Podcasts about organizationwhy

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

Podcast Summary: The Worldview Brief — Why Marketing Needs a Political Lens (Without the Politics)In this episode, Sacha Awwa sits down with Chris Peterson, co-founder of LifeMind and author of Red and Blue Customers, to unpack one of the most overlooked dimensions in marketing today: worldview. A former agency leader and lifelong consumer insights enthusiast, Chris explores how the deeply ingrained cultural values of liberal and conservative customers shape purchasing behavior, brand loyalty, and marketing strategy.From the evolution of political polarization to AI-powered segmentation, Chris breaks down the subtle but powerful ways businesses project their own values—often unconsciously—and what to do about it. If you've ever wondered why your marketing works better with some audiences than others, this episode is your roadmap to understanding why.Key Topics Discussed:1. The Hidden Influence of WorldviewHow a 2020 Pew study sparked the book Red and Blue CustomersThe difference between politics and worldview—and why it matters in marketingWhy values, not policies, shape purchase decisions2. Decoding Consumer BehaviorLiberal vs. conservative consumption patterns—from TV shows to TeslaSurprising insights from anthropology and psychology, not political science27 values that differentiate—and 7 that unite—American customers3. The Worldview Brief: A New Strategic ToolWhy most creative briefs miss this simple but powerful questionHow to assess your customer base without alienating anyoneReal-world examples from fitness, automotive, and home retail industries4. Building Brands that ResonateHow brands like WeatherTech and Apartments.com naturally align with worldviewThe role of founders' values in long-term brand positioningWhat happens when values conflict with segments you didn't mean to alienate5. AI and the Future of Values-Based MarketingHow LifeMind uses AI to map customer values (regional, generational, political)The surprising results from AI-generated copy that "doesn't sound like you"Why the best marketing removes your personal bias from the message6. Worldview Inside the OrganizationWhy sales and marketing often clash—and how worldview explains itThe role of leadership in value projection and culture shapingHow worldview brief discussions can bring clarity to creative, media, and hiring decisionsKey Takeaways for Founders & Marketing Leaders:You're projecting a worldview whether you realize it or not—get intentional.Marketing without worldview awareness leads to missed fit and wasted spend.The goal isn't to “go political”—it's to align values with the right audience.Worldview briefs should sit beside your ICP and brand guide, not replace them.Great brands balance innovation and reliability to resonate across segments.Follow Chris Peterson's Work:

What does it mean to be an AI-powered organization?How can AI help you to be a more strategic HR leader?My guest on this episode is Prasad Setty, Lecturer, Stanford GSB, Advisor, Former VP at Google, People Ops and Workspace.During our conversation Prasad and I discuss: How people analytics has evolved over the years and what's nextWhat it really means to become an AI-powered organizationWhy you should view AI as your thought partner, not as your replacementReal life examples of how AI is helping HR to deliver more value to their organizationsWhy the future of HR will center on scaling human judgment, not replacing itConnecting with Prasad: Connect with Prasad Setty LinkedInEpisode Sponsor: Deeper Signals - Click here to get your free Core Drivers assessment and 14-day free trial! Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaders

For more info and to register for Katie's Japan Study - Click here:https://kbjanderson.com/japantrip/Does successful change always have to start from the top? How can you stop pushing change on your leaders and instead create pull from them for the organizational culture you envision?If you're leading continuous improvement internally, these questions are crucial because they address the challenge of how to cultivate a workforce of capable, engaged problem-solvers across all levels.That's why, in this episode, I welcome Pennie Saum, a Process Improvement Program Manager at the Port of Seattle, to discuss how to lead organizational transformation from the middle by engaging people's minds and hearts and bringing them along on the journey. You'll hear Pennie share how the Port's Continuous Process Improvement (CPI) program has been pivotal in creating an engine of change by developing employees across the organization. From basic foundations to a selective Lean Specialist program, leaders at all levels are being empowered to lead improvement as part of their daily work. ,Tune in to learn more about community building, inclusion, and effectively involving people in improving processes to create a vibrant culture of continuous improvement. YOU'LL LEARN: How successful change initiatives can, and sometimes should, be led from the middle of an organization rather than from the top downHow leaders and internal process improvement consultants shifting from doers to coaches allows for broader ownership of improvement initiatives across an organizationWhy belonging and community must exist within the workplace to foster an environment that nurtures  continuous improvement and engagementThe benefits of immersive learning experiences, such as study trips to Japan, which provide hands-on learning, enhance team-building, and boost collaborative skills The importance of meeting people where they are at to increase engagement and ownership of process improvement and change leadershipYou'll also hear why the Port of Seattle has invested in sending cohorts of leaders on my Japan Study Trips as a key part of its strategy to create a culture of leader-led continuous improvement and why Pennie is looking forward to joining me in Japan this November.IMPORTANT LINKS:Full episode show notes: ChainOfLearning.com/17Learn more about my executive Japan Study Trip: KBJAnderson.com/JapanTripWork with me: KBJAnderson.comChange KATALYST™  Self-Assessment: KBJAnderson.com/KATALYSTFollow me on LinkedIn: linkedin.com/in/kbjandersonConnect with Pennie on LinkedIn: linkedin.com/in/penniesaum/TIMESTAMPS:[00:00] Leadership and learning unite for continuous improvement[04:32] Pennie's transition to lead lean process improvement across  different industries, from trucking to government [11:16] Methods for sharing wins and addressing frustrations[16:06] The importance of adaptability and flexibility in organizational leadership[23:16] Encouraging workplace learning and its personal impact[27:38] Leveraging middle managers to drive change[32:43] What it looks like to create a culture of bravery and transformation For more info and to register for Katie's Japan Study - Click here:https://kbjanderson.com/japantrip/

