Podcast appearances and mentions of Russell Reynolds

united states unicorns separate senior pastor william vanderbloemen russell reynolds vanderbloemen search group vanderbloemen

Play Episode Listen Later Dec 2, 2024 60:00

Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.

William Vanderbloemen: Be the Unicorn

The Empathy Edge

Play Episode Listen Later Nov 26, 2024 38:14

What makes a perfect candidate or even company? You know the one where when you meet them or visit their offices, where you just know they're something special? Is there a blueprint for how to be such a unicorn?Today, William Vanderbloemen shares the 12 teachable traits you can master to be a unicorn candidate or company leader and we deep dive into four specific ones: Authenticity, Self-Awareness, Curiosity, and Connection - what those look like in action, and the data shows that anyone can master these skills with practice and intention, even if you think you're not good at them. We discuss why these skills are anything but soft, and can actually catapult you to success. And William reveals the single biggest trait that helps you separate yourself from the crowd. To access the episode transcript, please search for the episode title at www.TheEmpathyEdge.comKey Takeaways:Every one of the 12 habits of unicorns can be learned. While some may seem more innate than others or may show up differently for different people, they are something everyone can learn.In uncertain times, the people asking questions will be able to adapt quicker than those who are not.We live in the best time ever to work on self-awareness. You can work on your own stuff, on any level, and it is no longer considered quackery as it used to be. "After studying 30,000 face-to-face interviews, we discovered that what really separates somebody from the crowd is how they treat other human beings." — William Vanderbloemen Episode References: The Empathy Edge podcast: April Hot Take: Why Empathy Starts with Self-AwarenessBook: Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest: amazon.com/Be-Unicorn-Data-Driven-Separate-Leaders/dp/1400247101More book info and resources: www.TheUnicornBook.comAssessment model: www.VanderIndex.comFrom Our Partner:SparkEffect partners with organizations to unlock the full potential of their greatestasset: their people. Through their tailored assessments and expert coaching at every level, SparkEffect helps organizations manage change, sustain growth, and chart a path to a brighter future.Go to sparkeffect.com/edge now and download your complimentary Professional and Organizational Alignment Review today.About William Vanderbloemen, Founder & CEO, Vanderbloemen Search GroupWilliam Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.Connect with William:Vanderbloemen Search Group: vanderbloemen.comX: x.com/wvanderbloemenLinkedIn: linkedin.com/in/williamvanderbloemenFacebook: facebook.com/vanderbloemenInstagram: instagram.com/wvanderbloemen Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemariaAchieve radical success putting empathy into action with Businessolver. Techlology with heart, powered by people. https://www.businessolver.com/edge

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Unlocking the Communications Career Cage - with Emily York

The Dan Nestle Show

Play Episode Listen Later Nov 15, 2024 72:52 Transcription Available

How many times have you heard that career paths in PR and Communications are full of options and opportunities? Maybe that's true when you're just getting started, but for many of us, as we progress in our careers, we start to notice fences and guardrails rising ever higher as the path itself becomes narrow and steep. What does it take to jump the fence or take it down? Or are we in a communications cage? In this episode of The Trending Communicator, host Dan Nestle connects with corporate communications executive Emily York, a communications veteran whose journey spans journalism, agency work, consulting, and senior leadership roles at global companies. Emily shares her experiences transitioning from a corporate role at Beam Suntory (now Suntory Global Spirits) to starting her own consultancy and ultimately leading global communications at executive search powerhouse Russell Reynolds Associates. Together, they discuss the challenges and opportunities that come with career transitions, the evolving nature of the communications profession, and the critical role of soft skills and strategic thinking in an AI-driven future. Emily and Dan discuss approaches and attitudes toward navigating career changes, the importance of staying curious and adaptable, and how to leverage relationships and trust to thrive in ambiguous environments. They also explore the impact of technology on the communications landscape and the need for communicators to stay ahead of trends, from AI to media consumption habits. Whether you're contemplating a career shift or seeking to enhance your strategic communication skills, this episode offers valuable insights and practical advice from two industry experts. Tune in to discover how to embrace change, build meaningful connections, and position yourself for success in the ever-evolving world of communications. Listen in and hear about... The evolving role of communications professionals in a dynamic and uncertain marketplace. Insights into the importance of soft skills and relationship-building in the age of AI and technology. Strategies for staying engaged and inspired in a communications role, even when facing routine or challenges. The significance of understanding media consumption trends and adapting communication strategies accordingly. Navigating career transitions and the value of networking and continuous learning in professional growth. Notable Quotes On the Role of Communications: "Comms and marketing have always been two facets of the same diamond. So when I think about the comms profession and my career within it, I think that's been a differentiator." — Dan Nestle [00:00 - 00:30] On the Nature of Corporate Jobs: "Corporate job seems like a corporate job. And aren't they all the same? And you're asked to do similar things, but they're really different." — Emily York [08:01 - 09:56] On Career Growth: "You have to figure out how to right size, either the load or the directions your brain are going in and how deep you can go when you're spreading out." — Emily York [11:27 - 13:17] On Career Development: "People who have so excelled in their career across all the areas of comms and developed really deep relationships with partners, whether that is your vendors or your executives. And you develop this really strategic thought partnership type relationships where those people can then see the value of you in other areas of the business." — Emily York [19:21 - 20:29] On Embracing Change: "Sometimes you can have loved a job and a place so much that you can be aware of both things and still not be fully committed to leaving." — Emily York [25:44 - 27:01] On the Importance of Soft Skills: "The contributions that we humans are going to be able to make are really in the soft skills and how we make people feel and how we sell those ideas and how we think strategically and pull things together and bring groups of people together and solve problems." — Emily York [46:26 - 47:38] On the Future of Work: "The future is ambiguous and it's going to be an increasingly important skill and agility. So adapting in those situations and trying to thrive in those situations." — Emily York [1:05:59 - 1:06:44] Resources and Links Dan Nestle Inquisitive Communications | Website The Trending Communicator | Website Communications Trends from Trending Communicators | Dan Nestle's Substack Dan Nestle | LinkedIn Dan Nestle | Twitter Emily York Emily York | LinkedIn Timestamped key moments from this episode (as generated by Fireflies.ai)

POP QUIZ: Roblox, female leadership, HSBC's glass cliff CFO, and Jana vs. Lamb Weston's econ majors

