Podcasts about people leadership

In this Your Health University episode, Jamie sits down with Colin Stevens, Director of Engagement at Your Health, for a practical and honest conversation about communication—what it is, why it breaks down, and how leaders can immediately improve it. Colin reframes communication as understanding, not just delivery, explains why tone is the packaging that determines whether a message gets opened, and explores how ego blocks empathy in moments of conflict. The episode ends with a simple, powerful challenge: if you want to elevate your career and relationships, start by becoming a better listener. www.YourHealth.Org

This episode of Start With a Win is a no-nonsense wake-up call for leaders who refuse to drift into the future unprepared. Adam frames a bold close to 2025 and a decisive launch into 2026, he blends hard data, lived experience, and unfiltered conviction to challenge how leadership is actually practiced when the pressure is real. It's not motivational fluff or distant theory - it's a sharp, energizing look at what separates those who gain momentum from those who get left behind. If you're ready for a candid, high-octane perspective that will make you reassess how you lead, work, and show up when it counts, this is an episode you'll want to hear all the way through and even need to re-watch!⚡️FREE RESOURCE:

The Lawyer Stories Podcast with Benny Gold Episode 246 features Dan Morgan, Managing Partner at Morgan & Morgan the largest personal injury law firm in the country. Dan shares his powerful story of joining the firm he grew up around, gaining a front-row seat to a mission rooted in helping people at their most vulnerable moments. He talks about watching Morgan & Morgan scale from a family vision into a national powerhouse, and how that experience shaped his own path as a leader within the organization. Passionate, thoughtful, and deeply knowledgeable about the personal injury landscape, Dan dives into everything from the evolution of the firm to the importance of strong referral relationships. We also explore his work advising and representing athletes, how legal strategy intersects with sports, and what it takes to build trust both on and off the field. This episode offers a unique look at legacy, leadership, and the mindset behind one of the most influential law practices in America.

STRONG Life Podcast 538

In this episode, Brian sits down with Brad Stephenson from New Castle Lawn & Landscape to talk about the real secret behind scaling a successful green-industry company: building people. Brad shares how his Pennsylvania-based team has grown by focusing on leadership development, mentorship, and creating a culture where people step up instead of check out.

Scaling SaaS in 2026: AI, Talent, and the Future of People Operations is becoming a core focus for growing B2B companies as AI reshapes how teams work, how customers buy, and how leaders build the next generation of SaaS organizations. In this episode of the Grow Your B2B SaaS podcast, recorded live at SaaS Summit Benelux in Amsterdam, host Joran speaks with Hotske Wesselius about how AI will reshape scaling in 2026. With a background in marketing and a career shift into people and talent acquisition, Hotske supports SaaS companies in hiring and retaining top talent. Their discussion explores how AI is changing the buyer journey, customer success, people management, culture, team structures, search behavior, partnerships, go to market strategies, efficiency, and the overall pace of competition. The theme is consistent. AI will not remove the need for people, but it will transform how teams work, what skills matter, and how leaders manage and support their organizations. The episode also offers advice for founders at various revenue stages and the mindset shifts needed to thrive in a fast changing environment.Key Timecodes(0:00) – AI Breakthrough Intro: B2B SaaS in 2026, Scaling, Buyer Journey, Customer Success, People Leadership(0:47) – Talent Secrets: Hotske Wesselius on Marketing, Recruiting, Hiring Top SaaS Talent(1:12) – Scaling Revolution: What Will Separate Winning B2B SaaS in 2026 (AI-Driven Orgs)(1:26) – Skill Upgrade: New Capabilities for the AI Era — Agents, Enablement, Leadership(2:13) – Buyer Shift: AI Search, Findability, and Customer Support Automation(3:11) – Data Reality Check: People Analytics Built on Engagement + Results(3:33) – Automation Wave: Headcount vs AI, Cognitive Tasks, Reporting, AI “Brain” Roles(4:31) – Human-in-the-Loop: Training, Building, and Governing AI Inside SaaS Companies(4:52) – Culture Reset: Designing Strong Company Culture in the Age of AI(5:29) – AI-First Shift: Changing Mindset at Scale (Miro Example)(5:56) – Leadership Hack: Using ChatGPT for Feedback, Tone, and Empathetic Communication(7:03) – Hyper-Personalization: Tailoring Communication via Personality Types (DISC)(7:44) – Empathy Engine: How AI Improves Manager Communication & Employee Experience(8:15) – Pro Tip: Use AI as Your Personal Empathy Coach(8:29) – Sponsor Spotlight: Reditus — B2B SaaS Affiliate & Referral Growth(9:25) – Efficiency Mode: Growing Fast in 2026 with AI Automation