Hear from Dave Hickey, the EVP & President of BD Life Sciences, as he shares how leaders can cultivate high-performing teams and innovate at scale.From how to apply the servant leadership framework, to his insights gained from leading the global operational, commercial, and financial performance of BD Life Sciences; this episode is a must-listen for aspiring leaders.Discussions in the episode:Biggest leadership challenges within a multinational organizationWhy culture fit mattersDriving decision-making with accountabilityAdvice to leaders at the start of their journey Click here to reach out to Peter Rabey direct Like this show? Please leave us a review. Every review helps. 

When it comes to Learning & Development, why are we so focused on new bright shiny objects?How can you improve the Return on Investment from L&D initiatives?My guest on this episode is Noah Rabinowitz, VP Talent Development at Commonwealth Fusion Systems and Brian Hackett, Founder, The Learning ForumDuring our conversation Noah, Brian and I discuss:Why L&D needs to stop being driven by trends and start being driven by common standardsHow HR leaders need to rethink the “value of time” when it comes to investing in learningWhy “skill surging” is an faster and better alternative to implementing a skills-based organizationWhy you should be refining, not reinventing your L&D governance modelNoah's advice to next-gen L&D leaders who want to increase their influence and impactConnecting with Noah Rabinowitz and Brian HackettConnect with Noah Rabinowitz on LinkedInConnect with Brian Hackett on LinkedInLearn more about the CLO LIFT and The Learning ForumEpisode Sponsor:BizLibrary - Where Learning Happens

Why is friction both good and bad for your organization How can leaders identify and reduce bad friction?My guest on this episode is Bob Sutton who is an organizational psychologist, professor emeritus at Stanford, New York Times bestselling author, and speaker.During our conversation Bob and I discuss:Why you should think like a “friction fixer” regardless of your positionWhen and how to apply “good friction” to slow things down for better decision makingHow to identify good and bad friction in your organizationWhy empathetic leaders seek out the “friction” in their organizations and then work to reduce itHow to play the “subtraction game” and how it can help your organizationConnecting with Bob SuttonConnect with Bob Sutton on LinkedInLearn more about Bob and his latest book, “The Friction Project”

Join us this week on the Treasury Career Corner podcast for this special revisited episode, as we reconnect with Sam Pallotta, who has transitioned from being a Treasurer to a CFO at Russo Development.Sam was first on the show back in 2020 when he was the Chief Risk Officer & Treasurer at Rockefeller Group. We are delighted that he rejoins us to share his insights and experiences on the journey and he offers valuable advice for treasury professionals looking to advance their careers.Sam is currently at Russo Development, one of the most active, privately held developers of industrial, data centre, and multifamily properties serving the New Jersey market. He brings his expertise in treasury, risk management, and investment analysis to his role as CFO.The episode discusses Sam's career journey, starting from his early days at General Motors and his transition into treasury. He shares his experiences working on complex financial transactions and managing large portfolios, which laid the foundation for his success in the CFO role.On the podcast we discuss… How Sam discovered his passion for finance and transition into treasuryHow treasury departments add value Where Sam sees treasury going next Insights into the challenges and opportunities in treasury and financeThe importance of establishing credibility, building rapport with teams, and driving change within an organizationWhy treasury professionals need to broaden their skills and take on additional responsibilities The importance of staying well-versed in accounting and other areas outside of treasury to enhance career growthYou can connect with Sam Pallotta on LinkedIn. Are you interested in pursuing a career within Treasury?Whether you've recently graduated, or you want to search for new job opportunities to help develop your treasury career, The Treasury Recruitment Company can help you in your search for the perfect job. Find out more here. Or, send us your CV and let us help you in your next career move!If you're enjoying the show please rate and review us on whatever podcast app you listen to us on, for Apple Podcasts click here!To subscribe to the Treasury Career Corner podcast via:Apple

