Podcasts about people leadership

In this episode, Jamie speaks with Maggie Driscoll, Chief People and Culture Officer at Blackbaud, a large public technology company based in Charleston, SC.  Maggie spent her entire career in the human resources field, following her true passion for helping companies succeed and grow through building strong internal cultures and pathways for team members.  Maggie joined Blackbaud, moving to Charleston just weeks prior to the COVID pandemic that caused massive uncertainty and challenges for people leadership.  Maggie and the Blackbaud senior leadership team remained agile, listened to their team members, and received many external accolades for the way they rebuilt their company workstyle, honoring their team members and serving their clients, an approach Blackbaud calls "remote first flexible."  Maggie and Jamie also discuss three pivotal career stages that leaders go through -- first-line manager, second-line manager of managers, and broad business leader -- and the unique challenges and pitfalls of each.  Maggie shares why leading authentically is so important and why her leadership style emphasizes the avoidance of surprises.  Maggie and Jamie close with a discussion on how the "employee deal" may be changing with the latest generation of team members entering the job market.  Maggie is an accomplished Human Resources professional, highly recognized in the tech industry and sought after as an advisor in her profession.

In Episode 84 of the Digital Velocity Podcast, Erik Martinez speaks with Brian Joseph, CEO and co-founder of RevJen Group, to explore the powerful intersection of leadership and professional development. Drawing from decades of experience in scaling for-profit and nonprofit businesses, Brian shares insights on building purpose-driven cultures, confronting organizational challenges head-on, and reframing sales as an act of service. Listeners will learn: - Why executive burnout silently spreads through entire teams—and how to prevent it - How intentional networking (both in-person and digital) drives sustainable growth - Strategies to create space for deep thinking in an always-on world - Why starting with a “blank slate” mindset is essential for turnarounds - The truth behind the phrase, “Nothing happens without a sale” Whether you're running a DTC brand, leading a nonprofit, or managing a high-growth team, this episode is a must-listen for leaders seeking clarity, connection, and real business momentum. Contact Brian via: Linkedin -Brian Joseph Linkedin - RevJen Company RevJen.com - Company Website

On this episode of 3GT, the three guys welcome a fourth. Drew Gordon, Publications Director at Crown & Covenant Publications and a long-time ruling elder of Covenant Fellowship Reformed Presbyterian Church in Pittsburgh, joins 3GT to discuss his new book, The Elders of the People: Leadership in Christ’s Church, the latest release in the Grassmarket Press series. …

What can leaders learn from the high-pressure world of neonatal intensive care? Dr. Susan Landers, a seasoned neonatologist, joins Matt Poepsel to share insights on handling stress, building resilient teams, and navigating work-life balance. From life-or-death decisions in the NICU to balancing a demanding career and family, Susan's lessons apply to leaders in any field. Tune in for powerful takeaways on teamwork, adaptability, and emotional intelligence.   From Our Sponsor: The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.   Additional Resources: Listen to the original episode on Lead the People Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: Leadership in Crisis: The NICU is an intense, high-stakes environment where quick decisions and teamwork save lives—similar to leadership in any fast-paced industry. The Power of Teamwork: A well-functioning team includes diverse roles, from doctors to respiratory therapists to lactation consultants. Everyone plays a critical part. Emotional Intelligence is Key: Parents handle stress differently—some shut down, others demand miracles. Leaders must recognize different coping mechanisms and adapt. Work-Life Balance is a Moving Target: Balancing a medical career with motherhood required constant adjustments, clear communication, and strong support systems. The Evolving Workplace: Remote work has changed how professionals connect, making it even more important to foster relationships and support networks.

In this insightful episode of the HR Plus podcast, we welcome Kirsty Russell, a seasoned HR leader with extensive experience in major global companies like Nokia, Microsoft, and Logitech. Together, we explore the evolving landscape ofhuman resource management, discussing key trends that are shaping the future of the workplace.From purpose-driven organizations and employee recognition to hybrid work models and well-being, Kirsty shares valuable insights on what leaders and HR professionals must prioritize to thrive in this rapidly changing environment. Tune in to learn practical strategies for improving employee engagement, fostering a positive company culture, and driving organizational success.

In this episode, Jamie speaks with Nina Somerville, senior tech executive and current Senior Vice President at Sailpoint. Nina shares excellent advice on how to successfully transition into new leadership roles, including learning how to rely on others, asking questions, and taking time to share your intentions. Nina explains how important it is to lead authentically and how showing up as yourself builds trust with those around you. She challenges us to “lead in any role,” highlighting that those who do this well consistently bring people together to solve problems and are quick to share success. Nina is a high EQ leader who values personal relationships and empowering complementary skill sets over enforcing hierarchical structures.   During the episode, Jamie and Nina refer to the following work: The First 90 Days by Michael D. Watkins Joy and Success at Work: Building Organizations that Don't Suck (The Life Out of People) by Mark McClain   Executive Access is produced by The Ideal Life, a platform that provides coaching, community, and content for people to grow both personally and professionally.

In this episode, we dive into Brittany Rohde's unconventional journey into the HR and people space. With a background in mathematics and a love for admin, Brittany has successfully navigated the world of people operations, compensation, and leadership. We explore how she transitioned from a math degree into HR, her philosophy on taking opportunities, and why she believes every people team should have an engineering component. Key Takeaways

Lee continues the discussion on "Big Picture, Big Insights," focusing on two critical themes: people and teams, and leadership and strategy. Drawing insights from 5,000 voices across 10 UK organisations, Lee explores the barriers to achieving business vision from an internal perspective. He highlights the importance of fostering collaboration, psychological safety, and inclusivity within teams while addressing the detrimental effects of silos and poor communication. Additionally, Lee emphasises the need for visible and engaged leadership that aligns with strategic goals to build trust and clarity. Listeners are encouraged to reflect on their organisational dynamics and consider how to shift from disconnection to engagement, ultimately enhancing team performance and morale. KEY TAKEAWAYS Critical Themes for High Performance: The podcast identifies six critical themes that impact organisational performance: systems and processes, people and teams, leadership and strategy, culture and morale, communication and collaboration, and work environment and resources. Moving from Disconnection to Collaboration: To enhance team dynamics, organisations should focus on eliminating toxic behaviors, fostering psychological safety, and breaking down silos between departments. Key elements to maintain include strong morale, flexibility in working arrangements, and a customer-focused approach. Leadership Visibility and Engagement: Effective leadership requires visible and accessible leaders who engage meaningfully with employees. Organisations should aim for consistent messaging and strategic clarity to build trust and empower employees to make decisions. Identifying Challenges: Organisations can assess their engagement and collaboration levels by asking specific questions about employee comfort in sharing ideas, collaboration between teams, recognition of contributions, and the clarity of strategic priorities. Actionable Steps for Improvement: To transition from disconnection to engagement, organisations must connect with their people, understand their challenges, and facilitate meaningful conversations. This process is essential for gathering insights and fostering a culture of continuous improvement. BEST MOMENTS "A dysfunctional team environment can severely impact productivity, morale and overall business success when poor communication and isolation take root." "The two most important metrics in an organisation that are never actually measured are the number of thoughts we are creating in our people and the length of time from those thoughts to conversation to action." "To create a high performing, inclusive and engaged teams, organisations must cultivate consistent collaboration across departments, breaking down silos." "A lack of leadership visibility and strategic alignment can leave teams feeling disconnected, uncertain and unsupported." "If the answers reveal gaps, it's time to move from disconnection to engagement, from mixed messaging to strategic clarity." HOST BIO You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/ For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses. In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material. Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

This episode features Oliver Rowe, the editor-in-chief of FM, detailing the contents of the February digital edition of the magazine. The discussion summarises articles on developing executive presence, more effective people leadership, and the right way to share and analyse data. Rowe explains how members can access the most recent edition of the online magazine as well as the issue library. What you'll learn from this episode: ·         Strategies for building executive presence, including the advice that not all the skills are must-haves. ·         A summary of an article on ensuring that DEI initiatives enhance business outcomes. ·         How finance business partners can optimise so-called “democratised” data. ·         Details about the cover story on managing people.

In this episode, Laurent Matthys, VP, People Leadership for APi International, shares about his fascinating life and career journey as he reveals the magic that happens when we start connecting with people and truly developing as a team

How we lead teams will change as GenAI becomes integral to our work. In this episode of The Manager Track podcast, Ramona Shaw shares how managers can use AI to streamline their work, improve team experiences, and drive results.Ramona dives into practical ways AI can help at every stage of the employee journey—from hiring to offboarding—and how you can develop the skills to manage with the help of these tools.What you'll learn:- How AI can improve hiring and candidate selection- Ways to personalize onboarding and employee growth- Tips for using AI in performance reviews and feedback- Using AI to enhance communicationIf you want to stay ahead and lead with impact, this episode gives you actionable insights to make AI a part of your management toolkit.Check it out HERE.Watch it on YouTube HERE.— RESOURCES MENTIONED —- Get your free GenAI Quick Start Guide HERE- Learn how to turn your 1-on-1 meetings from time wasters, awkward moments, status updates, or non-existent into your most important and valuable meeting with your directs all week. Access the course and resources here: ramonashaw.com/11- Have a question or topic you'd like Ramona to address on a future episode? Fill out this form to submit it for her review: https://ramonashaw.com/ama— OTHER EPISODES YOU MIGHT LIKE —- Episode 205 - Elevating Communication with GenAI- Episode 218 - GenAI for Managers— WHAT'S NEXT? —Learn more about our leadership development programs, coaching and workshops at archova.org.Grab your copy of Ramona's best-selling book 'The Confident & Competent New Manager: How to Rapidly Rise to Success in Your First Leadership Role': amzn.to/3TuOdcPIf this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me @ramona.shaw.leadership or DM me on LinkedIn at linkedin.com/in/ramona-shawAre you in your first manager role and don't want to mess it up? Watch our FREE Masterclass and discover the 4 shifts to become a leader people love to work for: www.archova.org/masterclassLove the podcast and haven't left a review yet? All you have to do is go to ramonashaw.com/itunes and give your honest review. Thanks for your support of this show!* Disclaimer: Shownotes may contain affiliate links. That means that I am awarded a small commission for purchases made through them, at no added cost to you.* Disclaimer: Shownotes may contain affiliate links. That means that I am awarded a small commission for purchases made through them, at no added cost to you.

About the Guest:Say hello to Bob Chapman, CEO of the internationally renowned Barry-Wehmiller, a machinery industry company with over 12,000 employees in over 100 countries. Bob's first title at the company was “Somebody He Could Trust”—meaning he was tasked with helping his father (the owner) make business decisions. But all did not go as planned. “I worked with my dad for six years, was put in the position of VP of finance, and I think it was October of '75, he had a severe heart attack and died. The next day I was president of the company at age thirty, and the first people I met were the bankers, who immediately pulled our loans.”Bob goes on to detail the many ups and downs of the company after his sudden rise to the top. He says he went from “phenomenal success to traumatic decline and then a phenomenal recovery.” And phenomenal it is. Today, Barry-Wehmiller is a $3.6 billion company. Bob attributes that to many factors, including his creative approaches, his tenacity in the face of crisis, and his focus on people as the main drivers of success. What You Will Learn:Strategies into how common sense, creativity, and a positive attitude can replace book smarts and accoladesInsights into why we need “leaders, coaches, and mentors,” not “managers, bosses, and supervisors.”Lessons in why it isn't enough to get people on the same bus; the bus needs to be able to support the people getting on itStories of the quick rise, epic fall, and monumental comeback of the Barry-Wehmiller CompanyJoin Joe Hart and Bob Chapman as they discuss weathering the ups and downs of business while always keeping people front and center. More than anything, Bob wants leaders to understand the importance and responsibility they have as business leaders to give employees a “grounded sense of hope,” meaning “they can decide to raise a child, buy a home, educate their kids, or save for their retirement. That is your fundamental responsibility.” Learn more about how to fulfill your responsibilities as a leader when you tune in to this insightful episode. Please rate and review this Episode!We'd love to hear from you! Leaving a review helps us ensure we deliver content that resonates with you. Your feedback can inspire others to join our Take Command: A Dale Carnegie Podcast community & benefit from the leadership insights we share.