BONUS: Flawless Execution — Translating Fighter Pilot Precision to Business Results In this powerful conversation, former fighter pilot Christian "Boo" Boucousis reveals how military precision translates into agile business leadership. We explore the FLEX model (Plan-Brief-Execute-Debrief), the critical difference between control-based and awareness-based leadership, and why most organizations fail to truly embrace iterative thinking. From Cockpit to Boardroom: An Unexpected Journey "I learned over time that it doesn't matter what you do if you're always curious, and you're always intentional, and you're always asking questions." — Christian "Boo" Boucousis   Christian's path from fighter pilot to leadership consultant wasn't planned—it was driven by necessity and curiosity. After 11 years as a fighter pilot (7 in Australia, 4 in the UK), an autoimmune condition ended his flying career at age 30. Rather than accepting a comfy job flying politicians around, he chose entrepreneurship. He moved to Afghanistan with a friend and built a reconstruction company that grew to a quarter billion dollars in four years. The secret? The debrief skills he learned as a fighter pilot. By constantly asking "What are you trying to achieve? How's it going? Why is there a gap?" he approached business with an agile mindset before he even knew what agile was. This curiosity-driven, question-focused approach became the foundation for everything that followed. The FLEX Model: Plan-Brief-Execute-Debrief "Agile and scrum were co-created by John Sutherland, who was a fighter pilot, and its origins sit in the OODA loop and iteration. Which is why it's a circle." — Christian "Boo" Boucousis   The FLEX model isn't new—fighter pilots have used this Plan-Brief-Execute-Debrief cycle for 60 years. It's the ultimate simple agile model, designed to help teams accelerate toward goals using the same accelerated learning curve the Air Force uses to train fighter pilots. The key insight: everything in this model is iterative, not linear. Every mission has a start, middle, and end, and every stage involves constant adaptation. Afterburner (the company Christian now leads as CEO) has worked with nearly 3,800 companies and 2.8 million people over 30 years, teaching this model. What's fascinating is that the DNA of agile is baked into fighter pilot thinking—John Sutherland, co-creator of Scrum, wrote the foreword for Christian's book "The Afterburner Advantage" because they share the same roots in the OODA loop and iterative thinking. Why Iterative Thinking Doesn't Come Naturally "Iterative thinking is not a natural human model. Most of the time we learn from mistakes. We don't learn as a habit." — Christian "Boo" Boucousis   Here's the hard truth: agile as a way of working is very different from the way human beings naturally think. Business leadership models still hark back to Frederick Winslow Taylor's 1911 book on scientific management—industrial era leadership designed for building buildings, not creating software. Time is always linear (foundation, then structure, then finishing), and this shapes how we think about planning. Humans also tend to organize like villages with chiefs, warriors, and gatherers—hierarchical and political. Fighter pilots created a parallel system where politics exist outside missions, but during execution, personality clashes can't interfere. The challenge for business isn't the method—it's getting human minds to embrace iteration as a habit, not just a process they follow when forced. Planning: Building Collective Consciousness, Not Task Lists "Planning isn't all about sequencing actions—that's not planning. That's the byproduct of planning, which is collectively agreeing what good looks like at the end." — Christian "Boo" Boucousis   Most people plan in their head or in front of a spreadsheet by themselves. That's not planning—that's collecting thoughts. Real planning means bringing everyone on the team together to build collective consciousness about what's possible. The plan is always "the best idea based on what we know now." Once airborne, everything changes because the enemy doesn't cooperate with your plan. Planning is about the destination, not the work to get there. Think about airline pilots: they don't tell you about traffic delays on their commute or maintenance issues. They say "Welcome aboard, our destination is Amsterdam, there's weather on the way, we'll land 5 minutes early." That's a brief—just the effect on you based on all their work. Most business meetings waste 55 minutes on backstory and 5 minutes deciding to have another meeting. Fighter pilots focus entirely on: What are we trying to achieve? What might get in the way? Let's go. Briefing: The 25-Minute Focus Window "You need 25 minutes of focus before your brain really focuses on the task. You program your brain for the mission at hand." — Christian "Boo" Boucousis   The brief is the moment between planning and execution when the plan is as accurate as it'll ever get. It's called "brief" for a reason—it's really short. The team checks that everyone understands the plan in today's context, accounting for last-minute changes (broken equipment, weather, personnel changes). Then comes the critical part: creating the mission bubble. From the brief until mission end, there are no distractions, no notifications. If someone tries to interrupt a fighter pilot walking to the jet, the response is clear: "I'm in my mission bubble. No distractions." This isn't optional—research shows it takes 25 minutes of uninterrupted focus before your brain truly locks onto a task. Yet most business leaders expect constant availability, with notifications pinging every few minutes. If you need everyone to have notifications on to run your business, you're doing a really bad job at planning. Execution: Awareness-Based Leadership vs. Control-Based Leadership "The reason we have so many meetings is because the leader is trying to control the situation and own all the awareness. It's not humanly possible to do that." — Christian "Boo" Boucousis   During execution, fighter pilots fly the plan until it doesn't work anymore—then they adapt. A mission commander might lead 70 airplanes, but can't possibly track all 69 others. Instead, they create "gates"—checkpoints where everyone confirms they're in the right place within 10 seconds. They plan for chaos, creating awareness points where the team is generally on track or not. The key shift: from control-based leadership (the leader tries to control everything) to awareness-based leadership (the leader facilitates and listens for divergences). This includes "subordinated leadership"—any of the four pilots in a formation can take the lead