Business Pants

Play Episode Listen Later Oct 22, 2024 42:47

Live from the Founder's Diamond Mine in Botswana, where all diamonds are worth 50 votes per share, it's an all-new Terrific Tuesday edition of Business Pants. Joined by Analyst-Hole Matt Moscardi! On today's chocolate-filled summary compensation table called October 22nd 2024: It's Double Quiz Tuesday, featuring a heartbreakingly mediocre ESG News Quiz and a relatively thoughtful data drop quiz!Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.DAMION1Let's start with a report that came out a week or two ago that claims Roblox is ?Bonus question 1: of influence is held by women on the Roblox board?Bonus question 2: of influence is held by brothers named Baszucki?Bonus question 3: CEO and co-founder David Baszucki undemocratically controls the pedophilic landscape known as Roblx because his Class B shares are magically worth ?Roblox's 2024 proxy statement cites a Trust & Safety Advisory Board comprised of world-renowned digital safety authorities. The company invites shareholders and stakeholders to “learn more about each of our Safety Advisory Board members at: corp.roblox.com/parents/.” Here's Bonus question 4: Yes or No, Does Roblox list names and qualifications of the members of its Trust & Safety Advisory Board at corp.roblox.com/parents/, in any of its SEC filings, or anywhere else on its corporate website, or anywhere else in the world, including the back on a Chipotle napkin?As a sidenote, the board's Nominating and Corporate Governance Committee is tasked with overseeing Roblox's initiatives related to trust and safety:The chair of that committee, Anthony Lee, has been on the board since before Obama was president, is the VP at a VC firm called Altos Ventures management that “invests in founders”Committee member Andrea Wong who serves on the boards of:media company Liberty Media, which is controlled by billionaire John C. Malone;Qurate Retail, an American media conglomerate controlled by billionaire John C. Malone; andHudson Pacific Properties, a real estate investment trust controlled by Victor ColemanAnd committee member Christopher Carvalho, who currently owns options worth about $5 million today based on an exercise price of SIX CENTS.There's no real quiz question here: so Bonus Question 5: Do you like this committee??And finally, let's get to executive pay at Roblox:According to the company's 2024 proxy statement, of Rolox's 5 named executive officers are women?Over the past 3 years, has founder and CEO and chair and majority voting powerman David Baszucki, averaged $50 million a year?Let's move over to a recent research report from Russell Reynolds called Gender Diversity in the C-suite: Women's representation in the 2024 S&P 100Just to put the collective power of the S&P 100 into perspective, what is the market cap of the S&P 100?What is the market cap of the entire S&P 500?In 2022, women held 12.2% of the ~15,000 C-suite positions across publicly traded U.S. firms. At the end of 2023, what was this percentage?Russel Reynolds' report looked specifically at 1553 executives at the 100 largest S&P 500 companies (the S&P 100). Out of all S&P 100 organizations, how many have achieved gender parity on their senior leadership teams?Of the six organizations that have achieved parity, name one notable feature of five of those six companies:What percentage of S&P 100 companies have leadership teams consisting of at least two-thirds men?What percentage of S&P 100 companies have leadership teams consisting of at least two-thirds women?The study looked at gender distribution by executive roles:Name the top 3 executive roles held by women:Extra credit: what percentages of those roles are held by women?Name the bottom 2 executive roles held by women:Extra credit: what percentages of those roles are held by women?Double extra credit: what's another name for the CEO role?In 2022, RRA research found that 43% of CEOs in the Fortune 250 companies were promoted from the COO position, making it the most commonly held internal role prior to taking the top job.In the S&P 100, of the 35 men who were a COO in 2022, eight have been promoted to CEO at their same organization and one left to be CEO elsewhere. But of the four women who'd held the COO role, none had been promoted—and three out of four left their operating roles to pursue boards/advisory work Let me add one bit of research that stood out to me from McKinsey's “Women in the Workplace 2024: The 10th-anniversary report”Since the anti-DEI/anti-ESG movement took off over the past year or so, the following four data points have all shown remarkable rebounds after several years of declining percentages:Any competence-based microaggression 37% to 57%Having judgment questioned in area of expertise 22% to 39%Being mistaken for someone at a much lower level 10% to 19%Being interrupted or spoken over more than others 21% to 40%Moving over to the news: As HSBC embarks on a major restructuring, including a new geographic setup where HSBC plans to divide its operations between an “Eastern markets” branch, reuniting Asia-Pacific and the Middle East, along with a “Western markets” division, comprising the non-ringed-fenced U.K. bank, the continental European business and the Americas and consolidated its operations into four business units: Hong Kong, U.K., international wealth and premier banking, and corporate and institutional banking, what has HSBC done for the first time in its 159-year history?Super duper bonus question 1: CNBC released a 615-word article called”HSBC embarks on major restructuring, names first female CFO.” How many words before the article actually names HSBC's first female CFO? Super duper bonus question, part 2: How many words before the article names HSBC's male CEO? And finally, On HBO's hit show Industry that takes place at a 150-year-old Goldman Sachs-esque investment bank in London, what exactly led to the company's near total Lehman Brothers-esque financial collapse?MATT1A data drop quizActivist Jana builds Lamb Weston stake, pushes for possible saleJana said it owns 5% of the Eagle, Idaho-based company and wants to see a strategic review in which the company and bankers would review capital spending, operating deficiencies and share-repurchase strategyWhat percentage of the board has Economics knowledge (from an MBA, a degree, or acting as a CFO)?72% (8 of 11). MBAs, TWO accountants, econ majorsWhat about Food Production?20% (2 of the 10 excluding the CEO). Unless "lawyer at Krispy Kreme" or "3 year stint as Arby's CEO" counts as food production. CEO Tom Werner and Andre Hawaux both from Conagra, Robert Coviello from Bunge and Cargill.How many directors of a fried potato company have addictive product backgrounds?45% (5 of 11). Benson was at McDonald's, Blixt was at Krispy Kreme, Hawaux was at Pepsi, Moddelmog was at Arby's, Sharpe was at PepsiHow many directors are connected through boards or companies in common?45% (5 of 11). Hawaux to Niblock and Benson; Jurgensen to Niblock; Sharpe and Hawaux at Pepsi; Wener and Hawaux at ConagraLeast liked director?Blixt, head of comp in the year the CEO Werner was paid 20.3m in summary comp but took home a staggering 40m to sell fried potatoes - and it got him a team low 96% FORWhat creative new directors are being considered now that Jana has a 5% stake?ROLL IT BACK! They've secured former executive chair Tim McLevish, who became a director in the spinoff from Conagra and has deep experience in... corporate finance, along with the 72% of existing board members

EQ In The World of Remote Work - With Jay Rosenblum

Real World Leadership

Play Episode Listen Later Oct 22, 2024 16:11

The reality of leading remotely presents both challenges and opportunities. Fewer ad hoc connections, but also less travel. To Jay Rosenblum, EVP and Chief Legal Officer of Assurant, building community is critical. In this Vanguard Forum for General Counsels session, he discusses with Cynthia Dow of Russell Reynolds why personally connecting deep into a team can yield benefits in productivity and loyalty.

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580 No Legacy Leadership In Japan

THE Leadership Japan Series by Dale Carnegie Training Tokyo, Japan

Play Episode Listen Later Oct 9, 2024 12:19

Have you ever had the experience of leaving a job and seeing your successor screw it up? We spend so many hours at work and we are trying hard to lift the bar through our leadership. However, if we do well, we get promoted or we join another company seeking a bigger job. It is very disheartening to leave and see the place go backwards under your replacement. You wonder what all those weekends spent working and long hours were al about. We expect that we add to the cause and the firm progresses and moves forward, improving over time. We expect those who come after us to be doing the same thing. So it was very confronting to read some statistics recently about how short the term at the top is these days and thinking about what does that mean for the leader's legacy? According to data analysis firm Equilar, the median term for a CEO in the 500 largest US companies, is now down to 4.7 years, having dropped twenty percent over the last ten years. Russell Reynolds says globally, for CFOs, the tenure is down to a five year low of 5.7 years. If you are sent from Headquarters to Japan to run the local operation you don't have much time. If you realise this and decide to go gung-ho from Day One and drive change to get the results faster, then you will probably blow up the firm. On the other hand, if you wait to understand the market, customers, the staff and the culture, then years of study will be required. By the time you get it, it is time to pack for the next assignment or another job change. The analogy I like is leading in Japan is like swimming in warm lake. You land here from headquarters and you are immediately placed in a warm, nice lake, but the surface is covered in a heavy fog. You can hear voices and vaguely make out shapes. Over time, the fog lifts a little as you understand Japan better and you can make out the shoreline and some islands. After about three years the fog lifts and it is now time to leave for your next post. What did you get done, what legacy have you left? If we go too fast the Japanese team cannot keep up and we have new internal troubles. This might include staff writing to the Chairman anonymously informing headquarters that you are ruining the business in Japan and destroying the firm here. It might mean key staff conclude you are an idiot and they vote with their feet and join the opposition. In today's society in Japan, job mobility has changed an enormous amount and shifting firms doesn't have the same stigma it once had which used to ensure lifetime employment with the one company. It might mean you decide to become “efficient” with customer relationships and after overcoming stubborn staff resistance, you force you will on everyone only to see your buyers depart and not come back. On the other hand, headquarters are contacting you because they are not seeing the spike in revenue numbers they sent you out there for. The staff engagement survey results are a disaster. Your bosses are not happy with your performance as a leader. You try to explain the subtleties and nuances of the Japanese market and how business is done here, but it all falls on deaf ears. They are fully preoccupied with themselves and nobody cares about your problems. There are no simple answers unfortunately. Listening is a good idea at the initial six month stage, especially listening to customers. Finding allies within the staff of firm who can get behind your changes is going to be vital. You can pontificate and shoot out orders, to only find those below are sabotaging your efforts and are not doing anything to carry out your commands. This country has a lot of informal lobbying going on underground and the big meetings are there to rubber stamp what has already been negotiated prior with the relevant parties. That means we have to persuade, rather than order, to coalesce rather the remonstrate. Sadly, none of this is fast and your bosses want fast. We are fighting two fires on two fronts at the same time. We are pushing headquarters to get behind what we are trying to do and we are persuading the team to do the same thing, but at a faster pace than what they are used to. Staff are terrific at telling us what won't work and why, if they are involved. They are less help in coming up with creative solutions to overcome problems. Often, we are the one to think differently and be prepared to try something new. Bite sized experimentation suits Japan, given the general fear of failure and risk aversion. Change takes time in Japan, lots of time and maybe it just isn't possible in one rotation of your term here and you have to rely on your successor to pick up the gauntlet and keep pushing the strategy through the changes. If you don't get headquarters to sign on for it and therefore get them to engage your successor to keep going, then there will be lots of effort exuded by you and none of your legacy to show for it in Japan. You leave the county feeling unfulfilled and ashamed you didn't make a difference. Something you have been known for in your previous positions and one of the reason your were selected to go to Japan in the first place. Your mouth is full of the bitter ashes of years wasted, as you head for the boarding lounge to catch your flight out of Japan. Or you approach it differently and get a better outcome. Trust me, it won't happen by itself, so you have to box smart while you are here.