Terry Maynard, BSM, PMP, CEFP is Zone Manager at The University of Virginia Facilities Management Operations Department where he is passionate about providing motivational leadership and unwavering dedication to the growth and development of his team. Mike Petrusky asks Terry why he believes that professional development is so essential for team success and how leaders can look internally at their available talent to meet the needs of the built environment. Mike and Terry discuss ways to enhance FM collaboration and explore how adopting new technologies can help professionals meet today's challenges in facilities management. Sustainability, resilience, and adaptability are key priorities for our industry and Terry's military experience has been helpful in his facility management career as change is constant and shifting perspectives are always valuable. Tune in as Mike and Terry share the inspiration and insights you need to be an Asset Champion in your organization! Connect with Terry on LinkedIn: https://www.linkedin.com/in/terry-maynard/ Learn more about VAPPA: https://virginia-appa.org/ Check out the “On My Way To Work” video series: https://www.youtube.com/playlist?list=PLSkmmkVFvM4E39sM-pNaGhLoG0dkM947o Learn more about Eptura™: https://eptura.com/ Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/asset-champion/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

Today we're joined by Alexis MacDonald, VP of People at Klue who is passionate about building inclusive, high-performing teams and driving business success through connection, empathy, and curiosity. Hosts Robin and Al sit down with Alexis to discuss the evolving role of HR and people leadership in modern organizations. She shares insights on the culture of innovation at Klue, the importance of networking among HR leaders, and how the role of HR has transformed from a support function to a strategic partner in business. Alexis also emphasizes the importance of personal growth and mentorship in developing future leaders."Your people...tend to drive most of the revenue. So that's a pretty big engine that you need to support." ~ Alexis MacDonaldTakeaways:Clue's culture values action, experimentation, and a supportive environment that fosters innovation and growth.The role of HR has evolved into a strategic partnership with business leaders, focusing on metrics that drive success.Networking and mentorship among HR leaders are crucial for sharing insights and developing future talent.COVID-19 broadened HR's responsibilities, emphasizing the need for data analytics skills to navigate modern challenges.Maintaining personal and professional balance is key for leaders to thrive and lead effectively.Brought to you by Aria Benefits and Life & Legacy Advisory Group

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & hashtag#KeynoteSpeaker) and Randy Conley (VP & Trust Practice Leader at The Ken Blanchard Companies) as they delve into the secrets of effective people leadership. Discover how to build trust, grow personally, and stay in tune with life's evolving terms in this insightful episode. Don't miss these expert tips to elevate your leadership game! Guest BIO: Randy Conley serves as Vice President & Trust Practice Leader for The Ken Blanchard Companies.He is Blanchard's subject matter expert in the field of trust, co-author of Blanchard's Building Trust training program, and works with organizations around the globe helping them build trust in the workplace. Trust Across America has recognized Randy with a Lifetime Achievement Award as a Top Thought Leader in trustworthy business behavior and he is a founding member of the Alliance of Trustworthy Business Experts. Inc.com named Randy a Top 100 Leadership Speaker & Thinker and American Management Association included him in their Leaders to Watch in 2015 list. He holds a Masters Degree in Executive Leadership from the University of San Diego.You can follow Randy on Twitter @RandyConley or connect with him via his blog, Leading With Trust, at www.leadingwithtrust.com.

Ep #243: Ignite Exponential Career Growth by Moving Beyond ‘People Leadership'Is your focus on your team stalling your career? Leading a team is a big milestone on your leadership journey. It can excite you, stress you out, and make you feel like a true leader for the first time in your career. But here's where things start to go sideways: Whether you love managing people or not, your day-to-day role as a people manager can quickly become a trap–a trap that keeps you stuck in the weeds, stopping you from doing the strategic work that will get you noticed, recognized, and rewarded as the badass executive leader you are. In this episode of Women Changing Leadership with Stacy Mayer, I'll show you how to break free from the people leadership trap and unlock exponential career growth by shifting your focus to what really matters at the executive level. You'll learn how to change your communication habits ahead of time so you can start positioning yourself as the strategic executive leader you're meant to be – and unlock exponential freedom in your career as a result.Unlock the missing piece in your leadership development. Take the quiz: www.ReadytoBePromoted.com

In this episode of The Quest for Success Podcast, Vajira Weerasekara, a business leader and author, talks about his definition of success and his career journey. Vajira believes that success is not an endpoint but a journey that involves resilience and courage. Most importantly, he values the learning and growth that comes from the process. Vajira shares his background, including growing up in Sri Lanka and his transition into technology. He also discusses his experience at Microsoft and Red Hat, emphasising the importance of people leadership and creating an environment where individuals can thrive. Vajira believes in building high-performing teams by fostering a safe and supportive environment and practising empathy. Vajira Weerasekara shares his insights on leadership, charity work, and personal growth. He emphasises the importance of clear communication and setting clear timelines as a leader. He also discusses the value of honesty and making tough decisions when informal coaching doesn't work. Vajira talks about his charity, Let Kids Fly, which focuses on providing education and support to underprivileged children in Sri Lanka. He shares his personal experience with cancer and how it changed his perspective on life, prioritising what truly matters. Vajira's key themes include exploration, decisiveness, empathy, servant leadership, and continuous learning.Resources We Discuss:Vajira's Books:The Life of the Run - https://life-of-the-run.raisely.com/ Motivating Mavericks - https://amzn.to/46AQgDi Vajira's Charity - Let Kids Fly - https://letkidsfly.org/ Our Library - What we are currently reading:Dylan - The Power Law: https://amzn.to/46h7F3I Jam -  Think Faster, Talk Smarter: https://amzn.to/3xvOZQI Our SocialsX/Twitter:https://x.com/quest4success_Facebook: https://www.facebook.com/people/The-Quest-For-Success-Podcast/61560418629272/Tiktok: https://www.tiktok.com/@thequestforsuccesspodInstagram: https://www.instagram.com/thequestforsuccesspod/Linkedin: https://au.linkedin.com/company/the-quest-for-success#success #leadership #peopleleadership #highperformingteams #charityworkFollow us on all your favourite platforms:www.thequestforsuccesspodcast.com Please share this around to anyone you think will get value from it : )

Join Adam Contos in this insightful episode of Start With a Win, as he delves into the heart of leadership with returning guest, Dennis Maple, President & CEO of Goddard Systems. They discuss the importance of authenticity, self-leadership, and the fine balance between confidence and ego. Dennis shares personal anecdotes and professional wisdom on fostering a culture of transparency, dealing with self-doubt, and ensuring team success in high-performance environments. This conversation is packed with practical advice for leaders at all levels who are striving to inspire and lead their teams effectively.Dennis R. Maple is the President and Chief Executive Officer of Goddard Franchisor LLC, and he is the Chairman and CEO at Goddard Systems, LLC. He provides leadership to the executive committee and guides the vision for The Goddard School franchise system.Dennis served as president of First Student, Inc., North America's largest K-12 school bus transportation services company. He was also president of Aramark Education, which focuses on delivering food, nutrition and facilities services to K-12 school markets. His career includes executive leadership with The Quaker Oats Company, PepsiCo, Inc., Kraft General Foods, Inc. and Coors Brewing Company.Dennis is a longtime participant in organizations supporting primary and secondary schools and communities. He is a member of the International Franchise Association's Board of Directors, Early Care & Education Consortium Board of Directors and Descartes Systems Group Board of Directors, where he is chairman of the nominating committee and part of the compensation committee. Dennis is a graduate of the University of Tennessee.⚡️FREE RESOURCE:

Hands-On als Engineering Manager: Yay or Nei? Leute, die einmal das Handwerk des Software-Engineerings professionell ausgeübt haben und dann ins Management wechseln, haben oft den Drang, ihr Hardskills nicht zu verlieren. Doch durch den neuen Job sind die Prioritäten nun andere: People Leadership, das Team effizient halten, Strategie und Roadmaps entwickeln. Wo bleibt denn da noch die Zeit am Code mitzuarbeiten?Wir stellen uns die Frage: Warum ist das so? Muss das sein, dass Manager weiterhin technisch sind? Und wenn ja, welche Gefahren birgt das? Aber auch: Wie können wir es möglich machen, obwohl unser Kalender sagt, dass die Woche mit Meetings bereits belegt ist?Darum geht es in dieser Episode. Viel Spaß!Bonus: Auch Manager laufen auf Kaffee.Das schnelle Feedback zur Episode:

On this episode, Aaron and Chris discuss difficult relationships you may encounter in your life: neighbors, family, collogues, etc. Learn what the Bible says about these relationships followed by some practical advice on how to navigate them. More Resources: More resources at Beachhead Media's website: https://beachheadmedia.ca/ Beachhead Media YouTube: https://www.youtube.com/channel/UCTRwY4I8_rSQ7Z6I05k8lkA

On this episode, Aaron and Chris discuss difficult relationships you may encounter in your life: neighbors, family, collogues, etc. Learn what the Bible says about these relationships followed by some practical advice on how to navigate them. More Resources: More resources at Beachhead Media's website: https://beachheadmedia.ca/ Beachhead Media YouTube: https://www.youtube.com/channel/UCTRwY4I8_rSQ7Z6I05k8lkA

Today's first episode for 2024 is a little different. I recently launched my White Paper – The Social Factor – The Science Behind the Future of Effective People Leadership and today I present it to you in audio format, as some people prefer to listen than to read. The White paper introduces you, the listener, to the concept of Social Leadership. It opens with the big picture and the challenges faced by todays leaders, examples being the gap between what leaders believe that employees want and what they really want and need. We explore the myriad demands of today's leader and the potential cost, mentally and emotionally.  We cover the people leadership journey - 'from Crisis to Conviction' and why the focus needs to be on developing leaders both formally and informally. The Changing Face of Leadership tracks leadership Development over the ages and what 21st Century leadership looks like today in the Social Age. The White Paper then introduces you to the concept of Social Leadership and the social cognitive neuroscience underpinning this approach.  The SOCIAL Model of Core Needs is presented in terms of elements, scope, detail and a detailed description of each element; how the absence of these needs can create a 'threat' response, and ways we can reduce this to create 'reward' responses in our people (the concept of threat and reward and also explained).   We each have a unique 'point in time' hierarchy of needs and this is explained in the paper, together with applications of the model and a case study of how it is being used by a global engineering consultancy.  Finally we look at balancing the focus on people and performance and the consequences of focusing too much or too little on one or the other. If you would like a copy of the white paper, please head over to https://brain-smart.com/social/ and if you would like to complete the Hierarchy of Needs self-assessment here is the link https://brain-smart.com/hierarchy-register/ Finally - we'd love to hear your feedback so please engage with in the Social Leadership Conversation on LinkedIn https://www.linkedin.com/in/beingbrainsmart/  Clare #socialleadership #podcast #rawthenticleadership #thefutureissocial #leadershipdevelopment   

When it comes to leadership and motivating the next generation, how do others do this? Join us for part two of our people leadership series, as we talk Tawera Nikau a retired professional rugby league player, who is now farmer, businessman and community leader, and Tina Ngatai who sits on several boards across the agricultural and horticultural sectors, to hear their views on leadership and how they go about involving the next generation within the farming sector. 

In this episode, we dive deep into an insightful conversation with Andrew Bartlow, an experienced human resource and talent management expert. Andrew has 25 years of experience and is the co-author of the book "Scaling for Success: People Priorities for High Growth Organizations." Through his consulting and advisory work, Andrew helps businesses clarify their priorities and align their organizations for accelerated growth. In addition, he founded the People Leader Accelerator, a development program for startup HR leaders. Join us as we explore Andrew's journey, his approach to helping others, and his strategies for success. Website: www.seriesbconsulting.com Check out our CEO Hack Buzz Newsletter–our premium newsletter with hacks and nuggets to level up your organization. Sign up HERE.  I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today!

