of the hardest problems to solveHow to better communicate to gain productivity improvementsWhat businesses can do to help their employees communicate betterHow addressing culture, communication, and productivity can produce productivity improvements, drive growth, and better mental health across an organizationHow best to use science and data to help bring about productivity and efficiency gainsand much much more ...

In many organizations, those who supervise individual contributors are often neglected when it comes to development opportunities. Not at WM. Phil Rhodes describes how they are providing a transformative program for all 3,600 of these leaders, which has led to 90%+ retention rate for those who complete the program. You'll want to take notes to capture all the fantastic strategies Phil shares.Phil is Head of Learning and Leadership Development at WM, formerly Waste Management, a Fortune 250 company and North America's largest environmental services company. Phil joined the People Organization at WM in 2021 and led the successful reorganization of WM's learning organization. This effort supported the design and delivery of more consistent learning and leadership development solutions for the company's 50,000+ employees. Phil and his team at WM were just named Bronze Winner of the Learning in Practice Award by Chief Learning Officer for their first-line leaders program.You'll discover: The “listening tour” Phil conducted before re-designing WM's learning organizationHow the CEO and the leadership team consider “People First” before making decisions that impact employeesWhat WM did to provide a virtual coach to every front-line leaderHow Cohort Learning is used to support learners and ingrain skillsWM's generous program for educational assistanceCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

Summary:Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm's proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession. In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well. Chapters:[0:00 - 3:26] IntroductionWelcome, Gerry!Today's Topic: The Value of Successful Succession Management[3:27 - 9:05] What are the issues with conventional succession managementMost companies are unprepared for an executive successionSuccession management happens too slowly[9:06 - 20:54] Pragmatic improvements to make succession planning more effectiveBuilding a succession management planLooking at succession deeper in the organization (beyond the C-suite)[20:55 - 27:10] Succession planning for all levels of an organizationCreating self-sufficiency with plans that can be moved down an organizationHow to maintain succession plans[27:11 - 30:04] Final Thoughts & ClosingSuccession management as a business process (as opposed to an HR process)Thanks for listening!Quotes:“86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.”“All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].”Contact:Gerry's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Discover the four traits that drive a person into leadership in this episode with Michael McCloskey. We'll be sharing tools to assess your leadership style, your effectiveness as a leader, and a job model that boosts the people side of a business. So, tune in to help your team grow in their genius zone! Key takeaways to listen for2 main causes of workplace failuresPowerful communication tips for leadersThe value of collaboration within a team or an organizationHow the fear of disappointing people can lead to overcommitment3 qualities to look for when hiring new peopleEffects of a healthy working environment on workersAbout Michael McCloskeyMike McCloskey Founder and CEO of HumanLytics Team. As the former VP of operations and Director of Learning for globally recognized companies, he's been fortunate enough to be a part of amazing teams over the years. Trust, collaboration, and that unstoppable feeling - it's magic. So, how do you design a winning team to drive results? Is it more about raw talent or chemistry? How do you scale that design across the organization so productivity soars and your culture thrives? He loves teaching and sharing the talent optimizing skills and assessments that helps his clients achieve their strategic plans.Connect with MichaelWebsite: HumanLytics LinkedIn: Michael McCloskeyConnect With UsMaster your context with real results leadership training!To learn more, visit our website at www.greatsummit.com.For tax, bookkeeping, or accounting help, contact Dr. Nate's team at www.theincometaxcenter.com or send an email to info@theincometaxcenter.com.Follow Dr. Nate on His Social MediaLinkedIn: Nate Salah, Ph.DInstagram: @natesalah Facebook: Nate SalahTikTok: @drnatesalahClubhouse: @natesalah

This week's guest is Chef Dennis, the founder of the food blog, Ask Chef Dennis. Incidentally, he is also a chef!Dennis was always a fan of food. He gained early inspiration was Graham Kerr, an Australian television chef who showed him how great you could make people feel by cooking for them.Professionally, he started out as a prep cook, carefully observing the chefs with the aspiration of moving into that role. After a chef at the restaurant he was working in was injured during a busy weekend, Dennis got his big break.Later, following a bout with carpal tunnel, Dennis moved into business dining for a time and then on to a school where he revamped the dining program and also stared educating students on cooking. His blogging stared as an output of what he was teaching at the school and eventually grew to have a worldwide following!Some key points we hit:Dennis' path of trying to do a lot of things and finding out what he wanted to doIntroducing change to an organizationHow people can get satisfaction from cooking for themselvesIn addition to cooking personally, Dennis enjoys reading and music. He also became a travel blogger almost by accident and enjoys trying the cuisine in all different places and telling people about it.Note from Rabiah (Host): It was so funny when Chef Dennis mentioned Graham Kerr because I too watched his show but not to the same end. He was wild! And it was a lot of fun to watch his cooking show. I am not someone who ever watched the Food Network but I have been entertained by some chefs. What I like about Chef Dennis is that he always ends up going back to what he loves, which is food, no matter how is is lead to it. +++++ Find Chef DennisWebsite: https://www.askchefdennis.com/Facebook: https://www.facebook.com/AskChefDennis/Instagram: https://www.instagram.com/askchefdennis/ Pinterest: https://www.pinterest.com/askchefdennis/ Twitter: https://twitter.com/askchefdennis/ YouTube: https://www.youtube.com/askchefdennis +++++ More than Work Facebook, Instagram, Twitter: @morethanworkpod Please review and follow anywhere you get podcasts. Thank you for listening. Have feedback? Email morethanworkpod(at)gmail.com!