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Leadership Confidence Is Crumbling… Here's What's Really Happening

No Bullsh!t Leadership

Play Episode Listen Later Sep 24, 2024 20:17

Episode #317 // Research from top executive search firm, Russell Reynolds, recently found that leaders' confidence in their executive leadership teams (ELT) is falling: and this 3-year trend shows no signs of being reversed.What drives this erosion of confidence in the people in charge? What are leaders seeing in their ELTs that makes them question whether they know what they're doing? We're all aware of how rapidly the world is changing – generative AI is still in its infancy; global instability is increasing; and social change is happening faster than at any other time in human evolution. If you're already in a CEO or senior executive role, you're no doubt struggling to cope with the rate and complexity of the change. If you're not, and you have aspirations to join the C-Suite, then you'd better start preparing, because it's not looking like it'll get any easier in the years ahead!This episode explores some of the root causes of the decline in confidence in our executive teams, and offers some suggestions to combat this decline.————————FREE QUIZ: I've developed a 3-question quiz that'll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally. Hosted on Acast. See acast.com/privacy for more information.

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A CEO coach shares new leaders' biggest blindspots (and how to overcome them)

World Economic Forum

Play Episode Listen Later Sep 4, 2024 46:20

Ty Wiggins coaches leaders during the hardest moment in their careers – the shift from mere mortal to CEO. He drives the CEO and executive transition practice at consultancy Russell Reynolds and has had a backstage pass to what works (and what doesn't) in the top role. He's put what he's leaned into a new book, The New CEO, and in this wide-ranging interview, he shares tactical advice that can help any leader adjust, from what to do in the first 100 days, how to get more honest feedback from your team, common pitfalls to avoid, the traits effective leaders must develop and how leaders can adjust to a new reality where your words have outsized impact and few people tell you “no.” Related links: The New CEO:

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A CEO coach shares new leaders' biggest blindspots (and how to overcome them)

Meet The Leader

Play Episode Listen Later Sep 4, 2024 46:21

Ty Wiggins coaches leaders during the hardest moment in their careers – the shift from mere mortal to CEO. He drives the CEO and executive transition practice at consultancy Russell Reynolds and has had a backstage pass to what works (and what doesn't) in the top role. He's put what he's leaned into a new book, The New CEO, and in this wide-ranging interview, he shares tactical advice that can help any leader adjust, from what to do in the first 100 days, how to get more honest feedback from your team, common pitfalls to avoid, the traits effective leaders must develop and how leaders can adjust to a new reality where your words have outsized impact and few people tell you “no.” Related links: The New CEO: https://www.russellreynolds.com/en/microsite/the-new-ceo

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STRANGE REALITY with DAVE EMMONS S1E22: PARANORMAL INVESTIGATION STORIES

REAL PARANORMAL ACTIVITY - THE PODCAST/NETWORK

Play Episode Listen Later Aug 22, 2024 99:06

My guest on this episode of "The Dave Emmons Strange Reality Show" is Russell Reynolds. The show was recorded on 10-5-23. Russell discusses his research work investigating ghosts. He founded "Beyond Life Paranormal Research Missouri - Coldspotters Missouri." Russell has been involved in ghost investigations for 30 years. His cousin Ed Warren and John Zaffis was involved in the paranormal, which interested him. Russell discusses his research in a 100-year-old school and other locations nationwide. Russell talks about ghost stories and cleansing rituals based on Native American Indian cultures. He speaks in-depth about individuals involved with evil spiritual possessions and exorcism. Russell discusses how to clear a house of evil spirits and how Priests approaches exorcism. He talks about the skinwalker phenomena and his encounters.

242 - The Push for Conservation with The Wild Life Outdoors

Christian Outdoors Podcast

Play Episode Listen Later Jul 8, 2024 47:55

The podcast world is inundated with shows about hunting, fishing and more. We here at Christian Outdoors are part of them. But today's guest, Russell Reynolds is taking a different approach to the outdoor podcast with a focus on conservation. Sure many other podcasts also focus on conservation, but this one is different, and today we hear why and how Wild Life Outdoors is different. We also get to hear a great story of a life changed when Russell recently became a Christian and dedicated his life to Christ. As a single dad in today's world, having teh grace and help of God is essential to fight off the attacks on ourselves and our children. https://www.mywildlifeoutdoors.com www.taurususa.com www.cva.com www.birddogcoffeebeans.com www.himtnjerky.com www.citrusafe.com www.elimishieldhunt.com www.nukemhunting.com www.christianoutdoors.org

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Episode 165 - The Journey Of Podcasting With Russell Reynolds

Honey Hole Hangout - Your Favorite Fly Fishing and Hunting Podcast

Play Episode Listen Later Jun 18, 2024 67:18

FIND ALL OF OUR INFO HERE: https://linktr.ee/honeyholeangling Follow Wildlife Outdoors Here: https://www.instagram.com/wild.life.outdoors/ Summary The conversation starts with discussing podcasts and Russell's podcast, Wildlife Outdoors. They talk about the fishing opportunities in Arkansas and the variety of fish available. They also discuss the length of time they have been doing their respective podcasts. The conversation covers various topics including fishing, fly tying, and bucket list fishing trips. The hosts discuss their experiences with fishing and the reasons behind their decisions to stop or continue. They also play a game where they rank different bass flies based on their personal preferences. In this part of the conversation, the hosts discuss a game they played and the potential prize, as well as a funny incident with a mislabeled video. They then transition to a conversation about the upcoming cicada hatch and how it will affect fishing. They also share stories of dumb and dangerous things they did as kids. In this final part of the conversation, the hosts share some funny and adventurous stories from their childhood. They talk about zip-lining from trees, playing airsoft, and getting into mischief. They also discuss the importance of regulations in hunting, specifically regarding mountain lions and wild hogs. The hosts highlight the need for responsible hunting practices and the potential consequences of unregulated hunting. The conversation ends on a light-hearted note with some playful banter. Takeaways Starting a podcast can be a way to pursue a passion and connect with like-minded individuals. Arkansas offers a diverse range of fishing opportunities, including trout fishing and warm water fishing. Podcasting requires dedication and consistency to maintain a successful show. The hosts share their experiences and reasons for continuing or stopping fishing They discuss the creative process of fly tying and the importance of experimentation They explore the idea of unconventional fishing baits and products The hosts talk about their bucket list fishing trips and the species they would like to catch They play a game where they rank different bass flies based on their preferences. Sometimes miscommunications or mistakes can lead to funny situations Nature events like the cicada hatch can have an impact on outdoor activities like fishing Children often do dumb or dangerous things as they explore and learn about the world Childhood memories of zip-lining, playing airsoft, and getting into mischief can be both funny and adventurous. Regulations in hunting are important to ensure responsible practices and prevent overhunting. Mountain lions and wild hogs are two species that require specific regulations to maintain their populations and prevent harm to other animals. Unregulated hunting can lead to the extinction of certain species, making regulations necessary for conservation efforts. Playful banter and light-hearted conversations can make for an enjoyable podcast experience.