Summary:Alexandra Levit is a workplace futurist, a bestselling author and the Founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world. In this episode, Alexandra talks about talent intelligence and how it has helped organizations with recruitment and retention. Chapters:[0:00 - 5:23] IntroductionWelcome, Alexandra!Today's Topic: How Good Talent Intelligence Benefits Recruitment and Retention[5:24 - 15:58] What does the future currently look like for the world at work?If in doubt about where to start, start with job redesign and creating a meaningful employee experienceEmployees will not be replaced by AI, they will be replaced by people who can work with AI[15:59 - 31:24] How does talent intelligence help with recruitment and retention?Auditing existing data for bias for better talent intelligence is critical to its successHow the public sector is leveraging talent intelligence well[31:25 - 41:17] What can you do today to take advantage of talent intelligence?Explore internal mobility and reskilling opportunities within your organizationWhy the future of work may not be the “back to office” movement we're currently seeing[41:18 - 42:11] ClosingThanks for listening!Quotes:“What we're seeing now is that . . . organizations don't have a good handle on the skills of the existing workforce.”“When [the states of New York and Indiana] put their talent intelligence systems together, . . . they were able to pipeline a whole bunch more people into those open jobs that employers had and keep them from leaving the state.”Resources: Alexandra's websiteInspiration at Work Deep Talent: How to Transform Your Organization and Empower Your Employees Through AI bookHumanity Works: Merging Technologies and People for the Workforce of the Future bookThey Don't Teach Corporate in College bookContact:Alexandra's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Our guest on the podcast today is Raj Sisodia, FEMSA Distinguished University Professor of Conscious Enterprise and Chairman of the Conscious Enterprise Center at Tecnologico de Monterrey in Mexico. He is also Co-Founder and Chairman Emeritus of Conscious Capitalism Inc. Raj has a Ph. D. in Business from Columbia University. His fifteen books include Conscious Capitalism, Everybody Matters, Shakti Leadership, Firms of Endearment, The Healing Organization, and Awaken: The Path to Purpose, Inner Peace & Healing. Raj has worked with numerous companies, including AT&T, Verizon, LG, BorgWarner, Kraft Foods, Whole Foods Market, Tata, Siemens, Sprint, Volvo, IBM, Walmart and McDonalds. Raj received an honorary doctorate from Johnson & Wales University and has served on the boards of Mastek and The Container Store.In today's conversation Raj takes us on a journey to explore the flaws of business, the current business school system, the prevalence of ego-driven leadership, and the urgent need for change in the way that we approach business. Drawing from his extensive research, Raj highlights so much of the data that underpins his work and shares some shocking statistics. He challenges the prevailing mindset that prioritizes power and money above all else and delves into the underlying causes, such as fear-based thinking and unhealed traumas, that contribute to this destructive paradigm.Although the challenges we face are vast, he shares his optimism that comes from his own deeply personal transformation as he navigated through his own journey of healing and self-discovery. From visits to the Himalayas to encounters with plant-based medicine, Raj's experiences opened his consciousness and provided profound insights into life and his purpose. Through his groundbreaking work, particularly in the development of conscious capitalism, he embraced a deeply purposeful mission to reinvent the way we do business and educate others about a more humanistic approach.Join us as we dive into the concept of healing organizations, the power of love and truth, and the collective shift toward a purpose-driven future.Key TakeawaysRaj's own healing journey and the profound insights about his life and purposeHow we change the story of business so it becomes utterly humanWhat it means to Create and lead a healing organizationWhy he began Conscious Capitalism as a global movementThe 7 steps that encourage us to face the truth of our lives, healing any wounds and traumasHow the tide is turning in business and leadership aligned with the Star Wars trilogy and which episode we're now living through!

How does clarity create capacity in an organization?Why is the future of work about culture and connection, not policies and programs?My guest on this episode is Wagner Denuzzo, Future of Work expert, executive coach, and HR start-up advisorDuring our conversation Wagner and I discuss: Why he believes the future of work is about culture and connection, not programs and policiesWhy he believes HR is becoming more of a business driver and less of a support functionHis perspective on the promise and challenge of becoming a skills based organizationWhy organizations need to invest in the leadership skills of their early career talentWhy teams, not individuals are the new unit of value creation for organizationsConnecting with Wagner: Connect with Wagner Denuzzo on LinkedIn

Summary:This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it. In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences. Chapters:[0:00 - 3:53] IntroductionWelcome, Garry Straker and David Turetsky!Today's Topic: Avoiding Unintended Consequences of Pay Transparency[3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it?Pay transparency means more than just salary rangesMany state have already, or will soon be, signing pay transparency legislation into effectHorizontal pay transparency vs Vertical pay transparency[21:26 - 36:34] Why is pay transparency important and where are some of its impacts?It prevents new employees from entering an agreement where they're unknowingly being paid unfairlyWhile pay transparency requires more and better communication, you will build strong trust with both current and prospective employeesVertical pay transparency gives employees a line of sight into career growth within organizations[36:35 - 52:51] Avoiding the unintended consequences of pay transparencyPay transparency should help better define roles within an organizationWhy updating job descriptions and market pricing are critical to creating a good salary structure[52:52 - 55:48] ClosingThanks for listening!Quotes:“Letting people know what you make might feel uncomfortable, but isn't it less uncomfortable than wondering if you're being discriminated against or being paid unfairly?”“The #1 ‘pro' of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.”Resources: Address Pay EquityContact:Garry's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

How does your company create value for your customers?How can you develop a talent strategy that is future-proof?My guest on this episode is Vicki Walia, Ph.D & Head of HR Business Partners for the US Insurance and Retirement, Prudential FinancialDuring our conversation, Vicki and I discuss:Her advice for next generation HR leaders on how to stay relevant with their capabilities and in their careersHow do develop a dynamic talent strategy for your organizationWhy people leaders are pivotal in the future of workHow HR leaders can become more data-driven and data fluentHow to use data to influence and guide business leaders to make decisions

How can human-centered design improve your employee experience?Why is wellness important in enabling high performance?My guest on this episode is John Foster, ex-Hulu & IDEO, CHRO and Founder Gamut LabsDuring our conversation, John and I discuss the following:Why HR leaders need to think like architectsWhy you should prototype your HR solutionsThe four key elements of human-centered design and how to apply them to your organizationWhy he believes wellness is the foundation for human performanceHis advice on maintaining wellness for HR professionalsResources:Gamut Labs: John's platform to advise companies and build tools that help people learn and growBe True - connect with John to get access this resourceConnecting with John:John Foster on LinkedIn