Caroline describes a change in work culture, centring on people first, and shares initiatives including ‘PTO' (Predictability, Teaming, Open Communication) – a methodology for everyone to voice personal time or other requirements, enabling a team to deliver a client assignment and team members to have control of their lives. Describing HR as the gatekeepers of an ethical culture, Caroline considers the future impact of AI and HR's role in skills and culture development, shares her passions for equal opportunities and education, and discusses initiatives that create a more inclusive workplace and world.  Topics in this episode:          The culture change from putting people first         PTO: Predictability, Teaming, Open Communication         AI, human conscience, and the role of HR         Equal opportunities and education         Integrating inclusion         KPIs for behaviour change         Mastering your time and your life Buy In – a People Operating System by The Clearing This episode is brought to you by our good friends at The Clearing. They'd like you to ask yourself some crucial questions:         How aligned are your people to your organisation's strategy?         How well do they understand their role in delivering it?         And perhaps most importantly, how confident are you that they genuinely buy in to where your organisation is headed? If these questions strike a chord, you're not alone – many organisations struggle to put people at the heart of a brand or business change. But The Clearing is here to help you rewrite that narrative through the power of ‘Buy-in'. Whatever you're trying to achieve, they can help you inspire your people through change, helping them feel connected to where your business is going, and empowering them to shape and deliver that future.  Buy-in is more than a concept – it's the People Operating System for business and brand change. It's about creating an environment where every one of your colleagues not only understands what you're trying to achieve, but believes in it and acts on it. It helps your people become advocates. Clear about their roles.  And ensures they show up for your customers and each other when it matters. The Clearing believes that Buy-in is essential to business performance – especially during times of change or growth. If you'd like to find out more about how they could help you address your key strategic challenges through Buy-in, drop them a line at getintouch@theclearing.co.uk or visit https://theclearing.co.uk/ Download your free cheat-sheet: 25 Ways Your HR Work Delivers ESG Results Helping you showcase the enhanced value HR creates, this quick and simple tool you can spend just 10 - 15 minutes to connect the dots between HR and ESG, briefly assess progress at your company, and identify opportunities for next quarter and next year. Join the How HR Leaders Change the World community! Come and join the community of pioneering #HRChangemakers, it's totally free and you'll be the first to receive new tools and resources, and get first access invitations to our events: join us here: https://frombabieswithlove.org/pages/hrchangemakers  Linkedin: @FromBabieswithLove Email: hrleaders@frombabieswithlove.org Website: https://frombabieswithlove.org How HR Leaders Change the World is brought to you by social enterprise, From Babies with Love.  Across Moments that Matter, we provide employee engagement gift services to global HR functions and donate 100% of our profit to orphaned and abandoned children around the world. We transform commonly existing gift spend in to strategic, efficient and inclusive tools in your People Strategy, delivering Exceptional Employee Experience, and at the same time, ESG results.  

Elizabeth introduces people leadership strategies that are framed within Deloitte's business purpose: ‘making an impact that matters' and with a ‘human-centred, technology enabled' approach. Sharing why climate-action and education are so important to Deloitte's business model, Elizabeth references their research and describes the voices of Deloitte people - how their values impact delivery of Deloitte's products and services. Elizabeth summarises practical examples of work on women's equity, and calls on you, thinking of profit and purpose as hand in hand, to prepare talent for tomorrow - for skills and equitable opportunity for all. Topics in this episode:          The impact of learning and development         Leadership in digital transformation – a pivotal role for HR         Wellbeing: the role of empathy in the future of work         SDG13 and SD4: what matters to Deloitte's people         SDG5: Women's equity – the panel promise         Prepare talent for tomorrow: skills and equitable opportunities Download your free cheat-sheet: 25 Ways Your HR Work Delivers ESG Results Helping you showcase the enhanced value HR creates, this quick and simple tool you can spend just 10 - 15 minutes to connect the dots between HR and ESG, briefly assess progress at your company, and identify opportunities for next quarter and next year. Download your free 10 minute cheat-sheet here Referenced Resources: ·        Deloitte Gen Z and Millennial Survey 2023 ·        16 Days of Activism UN Campaign  Join the How HR Leaders Change the World community! Come and join the community of pioneering #HRChangemakers, it's totally free and you'll be the first to receive new tools and resources, and get first access invitations to our events: join us here: https://frombabieswithlove.org/pages/hrchangemakers Linkedin: @FromBabieswithLove Email: hrleaders@frombabieswithlove.org Website: https://frombabieswithlove.org How HR Leaders Change the World is brought to you by social enterprise, From Babies with Love. Across Moments that Matter, we provide employee engagement gift services to global HR functions and donate 100% of our profit to orphaned and abandoned children around the world. We transform commonly existing gift spend in to strategic, efficient and inclusive tools in your People Strategy, delivering Exceptional Employee Experience, and at the same time, ESG results.  

Join us in this episode as Sofia Mohammed, an experienced educator, shares her incredible journey from teaching in Harlem to becoming a school principal and then transitioning into the ed-tech space. Hear how the challenges of the pandemic sparked a creative shift, leading Sofia to break into the tech industry and contribute her unique perspective. From being a school principal to leading educational organizations, Sofia reflects on the valuable skills educators bring to the table in the ever-evolving world of technology. Tune in to discover the highs, lows, and transformative moments in Sofia's career, and how she is now building something new as part of the Raspberry Pi Foundation in the United States. Don't miss the insightful conversation on leadership, career transitions, and the exciting fusion of education and technology.Follow Sofia Mohammed;LinkedIn: https://www.linkedin.com/in/sofmoh/ Recommendations:BooksLean in: Women, Work, and the Will to Lead by Sheryl SandbergPlease Rate & Review on your listening platform. Follow us on Instagram & LinkedIn @CareerCheatCode048 | Building a Better Future in Education with Sofia Mohammed

Today, John Duisberg sits down with Seth Bartholomew, the Head of Employee Experience at Chronosphere. With a rich background in People leadership roles at top companies such as Huly, Disney, and FabFitFun, Seth has a unique perspective on how to create thriving company cultures and empower employees to truly flourish. Discover how Chronosphere operationalizes company values across different geographies and time zones, while maintaining a welcoming, remote-first environment. You'll also learn about the importance of intentionality in acquiring and retaining talent, the role of data in crafting better employee experiences, and the critical best practices shared in Chronosphere's Remote-First Playbook. Tune in to hear Seth and John's conversation about helping your organization and people flourish in a remote-first work environment.   Don't forget to join our leadership community at thegreatretention.com to stay informed about upcoming events and other helpful content designed to help you go further as a people-first leader and develop a winning culture, everywhere your leadership influence reaches.    Resources related to this episode Visit https://chronosphere.io/ Follow Seth Bartholomew at https://www.linkedin.com/in/sethbartholomew/ Referenced during today's episode: https://www.donut.com/   Credits Theme Music

As always, we want to hear from you. Please consider sending us your feedback by filling out this short survey. In a riveting episode of the TEMSEA Leadership Podcast, we're privileged to host the esteemed Pastor, Speaker, and Church Leadership Expert Chris Brown. With over 20 years in ministry and financial fields and having worked alongside many national leaders, Chris's insights are not to be missed. Throughout the episode, Chris delves into five pivotal leadership lessons:* The Primacy of People: Leadership, at its core, is about people, emphasizing the significance of human connection in any leadership role.* Find Fulfillment through Community and Purpose: Chris speaks on the profound joy derived from community, the clarity of purpose, and the necessity of moments of reflection.* Impact Through Vulnerability: Authenticity and vulnerability are cornerstones of impactful leadership, urging leaders to embrace and share their genuine experiences.* Not Everything Needs the Spotlight: A lesson in humility, underscoring that effective leadership often thrives behind the scenes.* The Importance of Respect: Respect is the bedrock principle of leadership, fostering trust and nurturing a positive organizational culture. Drawing inspiration from his book "Restored," Chris also touches upon the transformative power of personal adversities. Away from the limelight, Chris's farm life in Columbia, TN, and his family adventures offer a grounding perspective. This episode is an essential guide for leaders aspiring to lead with authenticity, compassion, and intentionality.

Join host Charlotte Roberts in this episode of Evo Nordics, where industry leaders gather to discuss the intersection of data, artificial intelligence, and people leadership. Featuring insightful conversations with Daniel Nordberg, CEO & Founder of Playground TV; Niklas Beischer, Director of Engineering at Klarna; and Simon Hancorn, Director of Automation and AI Transformation at Ericsson. Gain exclusive insights into the future of technology and leadership strategies in the digital age. Stay ahead in the corporate landscape with expert advice on innovation, business strategy, and the transformative power of data and AI. Tune in for a deep dive into the tech industry's future, only on Evo Nordics.

Aneetha De Silva is the managing director, government for Aurecon's Australia and New Zealand business is a leading public infrastructure expert. She is also President of Roads Australia and sits on the boards of Aurecon Group, LaunchVic, the Melbourne Arts Precinct Corporation and the North East Link State Tolling Corporation.***Episode guiding points: Learn about Aneetha's sunrise in Singapore, at a time when wasn't the city it is today and Aneetha calls it a fight for survival, and the influences of her parents with her dad being a professional cricketer and building the family business.This conversation is candid and applicable to life and work, whether you're early in your journey to more established — we cover Aneetha's adjustment period coming to Australia halfway through her law degree, to then unpacking the behind the scenes of a successful career in infrastructure, roads and government projects and what that work entails including $2B dollar projects (critical to our society), private and public partnerships and more.Questions I loved hearing Aneetha's organic reflections include: How to go into a new environment and build relationships whilst learning the area, Connecting with people 1:1 vs in a group setting to build relationships, Spotting and nurturing talent, Balancing working on the bigger picture and getting in the details, Influencing local governments in different cultures and how does one get accepted onto boards, and we cover the importance of family, switching off and more.It's now time to explore your curiosity. Please enjoy!***Follow us on Instagram, LinkedIn or TwitterContact us via our website to discuss sponsorship opportunities, recommend future guests or share feedback, we love hearing how to improve! Thank you for rating / reviewing this podcast on Apple Podcasts and Spotify, it helps others find us and convince guests to come on the show! ***The High Flyers Podcast re-imagines the traditional notion of a "high flyer" and is a premier product of the Curiosity Center. The podcast showcases the journeys of relatable role models from their sunrise (childhood) to today. Listeners love the unique and direct inside access to these relatable role models, companies and industries in every walk of life to help us all be 1% better everyday, together.140+ guests have joined Vidit Agarwal on the show from around the world including Heads of state, Olympians, Business and cultural leaders, social Advocates, Investors, Entrepreneurs and more. ***

ABOUT CLAIREClaire Chandler is the President and Founder of Talent Boost. With nearly 30 years of experience in people leadership, human resources, and business ownership, Claire specializes in aligning HR and business leaders to deliver strategic outcomes. She helps leadership teams work together more effectively to accelerate business growth.SHOW SUMMARYIn this episode of the Disruptive Successor Show, Jonathan Goldhill interviews Claire Chandler, President and Founder of Talent Boost, about leadership, culture, and how to successfully navigate mergers and acquisitions. Claire emphasizes the importance of strategic alignment and cultural integration in M&A activities, as well as the role of leaders in shaping culture. She also discusses the challenges faced by family businesses during transitions and offers insights on how to maintain continuity while putting one's own stamp on the business. Claire shares a story of a successful merger and highlights the significance of trust and vision in driving organizational success.KEY TAKEAWAYSStrategic alignment and cultural integration are crucial for successful mergers and acquisitions.Leaders shape culture, and stronger cultures drive greater success.Focusing on the vision and helping employees make a tangible connection to it is essential for alignment and engagement.Conviction, not convincing, is key for leaders to inspire and rally their teams.Family businesses must focus on continuity while allowing successors to put their own stamp on the business.QUOTES"Leaders shape culture, and stronger cultures drive greater success.""Focusing on the vision first is deeply important.""Conviction, not convincing, is key for leaders to inspire and rally their teams.""Family businesses must focus on continuity while allowing successors to put their own stamp on the business."Connect with Claire through the link below.LinkedIn: https://www.linkedin.com/in/clairechandlersphr/Claire's Book: https://www.clairechandler.net/culture/If you enjoyed today's episode, please subscribe, review, and share with a friend who would benefit from the message. If you're interested in picking up a copy of Jonathan Goldhill's book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

All of this churn in nonprofit staffing means that there are a whole lot of new supervisors who need training and support. In this episode, Nancy and Sarah talk about what new supervisors need to know and do to be set up for success. They share the highlights from a webinar Nancy and HR expert Skye Mercer led in June 2023, which can be accessed here. By the end of the episode, you'll know why supervisor training and support matters, what is involved in people leadership, and how to implement a supervisor support plan that helps everyone do their best work. Enjoyed this episode? Share it with a friend. Want to request a topic? Email us at nonprofitradioshow@gmail.com.You can also follow us on these social media channels: Facebook: www.facebook.com/nonprofitradioshow Instagram: www.instagram.com/nonprofitradioshow Twitter: @smallnonprofits LinkedIn: www.linkedin.com/company/nonprofit-radio-show/ You got this.