Are you a trusted leader? If not, why? And what can be done to restore trust in an organization When trust is lost, it can be difficult to get it back. But with the right leadership and commitment in place, an organization can restore trust and build sustainable organizational health. In this episode we discuss… The role and impact of trusted leaders within an organizationHow we asses our current leaders to determine their trust levelHow to develop trust and trusted leaders in your organizationDr. Travis's TrustED frameworkThe people-first model of organizational health About Our Guest Dr. Travis is the founder of TrustED, a framework for business, organization, and school improvement focused on developing trusted leaders. In addition, he is an Executive Consultant with the Global School Consulting Group, an Adjunct Professor for the International Graduate Program of Educators for the State University of New York College at Buffalo, and an experienced teacher and school administrator, currently serving as the Superintendent of the Village Christian Academy in Fayetteville, NC. Dr. Travis is also the author of the award-winning book "TrustED: The Bridge to School Improvement" Resources Mentioned on the Show The Transcript Dr. Toby Travis: The number one indicator of successful organizations is trusted leadership. And it doesn't seem to matter how we measure success or how we define success rather. So in the academic world, right, if we look at student achievement levels in the schools where we have the highest levels of student achievement, we have a direct correlation to the highest levels of trusted leadership at the school. When we look at retention rates of employees, right and this is across the board, education sector, corporate sector manufacturing, the number one indicator of a highest levels of retention, trusted employers. James Laws: Welcome to another episode of the leading to fulfilment podcast where everything we talk about is meant to encourage people first leaders empower individuals to achieve fulfillment and to help your organizations become places people love to work. I'm your host James Laws and I have a terrific show in store for you my guest. This episode is Dr. Toby Travis. Dr. Travis is the founder of the TrustED, a framework for business organization and school improvement focused on developing trusted leaders. In addition, he's an executive consultant with the Global School Consulting Group and Adjunct Professor for the International Graduate Program of Educators for the State University of New York College at Buffalo, and an experienced teacher and School Administrator currently serving as a Superintendent of the Village Christian Academy in Fayetteville, North Carolina. Dr. Travis is also the author of the award winning book TrustED: The Bridge to School Improvement. In my conversation with Dr. Travis we discuss the role and impact of trusted leaders within an organization, how we assess our current leaders to determine their trust level, how to develop trust, and trusted leaders in your organization. Dr. Travis is trusted framework and the people first model of organizational health, we cover a lot. But before we get into all of that, I want to invite you to subscribe to the leading fulfilment podcast in your favorite podcast tool. We're on Apple and Google podcasts, Spotify, or you can watch us over on YouTube. Now. Let's jump into my conversation with Dr. Toby Travis. Dr. Travis, thank you so much for joining me on the leading to fulfillment podcast. James Laws: Thank you, James, great to be here. I am really, really excited about this conversation. Because one of the things that you talk about a lot seems to be kind of your operating thesis is on this idea and this concept of trust. And I coming from my thesis of trying to help my team and help other businesses become places people want to work and love to work because they have people first leaders who are focused on their fulfillment. I think there's definitely a relationship between this idea of a trusted leader and a people first leader. And so to kind of get us started just a little bit, I wonder, based on your experience and education based on your research on the the concept in the ideas of trust. And your that background? How do you approach this topic of fulfillment? Dr. Toby Travis: Well, I've got a data guy here and maybe even a bit of a data geek. I'm a big believer in let's let's look at the numbers. Let's look at the research, let's make our decisions on what we invest in as far as professional development and organizational improvement. Let's take a look at the numbers. And so you start looking at the data. And what you find. And as you know, my background and interest in this area really came out of Workiva rather toxic environment and try to figure that having the opportunity to be in leadership of that organization. It's like okay, what do we do about this? And what I have learned through sitting on the shoulders of giants who have done research certainly before me, and then what was affirmed and confirmed in the work that I've done is we've discovered that the number one and this is the research, the number one indicator of successful organizations is trusted leadership. And it doesn't seem to matter how we measure success or how we define success rather. So in the academic world, right? If we look at student achievement levels in the schools, where we have the highest levels of student achievement, we have a direct correlation to the highest levels of trusted leadership at the school. When we look at retention rates of employees, right and this is across the board, education sector, corporate sector manufacturing, the number one indicator of the highest levels of retention, trusted employers, you know, we've seen the opposite as well for years so the number one reason people leave it organization is they don't feel supported by their supervisor or their leader. And so we see the opposite effects as well. But again, back to the primary world that I work in the education sector, we see student achievement levels, we see teacher and teacher student retention in the private sector, we see community involvement, how do you ensure higher levels of community engagement and support? Focus on developing high levels of trusted leaders? financial bottom line, and here, you know, we look at small business model, where do we see businesses exceeding the best? It's at those businesses that understand the importance of that key relationship between the owner or the leader, and the employees. And when they get that, right. It's almost magic changes. It's like all these other good things start happening, we see the highest levels of innovation happening. When people are working environment, they feel like they're okay to make a mistake. My boss, trust me, even if I blow it, those people invest themselves deeper, and we see higher levels of innovation, creativity, problem solving, all of those indicators go up remarkably, and one last piece of data authorized to just it's kind of a winter appetite kind of thing. There was a study in 2018. On the return on investment, when businesses invest in the development of trusted relationships between admin and employees, they actually came up with $1 amount. It actually so for every dollar a company spends on professional development of this type, there is a one to $7 return. Wow. Yeah, so the point is, businesses operate better. It costs less money to actually operate an organization where there's high levels of trust. James Laws: You know, and what you say and listening to the numbers, you know, it sounds obvious to say, right, that businesses and organizations with trusted leaders are going to do better than organizations without trusted leaders. And yet, and yet, we see it on the news headlines, and we see it all over the place, that many organizations are being run by or have within their organizations, leaders who lack have lacked the trust of their teams. I think that honestly, I think this is a big reason for the great resignation, right? And what you're seeing is a bunch of people who say, we don't trust you anymore. Like we were in the middle of a financial, like individuals in a financial crisis. And you're worried about whether or not we're in an office or not, and you're laying people off, even though businesses are hitting sometimes record numbers and just laying people off. The corporations and the leaders of these corporations have lost trust. And yeah, it seems like untrustworthy leaders still seem to get promoted inside of these corporations, because of I mean, I guess the bottom line and being able to make the margins make sense for the stakeholders, Dr. Toby Travis: Yes. And yet what you will find, though, fortune 100 companies, they spent a lot