Anywhere you find a group of people, you'll find a culture. That's true for families, churches, cities, neighborhoods, and anything else that you can think of that includes more than one person. This idea is especially true for businesses. Leaders need to have a vision for how they want their culture to look and feel. If they don't, you could find yourself surrounded by a toxic culture that not only hurts business, but makes everyone miserable. In this episode, Michael and Megan will talk about the four ways that culture drives employee satisfaction and operating results.You will learn:A useful definition for company culture that is specific and actionable.How to craft organizational values to guide your companyHow to transform values on paper into actions within your organizationWhy a positive company culture makes such a big differenceTo schedule your free Business Growth Coaching Call, visit https://businessaccelerator.com/podcast/.For more podcasts, visit https://leadto.win.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Spring has sprung and we are in full swing cleaning mode, but this year we decided to take it one step further and get *Monica clean* by learning how to properly declutter and organize our homes (and our lives), and the psychology behind our belongings.It's time to say goodbye to those cluttered closets because while you may not realize it – living amongst disorder can have a really negative impact on your life. Think about all of the unnecessary time and energy you waste trying to find your keys or that important document you needed. Or the pile of aspirational items that make you feel bad about yourself.So this week we are joined by Megan Golightly,  a professional home organizer and founder of Calgary-based business, Simplified, which helps people organize, pack and unpack their homes. Megan blends her degree in psychology and passion for neuroscience research with practical organization strategies. Her goal is to help everyone feel at ease in their homes and remove any negative feelings and thoughts they have about their clutter, themselves, and their spaces. Join us as we chat about:The neuroscience behind decluttering and organizationWhy clutter happens in the first placeThe difference between organizing, decluttering, tidying and cleaningHow to learn to let go of sentimental itemsWhy holding onto things out of financial or environmental guilt can cost youTop 3 things someone should do when tackling a room in their homeMegan's secret-sauce product recommendations for organizingHow to deal with a partner/roommate who isn't as organized as you areWe hope this episode helps you feel empowered to organize your life and declutter the things that no longer serve you. You got this!For show notes and more adulting tips, visit:teachmehowtoadult.caSign up for our monthly adulting newsletter:teachmehowtoadult.ca/newsletter Follow us on the ‘gram:@teachmehowtoadultpodcast Follow Megan:go-simplified.com@gosimplified/Megan's organization guides: ​​go-simplified.com/guidesFollow Gillian:@yunggillianaire/Follow Cailyn:@cailynmichaan/

In this episode, Kvon Tucker, CEO Consciously, ExGoogle, People Operations, starts us off strong and talks with Christie Mann about the project they worked on at Google while trying to create a coaching culture, and what they did that allowed them to be the only function inside the company to see an increase in an important KPI.In This Episode:Working to transform an environment of fear to courage within an organizationHow to get decision-makers enrolled in the vision for a coaching culture, especially when they might be scared of losing employees after training The ROI of creating a coaching culture and the impact of dropping a LOVE BOMB inside the organizationWhy organizations should want their employees to be their full selves at work and developed as coachesA bit about the pros and cons of being an external coach/consultant vs. an internal oneAnd much, much more!About UpLevel Productions:Founded by Christie Mann, MA, CPCC, PCC and Rachel Baldi, CPCC, PCC, UpLevel creates, produces and delivers Transformative Experiences, Workshops, Training, Events + Media that develop leaders who make our world a healthier, more alive, and connected place to be. As Associate CTI Faculty Partners, UpLevel is licensed to sell, produce and deliver Co-Active coach training and leadership development programs around the world to support the transformational growth of individuals and culture inside the workplace and organization.www.uplevelproductions.comInstagram @uplevelproductionsFacebook & LinkedIn @uplevelproductionscompany

Cortney Jones is a social worker, Child Welfare advocate, and the Executive Director and Founder of Change 1, a nonprofit organization dedicated to providing support services that improve the lives of children, youth, and families that experience the Child Welfare system and other Health & Human Services systems.She joins hosts Dan Dillard and PJ Christie for the final episode of Search & Convert's Founder Spotlight series to share her experiences as a founder, the work that Change 1 accomplishes, and her involvement in Search & Convert's Black Businesses Matter initiative. Highlights include: Cortney's journey from social worker to founder and Executive Director of the nonprofit Change 1 How Change 1 works in the community to support children transitioning out of the Child Welfare system The unique challenges that entrepreneurs face when they're founding a nonprofit organizationWhy it's important for people working with Foster Youth to have lived experiences in the Child Welfare system The challenges that entrepreneurs of color face as a direct result of their raceHow you can help Change 1 manifest their goals to build a one-stop drop-in center for Foster Youth and young adults who have emancipated from the system This Founder Spotlight series is sponsored by Search and Convert, an Austin-based marketing agency that can help your business get more leads through your site. See acast.com/privacy for privacy and opt-out information.