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EP055: From Courtroom to Boardroom with Jane Howze

The IC-DISC Show

Play Episode Listen Later Jun 11, 2024 61:11

In today's episode of the IC-DISC show, I chat with Jane Howze, founder and managing director of executive search firm Alexander Group. Jane shares her remarkable transition from commercial lending and law into this male-dominated industry. Her insight into culture, growth, and talent acquisition provided invaluable counsel for aspiring leaders. We explore nuanced career shifts and hiring new teams, emphasizing integrity's strategic importance. Jane highlights fact-checking credentials for ethics and vetting, referencing a shocking case of credential fabrication. Our conversation sheds light on work evolutions, from mentorship changes to communication innovations over the years. SHOW HIGHLIGHTS Jane Howze shares her career transition from a commercial lending officer and lawyer to the founder and managing director of the Alexander Group, a top retained executive search firm. We discuss the early challenges Jane faced in a male-dominated industry and her experiences at Korn Ferry, emphasizing her success in executive search. Jane and I reminisce about shared history at Korn Ferry, including nostalgic and entertaining stories from the early days of our careers. li>Jane emphasizes the importance of integrity during career transitions, particularly when handling professional references and avoiding misrepresentation. We touch on the strategic advantages of honesty and the repercussions of fabricating qualifications, as highlighted by a CEO's false claim of a computer science degree. The episode covers the evolution of workplace dynamics, mentorship, and the practical advice Jane offers for aspiring paid board members. Crazy industry tales are recounted, such as an adventure with a $700 car in LA and setting realistic client expectations in executive search scenarios. Jane provides insights into networking and career strategy, especially relevant during the Great Resignation and for those aiming for public company board positions. We explore Dave's innovative client communication strategies and the impact of networking, as well as the significance of crafting a board-specific resume. The episode concludes with a light-hearted exchange about "tours of duty" within a firm, comparing it to conscription, and reflects on the demanding but rewarding nature of our work experiences. Contact Details Email (jhowze@thealexandergroup.com) LinkedIn (https://www.linkedin.com/in/jhowze1950/) LINKSShow Notes Be a Guest About IC-DISC Alliance About The Alexander Group GUEST Jane HowzeAbout Jane TRANSCRIPT (AI transcript provided as supporting material and may contain errors) Dave: Hi, this is David Spray and welcome to another episode of the IC Disc Show. My guest today was a very special guest. Jane Howes is the founder and managing director of one of the world's top retained executive search firms, the Alexander Group. Jane was actually my boss two different times about 25 years ago. As we talked about on the episode, she was both the greatest boss I'd ever had and my least favorite boss I ever had, sometimes in the same day. Jane has a wealth of knowledge on all aspects of culture building all aspects of culture building, firm building, growing a firm, picking the right people. We also took some stories down memory lane back from the days we worked together and when the firm was very young. This episode has a lot of great information for any executive or business owner who has any hiring responsibilities. Finally, if you've ever considered becoming a board member, jane has some great insights and tips on how to start your career as a paid board member. I hope you enjoy this as much as I did. Jane, welcome to the podcast. Jane: Well, Dave, it's wonderful to be with you. Dave: This is so. I was so excited for this, so I think I've told you this before. Jane, you were my all-time favorite boss and my least favorite boss, sometimes in the same day. Jane: And probably sometimes within 10 minutes of each other right. Dave: Perhaps, but you're the only boss I ever had twice. So I had left. I was gone a couple of years and then I was in a spot where I needed some contract work. This was before Uber, so I couldn't just go start driving my car around and you all were gracious enough to have me come back and it was wonderful. But I just want to thank you for all the opportunities you've given me, all that you've taught me. I've learned. I learned so much about business, communication, ethics, client service, so that served me the rest of my career. So thank you, jane. Jane: Dave, when you came back the second time, I was like our ship has come in. Dave Spray is back for more punishment, more reward, and I just feel really honored that our paths have crossed, because you could have been a great, you were a great recruiter, could have and still could. Dave, You're the best. Dave: Well, that's very nice of you to say so. Yeah, I enjoyed a lot of my time at the firm, so where are you calling in from today? Jane: I am in our Houston office today. As you know, we have offices in California, new York and DC. As you know, we have offices in California, new York and DC, but I will work out of Houston until it gets too impossibly hot to work out of Houston, as you know, and we'll head west. Excellent, well, that sounds great. Dave: Now, are you a native Houstonian? Are you one of those rare people born here that lives here? Jane: No, what's the saying? I got here as soon as I could, but I am from Birmingham Alabama and went to college in Memphis, tennessee, and my roommate from college was Houstonian and back in the day, you know, the Galleria had just been built and Houston was just this huge boomtown and I was glad to come here back in the infancy almost. Dave: Wow, and what did you do for work when you got here? Jane: I worked as. Are your listeners mainly in Houston, or are they scattered all over? They're all over the country in Houston or are they scattered all over? They're all over the country. Yeah Well, I worked for the largest bank in Houston and I was a commercial lending officer and attended law school at night. And then the story goes I practiced law and I left Houston and went to California and practiced law and then came back. So you know, kind of roads lead back to Houston. Dave: Ultimately, Okay, and then what? Did you just like have a dream or a vision or something that you needed to leave the law business and get into executive search? What prompted that? Jane: Well, a lot of practicing law, as I'm sure your listeners know, a lot of it is very compliance oriented, very regulatory oriented, and I'm not a regulatory kind of person. And I had gone from being a commercial loan officer, where my job was to deal with people all day, to being stuck in a law library reading compliance regulations. Oh my goodness, this is not good, this is not my personality. And read an article in Fortune magazine about Korn Ferry, the largest executive search firm in the world, and it was like the proverbial bolt of lightning went off. Dave and I was oh my gosh, I would be fabulous at this. I need to go work for Korn Ferry. And they had an opening back in Houston. So I left the practice of law in California and joined Korn Ferry in Houston. Dave: Wow, and you were, and I'm guessing that you were one of many women at the firm. I'm sure, right, this was the 80s executive search. Jane: Let's see there were 200 partners and two women, and the minorities were all in the Hong Kong office. Dave: Okay, I mean diversity was achieved, but there were like six men in the Hong Kong office. Jane: Okay, I mean diversity was achieved, but there were like six men in the Hong Kong office and that is not a knock on Korn Ferry that the executive search business was oh, we want to give a CEO search to somebody we've served in the military with, or somebody that we go hunting with, or somebody on our bowling, you know that kind of thing, and women just weren't in that place then. So it was definitely an early time and a good time to get into executive search. In retrospect at the time it seemed a little challenging. Dave: And you. So how did it go, did you? Was it all you hoped it would be? Jane: You know, the minute I started recruiting I was happy I knew I had found my calling. Before I got into search, I had always been one of the people that said I'd love to introduce you to this person, I'd love to fix you up with this person, and so I finally got in a position that you got paid for it which is great by two partners from KPMG who wanted to do recruiting of C-suite positions for their KP clients, and K wouldn't let them do it. So they formed Korn Ferry, and so I was lucky. It was kind of the early days of Korn Ferry they were maybe 15 years old by the time I joined them and global, so it was a really great move to learn the search business. Dave: You weren't there too long, right Before you felt the need to unfurl your own wings. Jane: Yes, that is true. I was wow. There are not many women partners here and I know I'm good at this and I know I can be successful at this. So, dave, I hooked up with another woman at Corn Ferry and the other big search firm is Russell Reynolds and we were like, well, let's start our own search firm, and I don't know that I would have done it by myself. But we started, really got going in 19, which is 40 years ago now. I feel like I'm the oldest living person alive still doing it. But we started and back then you didn't have the internet to do research and our first client was Grant Thornton the public accounting firm and the number two person at Grant met us and we went walking in their offices and there were no women audit partners then, or tax partners, and we went strolling in and he goes. Well, I believe in you all and I want you to help me build the firm. I'm going to do acquisitions, I'm going to do partner searches, I'm going to do campus recruiting, and we rode along for over 50 searches and practice acquisitions in our first years, which made it really a great foundation upon which to build. Dave: Oh, that's awesome. That is awesome, and that's been 40 years ago. Jane: Yeah, Dave, I probably tried to recruit you back in the days you were at Arthur Anderson. You were probably one of my recruits, even not knowing it. Dave: Yeah, you never know, you never know. And one of the is that when you started, the billing by the hour approach, or did that come later. Did you do that from the beginning? Jane: We started because, having been with a law firm where you're basically selling your time, we thought, well, we're going to be a different kind of search firm, we're going to bill by the hour. And it proved to be a great thing. And, dave, we were so cheap that people would go, you'll do, you'll take over all our campus recruiting for $50 an hour. And we were like, oh great, well, here's 10 colleges we don't want to go. You guys go, just do our recruiting for probably 10, 12, 13 years, which made it challenging because not everybody wants to fill out timesheets to the 10th of an hour, which we were. Dave: Yeah, no, but I remember when we would talk to potential clients, that was part of the pitch and the fact that they could do we could do all a card search for them. It's wrong as the source candidates, you know, we would just do that. And the other thing I loved was the independence that gave, because I know there were times that right late in the search we had three finalists and they would say, hey, we identified somebody on our own, can we throw them into the mix? And of course we were very receptive because we were just paid by the hour, like we didn't care. Whereas I think a lot of other firms, especially if there was a success fee component you know, would be very resistant to that, so I always thought that was great. What caused you to move away from that? Jane: Just the cumbers of it or just the greater tendency to do fixed. But you know, we started out doing lower level positions and as we built our reputation we were, frankly, we were leaving. Frankly we were leaving. We weren't great timekeepers and we kind of thought, well, let's still provide a win for our clients Because the big search firms you are obligated to pay the fee. Even if they find their own candidate, you're obligated to pay the fee. So what we decided was we will do a fixed fee. We will tell the client at the beginning of the search this is what your fee is. So it's not really tied to the compensation but the complexity of the search. So, for example, if we were doing a search in Fargo, north Dakota, in December, that might be a harder search. You know, with the pain in the bottom 10% of compensation ranges, that might be a harder search than doing a search in December in Florida, for example, or with the time. So we just pivoted I think it was in 2001 that we'll give you a fixed fee for the search, but it will be less usually than a third