If you've been leading people for a while then you've been through some ups and downs as a manager. And you know that to expand your scope of impact and influence in your career, you need to continuously and consistently strengthen your ability to lead yourself and others. This includes… having clear processes to hire, develop, and retain top talent, practicing behaviors that foster high-trust relationships up and down the organization, knowing how to make high-quality decisions even when under pressure, continuously aligning your vision with the goals and making sure your team clearly knows what to do by when, leading and supporting your team so everyone is ready to take ownership, and acts cohesively, even when working in a hybrid or remote set-up, managing your time so you invest in what matters most and take care of your well-being, while your team still gets what they need from you, and the list goes on! For mid-level managers, there are 4 critical aspects of leadership to consider and to keep pushing forward. They are... Self Leadership Leading a Direct Report Leading a Team Leading Up & Across In this episode of The Manager Track podcast, we will chat about these 4 aspects that makes up your distinctive and personal leadership DNA! Check it out here: https://www.ramonashaw.com/162-develop-leadership Watch it on YouTube here: https://youtu.be/AmoSoMi8i-E — RESOURCES MENTIONED — Take the next step in your leadership journey by signing up for my Leadership Accelerator Program for new managers or Leadership Advisory Program for mid-level leaders. Learn how to turn your 1-on-1 meetings from time wasters, awkward moments, status updates, or non-existent into your most important and valuable meeting with your directs all week. Access the course and resources here: ramonashaw.com/11 Have a question or topic you'd like Ramona to address on a future episode? Fill out this form to submit it for her review: https://ramonashaw.com/ama — OTHER EPISODES YOU MIGHT LIKE — Episode 158: Building Trust On Your Team – With Doug Thorpe Episode 75: 6 Often-Overlooked Traits That Separate Great Leader From The Rest Episode 72: Manage Your Mind Before You Manage People — WHAT'S NEXT? — Grab your copy of Ramona's best-selling new book 'The Confident & Competent New Manager: How to Rapidly Rise to Success in Your First Leadership Role': amzn.to/3TuOdcP If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram Stories, and tag me @ramona.shaw.leadership or DM me on LinkedIn at linkedin.com/in/ramona-shaw Are you in your first manager role and don't want to mess it up? Watch our FREE Masterclass and discover the 4 shifts to become a leader people love to work for: ramonashaw.com/masterclass Don't forget to invest time each week to increase your self-awareness, celebrate your wins, and learn from your mistakes. Your career grows only to the extent that you grow. Grab your Career Journal with leadership exercises and weekly reflections here: ramonashaw.com/shop Love the podcast and haven't left a review yet? All you have to do is go to ramonashaw.com/itunes and give your honest review. Thanks for your support of this show! * Disclaimer: Shownotes may contain affiliate links. That means that I am awarded a small commission for purchases made through them, at no added cost to you. — CHAPTERS — 00:00 Preview 01:00 Introduction 02:20 Skills for People Leadership and Managing a Team 08:49 Four Areas of Leadership 09:52 1. Self Leadership 10:37 2. Leading a direct report 11:27 3. Leading a team 13:04 4. Leading up & across 15:06 Recap & Reflection Questions* Disclaimer: Shownotes may contain affiliate links. That means that I am awarded a small commission for purchases made through them, at no added cost to you.

In today's episode Aj shares a tip for people leaders that I'm sure most are not thinking about!

"I often advise people that they are essentially operating two machines when running a business. The first machine is the business itself, which includes marketing, personnel expenses, and revenue and profits. The second machine is the people who operate the first machine. It's important to think carefully about both machines and ensure that the right people are in the right roles. While many tend to focus solely on the business machine, it's critical to view the two machines as an integrated system and think about how to evolve the team to ensure long-term success." - Shiyan Koh "This is Southeast Asia's first real economic downturn, and there are no heroic stories of companies raising significant funds. It's acceptable that companies are winding down and others are making difficult decisions, however, there is a risk that past bad behavior may come to light for other companies during this time. The press and public are currently sifting through this process. This may lead to some well-justified criticism and some that are less justified." Jeremy Au "I see three distinct periods in a startup's journey. The first is a period of relative calm when things are going well. The second is when companies face challenges and have to pivot to survive. The third is when companies experience explosive growth, but struggle to manage it effectively. These moments can often be the seeds of future destruction or errors that may come to light later. Startups go through a cycle of ups and downs,and it's a sequence of that.” Jeremy Au In a recent discussion between Jeremy Au and Shiyan Koh, they talked about how to build high-performing teams and organizations. They discussed the importance of people leadership, founder behaviour, and organizational design. Regarding people leadership, they highlighted the importance of setting clear expectations, communicating effectively, and creating a culture of feedback. Leaders must also be willing to empower their team members and trust them to make decisions. They should also be willing to admit mistakes and take corrective action when necessary. Regarding founder behaviour, they emphasized the importance of self-awareness and the ability to let go of control. Founders should also be willing to seek help and support when needed and be open to learning from others. Regarding organizational design, they talked about the importance of creating a structure that supports the company's goals and values. This includes setting clear roles and responsibilities, creating processes and systems, and fostering a culture of collaboration. In conclusion, building a successful organization requires effective people leadership, founder behaviour, and organizational design. By focusing on these areas, leaders can create a high-performing team and a culture of success. Read the transcript at www.bravesea.com/blog/people-leadership Get transcripts, startup resources & community discussions at www.bravesea.com WhatsApp: https://chat.whatsapp.com/CeL3ywi7yOWFd8HTo6yzde Spotify: https://open.spotify.com/show/4TnqkaWpTT181lMA8xNu0T YouTube: https://www.youtube.com/@JeremyAu Apple Podcasts: https://podcasts.apple.com/sg/podcast/brave-southeast-asia-tech-singapore-indonesia-vietnam/id1506890464 Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZC5jby9icmF2ZWR5bmFtaWNz TikTok: https://www.tiktok.com/@jeremyau Instagram: https://www.instagram.com/jeremyauz Twitter: https://twitter.com/jeremyau LinkedIn: https://www.linkedin.com/company/bravesea Learn more about Pollen here: https://www.pollen.tech/ #LeadershipLessons #FounderInsights #OrganizationalDesign #EntrepreneurialJourney #TeamBuilding #CultureFit #BusinessStrategy #FutureOfBusiness #TechIndustry #LeadershipSkills #FounderChallenges #TeamManagement #CollaborationCulture

In this episode of Peak Performance Selling, Jordan is joined by Kelly Brooks to discuss exploring and doing something new as a sales leader. She reminds us that resistance to change comes from a lack of understanding and how one can push through this.Kelly shares that there are also times when the group you're working with doesn't understand the changes that need to be done to improve. These can cause gaps but you have to recognize that sometimes you can also be wrong as the sales leader. PEAK PERFORMANCE HIGHLIGHTS:KELLY: WE'RE ALL TRYING TO SUCCEED TOGETHER“As leaders sometimes have to be okay that change can be uncomfortable. You have to check that check. Does it still align with our values? Does it still align with the overall arch? Sometimes the structure is uncomfortable and hopefully, we all believe in the long-term.” You can connect with Kelly and check out her work in the links below:Kelly Brooks | HubSpot Careers If you're listening to the Peak Performance Selling Podcast, please subscribe, share, and send us your feedback.Jordan Benjamin | MyCoreOs.com | Podcast | Email | Twitter

In this episode of Peak Performance Selling, Jordan is joined by Kelly Brooks to continue the discussion on people leadership in sales. She talks about the concept of servant leadership and being motivated by the team's success. She also shares her insights on how managers can upskill to be more prepared and more effective in their roles. Kelly talks about gaps that one might miss moving into from individual contributor to a management role and opportunities for training in this aspect.  PEAK PERFORMANCE HIGHLIGHTS:KELLY: SOMETIMES NEW LEADERS FORGET NOT EVERYONE HAS THE SAME HABITS “They need to do a lot more repetition. That's the part that surprises a lot of leaders where unfortunately for most people you can't just say it once. But when managers make that switch and figure out how to break down their process, make it accessible for other people and truly flex those situational leadership skills, that's when the magic starts to happen.” You can connect with Kelly and check out her work in the links below:Kelly Brooks | HubSpot CareersIf you're listening to the Peak Performance Selling Podcast, please subscribe, share, and send us your feedback.Jordan Benjamin   |  MyCoreOs.com   |  Podcast   |  Email  |  Twitter

In this episode of Peak Performance Selling, Jordan is joined by Kelly Brooks to talk about her time starting out as a small business sales manager, eventually leading her own team, and also moving to the enablement side of the business.She shares about her time in Apple and how it shaped her as a leader. Kelly talks about finding more energy going to work and how she started getting more and more interested in the leadership dynamics that shaped such a positive work environment.  PEAK PERFORMANCE HIGHLIGHTS:KELLY: BEING WITH THE TEAM SHOULDER-TO-SHOULDER“Coming in, I'd never sold software, I was too new to the industry. But what I've learned, someone told me very early on like, 'You just have to be an inch in front of them.' I worked my tail especially that first year of just learning, absorbing, and figuring out who's the who and I'm really proud of the way it came together.” You can connect with Kelly and check out her work in the links below:Kelly Brooks | HubSpot CareersIf you're listening to the Peak Performance Selling Podcast, please subscribe, share, and send us your feedback.Jordan Benjamin  |  MyCoreOs.com  |  Podcast  | Email |  Twitter

When was the last time you were able to gauge the happiness of your employees, as well as how much they feel a sense of community, appreciation, and belonging within your organization? When Kiley Skadburg, Chief Marketing Officer of The Iowa Clinic, saw their People Leadership team was looking for new ways to elevate the employee experience in their organization she made it a point to become an ally and actively champion the steps being taken to create a deeper sense of connectedness for their front line workers who have been going through A LOT in the healthcare industry over the last several years. To her, there was no ulterior motive of developing a performative measure to unlock performance, but a people-first measure to love their people more, which we absolutely love and think you will too. Don't forget to join our leadership community at thegreatretention.com to stay informed about upcoming events and other helpful content designed to help you go further as a people-first leader and develop a winning culture, everywhere your leadership influence reaches. Resources related to this episode Visit https://www.iowaclinic.com/ Follow Kiley Skadburg at https://www.linkedin.com/in/kileyskadburg Follow The Iowa Clinic at Facebook: https://www.facebook.com/IowaClinic/ Twitter: https://twitter.com/TheIowaClinic LinkedIn: https://www.linkedin.com/company/1549086/ YouTube: https://www.youtube.com/user/TheIowaClinic  Credits Theme Music

On this episode is John Ferguson, Chief Human Resources Officer at NASCAR, to talk about his core responsibilities, motivation, leaving a footprint with people, coaching opportunities within candidate consideration, and what to expect from NASCAR as an employment candidate.John offers amazing advice for candidates to stand out, such as mentioning the connective tissue to an interviewer and listing what you want interviewers to learn about you and then finding a way to weave those details into the conversation. He also emphasizes the importance of the brand within the candidate experience, such as providing interview feedback, and speaks about what prospective NASCAR employees should know before joining the company.This interview is pure gold for candidates, spectator sports brands, and businesses looking to up their hiring game.John Ferguson - https://www.linkedin.com/in/john--ferguson/NASCAR - https://www.linkedin.com/company/nascar/Connect with me, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid. Learn more about MSH: https://www.talentmsh.com. Don't forget to rate, download, and subscribe to the podcast so you won't miss out on creative, innovative strategies for hiring the best talent. #talent #hiring #learning #teams

If you cannot deliver genuine value to your target market, you can never address their needs and convert them into loyal clients. For your business to succeed, implementing a customer-centric approach flawlessly is a must. Vijay Damojipurapu sits down with Amy Borsetti of Asana to share how defining their ideal customer profile and spending more time with them leads to better business strategies. She explains how they achieved go-to-market success by optimizing the customer value piece. Amy also talks about setting business goals around the needs and interests of your target audience to consistently deliver the right level of impact.