if they have better awareness. If a wingman calls out a threat the leader doesn't see, the immediate response is "Press! You take the lead." This works because they planned for it and have criteria. Business teams profess to want this kind of agile collaboration, but struggle because they haven't invested in the planning and shared understanding that makes fluid leadership transitions possible. Abort Criteria: Knowing When to Stop "We have this concept called abort criteria. If certain criteria are hit, we abort the mission. I think that's a massive opportunity for business." — Christian "Boo" Boucousis   There are degrees of things going wrong: a little bit, a medium amount, and everything going wrong. When everything's going wrong, fighter pilots stop and turn around—they don't keep pressing a bad situation. This "abort criteria" concept is massively underutilized in business. Too often, teams press bad situations, transparency disappears, people stop talking, and everyone goes into survival mode (protect myself, blame others). This never happens with fighter pilots. If something goes wrong, they take accountability and make the best decision. The most potent team size is four people: a leader, deputy leader, and two wingmen. This small team size with clear roles and shared abort criteria creates psychological safety to call out problems and adapt quickly. The Retrospective Mindset: Not Just a Ritual "A retrospective isn't a ritual. It's actually a way of thinking. It's a cognitive model. If you approached everything as a retrospective—what are we trying to achieve? How's it going? Why is it not going where we want? What's the one action to get back on track?" — Christian "Boo" Boucousis   The debrief—the retrospective—is the most important part of fighter pilot culture translated into agile. It's not just a meeting you have at the end of a sprint. It's a mindset you apply to everything: projects, relationships, personal development. Christian introduces "Flawless Leadership" built on three M's: Method (agile practices), Mindset (growth mindset developed through acting iteratively), and Moments (understanding when to show up as a people leader vs. an impact leader). The biggest mistake in technology: teams do retrospectives internally but don't include the business. They get a brief from the business, build for two months, come back, and the business says "What is this? This isn't what I expected." If they'd had the business in every scrum, every iteration, trust would build naturally. Everyone involved in the mission must be part of the planning, briefing, executing, and debriefing. Leading in the Moment: Three Layers of Leadership "Your job as a scrum master, as a leader—it doesn't matter if you're leading a division of people—is to be aware. And you're only going to be aware by listening." — Christian "Boo" Boucousis   Christian breaks leadership into three layers: People Leadership (political, emotional, dealing with personalities and overwhelm), Impact Leadership (the agile layer, results-driven, scientific), and Leading Now (the reactive, amygdala-driven panic response when things go wrong). The mistake: mixing these layers. Don't try to be a people leader during execution—that's not the time. But if you're really good at impact leadership (planning, breaking epics into stories, getting work done), you become high trust and high credibility. People leadership becomes easier because success eliminates excuses. During execution, watch for individual traits and blind spots. Use one-on-ones with a retrospective mindset: "What does good look like for you? How do we get to where you're not frustrated?" When leaders aren't present—checking phones and watches during meetings—they lose people. Your job as a leader is to turn your ears on, facilitate (not direct), and listen for divergences others don't see. The Technology-Business Disconnect "Every time you're having a scrum, every time you're coming together to talk about the product, just have the business there with you. It's easy." — Christian "Boo" Boucousis   One of the biggest packages of work Afterburner does: technology teams ask them to help build trust with the business. The solution is shockingly simple—include the business in every scrum, every planning session, every retrospective. Agile is a tech-driven approach, creating a disconnect. Technology brings overwhelming information about how hard they're working and problems they've solved, but business doesn't care about the past. They care about the future: what are you delivering and when? During the Gulf War, the military scaled this fighter pilot model to large-scale planning. Fighter pilots work with marines, special forces, navy, CIA agents—everyone is part of the plan. If one person is missing from planning, execution falls apart. If someone on the ground doesn't know how an F-18 works, the jet is just expensive decoration. Planning is about learning what everyone else does and how to support them best—not announcing what you'll do and how you'll do it. High-Definition Destinations: Beyond Goals "Planning is all about the destination, not the work to get there. Think about when you hop on an airplane—the pilot doesn't tell you the whole backstory. They say 'Welcome aboard, our destination is Amsterdam, there's weather on the way, we'll land 5 minutes early.' All you want is the effect on you." — Christian "Boo" Boucousis   Christian uses the term "High-Definition Destinations" rather than goals. The difference is clarity and vividness. When you board a plane, you don't get the pilot's commute story or maintenance details—you get the destination, obstacles, and estimated arrival. That's communication focused on effect, not process. Most business communication does the opposite: overwhelming context, backstory, and detail, with the destination buried somewhere in the middle. The brief should always be: Here's where we're going. Here's what might get in the way. Let's go. This communication style—focused on outcomes and effects rather than processes and problems—transforms how teams align and execute. It eliminates the noise and centers everyone on what actually matters: the destination.   About Christian "Boo" Boucousis   Christian "Boo" Boucousis is a former fighter pilot who now helps leaders navigate today's fast-moving world. As CEO of Afterburner and author of The Afterburner Advantage, he shares practical, people-centered tools for turning chaos into clarity, building trust, and delivering results without burning out.   You can link with Christian "Boo" Boucousis on LinkedIn, visit Afterburner.com, check out his personal site at CallMeBoo.com, or interact with his AI tool at AIBoo.com.  