of total comp. So even if you put your own candidate into the process, you're still paying for it, but you're paying for a process, not a candidate. So we still had a competitive advantage. And it's interesting. Here we are today, in 2024, and some of the other search firms are now doing what we do. Some of our biggest competitors are going. Well, we'll give you a fixed fee if the Alexander Group's giving you a fixed fee. So it's interesting how it's turned out. Dave: But you were a disruptor in a number of ways in the industry. Jane: I mean it didn't seem like it at the time but now that I see other firms doing the same thing to try and compete effectively, they don't want to. They'd rather just get a third. But one of the things we tell our clients when they retain us is for your budgeting purposes, you're going to know how much the fee is and we'll have no reason to present the most expensive candidates because our fee is already in your budget and we're just going to be on your side of the table trying to find the best person at the most cost-effective salary compensation package. So I think it's a win and it's something that has worked for the clients. And you know the thing that and I know you know this we said it when you were there and we still say it 85% of our business every year is the same people and we're really proud of that because most search firms their repeat business is 6%. And why is that? And you know we laugh and say, well, we have an unstable product. You know and you know there's so many things that can go wrong when you're dealing with people, but we try and provide very I want to say a really strong relationship focus. I mean I tell clients. I don't want to just see you one time. We want a long-term relationship with you and that's really important to us and I think it makes a difference and I think the clients feel like we really care about being part of their team and that's really important to us. Dave: Yeah, that's great and I did experience that, and life's just more fun when you have happy repeat customers and clients Instead of people you try to squeeze for every last dollar for one time transaction. Jane: And you're well. I hope we don't have to see each other again. Right, you know it's like no, we want to be around for the long haul and I know you know this because but our first client from Grant Thornton, who's now 88 years old, is still a friend and a client and a mentor of the firm and we wouldn't really have it any other way. That means a lot to us. Dave: You know, one of the most valuable lessons you taught me was when I went into your office after I worked there about a year and a half and I just said, jane, I don't think this is for me and I don't know what I'm going to do, but I just want to set expectations. And you said hey, as long as you continue to do good work, you can stay. You know, as long as you want, right, I mean, just keep doing good work. And then the other thing you told me do you remember what you told me? You said, and it was very, it was good advice, but it was also clever on your end too. What did you tell me? Jane: I told you, no one will remember the job that you did, but everyone will remember how you leave. Dave: Yep, yep, that's so true and it's such simple advice, right? Because you work someplace for years and then all you really have to do to even make up for mistakes you made is just end on a really high note, right, you could have been a average employee, but just end on a high note and they'll all say, oh yeah, that change, she was great. She was great. We loved having her around. Jane: No, I remember that Because I mean I tell people I was not the best lawyer in the world, but I left, left. Like how do I transition my clients? How do I help train the new person? Can I be available after I'm gone? If I need to come in on a Saturday to help out? And I tell people when I make speeches no one will. You could be really bad at your job, but you can be a good, a great departing employee if you aren't a current employee. And that is just so true. And you know today, you never know when you're going to need a reference. Today, with everything so transparent, even if you don't give somebody as a reference, people will look on LinkedIn and say, oh well, I'm going to call this person and see how Betty was as an employee. So you're going to be found out, good or bad. So you might as well be the best ex-employee you can possibly be. Dave: I love it. Yeah, I know one of the things we did when I was with the team was we would do reference checks, and I think we would oftentimes do them even before the offer was extended. I forget. I think we did it both ways. Sometimes we did it subject to reference checks, sometimes we did the references first and I was always surprised. Every so often you'd find out people lied on their resume or exaggerated. But I imagine with social media and such, that's probably all gone away, right, nobody tries to get away with that anymore, I suppose do they? Jane: You know, dave, it's really interesting. Somebody asked me the other day what surprises you the most. That happens today, that happened 20 years ago. And the answer is exactly as you say. People still try and fudge. They'll say, well, I received an MBA when they did the coursework but didn't write the final paper. Or they'll be credit short of a college degree. Just last month we weren't at the final stages. But we try and check educational background and someone had on their resume they had on their LinkedIn received a bachelor's degree. And we check and there's no bachelor's degree. And they say, oh well, but I was only four hours short and I go. But four hours short does not a degree make, and I'm always surprised that. And people will have maybe a year gap where they're unemployed. And it's okay with COVID and all the changes that we have all gone through as a country, as a business community, it's okay that you have gaps, but it's not okay to misrepresent the gaps and sometimes you'll have people go. Oh well, you know, it was during COVID, I'll just kind of fudge it a little bit. And you're always going to be found out almost every single time, and I'm always surprised that people still do it, though, but even at the highest levels, dave, they still do it Like even like at the C-suite level, you mean. Yeah, at the C-suite level. You know, I wrote an article as a commentator for MSNBC 10 years ago because the CEO of, I think, hp said he had a degree in computer science, but it was a degree in history, you know, which is a pretty big difference. And I wrote an article saying and this was even before the proliferation of social media 10 years ago and I said you will be found out. This guy did, and it was very public and it was he got fired from H. It was a big deal and I was like do not let it stand. If you fudged, go fix it, fess up. Dave: The irony was, if he was, you know, at that level, he probably had graduated at least 25 years earlier. So the irony was his degree had no nothing to do with his current level. Yeah, nobody cared, except that he lied about it. If somebody lies about something that can be checked. What are they lying about that can't be checked, right? Jane: Exactly Well. And the other thing is, when you think about somebody's personal branding, wouldn't it make a great story? Hey guys, I don't know. I had a history degree and look how good I am. I'm running HP now and I had to leave the hospital. But to say he had a computer science degree. I mean it made no sense. But people do that still and I always tell people I know some of your listeners are small businesses where they don't have huge departments but one of the most important things you can do is do background checks and reference checks, unofficial and official, because people they never will stop doing it and no matter how many commentators tell them don't do it, they do it. Dave: Well, you know, I guess it's time for me to go update my LinkedIn. For all these years, jane, I've been telling the world that I was the CEO of the Alexander Group and you worked for me, so I think I'd better go fix that before it backfires. Jane: Well, you know, people always say how did you get the name the Alexander Group? And we, truly the name Alexander kind of has a masculine kind of connotation and you know, even when you were with us, dave, we would get calls once a week going Mr Alexander, please, yeah, and so so. So I think you just, I think not only did you say you were CEO, I think your name you've been passing off your name is David Alexander, right. Dave: That could very well be and I learned so much about presentation because, you know, when I was there, a lot of the the recruiters were young, you know, fresh out of college. The recruiters were young, you know, fresh out of college, and you know you and John did a great job of mentoring these folks and developing them. But it was always so interesting that, you know, we had a pretty casual environment and back then you would leave a message for a candidate and they would call back the main switchboard. I don't know we've, I don't think we even had direct dial numbers back then and they'd call back and switchboard. I don't know, I don't think we even had direct dial numbers back then. And they'd call back and here's this scruffy 23-year-old unshaven guy wearing, you know, birkenstocks to work, named you know Tom, let's say. And when the person would call back and they'd say, yeah, tom Smith, please you train the receptionist to say, oh, hold on. May I ask Mr Smith, you know who's calling you? know, just to I mean there's no harm in saying Mr Smith because that is his name, but why say, oh yeah, let me see if Tommy Boy's you know done, you know done having his afternoon tequila shot, right, I mean there's no use in. Jane: No, it was all about. It was all about the, you know, because we were so small in Scruffy and the other thing we would do would be to say I'd train the receptionist to go never say Mr Smith is not at his desk. Dave: Right, he is not at his desk. Jane: Right, he is not in his office and I will have one of his assistants call you back. Dave: Nice, nice, one of them. I like that. Jane: I know, I mean, you know, I just am blushing, thinking about what we did to make ourselves sound substantial. And there's Tommy Smith back in the back office, sound asleep at his desk, you know. Dave: Exactly. Jane: And sometimes I go, oh well, and sometimes you know candidates would call back. Well, is Tommy Smith calling me? And if I happen to be at the office late at night, you know some of it is the smoke and mirrors of making yourself sound like you're Well, I remember when I would like when you or John would be like traveling. Dave: I would try to book the mother BD. Right, you're interviewing folks in Kansas City, what other companies are headquartered in Kansas City or just other things. And one of the things that the things I did that I learned a lot about this is that even though you and John were based in Houston, if I was trying to set up Houston appointments, I would act as if you and John were based in San Francisco, like I'd say oh, you know Miss Howes will be in, you know she'll be in Houston for two days next week. You know she'll. she won't be in the San Francisco office, she'll be in the Houston office for two days Now the reality is you were going to be there for two weeks, but you were going to be there for those two days and it was what's the biblical saying you can't be a prophet in your own homeland. And I think it's still true to this day that expert from out of town and they rearrange their schedule for the person from out of town. Jane: Well, you know, there's a Buddhist saying that says the visitor from afar brings knowledge and I like that. Dave: I like that. Jane: And you know, sometimes I get asked to talk to college students about how our young people, about how do you find jobs, and my clients, kids, want to know how do we find a job. And I don't I'm not a career counselor but what I tell them is the further like if you went to NYU, say you're going to have more success calling NYU alums in Houston trying to get them to help you than you will in New York City. If you're a University of Houston graduate and you're in San Francisco, there's probably only 20 of you in the whole town and all people are hardwired to help people who come from afar. If there's a limited population and it goes kind of with that thing of being unique, like you know how many people come from Houston to San Francisco for a meeting. 