Magne Setnes is currently the Chief Supply Chain Officer at HEINEKEN. Magne joined HEINEKEN in 2000 and has held a number of senior international leadership roles across Supply Chain, Commerce and General Management in The Netherlands, United States, and Austria. Between 2002 and 2011 he held various roles in Supply Chain and Commerce, including HEINEKEN Export, Planning Manager HEINEKEN Netherlands Supply, Director Supply Chain HEINEKEN USA, Director Control HEINEKEN Global Supply Chain, and Supply Chain Director Brau Union Austria. He was appointed Sr. Director HEINEKEN Global Commerce Innovations in 2014, and Managing Director of Brau Union Austria in 2018.Discover more details here.Some of the highlights of the episode:Magne's career - from AI to SCMOpen platform IoT and how HEINEKEN uses it in their Supply Chain3D printing for spare partsNavigating commodity price hikesHow to create a learning organizationWhy it is key to keep SCM simple for the executive managementFollow us on:Instagram: http://bit.ly/2Wba8v7Twitter: http://bit.ly/2WeulzXLinkedin: http://bit.ly/2w9YSQXFacebook: http://bit.ly/2HtryLd

This podcast interview focuses on product innovation that has the power to build the best content, connect people across the world and create happy customers. My guest is Volker Smid, CEO of Acrolinx Volker has more than 25 years of management experience in the software, internet, technology, and media industry around the globe. Throughout his career, he served as CEO of Searchmetrics and EVP Digital & Technologies at the Holtzbrinck Publishing Group. He was CEO of Hewlett-Packard Germany, Vice Chairman of BITKOM, President EMEA and Asia/PAC at Novell Inc., SVP Sales Midmarket at Parametric Technology Boston, and SVP at POET Inc. in San Mateo, California. Today he's the CEO of Acrolinx, a company that's built around the vision to create a world connected by amazing content. Its mission is to supercharge the billions of enterprise content touchpoints that power the global customer experience.And that inspired me, and hence I invited Volker to my podcast. We explore what's broken when it comes to managing content in the enterprise world. We drill into the negative effects and the cost of content that frustrates people, and this multiplies as the scale, consumption, and complexity grow.Volker then talks about how he's steering his organization to be a fully aligned organization - and how having a strong and clear vision and mission that are focused on transformational change are critical to achieving this.Last but not least he shares his lessons learned in leading his company through the crisis, and what was required to become a stronger company altogether. Here are some of his quotes:My first statement, when I came to realize that this world was being turned upside down, was: This is a global crisis. And there will be winners and losers in the global crisis. And I believe we have a fair chance to come out of this crisis being a stronger company - without knowing what that meansBut the first address for the organization was the reminder of. It is a crisis. Every crisis is a mix between challenges and opportunities. Let's be very, very cautious and careful about the challenges. But let's focus on the opportunity. During this interview, you will learn four things:How to embrace uncertainty and fear when adversity hits - and the power of trust in each other to overcome the biggest challenges.Why every company should educate and develop every employee to be able to tell a 30-second story about the company Why capturing the transformational stories from customers are critical to creating an aligned and proud organizationWhy leaders should encourage every employee to go out of their comfort zone and do things they have never done beforeFor more information about the guest from this week:Volker SmidWebsite Acrolinx See acast.com/privacy for privacy and opt-out information.

Michael Tushman is a Baker Foundation Professor, Paul R Lawrence Professor Emeritus, and faculty chair of the Advanced Management Program (AMP) at Harvard Business School. He is also a founding director of Change Logic, a Boston-based strategic advisory firm. Michael is internationally recognized for his work on the relations between technological change, executive leadership and organization adaptation, and for his work on innovation streams and organization design. Mike is an active business consultant and educator, working with CEOs and senior teams around the world. Mike leads several Harvard Business School's premier learning opportunities for executives. In addition to AMP, he is faculty co-chair of Leading Change and Organizational Renewal and is a former Faculty Chair for the Professional Leadership Development Program. He also teaches on the Business Analytics Program, HBS's first online only program. Mike's publications include Lead and Disrupt, Winning Through Innovation: A Practical Guide to Leading Organizational Renewal and Change, both with Charles O'Reilly; and Corporate Explorer: how corporates beat startups at the innovation game with Andy Binns. In this podcast he shares: How to structure a company so it can simultaneously exploit your current business and explore new businesses The definition of an ambidextrous organizationWhy it's so critical that you think about your firm's “identity” and purpose And why the greatest barrier to your ability to innovate may be dealing with “identity threats” __________________________________________________________________________________________"My experience with ambidexterity is the structure is pretty trivial. You just put the past in the future. Oftentimes the reason that ambidextrous structures fail is that the senior team cannot deal with the paradox and tensions and contradictions associated with both exploiting and exploring simultaneously. So I would beg the strategy types in the room to help your colleagues attend to inconsistent strategies simultaneously in service of the overarching identity and help their colleagues deal with tension in the room is that is not there exploit always kills, explore."-Michael Tushman__________________________________________________________________________________________Episode Timeline:00:00—Introducing Michael Tushman + The topic of today's episode2:38—If you really know me, you know that...2:01—What is your definition of strategy?4:50—What are you most well-known for?7:25—Could you explain to us the concept of an ambidextrous organization?10:15—How do you find leaders that can manage the tension between exploit and explore?15:40—Could you explain how explore companies differ in how they shape the context and rules?16:50—Could you explain a little more about this identity conflict that companies experience?19:18—What are you working on now and how should people connect with you?__________________________________________________________________________________________Additional Resources:Faculty Page at HBS: https://www.hbs.edu/faculty/Pages/profile.aspx?facId=6584LinkedIn: https://www.linkedin.com/in/michael-tushman-b356a57/Most recent book: https://hbswk.hbs.edu/item/is-company-failure-inevitable