Luke O'Mahoney, Founder & Creator of Sapienˣ, joined The Modern People Leader.We talked about the three emerging models of product-led HR, Agile theater, and how an enterprise company phased its shift to product-led HR.---- Sponsor Links:

What if the toughest conversation on your calendar is the very thing that unlocks respect, growth, and retention? We sit down with leadership expert and best-selling author Jeff Hancher to demystify feedback and turn a dreaded chore into a repeatable system for building high-trust, high-performance teams.Jeff shares a clear framework for setting expectations and choosing the right feedback style for the moment: directive when safety or standards are on the line, collaborative when you need ownership from a seasoned pro, and supportive when a proven performer hits a dip. We talk through common blockers—fear of fallout, emotional reactions, and not knowing how to start—and replace them with practical language leaders can use today. You'll hear how to earn the right to be candid through steady “deposits,” why annual reviews create blind spots, and how weekly one-on-ones become the engine of engagement.Along the way, Jeff's personal story shows the power of firm feedback delivered with care. A manager who held the line and held space changed his trajectory—and his loyalty—forever. We explore how to move from people pleasing to respect, how to ask questions that reveal self-awareness, and why withholding feedback is unfair to the person and the business. Expect simple phrases, a cadence you can sustain all year, and a playbook for confident, compassionate conversations that actually change behavior.Ready to trade avoidance for impact? Press play, then share this episode with a leader who avoids tough talks. If it resonated, follow the show, leave a quick review, and tell us which feedback style you'll try first. Your team will thank you.

Today, Erik sits down with Marcel Schwantes. Marcel is a speaker, author, acclaimed executive coach, and an Inc. Magazine Contributing Editor with a global following. Marcel delivers presentations, workshops, courses, and coaching programs about the human side of business and how cultures of care, connection, and belonging power companies to thrive and outperform the competition. Marcel hosts the popular "Love in Action" podcast, heard in over 160 countries.   ABOUT THE BOOK Marcel Schwantes' book, Humane Leadership, is a practical guide to building workplaces where people thrive—not just survive. Centered on the concept of "Love in Action," the book introduces a framework for humane leadership based on five core principles: Leadership is Patient Leadership is Kind Leadership is Humble Leadership Advocates for People Leadership is Trustworthy Drawing on cutting-edge research and real-world case studies, Schwantes demonstrates that leading with love isn't just beneficial for individuals—it's also a winning strategy for organizations. This book is designed for leaders who are ready to challenge outdated norms and cultivate workplaces that foster engagement, loyalty, and exceptional performance.   Is there a guest you want Equalman to interview on the podcast? Do you have any questions you wish you could ask an expert? Send an email to our team: Equalman@equalman.com   5x #1 Bestselling Author and Motivational Speaker Erik Qualman has performed in over 55 countries and reached over 50 million people this past decade. He was voted the 2nd Most Likable Author in the World behind Harry Potter's J.K. Rowling.   Have Erik speak at your conference: eq@equalman.com   Motivational Speaker | Erik Qualman has inspired audiences at FedEx, Chase, ADP, Huawei, Starbucks, Godiva, FBI, Google, and many more on Focus and Digital Leadership.   Learn more at https://equalman.com