of money on this, a lot of money, you may be aware of a Forbes picked up about three different articles they've done in the last few months that have featured by writing, and that's a really a kind of a surprising, you know, for an academic, it's kind of like, what am I doing in Forbes. But this really resonated apparently with their readership. And what you find is now the biggest and the best and the brightest companies, actually, they spend a lot of time money and investment on this. Yeah, where what you're looking at, or what you're referring to is when you look at, well, look at this set. 70% of new businesses fail 70% of new business initiatives fail. And in the education sector, 70% of school improvement initiatives fail interesting, that step hangs and hangs and hangs. So then you look at okay, what's what's behind that? The big why question why so why the vast majority of new initiatives and businesses failing, it comes down to execution. All right, this is what we see. And then when you look deeper, what what is it about the execution of these initiatives are businesses that fail? Guess what the number one indicator is? Trusted leadership? Yeah, it's just not there. And you know, and it's just boom, here we are again. But when you look at that 30% that are rockin it.That 30% Whether it's in the business sector, the corporate sector, the nonprofit sector, the education sector, those are the organizations companies and schools who are intentionally assessing their trust level, intentionally developing through coaching and professional development. And I mean, there's resources they invest dollars into this to ensure that it's in place, because again, the return is real and tangible and and there Just a myriad of benefits that happen when we keep that the priority. James, my observation has been now being around this for years is there's this idea. Well, either you're trusted or you're not, you know, we throw it into the soft skill category. And we just kind of hope people have get it. And nothing could be further from the truth. Trust and the competencies and skill sets that support trust, are assessable. They're trainable. They're identifiable, we know how to fix this. And again, but I see the organizations that intentionally address it. They're seeing really amazing things happen even in the midst of a world that's in crisis. James Laws: Yeah. And you know, and you talked about, we can fix this. And I actually want to talk a little bit about that. But before we do, to the, to the listener, who's listening to everything that you're saying, and says, You, I'm convinced, right, like, I believe that, will I as a small business, as an organization, I have to invest in developing and creating a space for trusted leaders? How do we assess even our current leadership and assess our trust levels? Dr. Toby Travis: Well, there's a variety of ways to do that. So and really, I recommend you, you use a variety of assessments. In education, we talked about the triangulation of data. And that means we want to be looking at multiple perspectives or data points to get a true picture of what's going on. I've had the pleasure of being involved in developing some assessment tools. And we could start there. In fact, I can share a link with your listeners for a Free Self Assessment. Now, it's not true data, it's like a reflection exercise, surely induce you to the kind of questions we should be asking. But then I can also provide you a link to a research based evidence based validated weather 360 type tool, where employees are surveyed about their leaders, and we actually get data to drive them. There's also just informal assessments, there are indicators that you can make, looking at our organizational structure, organizational practices. One example, when I work with a school or a client company, one of the first things I do for them is what I call a document review. So I say, Send me your employee handbook. And what I do is I go through that handbook, and I look to identify any policies or structures, protocols that are based on distrust. And we and that will give us an assessment of what what kind of a cultural rebuilding, because it all workstreams somebody in the organization blows it, right, they did something stupid. And so some administrators as well, that's never going to happen again. So they make a policy, they try to fix it by policy. And really what they end up doing most times is they're penalizing everybody, for the errors of a few or the one. And then this becomes part of the culture. And one of the first ways to assess, okay, how many policies that we created? How many protocols do we have in place that are here because we don't trust our people? Well, if you have to have all of these policies for accountability, or whatever in place, then you're gonna go back to look at an HR problem. And we've been hiring the right people, right? And the more you get those structures away, right, the more you extend Trust, the more trust you get in return, you know, these these are tools and methods for assessing the trust at base gigs, the basically looking in the mirror, what are we doing that's based on trusting our employees or what's what are we doing, that's assuming we don't trust them. And so there's both kind of an informal way. But there's also statistical ways. There's some tools out there, Jim Collins has some tools available, you know, the, Good to Great work, David Horsager , The Trust Edge, they've got some great resources available for especially the business and corporate world. Now, there's some, there are some research based tools that you can and should avail yourselves of, and to invest in. But there's also just some good practice for reflective practice. That will get you a long ways down the road, as well as just asking your people. James Laws: And I think that's a really important thought to write you talk about, there's a lot of ways we can do this with with really good data and getting good metrics, good surveys, good, anonymous approaches 360 where people can feel open it but if you are somebody who's listening to this and you're like, I want to be a trusted leader, well, that's the first step. The second step is now be reflective and be be you know, be honest with yourself and in your one on ones ask yourself what is my what is my direct report telling me and what are they not telling me? because that may be an indication of whether there is trust issue because you know, what you shouldn't be getting from your direct report. And if you're not getting that feedback, that may already be a sign that there's a lack of trust between you and your team. Dr. Toby Travis: Right, and you've got to create a vehicle and an opportunity for them to do that. That also does not jeopardize, you know, their relationship with their supervisor. And that's, that's why a formal 360 tool is really great. Because right, it's anonymous, it's a third party that's administering it, there's no way that the client business or school can tie the data to a person. And that's that's in yet you get the numbers. And that's, that's the real value of it. And, and again, you really set it to it, as far as you know, how do you start it, it starts with a willingness. It's, and that alone, builds trust, you know, just for me, so I'm currently a school superintendent for me to say to my employees, evaluate me and tell me how I'm doing. Just that invitation alone says, Oh, I'm going to trust this girl a bit more, because he's willing to take it and be open. James Laws: So I used to do this. I, you know, many decades ago, I was pastoring. A church and I used to do that with my congregation, I gave them a form that went into a series of data into a spreadsheet, completely anonymous scored me on various scales, everyone took it. And everyone was allowed to be as nice or as mean, as they wanted to be in the comments. And it was really eye opening. And you know, for that I was assessing all kinds of things like, you know, how well do I communicate? But in that was some some some questions about like, do you trust? Like, do you trust me? Do you believe that I have your best interests at heart? Do you believe that I have this congregation's best interests at heart? And so there were some questions that were kind of needling at that at least a little bit? Dr. Toby Travis: Yes. And James, I commend that. But I also would caution, you and your listeners, if they're asking me be careful with self created assessments? Oh, yeah. And this is why, you know, it is far more complex than we may realize, for example, in schools, we know what the competencies, skill sets and behaviors are of a school leader that results in high levels of trust. And we've got now decades of research behind that, that shows us exactly what these