Michael Tushman is a Baker Foundation Professor, Paul R Lawrence Professor Emeritus, and faculty chair of the Advanced Management Program (AMP) at Harvard Business School. He is also a founding director of Change Logic, a Boston-based strategic advisory firm. Michael is internationally recognized for his work on the relations between technological change, executive leadership and organization adaptation, and for his work on innovation streams and organization design. Mike is an active business consultant and educator, working with CEOs and senior teams around the world. Mike leads several Harvard Business School's premier learning opportunities for executives. In addition to AMP, he is faculty co-chair of Leading Change and Organizational Renewal and is a former Faculty Chair for the Professional Leadership Development Program. He also teaches on the Business Analytics Program, HBS's first online only program. Mike's publications include Lead and Disrupt, Winning Through Innovation: A Practical Guide to Leading Organizational Renewal and Change, both with Charles O'Reilly; and Corporate Explorer: how corporates beat startups at the innovation game with Andy Binns. In this podcast he shares: How to structure a company so it can simultaneously exploit your current business and explore new businesses The definition of an ambidextrous organizationWhy it's so critical that you think about your firm's “identity” and purpose And why the greatest barrier to your ability to innovate may be dealing with “identity threats” __________________________________________________________________________________________"My experience with ambidexterity is the structure is pretty trivial. You just put the past in the future. Oftentimes the reason that ambidextrous structures fail is that the senior team cannot deal with the paradox and tensions and contradictions associated with both exploiting and exploring simultaneously. So I would beg the strategy types in the room to help your colleagues attend to inconsistent strategies simultaneously in service of the overarching identity and help their colleagues deal with tension in the room is that is not there exploit always kills, explore."-Michael Tushman__________________________________________________________________________________________Episode Timeline:00:00—Introducing Michael Tushman + The topic of today's episode2:38—If you really know me, you know that...2:01—What is your definition of strategy?4:50—What are you most well-known for?7:25—Could you explain to us the concept of an ambidextrous organization?10:15—How do you find leaders that can manage the tension between exploit and explore?15:40—Could you explain how explore companies differ in how they shape the context and rules?16:50—Could you explain a little more about this identity conflict that companies experience?19:18—What are you working on now and how should people connect with you?__________________________________________________________________________________________Additional Resources:Faculty Page at HBS: https://www.hbs.edu/faculty/Pages/profile.aspx?facId=6584LinkedIn: https://www.linkedin.com/in/michael-tushman-b356a57/Most recent book: https://hbswk.hbs.edu/item/is-company-failure-inevitable

Rita Sever, founder of Supervision Matters talks about how to harness equity (not equality), what hidden rules are and how to change the toxic ones, and how to hire people who promote equity.In today's episode, you'll learn:How to harness equity in your team and organizationWhy teams need equity, and not equalityWhat hidden rules are and how to change the toxic onesHow to tailor recruiting practices to hire people who promote equityVisit www.kizo.ca/podcast to get extra resources or join our mailing list.Our guest is Rita Sever, founder of Supervision Matters, a company that coaches organizations on how to improve culture, supervision and HR. With an MA in Organizational Psychology, Rita has taught at University of San Francisco and Sonoma State University in California. Her new book, Leading for Justice: Supervision, HR and Culture, is a practical look at how we build justice organizations that are connected, efficient, and resilient.Connect with Rita on Twitter, LinkedIn, or through Supervision Matters. Her book can be bought on Amazon.Cultivate your Culture is a show that decodes how leaders can create environments where their teams do their best work and flourish. Our guests are pioneers in team dynamics and culture from the worlds of business, military and sport. Hear them share simple, straightforward techniques that you could use with your team to set up, evolve and measure culture.The host, Zoran Stojkovic helps people build habits and behaviors that unleash their inner greatness so that they can contribute positively to the world. Through his company, Kizo, he equips organizations and people with culture and mindset tools to reach full engagement through powerful workshops, memorable keynotes, and transformative individual consultations.Cultivate Your Culture is produced by Kizo, a leadership coaching organization helping teams to get the results they want so that they can positively impact the world. To learn more about the services Kizo can provide for your team, please check out our website at kizo.ca/team. Support the show (https://www.buymeacoffee.com/cultivatepod)

This week we sat down with Drift's Chief People Officer, Dena Upton, to discuss how to build an equitable workplace in a remote-first environment, how to build pay equity into your culture, and how to ready your organization for DE&I on day one.  In this episode, you'll learn:The evolution of DE&I in the last two years and how it's affected businessesThe post-pandemic impact on employees and DE&I Where DE&I should sit within an organizationWhy and how to think about diversity, equity, and inclusion on day oneHow to think about pay equity, especially in a remote-first work environment How to navigate building a digital-first workplace

This week we sat down with Drift's Chief People Officer, Dena Upton, to discuss how to build an equitable workplace in a remote-first environment, how to build pay equity into your culture, and how to ready your organization for DE&I on day one.  In this episode, you'll learn:The evolution of DE&I in the last two years and how it's affected businessesThe post-pandemic impact on employees and DE&I Where DE&I should sit within an organizationWhy and how to think about diversity, equity, and inclusion on day oneHow to think about pay equity, especially in a remote-first work environment How to navigate building a digital-first workplaceWant to build a diversified workforce? Request a free demo with us: https://www.canvas.com/demo 