Bryan Power, Chief People Officer at Nextdoor, discusses how AI is transforming workplace leadership, requiring CPOs to become more strategic and creative. He shares insights on scaling AI adoption, maintaining founder mentality, and building authentic connections while navigating the rapid pace of technological disruption. TAKEAWAYS AI adoption requires treating it like a teammate, not a tool, with dedicated time for learning and experimentation. Chief People Officers must be involved in AI implementation decisions as the line between hiring people versus tools blurs. Companies should invest in early-career talent who are "AI natives" and bring fresh perspectives to innovation. A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: “The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders.” About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR.

What if the mark of extraordinary leadership isn't found in having all the answers, but in asking the right questions? This eye-opening episode distills powerful insights from recent conversations with leadership experts Gary Cohen, Scott Burgmeyer, and Joe Davis—revealing a leadership framework built on curiosity, development, and generosity.Gary Cohen's journey from founding a company to growing it to 2,200 employees taught him a crucial lesson: leaders who constantly provide answers become organizational bottlenecks. The pivotal shift happens when leaders move from information-gathering to asking questions that empower others to think, act, and own solutions. This simple change transforms you from an answer-giver to a true multiplier, unleashing potential throughout your organization while satisfying people's fundamental needs for autonomy and recognition.Scott Burgmeyer adds another dimension by emphasizing that leadership isn't just about leading today's business—it's about consciously building tomorrow's leaders. His powerful personal journey reminds us that often we can't "read the label from inside the jar"—sometimes others see leadership potential in us before we recognize it ourselves. The true measure of leadership becomes not just what you accomplish, but who you develop along the way.Joe Davis completes this leadership trifecta with his concept of "generous leadership"—bringing vulnerability, authenticity, and genuine presence to your role. This approach isn't weakness; it's creating the psychological safety needed for teams to acknowledge mistakes, seek help, and collaborate effectively. Perhaps the most valuable gift? Your undivided attention—increasingly rare in our distracted world, yet precisely what makes people feel truly seen and valued.These insights are further enriched by glimpses into our new Psychology and Leadership series, exploring how understanding the brain's functioning transforms leadership effectiveness. From the astonishing case of Phineas Gage to recognizing how our unconscious patterns influence decisions, these psychological insights help us lead with greater intention and empathy.Ready to transform your leadership apSend us a textSupport the show✅ Follow The Leadership Project on your favourite podcast platform and listen to a new episode every week!

Could the same discipline that earns you a black belt also transform how you lead yourself and others? In this episode of It's a Mindset, I'm joined by Karen Gately, best-selling author, Sensei, and Founder of the Corporate Dojo, to explore what it means to become a Black Belt Leader of yourself and others. Drawing on her martial arts training, Karen shares how discipline has shaped her leadership style and approach to business. She opens up about overcoming childhood trauma, why it's never your shame to carry, and how setting strong boundaries helped her recover from people pleasing. We also discuss her mission to lift the collective emotional intelligence — and why this is the foundation of great leadership. I loved how Karen blends discipline, compassion, and life experience into practical wisdom you can apply today. This episode is full of insights that will stay with you long after listening. Key Episode Takeaways: How martial arts has influenced Karen's way of doing business from a discipline perspective. Why trauma experienced during childhood is not your shame. How Karen recovered from people pleasing by developing strong boundaries. Karen's mission to lift the collective emotional intelligence. About the Guest: Empowering people to become Black Belt Leaders of themselves and other people. Karen is a best-selling author, Sensei and Founder of the Corporate Dojo. A prolific writer and media commentator, Karen is a trusted authority on People Leadership and Self Mastery to the likes of ABC, Chanel 9, HR Director and CEO Magazines. Over the last 20 years Karen has influenced thousands of leaders across Australia and abroad to grow through development of character and capability strengths essential to effective and influential leadership. Karen works as a leadership Sensei, guiding her students to become both the best versions of themselves, and great leaders of people. Karen can be engaged to provide strategic advice to Senior Leaders and HR Directors, and facilitate leadership, team and organisation development programs. Show Resources: Check out Karen's website - HERE Check out Karen on YouTube - HERE Connect with Karen on LinkedIn - HERE Follow Emma, the Podcast Host on Instagram - HERE Check out Emma's book, Worthy & Wealthy - HERE If you LOVED the episode, make sure you share it on your Instagram Stories and tag us @emmalagerlow and @corporatedojo. Yours in Discipline in Leadership, Emma. X.

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

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   

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!

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.

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

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!

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.*