individuals need to be doing. And so our 360 assessment, literally every question, there's 48 questions. Every one of them is research based, validated, we know what question to ask. Right? Right. And what happens when we, when we just kind of, we try to hack these kinds of surveys, we may not necessarily be getting very helpful data, and it may not actually be telling us what we think it's telling us. So I always caution folks realize it, you may not have spent money on this before. In the big scheme of things, it's a nominal dollar amount. Go with a professional survey. And the other thing we have here is you then have the ability to do some benchmarking. Right. So these surveys, they're normed with other schools, other organizations, right, you can look okay. Because, yeah, we may be struggling in a certain area, but actually to realize, and so is everybody else on planet Earth. Oh, okay. I'm not feeling too bad about myself, you know, it gives you perspective, where, and also yay, for excelling at something you can really commend yourself when you realize, ooh, that is a uniqueness. We're doing great on this. And we can commend our leadership team. And so again, my my caution is be careful with self assessment tools that we create ourselves without having somebody who has an expertise, and a background to help you develop the survey you really want to be taking. James Laws: And I think that's, that's super solid advice. I think, you know, I feel that way about most kind of self evaluations in general, even these, you know, you have things like Strength Finders and Myers Brigg, and the Enneagram, and all these things. And you know, the problem with all of those are, is that I'm answering questions about me. And sometimes I don't know the difference between what I wish was true about me and what is actually true about me, I think every single one of these assessments and I think all of these people who run these assessments would do better if they set up their assessments to say, send them to the three people who know you best. Send them to your best friend, your spouse, your business partner, let them answer those questions on your behalf. And I think you'll find out who you really are not who you think you are, Dr. Toby Travis: Exactly as well. So what we'll do with With a client or a school is we'll have the leaders take us do the self assessment exercise, write the score themselves. And I tell them, Okay, hang on to that scorecard. So, with the trusted framework, we have six components of trusted leadership, and it gives them a score from zero to 40 on each of these six components, so let's say the a score themselves, you know, we're, we're all in the, you know, high 20s, low 30s. And then we do a 360, in which their direct reports all basically answer the same questions. But this gives us that 360 data, and then we see what those components scores are. And I, I'll tell them, Okay, now we're gonna look at the trust perception gap. You know, look at your personal scorecard where you thought you were, where your team says you are. And here's, here's this significance, James, when it comes to trust, perception is reality. So you may not like it as the leader, you may or the owner or the boss he really gone on, you may have all kinds of rationales why you think the answer the questions the way they did, and you want to, you want to wish it away. But their perception is reality, when we're talking about assessing trust, and that's what we've got to fix is their perception. James Laws: I agree it you know, I say this a lot like unspoken expectations are just as much expectations as the written ones. And so you're, sometimes the job as a leader is creating clarity around what expectations are to hopefully, push away the unspoken and get them spoken as soon as possible, so that we're all operating on the same understanding and moving forward. So I agree with that. I'd love to learn more about your TrustEd framework, as far as because what we've talked about, alright, trusted leaders are ultimately the main drivers of the success of business, regardless of what you determine your for that organization success to be, we've determined that, like, people want to be, you know, want to become trusted how to assess if you are, how do you now develop these trusted leaders? And I think your trusted framework is probably a good place to talk about how do we develop trusted leaders within our organizations? Dr. Toby Travis: Well, we know that trust is very complex, this is not just a simple, easy fix. So you have to look at the totality of what's involved in creating trusted leadership. And we've been able to identify there are six kind of major components is language that I use, just to talk about it. But these are, these are areas of again, competencies, skill sets, even giftedness, we could throw in there, and using the analogy of a bridge. So that's the book is trust as the bridge to school improvement. But it helps us talk about the these these components, that because people are visual learners, right? So we'll talk about the foundation of trust and leadership is like the foundation of a bridge, you know, what the Bridge sits on? What is the key element? What's the well, then leadership? That's, that's beliefs and values? What do we believe about the organization? What do we believe about the role of leadership? What do we believe about the role in mid input of employees? In a school setting? What do we believe about the role of parents and students? What are our core values as an organization or as a community? Are they known? Are they articulated? Are they well defined, and as a leader, can I articulate them, you know, could do a clearer in knowing exactly what these are really, really critical. But then there's the substructure of a bridge. The substructure of a bridge is that portion that connects everything else to the foundation. With a leadership the substructure is this idea of connecting and supporting everything we do, to who we say we are, and what we believe. And this James is the area where I see trust most frequently falls apart. You have a leader who says, I believe this, we're about this. But then their practice, what they're actually doing day to day with their employees, does not connect or is not supported to who they say they are. And that's where trust falls apart. And then we go on, we talked about the bearings of trust and a bridge. That's the part that moves. So here we're talking about being involved, leaders have got to be involved, and yet flexible. There's the girders of a bridge. These are the beams that go to the bridge. Well, this is all about those girders look different based on every bridge, what's your ability to contextualize to adapt whatever you're trying to do as a best practice of operations to this current setting? The other thing we've learned about best practice is always must be contextualized. Yes, there are. There are practices, there are a competencies that in most settings get these results, but it still has to be contextualized. To the people right there in front of you and to the setting and context. Trusted leaders do that they're always adapting, you're always contextualizing to their people, superstructure, the bridge culture relationship. It has to be intentional. You know, that old marketing line, if you don't tell your story, somebody else will. And this is what trusted leaders do they build intentional culture, the deck of the bridge, the sixth component, looks simple, right? It's a flat surface with a couple of lines on it. Not so simple talk to a structural engineer, that's building a suspension bridge, there's a lot of science that goes into it. But in the end, it looks really clear, well, trusted leaders do this, they take the complex, they make it very simple. This is what labor in, hey, that's where we're going. And these are the markings to know that we're getting closer to the other side of the bridge, order clarity. And when those six elements are working together, whoo, you see high levels of trust that any one of those is faulty or not in place? Well, you're not going to drive across the bridge like that, right? It's like, no, if I see there's a gap in the middle of the road, I'm, I'm not going there. Well, this is what happens in, in leadership as well. So we use that structure that framework to assess the six components of trust. And then based on what the data shows us and the response that we get, we then create smart goals action plans, in order to address and ensure that we have high levels of trust it all six components amongst the leadership of the school, and no one individual can do them all it is about your leadership team, always, always always about, you know, how does our team do this? Well, but that's, that's what