Are you looking for a new training solution for your organization?One of the first decisions to make is: will you buy a solution from a third party or design your own? There are pros and cons to either option, and your choice will likely depend on budget, time available, and your existing skills and resources.A common solution is to use a mixture of both by purchasing training and then adding your own context on top to connect the dots.In this episode of The Learning Xchange, Schoox's Matthew Brown (VP of Learning and Brand Success) delves into the topic of bought versus built training content. Matthew shares his tips for making purchased training solutions more effective and relevant for your team.Listen to this episode to find out:How the preference for built versus bought content has changed over the yearsWhy a hybrid approach is sometimes bestThe first step towards making a training course work for your organizationWhy it can pay to reserve your resources and buy contentHow to improve the user experience for learnersWhy you should start with the end in mind and work backIf you enjoyed this episode, please share what you love about The Learning Xchange by leaving us a rating and review! 

Lon Safko is a serial innovator, inventor, bestselling author, speaker, and good friend of mine.He is an author of remarkable breadth, writing six innovative books, which have shown corporations how to train managers to think creatively, detailed the secrets of launching a successful online business, and many other topics. His latest book, “The Social Media Bible,” unlocks the mysteries of social media for business. Lon is a remarkably creative person. He is the creator of the “First Computer To Save A Human Life”. That computer, along with 18 other inventions and more than 30,000 of Lon‘s papers, are in the Smithsonian in Washington, D.C. He has created numerous hardware and software solutions for the physically challenged, developed the first CAD software for civil engineers, and is also responsible for those handy little Tool-Tips help-balloon pop-ups! Key topics discussed in today's conversation:How to incorporate artificial intelligence into your customer service strategyWhat a great chatbot looks like, how to make it smarter, and why it's important for your businessHow to choose the right chatbot for your organizationWhy you need to monitor your social media channelsMentioned in the Show:SOCAPThe Social Media Bible Lon Safko BioTo Contact Lon:Visit www.safko.comTo Contact Chip:E-mail: thechipchatpodcast@gmail.comFacebook: The Chip Chat PodcastInstagram: The Chip Chat Podcast

Could you be earning more money without acquiring additional degrees or certifications? What if your employer actually paid you what your work is worth? In this episode of The Branded Career Podcast, Melissa investigates these questions and more.Topics Include:Why salary negotiation needs to be at the forefront of your interviewsQuantifying how much money you need to support your lifestyle goalsIt's not just about the money–it's about having more choices in lifeIs it skills you need, or just a shift in mindset?Learning not to dim your light for anyoneDiversity in leadership positionsAssessing the value you bring to an organizationWhy leaders don't think like employeesEstablishing yourself as an expertAnd other topics...Resources Mentioned:The Leadership Incubator with Melissa FleuryVideo: Leaders Don't Think Like Employees with Melissa FleurySubmit a Question for #HeyMel by completing this short form.Want to connect? Get in touch!LinkedIn: linkedin.com/in/melissafleuryinc/Website: https://www.thebrandedcareer.com/

How can compliance teams overcome internal politics to achieve compliance success throughout the organization? Management can be either an advocate or an adversary to compliance. For Tomell Ceasar, Head of Ethics and Compliance at Careem, the key is finding allies in your organization who will advocate for the importance of compliance.Tomell's greatest challenge came while working for a company under a Deferred Prosecution Agreement. Ultimately, it led to one of his proudest accomplishments and is a great place for aspiring compliance practitioners to start. In this episode, Tomell sits down with hosts Adam Kaiser and Jordan Feise to share his story and lessons learned from his wide-variety of global experience as a compliance practitioner.In this episode, you'll learn:The importance of identifying allies across the organizationWhy compliance should not report to the legal departmentWhy the code of conduct doesn't create ethical behavior

Alan Clayton is Chairman of Philanthropy and Fundraising International, and Director of Philanthropy and Fundraising North America. He's also a brilliant fundraiser.I had the absolute pleasure of visiting with Alan this past week to talk about great fundraising organizations...what makes them great, how they think and behave differently than other nonprofits, how they approach their brand differently from other organizations, and what other nonprofits need to do to become great in their own right. Alan gives us his in-depth assessment on:The biggest obstacle to great fundraising and growth for nonprofits (hint: it's probably not what you think)The process organizations and leaders need to follow to bring alignment internally that can prepare their organizations for transformational growthHow to know if your organization is prepared for a great fundraising transformationNavigating the complex maze of logic and emotion to bring about meaningful change in your organizationWhy the conflict over investment between fundraising and program budgets is short-sighted, and how you should think differently about itHow an organization's fundraising returns compare to stock market returns, and why CFO's should fully embrace fundraising investmentThe key decisions that growth-minded, successful nonprofits make that are different from the decisions that average nonprofits don't make   Alan and his team are hosting a fully ONLINE version of The Great Fundraising Masterclass from February 9 - February 12. If you like our podcast conversation and want to go deeper on this subject, sign up for this Masterclass today! Special thanks to our friends at 7-Figure Fundraising for sponsoring today's episode! At 7-Figure Fundraising they teach fundraisers and nonprofit leaders how to craft and deliver fundraising pitches that consistently deliver more 6 and 7-figure gifts. Right now, they are offering a 5% discount on their live online training that begins on February 16, 2021. You can register here, and use the code RAINMAKER at check-out to get the discount. 