20 years ago I mean it happened, but it wasn't every day that a head of human resources got that phone call right. Dave: In my business that it's easier for me to get an appointment in Syracuse, New York, if I'm going to be up there for business anyway. It's easier to get that appointment than it is with somebody in Houston, Because in Houston they're just like I'm busy this week, you know. Call me next month, you know, because you're so available. It's just like it seems like if you're meeting somebody for dinner, the closer the restaurant, the more likely you are. The closer the restaurant, the more likely you are to be late, or the more likely I am to be late, because if I'm driving 30 minutes I'm going to allow 45 for traffic and stuff, but if it's three minutes away, I'm going to leave two minutes before the dinner and then exactly a stoplight pot ad and then the parking lot's full and yeah no, it is, but it is something about the further something is away. Jane: And I remember one of the ways I built up our and some of our first clients. Most of our first clients were California companies because California had more. They were more used to women in doing C-suite searches. But you know, I was in California every two weeks for probably 30 years and I would call and go well, I'm from Houston, I'm a woman-owned search firm, I'm going to be in LA, can I come see you? And we got a lot of great clients like Wells Fargo, warner Brothers, yeah, a lot of McKesson company, because they were like oh, the visitor from afar they're coming to, they're coming from Houston and they're women in the search business Great, they're coming from Houston and they're women in the search business Great, you know. And I I spent a lot of time where people would go well, I have time tomorrow morning at 11 o'clock and I'm going to be there. And I quickly hung up the phone and called United and called Continental Airlines and started booking that airline ticket as fast as I could. Dave: Yeah, I do remember my listeners love stories. What are some stories of just interesting or amusing or candidate screw up things that come to mind where, yeah, I don't know a candidate showed up intoxicated or a candidate showed up and forgot to put pants on that day, you know. I don't know a candidate showed up intoxicated, or a candidate showed up and forgot to put pants on that day. Jane: You know, I remember way back in the early days one of my first big searches was a senior lending officer for a regional bank here and the candidate was great and it was. I was so excited and so I called the CEO of the bank after the interview and I said Rex, how did the interview go? He goes, jane, he didn't come. I said he didn't come. What the hell? Why didn't he come? He said, oh, it was okay. He drove through the teller window and passed a note to the teller to pass to me that he wouldn't. He changed his mind, you know, and you just go, who drives through the go in for the interview but drives through and says will you give this note, handwritten note on a scrap of paper I'm not coming. And so that was kind of the early days. A second story, and I mean it's crazy what we did back in the early days but one client wanted us to live in LA and take over all their staffing for it. This is when we were hourly billing and we were pretty cheap and they said, yeah, we'll get your room at the Biltmore Hotel in downtown LA. We want you there for a month and we're trying to figure out how to save money, because back then, you know, we just wanted to be and so we bought Dave a $700 car so we wouldn't have rental car charges, and we called it the gray ghost. It was a delta 80 and we drove this car and I am embarrassed to tell you, and I hope your listeners will think we were really creative rather than really cheesy but when we were done with the car, when we finished the search and the client actually is still a client in other iterations we just left the car at a Friday's Marina Del Rey and that was it, because it was on its last legs, you know, and we just that was it. We just left the keys in the car and that was it. Dave: That was it. We just left the keys in the car and that was it. You know you reminded me of something. A good friend of mine owes you his job because you just reminded me of something and I know I learned this from you. So it's really good friend of mine. Cpa, a classic, stereotypical CPA, introverted, not very outgoing but very technically sound, and he was working at a public accounting firm and he was kind of stuck at the senior level. He couldn't get promoted to manager, which usually happens after like five years. And there's a firm in town that I knew a guy there and they were looking for like a first year audit manager. So he was perfect for it. Looking for like a first year audit manager, so he was perfect for it. And so the three of us met for a drink at Papa Do's on Westheimer, over in the Galleria. But I told him ahead of time. I said Pete, he is. I'm just going to tell you right now, he's not Mr Personality. If you're looking for a glad handing, you know, outgoing salesman type, he's not the right guy for you. And so, of course, what did he say? No, we're not looking for a salesman, we're looking for a manager, right, somebody technically solid. So we met and afterwards we had a good time. And afterwards I said so what'd you think? And he said I'm glad you told me that he wasn't Mr Personality, because I was kind of prepared for it. And he did the same thing when they met with the people at the firm. He told them on the front end hey, this guy's not Mr Personality, but he's really smart. I think he can do the job. And 30 years later he's a senior partner at this Houston CPA firm and I know I learned that line from you. Now let me just tell you this person's not Mr Personality. Does that sound like something you might've said for? Jane: Yeah, well, you know what I mean. Part of what I look at a recruiter's job, an executive search person's job, is you tell the client what's wrong or what's missing, because they're smart and they're going to get it themselves. And if you tell them, you are adding value, you're being a consultant and you've managed expectations. So when we do a search, we write a paper, basically a report. These are the things that might not exactly fit, but these are the things that overcome what you are looking for. And which reminds me of one more story. I remember doing a audit partner search, for I think it was Grant Thornton up in St Louis and it was in Chicago actually, and so, as you recall, we would fly to the cities, park ourselves at a hotel restaurant and just sit there and make that our office. It was pretty soon, and so I got to O'Hare sitting down and my 3 o'clock appointment comes up at one o'clock and I go buddy, you're here a little bit early. He said, oh, yeah, yeah, I've heard great things about the Alexander group and I'm just going to sit at this next table and watch you in action. And I'm like, well, buddy, that's just not going, not gonna. And mentally I'm thinking well, buddy is no longer a candidate, but he wanted to sit and listen in on every other interview so he could get some good tips of how to interview himself, and anyway not a bad idea if he had just simply kept that information to himself. Right and not done it when I'd already started the interview. You know, I mean, I kind of lost two candidates right in one sitting. You know, you can't make this stuff up. Dave: That is something. I got a question somewhat related to search. Some of this conversation is about executive search. Right, we probably should have at least maybe a third of it about search. What about board members? So you know, I've got clients who ran, built, ran, sold $50 million revenue successful privately held companies, sold $50 million revenue, successful privately held companies. And they maybe think, yeah, I might like to be serve on a board. Now for somebody to be on a public company board do they need public company experience? Jane: You know, Dave, I think the question as I'm kind of rounding third base in my career and a lot of my peers are in their 60s and they're finishing, They've sold their private company, they retired from a public company. They, for whatever reason, they say well, you know, I'm going to retire, I'm going to, I want to be on a board. Can I get on a board? My answer is always this yes. However, it's a question of how much time do you want to spend to get on your first board? Once you get on one board, even if you're a private company executive, can you get on a public board, Asterisk, if you're willing to really work hard on at that. The average board tenure is 10 years. Board positions don't really turn over that much of a healthy company. So people get on a board and especially if it's a public board, there's incentive comp, there's options. It's not a hard gig for a lot of companies. So the answer is yes. And then what do you do if you want to get on a board? If you want to get on a board? Probably 70 percent of all board positions are not gotten through search firms. Does that surprise you? Dave: Maybe, yeah, maybe some. It's the network, the network of the other board members. Jane: Yeah, yeah, because people will say, oh well, I know somebody I'm going to, I'll go back to my UT alum group and see if they, you know, kind of knows around there. Or I'll see if, oh, I know a guy that works at Goldman Sachs, Maybe he knows somebody. I know a friend that's a part retiring from Ernst Young and I'll ask her. And so there's a lot of you know, with the call for diversity, search firms are becoming more involved but and doing more and 30% is still a lot to be putting out to search. But so the things that if any of your listeners are interested, I tell people, If any of your listeners are interested, I tell people, do a board resume. A board resume is different than a job resume. It's talking about your experience assessing risk, building a company, governance compliance, things that a board member would look at, governance compliance things that a board member would look at and the board members not looking at the details of you know, do you get two weeks or three weeks for vacation? They're looking at what's our strategic plan, the being the boss of the ceo, representing shareholders. So you want a board, one page board resume that talks about what you've done. That would be analogous to that. And then you really want to get on. A not-for-profit board Helps because, especially if it's big enough, there will be other corporate people there and you will make contacts. But it's really about making contacts. A lot of investment banks they don't use search firms when they take a company public. They have databases, they go through their contacts. Bankers know people. It's all about the three sources. I would say. If any of your listeners are saying I want to be on a board one day, do you know anybody in investment banking, private equity, public accounting, M&A law firms anybody like that and tell everybody you're looking for those recommendations. And then the last thing is a lot of your listeners are successful people who've had roles in companies that are entrepreneurial in nature, and a lot of them I know people that have taught an entrepreneurship class or a lecturer at Rice University here. And there's a lot of smart kids who are starting businesses. Let's not forget Google, Facebook, some of these companies that started from college kids, and I think that's a great avenue to think about when, if you're thinking about ways to get on a board. Dave: I like it. That's really cool. Well, speaking of rounding third base, I can't believe how the time has flown by. I have just a couple other questions for you. One is I've heard about this great resignation. For you One is I've heard about this great resignation. What has been your experience? Is this trickled up to the C-suite and the board level, or is this a problem that those people are having to deal with? People lower in the organization? Tell me about the great resignation from your perspective. Jane: Well, one thing hasn't changed. If you look at CEOs of Fortune 500 companies that are recruited from the outside, I would say they have a 50% chance of being there two to three years out. And why is that? Culture fit so the top. You will always have CEO changes, especially if they come from outside and they don't fit with the culture. What I think we are seeing and we see from our clients is post-COVID. There's been so many obvious changes but a lot of things that aren't obvious. People don't want to relocate as much as they might have pre-COVID. Why is that? Well, covid scared people in terms of my parents I've got to take care of my parents, I may have to have my kids at home for high school, and do I want to go to someplace new and have something like that happen? So I think you're having that we're coming out of. But you're also having middle range employees who aren't as loyal, and you know I always tease that a lot of the younger people today. If they have a bad Monday, they may be somebody someplace else by Friday. So I think there's not quite that dickiness of what you grew up with and I grew up with. Hey, you know we want to. You know we don't want to be a quote job hopper and I think people today don't care if they're job hoppers quite as much. And there's not that people are more willing. I think in COVID accentuated that where they're more