the framework is. And that's basically how that tool helps us figure out what next steps are with organizational development. James Laws: I love I was I was writing these down as you were talking through them. And as I'm reading through them, like these are all extremely solid, I recently wrote an article of how to build trust in the culture of your business. And at the core, you know, my list was 10, but they probably fell into the six categories, right? Ultimately, they fall in these categories. And you're right practice, right, this, this disability to show up and do the thing you said you were going to do, do the thing. And you're not going to do that 100% of the time, it's not about being perfect. I often say I often fail at my very own values, the things that are important to me, I often fail at those things most people do, but it's what you do in the midst of that failure. It's the transparency and the honesty, it's the ability to say I'm sorry, and to acknowledge that you missed, you missed it as a part of that practice of showing up. And again, I love every bit of this framework is great. Dr. Toby Travis: I work at a Christian school, James. And I've often said to my staff, what makes us uniquely, you know, when we're identified as Christian Academy, what makes us Christian is how we go through our failures together. Because you're to your point, right? We all blow it, we all make mistakes. What makes us a community is how do we choose to go through that together? Are we going to beat each other up? Or we're gonna say, oh, yeah, I blew it. Let's what can we do to address that? How can we get better next time? Where do you need greater levels of support or accountability or whatever it may be? It is about how we go through the journey together, we are all failed and frail human beings. It's it is that element of living in community where we see the best results, because we can't do this alone. We all have up challenges, we all have our issues. But when we do life together, and this is what we see the best organizations, people love working there, right? When I walked into a highly trusted environment, it is so easy to tell, because people like God, yeah, I suppose they could pay me more. But I still come. It's not about the money. It's not about the benefits package. It's I love working with these people. That's what you want. James Laws: And you know, it's funny, we do an ENPS assessment on a regular basis within our organization. And the basic question is, is how likely would you be to invite someone close to you into work for our organization and work with us? And in that they get to assess a few things and leave their comments and one of my I'm not, I'm not bragging about my companies, but one of my favorite things that I we get out of that assessment is that they love the leadership and they love the people, their peers, the people they work side by side and what it speaks to talking about it, it speaks to what they're all Ultimately saying is I trust that the person side, the next to me has my back, I trust that when I fail, I will not be mocked. But I will be instructed and taught. And we will learn together, it shows that they trust leadership to make decisions on the best interest of the team, not just the best interest of the leaders, you know, our first core value is people first. And that goes employee customer stakeholders in that order. Because we know if we take care of the employee, the employee will take care of the customer. And if the employee takes care of the customer, the customers will make sure that the stakeholders have a thriving business. So I love every piece of that it's it's really powerful. And I It confirms a lot of what we're seeing, as we're focusing on how do we help our team members find fulfilment, actually, even in your bridge framework, I see my fulfillment model in that and my one of the questions we ask our team members all the time, in our quarterly reviews, is we say we ask them to kind of personally assess do I love the work that I do? Do I believe the work I do matters? And can I see the progress my work is having? And ultimately, I think if my team can say yes to all of those questions, then I'm doing my job, my trustworthy job of fashioning and shaping a role that is perfect for each team member in within the organization. Dr. Toby Travis: Yeah, excellent. Excellent. You know, where I see in school management, we're often well-intended school administrators just find themselves in really toxic environment is where they say, here's the classic one you know, they, they want to be student first. Right. Sounds great. Sounds noble. Well, if we're talking about instructional practices, absolutely. We need to be teaching kids for their future, not our past. And learning has to be engaging. It has, you know, so yeah. Student first, what we're talking about, instructional pedagogy or instructional methods, but we're talking about organizational management in a school setting. If the administrators putting the needs of or the wishes or wants of students or parents above the teachers, you just created a toxic environment because the school is the teachers. They are the essence that is your company, if you will. So always always always school administrators like a council you every decision that comes across your desk, every email that comes in, every request. The first question you have to ask yourself is how does this impact teachers because if you get that right, just like you're saying jobs in the in the business you get that right. Woohoo. All kinds of good things start happening when teachers are happy. They're fulfilled, they feel well-supported, they've got paths for development and improvement. They get better engaged in the instruction and when they're highly engaged, students get highly engaged. Right? So if teachers are happy kids, good, happy kids are happy, parents are happy, parents are happy, then a school administrators can be happy at that point. James Laws: Well, you know, it's funny because we've all watched the terrible YouTube videos of school board meetings of teachers publicly resigning because they've been neglected by their school system. And and they're like, you don't have our back. And you're making decisions that are not in the best interest, not even of the students or the teacher. And you see those. And and ultimately what you're seeing is many times, not always because let's be honest, sometimes people leave because they have a different thing on their shoulder that they're dealing with. But what you find is a lot of times in these school systems is this toxic culture that their priorities have gotten all out of whack and and finding out. Dr. Toby Travis: That the organizational structure is set up. It sets them up for failure. You're right. But again, some of the work that I do with organizations and schools is even looking at your organizational structure. So, for example, years ago when I was a I was a high school principal, James, I had 46 direct reports oh yeah. Oh. So there's something called span of control theory. And it's this idea of how many people can we effectively manage and support for success and regardless of the industry, there is some variation based on the industry sector. But but by and large, the numbers are six to ten right. Right. But if you've got a building administrator who's got 40 some director there, you've set him up four or her up for failure, there is no way that I could successfully and meaningfully support 46 people. And so you need to look at how do we, how do we disperse leadership how do we empower folks, how do we give greater levels of autonomy and control? How do we allow decisions to get made at the closest level to where it matters? That's where you see high levels of trust and effectiveness, frankly, in business models and in education models as well. James Laws: You know, you said something that as you talk about this kind of idea of span of control, you know, we see that in our own organization. We're always trying to make sure that people have the fewest possible direct reports that we can manage so that they can get as much attention from their leader as possible. And you almost see like in I wonder how much of our hierarchal work culture that we've created, this kind of really tall pyramid was created even first in some ways because of at once out of good intent. Like we need to not have too many direct reports. And then it just somewhere along the line, it got out of whack and we lost the real reason why we do this. But I think that it's interesting to talk about that is how do we how do we flatten as much as we can and sometimes you can't go too flat, but how do you flatten as much as you can without overloading any one individual? And I agree with you 100% getting