In this episode of The Thoughtful Entrepreneur, your host Josh Elledge speaks with a fractional COO, https://www.ginafolk.com/ (Gina Folk). Gina explains that many people often don't fully understand the work of operations. Operations, she says, is the science and art of getting the job done effectively and efficiently. Business owners often fail to realize their desire for growth in the business because they are so focused on day-to-day work, which can lead to burnout and loss of love in business. As a Fractional COO, Gina can perform general oversight by reviewing a company's processes and systems. As a fractional COO, you can benefit from Gina's expertise for a fraction of the cost. She can help set up a company's infrastructure so that it can run smoothly and make all processes repeatable and scalable. Key Points from the Episode: Understand What Business Operations do The Nature and Scope of Operations The Chief Cook and Bottle Washer What is the Process of Hiring a COO? What is a Fractional COO? About Gina Folk Gina Folk has more than 20 years of experience helping organizations and individuals to achieve outstanding performance results, and has led global organizations in change efforts that have delivered improvements valued in the tens of millions of dollars. Folk holds an MBA from Belmont University and a BS in psychology and business from Vanderbilt University. She is a certified Lean Six Sigma Black Belt and author of the book People Leadership.  Tweetable Moments: 2:14 - "Operations is everything it takes to get the product or services delivered to your customers in an excellent way. 4:20 - "Oftentimes people that still love to do the work but they are not getting the growth because they are so into the business.” Apply to be a Guest on The Thoughtful Entrepreneur: https://go.upmyinfluence.com/podcast-guest (https://go.upmyinfluence.com/podcast-guest)  Links Mentioned in this Episode:  Want to learn more? Check out Gina Folk's website at https://www.ginafolk.com/ (https://www.ginafolk.com/) Check out Gina Folk on LinkedIn at https://www.linkedin.com/in/ginafolk/ (https://www.linkedin.com/in/ginafolk/) Check out Gina Folk on Facebook at  https://www.facebook.com/GinaLFolk/ (https://www.facebook.com/GinaLFolk/) Don't forget to subscribe to The Thoughtful Entrepreneur and thank you for listening. Tune in next time! More from UpMyInfluence: Tickets for the FIRST Annual Fame and Profit Summit 2022 are on sale now! https://fameandprofit.com/tickets (Check it out HERE!) We are actively booking guests for our The Thoughtful Entrepreneur.https://upmyinfluence.com/guest ( Schedule HERE). Are you a 6-figure consultant? I've got high-level intros for you.https://upmyinfluence.com/b2b ( Learn more here). What is your #1 Lead Generation BLOCKER? http://upmyinfluence.com/quiz (Take my free quiz here).

What's the People Leadership paradox? HR, the people tasked with driving outcomes via all the other individuals at the company, are often set up for failure. Employees are an organization's largest expense and also the most important driver for achieving your goals. Shouldn't companies be empowering HR to succeed? Helping employees thrive within the confines of a budget, performance standards, and compensation parameters is a paradox many people leaders face, and Julie Rogers joins the show to discuss performance in the context of the evolving employee engagement landscape. She also dives into challenges people leaders face, how to build trust between your people and organization, and best practices for developing lasting engagement. Join us as we discuss: [05:00] The evolution of employee engagement [08:00] Understanding the value of people data [10:30] Defining employee engagement [13:00] The paradox of people leadership [17:30] Acknowledging the two-way business relationship [21:00] Building employer-employee trust [28:00] Leading with clarity and kindness [32:00] Iterating on your people lifecycle [37:30] Why semantics matter [42:00] Setting expectations and communicating about perks For the entire interview, follow HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Original podcast track produced by Entheo. Join us at Thrive 2022 with your fellow HR leaders and their teams for an unforgettable experience of community-building, learning, and inspiration! We'll have some fascinating panels and key notes where you'll learn how to drive action that fuels higher performance, create more engaged humans, and how to build an HR team that unlocks the potential of managers and is in alignment with executives. We'll also be recording a special episode of the HR Superstars podcast, live at the event. Go to 15Five.com/Thrive to register and get special early bird pricing until September 23rd. Want to connect with thousands of other strategic HR leaders like you, join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.*

In this week's episode of the podcast, Lauren & Rob sit down with Kelley Morse, SVP of HR at Bullhorn. The trio sat down to talk about what being a leader in a modern business requires in a world that has significantly evolved in the past three years. The conversation highlights the need to actively listen to the voice of your employees, build intentional teams and people programs, and use solid data to drive decision-making both within HR and at the leadership level. The crew also talks about: Taking inventory of what's missing in your teams Building a company culture both remote, hybrid, and in the office Being intentional in your actions ongoing training with all of your leaders This episode is brought to you by Kyloe Partners & Leap Consulting Solutions. Please remember to rate, review, & share the episode wherever you tune in. About Kelley: Kelley Morse is the SVP, Human Resources, responsible for leading the DE&I, talent acquisition, people operations, and HR business partnering functions, as well as overseeing the development and launch of impactful, employee-friendly programs across Bullhorn. Prior to joining the team, Kelley has spent her career partnering with business leaders to build out modern people programs and approachable teams at high-growth startups, including ConcertAI and Flywire. She has an MBA from Suffolk University and a B.An in Communications from Gustavus Adolphus College.

Gina Folk is a Founder and Principal in The Folk Group, offering outsourced COO services to growing companies, and an author of the book “People Leadership”.She specializes in helping business owners get better quality, faster response times, higher productivity, improved customer experience and increased profitability. She ensures people and processes work in harmony to produce the highest and best result. Gina Folk has 25+ years of experience helping organizations and individuals to achieve outstanding performance results. She led global organizations in change efforts that have delivered improvements valued in the tens of millions of dollars. Gina has developed over 30 proven techniques that she has used during her career at various Fortune 500 companies, non-for-profit groups, and local organizations. She's mentored hundreds of individuals, both 1:1 and in teams, to become better leaders. https://www.ginafolk.com/ (https://www.ginafolk.com/) https://www.linkedin.com/in/ginafolk/ (https://www.linkedin.com/in/ginafolk/) https://www.facebook.com/ (https://www.facebook.com/) GinaLFolkgina@ginafolk.com

In our most recent episode John Ballinger joined Matthew Durham and I to talk about leadership and how it affects our businesses, schools, government, and life! === THANK YOU TO OUR SPONSORS: Granite Garage Floors of Chattanooga: https://granitegaragefloors.com/location/chattanooga Vascular Institute of Chattanooga: https://www.vascularinstituteofchattanooga.com/ MedicareMisty: https://medicaremisty.com/ The Barn Nursery: https://www.barnnursery.com/ Rent-My-Equipment: https://www.rentmyequipment.com/ Optimize U Chattanooga: https://optimizeunow.com/chattanooga/ Please consider supporting the podast by becoming a Patron: https://www.patreon.com/duringthebreakpodcast This podcast is powered by ZenCast.fm

We're joined by Aura María Huot, Director of People & Culture for Lavallee Brensinger Architects in the greater Boston, MA area.  We talk about HR industry challenges, Hacking HR and launching "People & Leadership," and more! Aura's recommendations: https://twitter.com/uncommonjulie (Julie Quinne)  #HRCommunity How to reach Aura: https://twitter.com/AuraHuot https://www.linkedin.com/in/auramariahuot/ Register for Jon's webinar with Paycor 8/11/22 at 2 PM Eastern at https://www.paycor.com/resource-center/webinars/how-to-build-a-culture-of-high-performance/. This episode is sponsored by Namely.  Visit namely.com/hrsocialhour to make the change to Namely and get your first month free! Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour       

In this Master Locksmith episode, I interview Morag Barrett, one of the top executive coaches in the world. She's a leadership development expert, and bestselling author of “Cultivate: The Power of Winning Relationships” and “The Future-Proof Workplace”. Her new book on the ally mindset,  “You, Me, We: Why We All Need a Friend at Work (and How to Show Up as One!)” is coming out later this year. Morag is the founder and CEO of SkyeTeam, a boutique leadership development firm, and has supported more than 15,000 leaders from 20 countries and on 4 continents achieve outstanding results by improving the effectiveness of their leadership and teams. She herself worked in the finance industry for 15 years, including with Royal Bank of Scotland. I love talking to coaches who have sat on both sides of the table. Morag was recently selected from more than 16,000 candidates as a “Top 100 Coach” by Dr. Marshall Goldsmith, recognized as the world's most influential leadership thinker and executive coach. For fun, in addition to time with her three sons, you'll find Morag playing the bassoon or ballroom dancing – now that's a passion we share!Discover more about Morag Barrett at:https://skyeteam.com/morag-barrettand listen to her podcast People First! at:https://podcasts.apple.com/us/podcast/peoplefirst-with-morag-barrett/id1529214721

Dr. Merrylue Martin is a celebrated people leadership strategist with decades of successfully working with global leaders and business owners from all types and sizes of organizations, to make their employees feel uniquely respected, appreciated, fulfilled, and engaged. The recent release of her new book, The Big Quit Survival Guide, has received rave reviews and best seller status in Amazon's Office Management category. As a Fortune 50 senior executive, educational administrator, management consultant, and business owner, she has comprehensive experience in creating and delivering strategies that engage and retain top performers. Dr. Martin is an honored graduate of the Women's Leadership program at the Wharton School of the University of Pennsylvania. Her doctorate in organizational leadership and published dissertation from Pepperdine University uncovered the research that resulted in business and leadership practices that directly drive an employee's decision to stay or leave an organization. She has leveraged that work along with her learning and development background to put valuable information into practical ideas and tools that all people leaders can immediately begin implementing to win the battle of attracting and keeping top-performing employees. She is Her primary message to all leaders and the organizations that support them is that people will always be people, first, and employees second. When not working with people leaders, Merrylue enjoys interior design, dreaming up concoctions in her art studio, and writing puppet scripts for the preschool church crowd, who remain her toughest critics to date. She and her husband, James, enjoy being Gram and Gramps to twin girls and a new baby boy.www.bigquitsurvivalguide.com

Creating a culture and workplace where people can do their best work and thrive in can often be a daunting task. In today's day and age, this is a crucial step in order to retain employees and maintain productivity. Holly May, the EVP & Global Chief Human Resources Officer over at Walgreens Boots Alliance, discusses the importance on leadership taking the charge on helping colleagues mental health, along with using passion and empathy to create a comforting workplace.

Building cultures and relationships that make a lasting impact is one of the most important factors to consider when talking about the return to the workplace. Edward Greene from Iron Mountain talks today about how this one simple aspect can help lead the way to turn people into effective leaders for their industry.

You have stepped up your leadership game these last few weeks, learning about the 6 human needs, how to recognize the need requests in others, and how to respond in order to help meet those needs. But what about your needs? What are they? Are they serving you and your team or are your needs getting in the way? Today we are diving into influencing your needs as a means of allowing you to show up and be the servant leader you want to be. Recall the exercise we did at the beginning of the month? You did the gut check and assessed your leadership at that moment. I asked you to look at the stories you are telling yourself to support the type of leader you believe yourself to be. Recall how I shared that we will even lie to ourselves to meet our primary needs? Were the stories you were telling yourself simply stories that justify and meet your top two needs? It's time to be honest with ourselves. If we are saying we are servant leaders, and yet we are focused on our own job security or level of importance first and foremost, then we are not acting as servant leaders. Servant leadership comes from consistently putting the need of "contribution" first. (Your desire to give and serve simply to help someone else.) What are your top two needs? What has been driving you and your leadership style up to this point? Do you need to change the order of your needs to be a better leader for your team; to be a servant leader? Book a no-fee call now and let's talk about how to help you step further into being the servant leader you want to be. Be Legendary!