willing to take risk. And, you know, maybe I'll be without a job for a month, two months, and yeah, I think we're seeing that. And what I tell small businesses that you know be focusing on long how do you make a culture that will keep people invested long term? And there've been a lot written on that and it's different for every company depending on where your location is and what your employee mix. But I think that's a really important thing that everybody's got to do in a bigger way. And also, lastly, dave, the emphasis on mental health, something that has changed dramatically in the last three years, where you know we've got to take care of people financially. And also, how are they doing? Because so many people were isolated during COVID and had mental health issues and people talk about that more, which we never did back in the day. You just bucked it up and, you know, kept making those source calls, dave, you know. Dave: For every six you made, you got to check off a tenth of an hour of work. Jane: Exactly. You had to make a left message with 10 people to get that six. I had it backwards. Dave: It was even harder than I remembered. That's why you get so excited if somebody answered the phone because that, even if you only talk 30 seconds, you got to put them down as a yeah, no, that's right they go no, I'm not interested and you go, that's OK. Jane: Awesome, ten minutes ahead here. Dave: That is great. So so I think the two questions left, so one. Is there anything that I did not ask you that you wish I had? Is there anything we did not talk about that you think we should have? Jane: No, you're a really good interviewer, Dave, which? Dave: I learned it from you. I learned it starts with interviewing candidates and it translates to other things. Jane: Well, I'm, you know, I'm really honored to be here, dave, because the people that you serve and that you do work for. I think it is much harder to run a smaller private company than it is a big company, because you've got to have employees who are multifaceted, You've got to have employees who have an entrepreneurial mindset, you've got to have employees who have an entrepreneurial mindset. So my hat is off to the work you do the clients that you serve, because it is a hard business. Dave: Well, I appreciate that. I love serving entrepreneurs, that is for sure. So here's the last question. This is a curveball one you may remember. When you asked if you need to do any preparation, I said no, we're just going to talk about your life story and you don't need any prep. But I promise you one curveball, and here it is. Are you ready? If you could go back in time and give advice to your 25 or 28 year old self, what advice might you give yourself? Jane: Yeah, oh, that is a great. That is a great question. Don't sweat the small stuff and it's all small stuff. Dave: Okay. Jane: And the things that you worry about about 90% of them do not materialize. Dave: Was that? Was it Mark Twain or Will Rogers? I always get their two quotes conflated. But one of them said I'm an old man, man, and in my life I've known a great many. I've known a great many difficulties, most of which never came to pass, or something to that effect yes, that's right. Jane: And Mark Twain, as you will recall from our time together, said I didn't have time to write a short story, so I wrote a long story, right? Dave: Exactly. Yeah, I learned a lot about incise writing and just I'm always amazed that people that just the simplest stuff that I never picked up in English class. Like you know, bob is a person who does XYZ, he's not. It's not Bob that does something, it's Bob. Bob's not a that, he's a who. Jane: That's, that's right and word choice, and. But you know I, you know I sound like a geezer, but you know stuff like that is. I mean a lot of people today really don't know that. I mean even you know I see at the executive ranks a lot of people who, who just, and you know, I think one of the things when I talk to people early in their career is learn to write, learn business writing out there. I mean especially now with Zoom and you can do business with people by email A lot of people. And if I get a resume from somebody that doesn't spell check or anything else. Dave, one final story, and it's so good and it reminds me. It does remind me of you for obvious reasons, but I don't know if you remember that we sent a letter out one time when you joined, maybe when you rejoined us, and we said Dave is from you know, arthur Anderson, a leading public accounting firm, but we left out the L of public. Do you remember that? Dave: I remember that does sound familiar. I remember somebody saying well, I don't know what it is, but we want some right, that's funny because, yeah, when you send out as many, as much written correspondence as the firm has for so long, it can't try as you might, it can't all be perfect. Just like I'm amazed when I read, like a bestselling book that sold 20 million copies and you find a typo. You're like but you know, when I talked to an author about that they said, yeah, there's, you know, 100,000 words in here, like you, just sometimes they slip through the cracks. Jane: Well, Dave, I the thing I remember about you and I always feel like I can learn something from everybody, even though there's an you're younger than I am. But even back when you were really young and with us, you were so effective at client communication and getting business. And do you remember that? You are the ones that taught us that people are hardwired to want to help, but you have to give them a way to help you. And you would come up with a list, Like, do you know people from any of these five companies? And people would look at and go, oh yeah, I can help you, I do know somebody from here. And what a great way to teach someone how to develop their own clients as to teach the client how to help the potential client or source how to help them. Dave: Well, that's one of the benefits of being a bad employee who changed jobs every year is I was exposed to a lot of things. I learned that in the financial services business and what made it so powerful was because in the financial services business you're always trying to get you know referrals to folks and if you just say, hey, jane, you know who, do you know who's looking to buy life insurance, probably nobody comes to mind. Nobody, because nobody's come up and said hey, I need life insurance. Do you know anyone? But what I learned in that is still helpful today. But instead, if you give somebody a list of 10 people and you say, jane, I'm going to be calling these 10 people next week, I'm just curious, can you tell me, is there anyone on this list you think's particularly great or you think really highly of? And they'd say, oh sure, let me borrow your pen. They check off the before names, you're like great. And then I would say, hey, by chance, if you happen to talk to them before next week, will you tell them I'm going to call them and they, of course, would say, sure, I haven't talked to this guy. I went to law school in five years. It's unlikely I'm going to talk to him this week, but sure, I'll tell him, okay. And then, finally, jane, when I talked to John Lamar, is it appropriate to mention that you know that we had a conversation? You know that he came up in conversation? Sure, yeah, no problem. So then, when I would call the person, it was so easy. Hey, john Lamar, by chance did Jane Howes tell you I'd be calling? No, how's Jane doing? I haven't seen her since law school. Boy, she's really wonderful, I like Jane. And so, yeah, you know Jane. Huh, yeah, I haven't known her a long time. I haven't known her as long as I've known you. Meaning I've met her for 10 minutes, but all of my dealings with her were first rate, all of them. And then just say, hey, you know, jane had some nice things to say about you and she thought we might benefit from knowing meeting one another. You know, know, when are you? It was amazing how well that. But it all started with just having a list to start with, because there's a difference between if somebody like, let's say, that conversation went poorly and john lamar called you back and said, hey, why'd you have? that dave spray guy call me. Well, if you can say, I didn't tell him to call you. He already had your name. He was going to call you anyway he just asked me. Jane: Anyway, great guy, yeah right. Dave: He just wanted to know if you were a jerk or not. And apparently I was wrong because you're gonna give me a hard time. All I did was say you were a nice guy and and now you're giving me a hard time, but yeah and and dave. Jane: What I remember the funny thing was john lamar are my 30 year partner. He went to a meeting with you and he said jane, dave pulled out the list. And I said he pulled out the list. And he said yes, and it worked and we just like we were so nervous about the list. But, Dave, it really worked. Dave: It is funny. And the irony is, the time you pull the list out is when the meeting doesn't go well. You know, like it's a brief meeting and they're like no, my best man at my wedding is a partner at Horn Fairy. That's where all of our search goes. We'll never give it to anyone else. Well, now you have nothing to lose by pulling out the list. I mean, if they on the spot want to sign you up for some searches, well, just keep the list in your pocket. But and the irony was the worse the meeting goes, the more helpful. Jane: They would seem to be right because they kind of feel bad that you flew away from houston. Dave: You flew all the way from houston out to see them and they can't help you. So now, sure, I'll look at your list. I'll give you some. Jane: But it's true, the list, dave, I mean that is a course in business development and we were like God, that list is not going to work. But it works, it absolutely does. Dave: Well, and you know when I first used that this shows what how I approach business development when I was in the financial services business right at Arthur Anderson attorneys were my best prospects. So this was like 1990, excel hadn't even been invented, they were using Lotus one, two, three. And I bought the Martindale Hubble legal director. You remember this thing? The blue, yeah. Maybe it was an yeah, but it was a blue thing and what I did that I was so proud of myself. I went through that and I created a spreadsheet and I knew one attorney in Houston and he was like a second year attorney at some place and he went to U of H and I played basketball with him and I went and I had lunch with him and I pulled out the graduates from like the top 20 law firms in Houston and I'm sorted by year in college. So the first list I gave him was all of the people who graduated from law school, the ones in his start class. And then I gave him a list of all the other U of H grads who were like a couple of years older to a year younger Same thing, who do you know? And then I made the call to them and then, jane, it got to be so crazy. I would go to like V&E and I would be there like I'd have like 12 meetings in a row, like, and they would literally walk me from one office to the next and they'd be like, hey, so who's next on your list? Oh, bob. Oh, he's a hoot, yeah, you'll enjoy meeting him. And so they would escort me into the office. It was like it was this introduction from one stranger to another one, but then the new person I would meet with. So you know, lauren introduced me to a guy who started with him that went to UT, so I would have all the other UT guys at his firm and at the other firms in town and it just exploded. Like in three or four months I was like the guy for all the third year attorneys at Baker Botts and V&E and Fulbright, but anyway, that is so fun, but it works, dave, and it's something you know. Jane: 15, 20 years later I still remember. Quote the list. Dave: Yeah, yeah, some great times. So, jane, thank you so much for not only inviting me to the 40th anniversary party that was just spectacular. Seeing some of my former colleagues, that was just great and just having the ability to be friends with you and your husband and John Lamar all these years is very special. I like to say there's only one ex-girlfriend I keep in touch with and there's only one ex-employer I keep in touch with, and that's you all when you are a VIP favored status. Jane: you work for us twice and we keep hoping that phone will ring the third time, dave, and it'll be the charm. Dave: Yeah, you never know. And I would jokingly say I did two tours of duty which you know doesn't really sound very complimentary to the firm. I must say, tour of duty has a certain negativity to it in a way, you know, conscription drafted. Jane: Yes, it's. At least it's not like prison sentence. You know I'll give you that. Dave: That is awesome. Well, Jane, I could talk all day to you. Thank you so much. I really appreciate everything. Jane: Oh, my pleasure, Dave. How much fun this has been. Dave: It has been have a great day. Jane: Thanks, Dave Bye. Special Guest: Jane Howze.