those decisions as close to the frontline as possible. They're the ones who are really seeing the real issues, right? They know what the real challenges are. They know what the red flags are. They know when the warning signs are flashing. So we have to instruct and empower them to be able to make those decisions. Because let's be honest, the person at the top way too far away to be making that decision yet. Dr. Toby Travis: And when you look at like board run organizations, you know, like a school setting where there's also, you know, nonprofits and even corporate, what we've found is that if you have board members who are not deeply relying on either a consultant or someone who has the content mastery of what the company is about. So again, I'll use the school as an example, but this works in the corporate setting as well. So if we have no one on the board who has either a skill set or knowledge and involvement in curriculum methods, instructional methods, assessment methods, learning environment methods, you know, pedagogy is the language we would use in education. Then they do not have the ability to talk about what is best for the organization. Now, we may all I want a lawyer on the board. I want a doctor of the word. Yes, great, good. They can bring perspective, but without someone who has the content expertize of what you're trying to accomplish, you will not be able to lead that organization effectively. And and this happens every time you get I mean, what are the pieces of trust that falls apart is when a leader does not have the expert knowledge in what the business is about. You can't just take. Well, he was a good manager over here. He'll be a good manager here. Well, maybe if he or she becomes an expert in what we do, you may be familiar. It was back in the I think it was the mid to late eighties. There was a movement to try to fill some of the school vacancies. You know, we've been up we've had a problem with both teacher and admin shortages for years. That's getting all the press now because it's really, really bad. But it's been bad for years. One of the initiatives that went on was, well, let's attract corporate managers to come be school principals. Or to come be school superintendents. You know, you know, if they're excuse me, if they're successful in their corporate setting, they got the managerial skills. It's just about people management. Right. Makes sense. And what we we saw happened was the vast majority of them failed in a very short amount of time. But take a look at the ones who did not fail. What did they do differently? It went back to school. They got a master's in educational administration or you know, they they got a master's in curriculum. Design. They they didn't just assume this transfer of their managers because. No, they learned the business and then they become trusted leaders because, you know, they know what they're talking about. It's a key element. And we've got to make sure that those who have the power also have the knowledge and the expertize. And unfortunately, in so many structures, that's not a piece of trust that is protected and insured, and that's where organizations often fall apart. James Laws: I think that, you know, what's interesting to me is that I've I have I have held that opinion on some level where, you know, even over one of my software companies, the person I put in charge, I wanted them to have at least a decent level of understanding of all of the departments within that organization so that they could properly lead and have intelligent conversations. You know, I'm not an engineer, but I can speak engineering with the engineers. And I know what is capable because I've spent enough time shoulder to shoulder learning engineering as much as to I'm not going to be able to do the code, but I do understand what's what we're capable of and part of me being an effective leader in my company was my ability to learn those different areas of the company so that I could have those conversations and I could challenge assumptions and I could push back and we could have that conversation. And in the end, I don't always make those decisions. I still so many times will defer it. But I also know when I'm when it's safe, like, hey, take it like, right. I'm I know. And so I agree with you. There is there is a great deal of advantage of having leaders who understand the core competencies of all options and portions of the organization that they're leading in. And so extremely powerful stuff. Dr. Travis, thank you so much for being on the show. I want to give you the last word. If somebody wants to learn more about you, wants to learn more about trust, and how do they find more information about you? Dr. Toby Travis: Well, the website's always a great place to go. It's just trustEDconsulting.org or trustEDschool.org They'll both get you there. The book is available on Amazon, or you can find me at LinkedIn. A lot of folks find me there. So just put my name in and I'll see you there. James Laws: That's great. We'll make sure that all of these links are in the show notes. Dr. Travis, thank you so much for joining me on The Leading to Fulfill the podcast. Dr. Toby Travis: Thank you, James, for the work you're doing. Appreciate it. James Laws: I want to thank Dr. Toby Travis for such a challenging and encouraging conversation. I trust that you enjoyed it as much as I did. Everything we mentioned, including a full transcript of the show, is available over on our website, and you can access it anytime you want by visiting leadingtofulfillment.com/020. That's leadingtofulfillment.com/020. You know, the importance of building a culture of trust in your organization can't be overstate it. When your team trusts you and trust one another, incredible things can happen. Each team member is more likely to share innovative ideas be proactive, collaborate effectively, roll with the punches, or commit to your organizational goals. Unfortunately, trust doesn't always come naturally personality differences, unique expectations, negative experiences and challenging circumstances can all stand in the way of trust. It's a leader. It's up to you to foster a culture of trust. How? Well, here's a great place to start as a leader. Do these three things take on these three habits? Communicate often what you believe and what you value.Follow through on the things that you said you believe in value.When you fall short and it is when be transparent and honest, admit the failing, and commit to doing and being better, no one really wants to follow a perfect leader. They want to follow a leader they can trust. Thanks for listening and I hope you'll join me on the next episode. And until then, may your businesses be successful as you lead your teams to fulfillment.

As we continue on the path to leadership, we will address how we carry out our leadership objectives and actions to become better leaders. Stay tuned for exciting tips to achieve excellent leadership strategies and approaches!Key Takeaways To Listen ForThe role of integrators in the organizationHow implementation can help achieve corporate objectivesWhy should you focus on building outcomes?How do humble leaders become better leadersWhat is feedback and why it's important in a groupThe impact or execution strategy in leadershipResources Mentioned In This EpisodeEP01: What is Leadership? EP02: Aiming for GreatnessEP03: Power and InfluenceConnect With UsMaster your context with real results leadership training!To learn more, visit our website at www.greatsummit.com.For tax, bookkeeping, or accounting help, contact Dr. Nate's team at www.theincometaxcenter.com or send an email to info@theincometaxcenter.com.Follow Dr. Nate on His Social MediaLinkedIn: Nate Salah, Ph.DInstagram: @natesalah Facebook: Nate SalahTikTok: @drnatesalahClubhouse: @natesalah

It's estimated that companies will lose about 5% of annual revenue to fraud or $4.7 trillion globally.  While we dug into how the pandemic created opportunities for fraud in a previous episode, there is so much more business leaders and owners need to be aware of to prevent fraud before it's too late. In this episode of the But Who's Counting?  podcast, host David E. Hartley sits down with Anders Partner and Director + Forensic, Valuation and Litigation, Kevin Summers, to dig into what you need to know, including:One of the best ways to prevent fraud in your organizationHow fraudsters alter documents for false expense reportingReal-life fraud examples, including the "praying AP clerk" and the "penny-pinching office manager"Why your company should have a process for setting up vendorsTop 5 steps to take if you suspect fraud in your companyKey takeaways from ACFE's report, Occupational Fraud 2022: A Report to the NationsMake sure to never miss an episode by subscribing on Spotify, Pandora or Apple Podcasts and let us know what you think by rating and reviewing. Keep up with more Anders insights by visiting our website and following us on social media: Facebook | LinkedIn | Instagram | Twitter