Alan Clayton is Chairman of Philanthropy and Fundraising International, and Director of Philanthropy and Fundraising North America. He's also a brilliant fundraiser.I had the absolute pleasure of visiting with Alan this past week to talk about great fundraising organizations...what makes them great, how they think and behave differently than other nonprofits, how they approach their brand differently from other organizations, and what other nonprofits need to do to become great in their own right. Alan gives us his in-depth assessment on:The biggest obstacle to great fundraising and growth for nonprofits (hint: it's probably not what you think)The process organizations and leaders need to follow to bring alignment internally that can prepare their organizations for transformational growthHow to know if your organization is prepared for a great fundraising transformationNavigating the complex maze of logic and emotion to bring about meaningful change in your organizationWhy the conflict over investment between fundraising and program budgets is short-sighted, and how you should think differently about itHow an organization's fundraising returns compare to stock market returns, and why CFO's should fully embrace fundraising investmentThe key decisions that growth-minded, successful nonprofits make that are different from the decisions that average nonprofits don't make   Alan and his team are hosting a fully ONLINE version of The Great Fundraising Masterclass from February 9 - February 12. If you like our podcast conversation and want to go deeper on this subject, sign up for this Masterclass today! Special thanks to our friends at 7-Figure Fundraising for sponsoring today’s episode! At 7-Figure Fundraising they teach fundraisers and nonprofit leaders how to craft and deliver fundraising pitches that consistently deliver more 6 and 7-figure gifts. Right now, they are offering a 5% discount on their live online training that begins on February 16, 2021. You can register here, and use the code RAINMAKER at check-out to get the discount. 

How should you measure the impact that training has on your organization?Whether you are a learning professional or someone who has been tasked with implementing new training within your organization, you've probably been asked to measure and articulate the results by your leaders. This is something that should be expected. After all, it's important to know that any training courses, regimes, etc., are having an overall beneficial impact on the organization.But how can you start to measure the impact that training has had on your organization? You'll find out in this episode of The Learning Xchange podcast, where Matthew Brown (Schoox's VP of Learning and Brand Success) talks about how you can get started when it comes to measuring the resulting impact of training on your organization.Listen to this episode to find out:Why you should measure the impact of your trainingHow to determine the role of training within your organizationWhy it's important to know how your employees feel about trainingThe benefits of beginning with the end goal in mindQuestions to ask yourself when gathering data to prove what impact training has had on the organizationIf you enjoyed this episode, please share what you love about The Learning Xchange by leaving us a rating and review! 

On today's show, Sean talks with Michael Abrashoff. In this episode, Michael talks about the leadership principles he relied on to transform the USS Benfold, and how we can use those same principles to improve our own leadership skills.In 1997, Michael took command of the USS Benfold, one of the poorest performing ships in the US Navy at that time. In a few short years under his leadership, it became one of the best performing ships in the fleet. Michael also wrote a book about his experience titled “It's Your Ship: Management Techniques from the Best Damn Ship in the Navy.”. It's gone on to become a best-seller. IN THIS EPISODE, YOU'LL LEARN:How Abrashoff “turned around” one of the lowers performing ships in the US NavyThe importance of getting your team to take “ownership” of the business or organizationWhy being liked by your people isn't as important as being respectedWhy Abrashoff interviewed all 310 men and women on his shipWhy driving for “one percent better each day” and then letting compounding do its thing can be so effectiveHow to achieve great goals by small, constant, measured, daily improvementWhy the more command Abrashoff gave up the more command he got over his shipWhy Abrashoff banned all meetings one day each weekWhy leaders should always eat lastBOOKS AND RESOURCES“It's Your Ship: Management Techniques from the Best Damn Ship in the Navy.” Aegis Performance GroupAll of the HSA benefits. None of the hassle. Make the most of your health savings account with BendHSA.Capital One. This is Banking Reimagined. What's in your wallet?Browse through all our episodes (complete with transcripts) here.Support our free podcast by supporting our sponsors.CONNECT WITH MICHAEL ABRASHOFFMichael's Twitter AccountMichael's WebsiteGET IN TOUCH WITH SEAN MURRAYSean's Twitter AccountSean's LinkedIn AccountEmail: Sean@TheInvestorsPodcast.comWebsite: RealTime Performance, Inc.Weekly Newsletter: RealTime Performance NewsletterHELP US OUT!Help us reach new listeners by leaving us a rating and review! It takes less than 30 seconds and really helps our show grow, which allows us to bring on even better guests for you all! Thank you – we really appreciate it!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This episode will uncover:Kris's law enforcement career, significant experiences, and lessons learned throughoutWhat it took for Kris to sustain success throughout his careerHow Kris started gaining an interest and started working with dronesThe time Kris spent as the Director of Training with Advanced Training Consultants and how it helped him build a solid training foundation to build uponThe LARTC, its mission, and why Kris accepted a role to lead the organizationWhy drones became a primary focus within LACRTCDifferent types of training and drones utilized by LACRTCLACRTC's collaborative student-centric curriculum developmentChallenges Kris faces within LACRTC, especially those related to maintaining relevancy to ever-changing client needsFuture plans and ambitions for the LACRTCPersonal insights from Kris; his greatest failure and his primary daily motivating factorshttps://lacrtc.org/https://www.policechiefmagazine.org/the-85-percent-rule/