As the Founder and Managing Director of Employee Matters, Natasha Hawker knows all about the issues that keep the CEOs of SMEs up at night. Having worked in HR roles in corporations, and now running her own business, she offers an interesting perspective in this week's episode of The Caring CEO. Natasha runs Employee Matters with her husband, which is something that many of us could never contemplate doing, and shares how they make that work. In addition Natasha is also the author of From Hire to Fire & Everything in Between, and volunteers for Dress for Success, a NFP that helps women in need get back into the workforce. In her line of work, Natasha has to have a lot of difficult conversations. She shares with us the tried and tested way that she approaches these conversations. This is a skill that is not only used in the workplace, but in our personal lives as well. Anyone with teenagers, will want to hear this. Hosted on Acast. See acast.com/privacy for more information.

We have been diving into the methods of supportive people leadership. In other words, we have realized that when we focus on ourselves, we aren't focused on serving others. So if we truly want to be exceptional people leaders, if we are focused on mastering The 1 Rule, then part of "adding value" is adding value to others. In order to add value to others, we must truly understand what the other person wants or needs. Over the previous episodes, we learned about the 6 human needs. Now let's focus on identifying and meeting their needs. Each time I teach the 6 human needs, the question at the end of the training is always: "How do I know which need to meet at which time?" While we all have the same needs, what makes us different is the order in which we place these needs. Most people put the 4 primary needs first because 1. they are primary after all and 2. they don't have the knowledge to intentionally change the order of the needs. They set the order of their needs based on experiences and didn't have the knowledge to change their order. Know this, you had the same 6 human needs and you were getting them met/fulfilled well before you listened to these episodes. Knowledge and understanding don't create the needs, they simply allow you to understand them and take more consistent action to meet them. That said, let's talk about how to interpret information from our teams so that we can understand and meet the needs of our team. First, listen for the keywords that will clue you in to the needs they must have met. A team member has hurt feelings because someone else got the credit or the opportunity. Need: significance. An individual needs to feel safe. They are fearful they will make a mistake, won't know the answer, or will be embarrassed. Need: certainty. A person feels: bored and/or tired of the same routine. “I have to do that again?!” Need: Uncertainty or variety. Feeling alone, not wanting to do a project solo, saying they think no one on the team likes them, etc. Need: connection/love. A desire to talk to others, pick your brain, attend conferences, etc. Need: growth. A need to understand the impact on the customer, the community, and the world. Need: contribution. Many times we can get frustrated when we ask for someone to step up, to execute, to help, etc. and they just miss the mark or they don't step forward. How many times have you encouraged someone to volunteer, ask a question, or simply step into their greatness and they adamantly refuse? Many times we get frustrated because we are so confused by their response. Instead of getting frustrated, seek to understand. What do they need from you, their leader? How can you help them, by meeting their need, so in turn they execute and deliver in the business? Ask yourself these two questions, observe their behavior, ask questions to determine the need they must have met in that moment, then work to support that need. Be Legendary!

BetterAfrica - Young People & Leadership in Africa

Dorothy Nins eloquently explains why Juneteenth shouldn't just be important to people of color but to everyone. She also discusses her role in inspiring the next generation at Power of People Leadership Institute. 

As part of mastering The 1 Rule of career success, we have been working through how to be strong, effective leaders in a way that serves our team, not just ourselves. In order to serve our team, we must focus on understanding the motivations of each team member. In other words, we must understand what they need and learn how to help them meet their needs. As we discussed last week, there are 6 human needs. Let's take today to learn the last 2 of the 6 human needs, the fulfillment needs. Once you meet the 4 primary needs: certainty, uncertainty, significance, and connection/love, you can focus on the fulfillment needs: Growth: to expand your knowledge, yourself, and your personal leadership. Contribution: to give and serve others without getting something in return. To simply make the world better. If you are listening to me now and you are a leader who wants to truly be a better people leader, contribution must be one of your needs that you have prioritized higher than the others. The desire to contribute at the highest level will drive you to meet that need in a way that both you and your team benefit. If you are leading only to achieve significance and to give yourself certainty that your job is secure, again you are the only person who benefits in that scenario. When you help someone meet their basic needs, then they are willing to grow, give, serve, and be better for the team. If you believe you have helped them meet their 4 primary needs and yet they are refusing to grow and/or contribute, ask yourself which of the primary needs aren't being met. Be Legendary!

We have been diving into people leadership thus far this month. Last week we spent time taking an honest look in the mirror to determine our true people leadership methods and motives to understand where we are today relative to servant leadership. Now that we know where we currently are in our leadership, let's take it to the next level by understanding our primary needs. I am sure you have wanted to understand how to be the most effective leader. It's something we all strive for if we have the ability/responsibility to influence others. I'm sure you have read books on it, had training events around this topic, etc. But I am going to deviate from the "you must do this" pathway and instead keep it simple. Let's talk about human motivators and how we can properly influence someone else by understanding their needs. There are 6 human needs. We all have these needs. Yes, the same 6 needs, we all have them. I promise. Beyond that, there are 4 primary needs that each of us must meet. Again, must. They are required. As humans, we must meet these needs and we will even lie to ourselves to say that we have met them. So let's talk about the needs and learn what they look like. 1. Certainty: I can count on it. It is going to happen. Security. Safety. Confidence. 2. Significance: I am valued, I'm important, I am needed. 3. Uncertainty: variety, surprises, adventure. 4. Connection/Love: giving and receiving love and human interaction from others. These are the primary 4. So when you are interacting with your team, you must focus on understanding these 4 and look to see which of these needs are the HIGHEST need for each individual. Remember, we all have the same 6 needs, but we put them in a different order of priority. The order in which my needs must be met is probably different than the order your needs must be met. This is what makes us all unique and different. So know that you know each person on your team probably has a different top 1 and top 2 needs, you must figure them out for each person. You want to meet their top 2 needs FIRST! Step 1, know the needs and identify what their top needs are. Listen to their words. Step 2, link the work and your asks and their accomplishments back to their top needs! Go observe, listen, tune into the people around you, learn, and apply what you have learned here to understand their primary needs. Be Legendary!

June is all about people leadership mastery as a means of helping you master The 1 Rule. If you don't remember The 1 Rule or maybe you haven't yet been introduced to it, I'm talking about the one rule that you must follow if you want to make more money in your career or business, be secure in the professional area of your life, so that you can live life on your terms. The 1 Rule is all about value. Adding value consistently, in the way that the receiver defines as valuable is how you create professional success and security. Why do you want to master that rule? To ensure you can live a life of freedom and happiness without jeopardizing your personal income stream. Not only keeping it intact but making even more money if you so choose. You want an “and” life, not an “or” life. Success AND happiness. So how does people leadership fit into that? We need people leadership to ensure we have the ability to add value to others in a way that gives you your time back! You want to mentor, you want to serve, you want to give back, all of that is good. But you also want to live! And you deserve it! Serving and living go hand in hand. If you can't lead your team effectively if you can't enroll other people into your ideas, if you are leading from a position of authority instead of servant leadership, you will not deliver on The 1 Rule. So I can't wait to talk about people leadership. I want you to think about your people leadership as it stands today. Are you allowing your team to deliver value? Are you delivering value to them? Or are you trying to keep yourself feeling secure in your position and focusing on yourself? Look in the mirror and ask yourself that question. Step number 1 is always: looking into ourselves and getting honest with the reality of where we sit today. We can't know where we are going if we don't know where we are today. Where are you in your people leadership mastery? Assess it. Be Legendary!

Den richtigen Arbeitgeber und die richtige Firma finden: Eine Mammut-Aufgabe.In dieser Episode sprechen Wolfgang und Andy ein wenig darüber wie man neue, potentielle, Arbeitgeber findet, welche Fragen man sich selbst stellen kann um herauszufinden, was einem wichtig ist, geben Tipps um mit Recruitern zusammen zu arbeiten, Fragen uns ob ein hohes Gehalt wirklich alles ist, ob Startups, ScaleUps oder Konzerne besser sind und warum Agrar-Tech und Mähdrescher der heiße Scheiß sind.Als Start in dieses Thema gibt es ein Re-Cap von einer User-Umfrage auf Reddit zum Thema 1on1s und die Beantwortung der Frage, wie man gutes (People) Leadership in neuen Firmen erkennt.Bonus: Was Andys Kegeltour mit seiner Jobsuche zu tun hat und was ein Mottek ist.Feedback an stehtisch@engineeringkiosk.dev oder via Twitter an https://twitter.com/EngKioskLinksReddit-Umfrage "Wer von euch hat in seinem IT Job regelmäßig 1on1s (mit Vorgesetzten)?" https://www.reddit.com/r/de_EDV/comments/tg5y0y/wer_von_euch_hat_in_seinem_it_job_regelm%C3%A4%C3%9Fig/Zend https://www.zend.com/Claas https://www.claas.de/John Deere Just Swindled Farmers out of Their Right to Repair https://www.wired.com/story/john-deere-farmers-right-to-repair/Mika Timing https://www.mikatiming.de/TechCrunch https://techcrunch.com/CrunchBase https://www.crunchbase.com/Kafka https://kafka.apache.org/Deloitte Digital: https://www2.deloitte.com/de/de/pages/technology/topics/deloitte-digital.htmlConfluent: https://www.confluent.io/Y Combinator https://www.ycombinator.com/Sprungmarken(00:00) Intro(01:02) Reddit-Umfrage zum Thema 1 on 1 / Episode 10(03:02) "Man braucht keine 1 on 1s, wir können immer drüber sprechen"(08:58) Wie wichtig sind 1 on 1s für dich bei deinem neuen Arbeitgeber?(12:16) Wie findest du heraus, ob der Lead Erfahrung hat?(15:05) Ist ein 1on1 ein Weiterentwicklungs-Benefit einer Firma oder Standard, den man annehmen sollte?(16:49) Welche Weiterentwicklungsmöglichkeiten sind wichtig für die Wahl einer neuen Firma? Was ist einfach zu etablieren?(18:41) Wie findet man eine neue Firma, bei der man sich bewerben könnte?(21:39) Interviews sind auch glückssache(24:13) Den Interviewprozess nutzen um zu erfahren, wie andere die Probleme lösen(25:50) Firmen finden durch Liebe zum Produkt(31:56) Firmen finden ohne Liebe zum Produkt(37:12) Ist ein Startup etwas für mich?(39:30) Sucht nicht selbst, sondern lasst euch finden (zB über LinkedIn)(41:25) Tipps um mit Recruitern zu arbeiten(45:22) Macht euch Gedanken, was Ihr vom neuen Arbeitgeber erwartet(47:51) Gehalt, Geld und wie viel wollt und braucht Ihr?(51:19) Andys Haupt-Kriterien für eine neue Firma(53:50) Wie viele Interviews waren notwendig, um die richtige Firma zu finden?(55:40) Interviews und Coding Challenges als Side Projetc(56:12) OutroHostsWolfgang Gassler (https://twitter.com/schafele)Andy Grunwald (https://twitter.com/andygrunwald)Engineering Kiosk Podcast: Anfragen an stehtisch@engineeringkiosk.dev oder via Twitter an https://twitter.com/EngKiosk

Carolyn talks with us about finding her calling, building a life that works for her, the power of perspective and creating a work environment that lifts people up.  Carolyn Regan is a leadership and organizational expert with a strength around building relationships with people at all levels. Carolyn builds employee engagement programs that lead to positive, award winning work environments. She works with leaders to engage and develop people, strengthening the overall organization. Carolyn helps create work environments that attract the engaged, inspired people who build great companies. She is currently the SVP of People with Racepoint Global, a leading communications agency.   https://www.linkedin.com/in/carolynregan/