In healthcare, we focus heavily on numbers and metrics, but how do we ensure we are connecting these numbers to real patient outcomes? Goal setting is one of the best ways to make sure your metrics are tied to real results. In this week's podcast, Quint chats with Dr. Cory Robinson and Mary Finley from the Medical University of South Carolina (MUSC) in Charleston, SC, where they have collected some best practices around how to set meaningful goals, tie them to results, and ultimately achieve organizational and operational excellence.Here are some of the things you will learn from this week's podcast:Why a strong goal-setting process is the foundation for organizational excellence and why devoting some time to it is a good investment (MUSC does a goal-setting retreat.)How to make sure you are focused on the right goalsHow to pick which metrics to focus on and how to best weight goalsHow to align and cascade goals across an entire organizationHow to provide support for team members who aren't achieving goalsHow to manage an organizational goal where you might not have direct impactWhen and how you should modify goals mid-yearOrganizations and people thrive where there is clarity and prioritization. A solid goal-setting program helps us know where to focus to achieve the desired outcomes. This dynamic duo from MUSC will show you how to get everyone rowing in the same direction. Dr. Cory Robinson is the System Administrator for Performance, Health Solutions and Health & Wellness for the Medical University of South Carolina (MUSC) Health System and a Faculty Member at the Medical University of South Carolina, College of Health Professions. He is a member of the MUSC Health System and Charleston Division Executive Leadership Teams. He is responsible for the day-to-day operations of vital administrative functions of the health system.Cory completed his undergraduate degree in Biology at Erskine College (Due West, SC) and received both his Master of Health Administration (MHA) and Doctorate of Philosophy in Health and Rehabilitation Science (PhD) from the Medical University of South Carolina (Charleston, SC). He is also a certified Project Management Professional (PMP), Lean Six Sigma Professional, Fellow in the American College of Healthcare Executives (FACHE) and Malcolm Baldrige Quality Award National Examiner. Contact: robinsonco@musc.edu, 843-792-5412Mary Finley is the Director of Performance and Alignment for the Medical University of South Carolina (MUSC), a role she assumed in September 2019. In this role, she oversees the measurement and monitoring performance for the MUSC Health System, which includes goal/ target setting and benchmarking. Finley joined MUSC in June 2009 and has held positions within HR and Analytics. She received her Bachelor of Science in Psychology from Clemson University and her Master of Health Administration from the Medical University of South Carolina. Contact: whitems@musc.edu, 843-792-0317

EPISODE HIGHLIGHTS:Leaders' perceptions of their strategic thinking abilitiesReactive strategic thinking Sensing, sense making and programmingLeaders who don't think strategicallyOperational thinking vs Strategic Thinking5 P's of Operational ThinkingLandmarks on the map of Strategic ThinkingThe secret sauce of strategyBiggest question ask yourself as an organizationHow to pick up on weak signals to predict the futurePreparation, planning & anticipation as discovery20 Micro-skills of Strategic ThinkingShoulder Angels:  metacognitionSunflower Bias & "Devalorization"Organizations that Strategically ThinkTop 5 Movies to learn how to Strategically ThinkGreg's LinkedIn ProfileLinkedIn Group:  Practitioners of Strategic Thinking MicroSkillsEmail:  gregorydgithens@cs.comTwitter: @GregGithensTony's LinkedIn ProfileTony's email:  tony@wellroundedleaders.com

J. Jeffrey Spahn is a researcher, executive educator, entrepreneur, executive coach, storyteller and speaker. With over 20 years of experience Jeff continues to design a unique and powerful leadership practice for leaders, executives, teams and organizations. The Leading Leaders Practice is a practical approach to leadership in the 21st Century and is designed to enable leaders to mold complexity and ambiguity into innovation and performance. Disciplines and insights from business and philosophy, arts and athletics, science and spirituality enliven this practice. A degree in business from the University of Michigan and a doctorate from the University of Chicago ground his practice in sound scholarship. After more than twelve years of executive leadership Mr. Spahn taught business graduate students and conducted research on the purpose of business. During this investigation he engaged many of the top executives in the United States. In response to a publisher's request Jeff is currently writing a book entitled The Magic of Mutual Leadership: How to Lead and Follow Simultaneously for Exponential Results. His most recent published article by the same title can be found in Developing Leaders Magazine by clicking here Other published articles include “Leading Leaders: The Art of Peak Performance”, Velocity, vol.4, No.2, 2nd Quarter 2002, “The Leading of Leaders in the Boardroom”, Directors & Boards, Winter 2003 edition, “Honest Boardroom Communication”, Director's Monthly, November 2002 “A New Capitalist Manifesto?: Re-imagining Business in the 21st Century” Virtual Strategist Spring 2004, “Transforming (Not Overcoming) Objections', Advisor Perspectives, November 2011, “3 Steps to Empathic Active Listening”, FPA's Practice Management Solution., March/April 2012. Board memberships include The Chicago Moving Company, a modern dance enterprise, SCUPE, a nonprofit dedicated to developing urban leaders and the University of Michigan Ross School of Business Alumni Club of Chicago. Topics During this interview Jeff and I discuss the following topics: What does “We the Leader” meanHow to determine the best common purpose for an organizationHow to get team members onboard with the common purposeCurious conviction - what it is and how to establish itWhy you “bring a piece” and not “the whole”How to establish a team where ego is releasedHow to de escalate conflict as it arises For the complete show notes be sure to check out our website: https://movingforwardleadership.com/213

Find full show notes and links at: https://camphacker.tv/camp-code/9-things-you-might-be-surprised-you-need-to-teachChalk it up to the pandemic, but it's time for some re-teaching.In this week's episode Gabz, Beth and Ruby recognize that as we get closer to the summer camp season, camp directors are already planning out their summer. To help camp leaders, our pros are here to break down 9 things that we think every camp leader should be prepared to teach!The ability to talk to strangers. This includes parents, campers, vendors, shop owners in town. Developing “small talk etiquette” will help your camp staff be more confident, demonstrating that they are leaders within your organizationHow to have a successful day off. Some of your staff might be new, teaching them where they can go and what they can do on their time off is valuable for your staff. Helping your staff to set their boundaries and using language such as “During downtime, I like to…”Matching/mirroring - finding new ways for your staff to build their own rapport with other peopleLife skills! Teach your staff how to use the basic tools around camp including screwdrivers, wrenches, plungers. Take it one step further, how to turn off water at camp, how to use a fire extinguisher or maybe even how to change a tire! Teach staff how to do laundry. This sounds self-explanatory, but your staff may have never done laundry before in their life. Silence is okay - become comfortable with the silenceTeach staff that there is life beyond camp and that be real with your staff that they will not be able to respond to family and friends in real-time. Teaching staff to connect in new ways, like written letters are important.Learn a morning routine and how to conserve your energy to last all dayPlay, play, play - Camp is supposed to be fun. -We hope you love this episode of Camp Code! If you do, please consider subscribing to the show, and leaving us a rating in your Podcast app. It's SO easy, just head to https://ratethispodcast.com/campcode-Best Practice for Leadership TrainingFrom Beth:Staff need to know what to do offsite and onsite. We need to talk about staff behavior on their day off because even when they are not working, they are representing camp. I used to love when I got calls from cottagers and shops telling me that staff were being respectful to others. One thing we should focus on is ensuring our staff knows what to do if they run into trouble while offsite. To help, give your staff business cards with camp phone numbers, addresses or any pertinent information that may be needed during an emergency.-Your Hosts:Beth Allison, Camp Consultant - Go Camp ProRuby Compton, Chief Exploration Officer - Ruby OutdoorsGabrielle Raill, Camp Director - Camp Ouareau-Thanks to our sponsor…UltraCampWouldn't it be refreshing if your registration software gave you MORE time? With UltraCamp, you can track attendance, manage staff applications, streamline registration, and much more. Get back the time you need to focus on what is really important: CAMP! Find out more at ultracampmanagement.com/campcode/

Are you one of those people who have a photo management problem? Like, spilling out of boxes and envelopes, or taking up more and more space on your phone or laptop or multiple flash drives? You are not alone! So many people are struggling to organize their zillions of photographs that a new profession has been created: The Photo Manager. If you think you would enjoy the challenge of organizing other people's photos, photo management might make a great full-time business or side gig. Cathi Nelson became a professional photo manager almost by accident.  When she realized it was a new type of business that was needed all over the country, she founded The Photo Managers, a professional organization that offers training and certification. The Photo Managers now has 650 members worldwide and there's lots of room for new entrants into the profession.Topics include:Her move from scrapbooking to photo organizationHow organizing analog photos is different from digital photos.Her move from working with clients to setting up a framework for an entirely new professionThe “why” behind our motivation for take and saving photosThe ABC's of photo organizing Which photos can you safely discard?The best way to save your photos before it's too lateSteps to becoming a certified professional photo organizerEasy-to-do side hustles that are lucrativeThe Photo Managers' annual education conferenceTips for DIY photo organizingThe 80/20 rule for photo curationResources:  The Photo ManagersPhoto Organizing Made Easy: Going from Overwhelmed to Overjoyed by Cathi Nelson

Jodi Woelkering joins me on this episode to talk about her new book World Class Leadership and we dive into the conversation around the importance of resiliency and the part it takes in the success of the business.Here's a glance at what you'll learn from our discussion in this episode:Why you can't let fear interrupt momentumThe importance of modelling resiliency with your teamHaving a culture of resiliency within your organizationHow to overcome low engagementHere are some links to find out more about Jodi:www.jodiwoelkerling.comhttps://www.linkedin.com/in/resilient-culture-consultant/https://www.facebook.com/JodiWoelkerlingEnterpriseshttps://www.youtube.com/channel/UCK33Zq1qaMAjqzVhgXiKORQIf you're ready to transform your entrepreneurial frustrations into freedoms by cutting through the chaos and using frameworks that help you run an even better business and enjoy an even better life, simply go to:   Simplifying EntrepreneurshipTake the free assessment on the top right-hand side of my website and we'll set up a time to chat!Simply click below to connect with me on:LinkedInInstagramYoutubepete@mohr.coachI would really appreciate your support in helping me reach more leaders in business by rating and reviewing my show. Simply click here, scroll to the bottom, tap to rate with up to five stars, and select “Write a Review.” Then be sure to let me know what you loved most about the episode!Support the show

From designing computer chips and retiring early to becoming CEO of a sexual wellness company, Jeff Abraham has possibly one of the most unique stories I've ever heard. Jeff is the CEO of the sexual wellness brand Promescent. Over the last 4 years, he's transformed Promescent from a single product brand to a leader in the industry. Backed by over 2000 healthcare professionals in the US alone, with over 1,000,000 bottles sold, Promescent has successfully captured the hearts of a loyal audience. Dive in and learn how Jeff took a brand entirely outside of his expertise and turned it into the most trusted brand in its market.Things you will learn in this episode:[00:01 - 05:18] Opening Segment I introduce today's guest, Jeff AbrahamJeff gives a bit of his background From designing computer chips to sexual wellnessHow Jeff got into the company and became a CEO at 53 [05:19 - 28:59] How to Build the Most Trusted Brand in Your MarketJeff shares insights about running a company different from his experienceYour brand is never the only option First - match the quality of what is in the market Next - make sure people like and trust you People buy from personality - be likable and entertainingGetting people to like you Make everything you do ethical It's not success if you get it dishonestly How Jeff brought elegance to the product Show people you're a cut aboveWhy Jeff changed the name of the organizationHow the product worksSolving a real problem while taking the “shame” out of itJeff's initial strategy to balance building the product vs. pushing its marketing80/20 rule - 80% building with 20% ad spend Implementing a “no instant gratification” rule Building the foundation of the business Reading the trends of your audience Reaching milestones as a businessAlways outperform the next goal A quick word from our sponsor[29:00 - 43:34] Protecting Your Brand and Building Its Legacy Jeff talks about diversifying your businessYou will sell when people trust you Understand what your audience wants Jeff explains the reasons behind the products they put out The importance of having a formula for your business Why does your company exist? What makes you different? Ex: We will only release a product that we know worksPeople will reach out to you when they know your brand is trusted Jeff shares about the tragedy of the founder of the company Deciding to build a legacy in his stead [43:35 - 48:44] Closing Segment  Jeff talks about the future of Promescent Getting into all Wall-Mart stores Releasing products for easy use Looking to grow and put it in the hands of another companyFinding someone who shares the same vision ThE RaNDoM RoUnDHow to connect with JeffLinks below Final words  Tweetable Quotes: “Very few times in life are you ever going to find yourself in a situation that the product or service that you have is so far superior that you're the only option out there.” - Jeff Abraham“Don't get down in the muck; rise above…! You want to establish credibility to get the right people buying the product for the right reasons.” - Jeff Abraham“In any business, you have to have a formula… What is the basis of this company? What really and truly sets us apart?” - Jeff Abraham Want to connect with Jeff? You can follow him on Twitter and LinkedIn. If anything you heard in the episode seems perfect for you, head on over to https://www.promescent.com/ to learn more!Did you love the value that we are putting out in the show? LEAVE A REVIEW and tell us what you think about the episode so we can continue putting out great content just for you! Share this episode and help someone who wants to connect with world-class people. Jump on over to travischappell.com/makemypodcast and let my team make you your very own show!If you want to learn how to build YOUR network, check out my website travischappell.com. You can connect with me on Facebook, Instagram, and Twitter. Be sure to join The Lounge to become part of the community setting up REAL relationships that add value and create investments.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In this episode, Dee Ann shares:The story behind how she came to make her entrance into the Chick-fil-a organizationHow she rose to the top as the very first female officer in the business and the lessons she learned along the wayHer pearls of wisdom on how to attract and retain the very best talentHow she tackled tough conversations and expectations with her teamThe importance of culture and community, and why you need to create advocates throughout your careerThe challenges she encountered as a female in a male dominated industryHow she balanced her career while raising a familyHow she confronted her own hesitancy of retiringHow her faith has been the foundation to it allGet ready to take copious notes as Dee Ann shares her years of wisdom and experience with us! Check out Dee Ann's website where you can order books, request her to speak at your event or to your organization, find links to her podcast, and explore all her content!https://www.deeannturner.com/