In This Episode of The Couple-preneurs Show with Jordan Smith, we discuss:– Entrepreneurship and scaling from start-up to enterprise.– People Leadership and Culture.– Dealing with Hardship About Jordan:Jordan Smith is the cofounder and CEO of Jet Dental. Jet Dental is the premier pop-up dental clinic for workplaces nationwide. They serve over 700 employers across the country with their convenient mobile dental clinic, and utilize the company's existing dental plans. Prior to Jet Dental, Jordan was the VP of Sales for an organization with over 400 sales reps doing $200 Million in annual sales. He is a regular Forbes contributor, and most importantly he is the father of 2 wonderful, active children!Resources:https://www.jetdental.com/https://www.linkedin.com/in/jordan-smith-37207b20 About the Couple-preneurs Show:The Couple-preneurs Show, affectionately known as the providers of The Secret Sauce of Power Couples, is focused on helping couples in business develop structure and strategies that nurture the balance between business and home.Being in business with your significant other includes the good, the bad, and the ugly. Not all couples in business thrive from working together. Working closely together is a dream that grows from love and enthusiasm.Capture unique and informative ways to create, build, or advance your entrepreneurial journey via listening to other successful entrepreneurs' stories of triumph, trials, and lessons learned.Learn more about the show or be a guest by visiting our website here: https://kothoughtleaders.com/ Learn more about being a guest on our show: https://mailchi.mp/ndemandconsulting/share-your-story-with-other-entrepreneurs Grab a copy of Oscar & Kiya's book, Confessions: The Truth About Perfect Timing here: https://www.amazon.com/Confessions-Perfect-Couples-Reaching-Everything/dp/0615963463 Host Recent EpisodesThe Couple-preneurs Showhttps://businessinnovatorsradio.com/the-couple-preneurs-show/Source: https://businessinnovatorsradio.com/episode-29-entrepreneurship-scaling-from-start-up-to-enterprise-jordan-smith-of-jet-dental-speaks-with-oscar-and-kiya-frazier

Young People & Leadership In Africa

The idea of psychological safety in a company, big or small, is such a vital component for the business and its employees to thrive. It is the number 1 criteria for any high performing team. But are we giving much thought and action to it? Michelle Bihary, a People Leadership, Self-Leadership and Workplace Resilience Expert, joins me in this episode as we chat about her business, services, and how psychological safety fits into all of this. Episode highlights: Michelle tells us about the Delta Centre. The practitioners that work at the Delta Centre. An explanation on Employee Assistance Services / Programs. Things that surprise her about being in business. How marketing, finances and nitty-gritty stuff resonated with her. The reason why she set up her own personal brand. Michelle's typical work week. Challenges across resilience, emerging leadership, and psychological safety. How Michelle measures the level of safety and how she works with business owners to promote it. A business's organizational culture being defined inside out. Future plans of Michelle. A vital trait needed for allied health business owners. Useful Links Michelle Bihary Website Michelle Bihary LinkedIn Nacre Links:  Website LinkedIn Twitter Facebook Instagram Pinterest See omnystudio.com/listener for privacy information.

Securing the environment and scaling operations of the world's leading streaming entertainment service is massive. Srinath Kuruvadi is the head of cloud infrastructure security at Netflix. Before Netflix, he spent more than 15 years building security solutions and leading teams at Google, Facebook, Snapchat, Lyft, and Mapbox. In today's episode, he shares how his leadership skills have evolved over time, where he puts his focus when approaching infrastructure security, and what he believes are the key ingredients any security team should have today. Topics discussed in this episode: How Srinath got his start in security and landed as head of infrastructure cloud security at Netflix  Lessons in leading a team that's 10+ years old ConsoleMe and why they built it  Srinath's unique approach to infrastructure security  Why ‘people challenges' carry more weight than ‘technical challenges' when it comes to infrastructure security  Why security teams should seek out the open source tools big tech companies use His take on trends and tools in the cloud security space  3 pieces of advice to succeed in detection at scale 

Are you committed to building a people-first culture? Are you looking for actionable strategies to build such a culture? Do you want tools you can use to enhance your leadership and people development? Our special guest Boomer Brown answers these and other questions about leadership, people development and building cultures of high trust, better people and great impact. Dr. Boomer Brown, PhD serves as the Chief Encouragement Officer (CEO) and Visionary for Doing Good at Work, Inc. As a business owner & leader, educator, international conference speaker, author, executive coach, board member, and adviser, his leadership has garnered him the respect of business and community leaders across various industries and cities. Boomer believes work and business are good, profit is a must, and companies should invest in people, leaders and process to yield the greatest profitability. He is committed to connecting the heart and mind of business leaders to change world. He believes business is a key piece in creating Total Societal Impact. It all starts with people. His simple, positive, and authentic communication style appeals to a diverse audience. He is passionate about his family, his faith, and service to others. He is committed to caring for business leaders, redeeming business, and changing the world. Better people, better business, better world. We make people better! The Leadership Junkies Podcast is brought to you by Cardivera.com. Show Notes Episode highlights… Putting people first may be something completely new What it means to have healthy people in your organization Origins of the concept of cultures of psychological safety Seizing the opportunities today to take a more holistic approach to your people and your business The troubles with creating solutions in a vacuum and without your peoples' input The importance of a well-informed and intentional people strategy The impact of fear of losing control on our leadership and people strategies The role of questions and listening in developing your people Shortcoming of overly metricfying business (data is not the solution – it's a tool for solutions) Better people plus better process equals better profits Value of Monday morning momentum meetings Trust is the amniotic fluid of people first cultures Critical obstacles to trust in today's social cultures Strategies for aligning your people with your strategy and values Understanding yellow line companies (building new companies inside and existing company) Trust keys – consistency and safety Using carefrontation in your leadership Critical need for appreciation in the feedback mix The role of the five appreciation languages with teams, engagement and people development Importance of seeing people as individuals Value of employee care programs (safety net offering) Resources: Boomer Brown (boomer@doinggoodatwork.com) Doing Good at Work Website The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging Peopleby Gary Chapman The Leadership Junkies Podcast Cardivera Learn more about your ad choices. Visit megaphone.fm/adchoices

It's the end of the month and the end of our series focusing on how we support you here at Legend Leaders. We are diving into the last of our three pillars, it's our People Leadership pillar. Let's talk about developing your people leadership, shall we? Whether you are leading a corporate team, creating a brand new team, or being that team of one, business is all about people. When you reach executive status or are the CEO of your own business, you must know how to effectively work with people in order to get the job done. In order to truly live life on your terms, you must have other people helping you achieve your mission. While none of this is a surprise to you, what is surprising to a lot of clients is how easy it is to lead people and yet how hard it has been for them in the past to be an effective leaders. The majority of people leader growth is done when we make mistakes. Yet making mistakes in this area of our business can be a career-ending decision. Why not learn from the mistakes of others? That's what we teach you (and help you circumvent the mistakes) here at Legend Leaders. Once you have your mental clarity (i.e., personal leadership), once you know where you want the business to go (i.e., business leadership), then you can recruit, help, and lead a team of people to help achieve that mission (people leadership). We arm you with the simple, logical strategies that you can execute while still allowing you to be yourself. We find over and over and over again that a stressful life comes in part from the lack of properly leading direct reports or properly hiring the right talent to support you. When you truly have a team of qualified doers around you, life on your terms becomes achievable. If you are ready to start living life on your terms, your Legendary Life, schedule your discovery call now! Female corporate leaders: click here. Female entrepreneurs: click here. Be Legendary!

Shelby Wolpa, Founder of Shelby Wolpa Consulting, joined us on The Modern People Leader. Shelby talked about her experience scaling the people function for 4 separate unicorn+ status companies. Then, we talked about what it takes to build a best-in-class culture in a remote-first environment. Timestamps: learnings from scaling the people function for 4 venture-backed companies (9:19), what it was like pioneering a remote-first culture (10:55), foundational steps for setting yourself up for success in a remote-first environment (14:10), common pitfalls when going remote-first (20:12), what type of work should happen in the office (24:40), Shelby's prediction for remote work (25:50), there's no such thing as hybrid (30:30), the three phases of onboarding (33:45), and what's keeping people leaders up at night (43:15). You can find Shelby's free guide for building a remote-first culture and her other playbooks on her website: https://www.shelbywolpaconsulting.com/ If you have any feedback for the MPL podcast or would like to connect, don't hesitate to reach out on LinkedIn: Daniel Huerta and Stephen Huerta

Mandy spent over 13 years at Amazon across a number of roles including as leader of product management, marketing, and retail buying teams, running Prime Pantry, leading the supply chain function for Amazon Private Label, and leading worldwide employee performance management programs. Since Amazon, Mandy has joined The Bouqs, an innovative e-commerce floral delivery service, where she is now VP of People and applying her input focused approach to driving improvements to organizational health.  In this episode, Mandy shares how gaining broad functional experience in the first half of a career can be a key asset as a leader, the 3 pillars to becoming an effective multi-function leader, how to use inputs to make decisions at a large scale, and why organizations should collect more employee data to navigate successfully through changing work environments. If you're trying to scale your impact, are involved in people management, or perhaps are just curious about how to leverage your past functional experience, this is a conversation you won't want to miss. Mentioned in the episode: The Bouqs:  Bouqs.comMandy on LinkedIn: https://www.linkedin.com/in/mandybottorff/ Follow us on LinkedIn! https://www.linkedin.com/company/think-like-amazon-podcast/

Hanan Laban is the current CEO of the Wynnum Manly Seagulls in the Queensland Cup rugby league competition. We speak about the upbringing he had with his Samoan family, the hard work his grandparents did that laid a good platform to help him and his family to be able to get their education, the skills that were transferable from the banking industry to CEO as Wynnum Manly Seagulls, having structure in the morning is important to a good start, especially with kids, how a local village in the Pacific can build a good and strong rugby league club, what young athletes need to do to make sure their finances are in order as well as the leadership style that helps guide his decisions. Hope you enjoy it. Hanan is a supporter of the Men Of League Foundation: https://menofleague.com Teamwork and mateship have been the cornerstones of rugby league since its inception. Whether you are an ex-player, an administrator, referee, or club volunteer; whether you are a man, woman or child, Men of League Foundation protects and enhances lives while respecting each individual’s dignity. The vision was to build a foundation that provided practical assistance and social support, and this vision has been realised. Connect with Hanan on: LinkedIn: https://www.linkedin.com/in/hanan-laban-82584955/ About David Mead David Mead has played professional rugby league for 13 years. Spending time with other athletes, coaches and football staff has given him great insight into how the sport is played at a high level. He wants to use insights and stories from these people as well as from his experience to inspire and to empower the youth. He believes in "leaving the place better than you found it." This podcast will help him and others do just that. Connect with David and follow him on: Facebook: https://www.facebook.com/david.mead.94 Instagram: https://www.instagram.com/davidmead411/ Twitter: https://twitter.com/davidmead411 LinkedIn: https://www.linkedin.com/in/david-mead-7604b986/ Website: www.davidmead.com.au Producer: Jason Strozkiy (@strozkiymedia) www.strozkiymedia.com See omnystudio.com/listener for privacy information.

“The key between somebody who builds confidence through adversity and through failure and somebody who doesn't is all in the decision they make in their mind when [failure] happens.” – Lea GabrielleLea Gabrielle is committed to the kind of personal and professional growth that is born from the courage of taking on the unknown, leading through adversity, and being intentional about how we expand our experiences to push our limits. The former US Special Envoy and Director of the Global Engagement Center honed her “listen and be decisive” leadership mindset from taking on diverse roles such as a Navy F/A-18C Fighter Pilot, a CIA-trained intelligence operative, and eventually a National Television news correspondent and anchor. Join us to hear practical insight for how to lead people forward in environments prone to conflict and wrought with polarizing opinions. Lea offers ideas for handling people that seek to undermine the overall success of the mission, discusses how to lead without designated authority, and shares questions we can ourselves when we're fearful or anxious about pushing our limits and taking the next step. Resources Relevant to this Conversation: Follow Lea on LinkedInFollow Joe on LinkedInListen here, or subscribe on iTunes, Spotify, or wherever you get your podcasts.

Leadership is about more than getting the job done. It is about taking care of your people -- the people you lead.

Marie E Lamont, President / COO at Inteliquet shares how leading people and leveraging technology can help cure cancer. Inteliquet drastically cuts the extra cost and time for cancer centers looking to use clinical trials on their patients. It does this by using AI and NLP to accelerate the application of trials.Lamont gives several valuable insights on leadership. Leadership is recognizing your capabilities and gaps. Then quickly fill these gaps with capable, skilled people who can help you. Aside from their skills, the use of assessment tools to gauge their communication and work styles is a great best practice. It helps team members work more effectively by understanding each other better.Lamont also talks about the importance of documenting proof to accelerate your startup. A great idea or product isn't enough to gain adoption. It's essential to get case studies underway. Startups should consider getting customers to be part of this early on, either through favorable pricing or leveraging relationships.A key personal learning for her is being selective. This can also apply to your startup as well as an individual. Being selective with the opportunities gives you more time to focus on them. They have to fit into your roadmap and your specialization. It's equally important to outline what you don't want to do as well as what you want to do. This ensures that the time spent on an endeavor is quality time that makes you happy.Tune in to expand your leadership style. Learn about how you can make different team members work together more effectively. Accelerate your startup's market adoption by learning how to leverage your gains.Email - mlamont@inteliquet.comWebsite - https://inteliquet.com/ This episode is brought to you by Content Allies.Content Allies helps B2B tech companies launch revenue-generating podcasts. Build relationships that drive revenue through podcast networking. We schedule interviews with your ideal prospects and strategic partners so that you can build relationships & grow your business. You show up and have conversations, we handle everything else. Learn more at ContentAllies.com  This episode is brought to you by Chili Piper: Start turning leads into meetings today, with Chili Piper. Visit chilipiper.com/leaders to learn more.

In this third episode of our Best of Series, you'll hear from Daniel Hunter, CEO of Business NSW, on the new breed of CEO, purposeful storytelling and building teams. chiefmaker.com/202 Daniel is currently the CEO of Business NSW, but was the CEO of HealthShare NSW when we interviewed him back in June 2017.   His previous senior management roles include CFO of Services NSW, and two executive roles at Sydney Water, namely General Manager of Transformation and General Manager of People Leadership and Culture.   Daniel was our third ever Chief to be interviewed on the podcast and in this episode we talk all about: How the ‘command and control' CEO is being replaced by a humble, empathetic one; Bringing a sense of purpose to the organisation through story-telling; Giving your leaders and their teams some space to achieve the organisation's goals; Getting comfortable with uncomfortable conversations, and avoiding wasting time on people who don't want to develop. Connecting with Daniel Hunter You can connect with Daniel via LinkedIn. Books and resources Good to Great - by Jim Collins Recent article on COVID-19 in the Sydney Morning Herald featuring Daniel Hunter Daniel nominated Running for Premature Babies for his charity and I have donated $250 in his name.

Understanding how great ideas come to fruition is the key to success for many leaders – something that Christian Ward, Chief Data Officer and EVP for Yext, knows a lot about. A serial entrepreneur with enthusiasm for leveraging data to tell compelling stories about the world around us, Christian shares insight on how to develop new ideas, listen to hear what people don't say, and lead in a way that others rally behind. Resources Based on this Conversation: Follow Christian WardFollow Joe HartData Leverage by Christian Ward and James J. WardThinking Fast and Slow by Daniel KahnemanLEAD! by Dale Carnegie & Associates; Forward by Joe Hart Listen here, or subscribe on iTunes, Spotify, or wherever you get your podcasts.

Even three-time Indianapolis 500 pole winner Ed Carpenter was once told his dreams were too big. “One of the first assignments we had was to write a five-year success plan,” Ed says of his time at Butler University’s Andre B. Lacy School of Business. “I obviously wrote a paper largely based around my racing career, and kind of tied in my time at Butler and how I was there to complement that as kind of a plan B. … [The professor] told me that it was nice to have dreams, but you need to be more realistic.” On this episode of Human Resolve, host Mark Minner speaks with Ed about how he went from a rookie to eventually co-owning his own race team, Ed Carpenter Racing, and why naysayers only motivated him to work harder to achieve his goals. Ed also shares what he’s learned as the leader of a 40-person team, including the importance of compassion, transparency and a clear mission shared by all employees. He describes how, in the small community that is IndyCar racing, it’s extra important to show respect for your competitors. After the challenges brought on by the COVID-19 pandemic, Ed is extra grateful for a team that knows how to think on its feet and adapt. “I'd like to think that's one of the skill sets that we're very good at — just being able to deal with change and drama and unforeseen circumstances,” he says. “But I don't think anyone was prepared for what we went through last year. Fortunately, we were able to keep our people on through the whole time.”Featured LeaderName: Ed CarpenterTitle: Co-owner of Ed Carpenter Racing Company: Ed Carpenter Racing Noteworthy: Ed didn’t start racing until his mom remarried and suddenly he became the stepson of Indy Racing League founder Tony George.Where to find Ed: LinkedInHuman Resolve Episode 10 HighlightsHighlights from the transcript.

"If you want to get what you want, help enough people get what they want". Some time ago, I had a conversation with Robert Pierce who is a good friend, mentor and executive sales leader, to discuss people leadership, motivating, and building successful teams.

David Ruggiero, Leader and Executive at Microsoft North America joined me for a conversation about People Leadership, and some of the stories that has shaped him into the leader that he is today.

Anu is joined by four time entrepreneur and ex-investor, Amy Errett of Madison Reed, the beauty company revolutionizing hair coloring. Amy shares how she pivoted her staff and supply chain throughout lockdown to overcome extraordinary challenges and take advantage of unprecedented demand, reflects on 2020's silver linings and leaning into her strengths as a leader. She emphasizes the importance of building a strong company culture, shares her top learnings for founders working to cultivate trust, and why she believes people are everything.

FDR was elected and began his administration as we were in a Great Depression. Through his calm but decisive leadership we successfully not only got out of it but won a war that we were not prepared to wage. This podcast includes his words of 79 years ago today to Congress. But it also compares him with the failed leadership of the current WH occupant.

In this episode, Mike Wagner, the president of White Rabbit Group, talks about winning the talent war through a proven people leadership system. He is a skilled communicator, facilitator, and business consultant and serves business teams to create a strong leadership culture. Mike has been speaking professionally for over 30 years. He started his career as a pastor and church planter before entering the business world. He now serves leadership teams in the creation of competitive advantage and growth strategies. Mike's mission is to release the wisdom and capacity of each organization he serves. Mitchell Levy is the Global Credibility Expert at AHAthat, the first AHA leadership (Thought Leadership) platform on the market for thought leaders, experts, and companies to unleash their genius to the world. His passion is helping entrepreneurs, business owners, and C-Suite Executives get known as thought leaders & become best-selling authors with the AHA platform. He is an accomplished entrepreneur who has created 20 businesses in Silicon Valley including four publishing companies that have published over 800 books. Mitchell is an international best selling author with 60 business books, has provided strategic consulting to over 100 companies, has advised over 500 CEOs on critical business issues, and has been chairman of the board of a NASDAQ-listed company. Visit https://www.credibilitynation.com to learn more about the Credibility Nation community.Visit https://www.ahathat.com/author to learn how you can become an Amazon best-selling author in 4 months.

Welcome to the 'Bootstrapping Your Dreams show' Podcast. I'm Manuj Aggarwal, and today I'll be having a fascinating conversation with Michael O'Reilly.Michael is an ex-Vice President-Global Customer Experience at Eventbrite. He is currently on the board of MacPherson Art Supplies, which happens to be the largest art supplies distributor in North America.He led the successful integration of Athleta into Gap Inc. Completed integration within budget and with 98% employee retention. Led the evolution of Athleta from catalog-centric to omnichannel business while tripling direct-to-consumer revenues in seven-years. He created and led the B2B industry for Choice Hotels, which exceeded the original business plan each of the first three years.Michael specializes in General Management, Business Strategy, Social/Digital Marketing, Media Optimization, Data Analytics, Omni-Channel Customer Acquisition and Retention, CRM Strategy Development and Execution, Change Management, People Leadership, and Development.In this episode, Michael talks about:(1:51) He tells about his journey and how he got started.(4:21) Talks about his transition from accounting to digital.(6:14) Digital transformation & leveraging internet for business.(9:58) Importance of understanding others and how to deal with people.(12:01) How humility, empathy, and respect drive success.(14:57) How companies struggle with understanding their customers. (17:20) Practical tips to get to know your customer better. (19:28) Advice your young and aspiring entrepreneurs.(22:05) The impact of COVID in terms of consumer behavior and their expectations.(24:43) The long-term outlook for live events and conferences.(27:00) His time at Eventbrite and the kind of leadership he demonstrated. (30:13) His future goals. (31:20) How you can connect with him.(31:39) Encourages people to be kind to each other. Find Michael on:  LinkedIn: https://www.linkedin.com/in/michael-o-reilly-tu/Reach us on: Facebook:  https://www.facebook.com/manuj.aggarwalInstagram:  https://www.instagram.com/manujagro/Linkedin :https://www.linkedin.com/in/manujaggarwal Manuj's stories:Read Manuj's story here: https://him.innerget.comAnd his entrepreneurial journey here: https://www.InnerGet.com Thank you for tuning in!Do you have any feedback or thoughts? Please leave a comment!Take care and see ya! See acast.com/privacy for privacy anSupport the show (https://tetranoodle.com)

A podcast episode that is a mix of me telling personal stories and having fun and some discussion that might actually be usefull!

We have all made bad hiring decisions. How do you identify it, accept it, and react to it?

Are you a good “heart” in your company? Do you want to be? How do you navigate that?

In this episode we chat with Nora Kramer from Youth Empowered Action (YEA) Camp in the USA. Nora shares about leadership and activism, highlighting how we can support young people to find a cause they believe in and how we, as adults, can be great activists too. http://shinefromwithin.com.au/the-youth-mentor-podcast --- Send in a voice message: https://podcasters.spotify.com/pod/show/shinefromwithin/message

Group dynamics fascinate me. Why does one person take on the leadership role almost immediately without any need for introduction or approval? How did that one person decide he was the joker? And why is there always someone lurking in the back, avoiding eye contact and trying to be invisible? I've been hosting training courses for 13 years now, and I've seen time and time again how we all tend to assume different social roles in group settings with enough people. It's not always consistent or predictable but these patterns almost always emerge. Why? On this week's podcast, you'll meet a behavioral researcher who has uncovered some powerful truths about human behavior that can help you be more effective in all your social interactions both personal and professional. We cover body language, topics of conversation, and so much more. You'll Learn: Why negative talk can leave a negative impression on you as a person How to gush, not gossip, to uplift and influence others around you Eye contact vs. no eye contact: finding the balance What to do with your hands when you talk Links & Resources: Science of People Website ABOUT OUR GUEST Vanessa Van Edwards is a behavioral investigator. She runs a human behavior research lab called the Science of People. She's been featured on CNN, Fast Company, and Forbes. She also writes a monthly column for Entrepreneur Magazine and The Huffington Post. Her innovative work has been featured on NPR, Business Week, and USA Today.   Nutritional Tip of the Week: Fermented Foods Got Questions? Send me a voicemail here: Ask Lucas a Question Or write to us: podcast@yogabody.com Like the Show? Leave us a Review on iTunes  

Corporate Talk with Charlie and Eva with their guest George Hathaway George Hathaway's leadership expertise was developed over many years as a Manager and Executive for IBM, Fidelity Investments, Computer Science Corporation (CSC), Oracle (Seibel Systems), Darwin Partners, UnitedHealth Group, and Travelers Insurance. He shares his People-Leadership philosophy in three published books, the most popular of which is his best-selling book, "Leadership Secrets from the Executive Office" MJFBooks 2004, 2009, 2013.  The book's 134 People-Leadership behaviors was used as the foundation for the Leadership Performance Index, or LPI/21, which measures not only the People-Leadership strengths and weaknesses of clients, but also links an organization's overall LPI/21 to the bottom line performance of the their busness.  The higher your company's LPI/21, the better your business performance!   We are very proud that our Leadership/21 team's LPI/21 average at Leadership/21 LLC is 4.36 (on a scale of 1.00 to 5.00). George is a graduate of Miami University in Oxford, Ohio, and is a U.S. Army veteran having served with Combat Intelligence in Vietnam.  He has three children, one grandson, and one granddaughter on the way.  He lives in Connecticut. http://leadership21.biz