Ep 081 How to Stand Out and Become Irreplaceable in Sales

Integrity Solutions - Sales Performance, Coaching, Customer Service

Play Episode Listen Later Apr 18, 2024 40:23

In sales, there exists a set of special habits that can turn an ordinary seller into a sales unicorn, someone who stands out and excels beyond expectations. These habits aren't magic spells or superpowers; they're simple practices anyone can adopt and master with dedication and effort. In this conversation, William Vanderbloemen, author, CEO and Founder of Vanderbloemen Search Group, discusses the importance of mastering these 12 unicorn habits for sales excellence. He shares personal anecdotes and examples to illustrate how each habit plays a crucial role in sales success. From being fast in responding to inquiries to cultivating authenticity and solving problems, William highlights the practicality and effectiveness of these habits in building trust and driving sales. Furthermore, William encourages salespeople to start with the habits that resonate most with them or come easiest, building momentum as they progress. Tune in to learn and take the first step towards becoming a sales unicorn today. In this episode, you'll learn: - Why becoming irreplaceable in sales hinges not on self-promotion but in the art of attentive listening and genuine interest in others. - The power of aligning sales efforts with a higher purpose to resonate with customers and drive growth and profitability toward the brand. - How authenticity, purpose-driven selling, self-awareness, and integrity can revolutionize your approach to sales and will set you apart in a crowded marketplace. - The importance of thorough hiring processes helps companies minimize the risk of hiring mistakes and ensure to building of high-performing teams that drive sales success. - The power of deflecting conversations that creates space for customers to express themselves fully and make them feel heard. Jump into the conversation: [00:00] Introduction [04:20] The Habit of Being Fast [11:21] How to be Authentic in Sales [18:24] Be Driven by a North Star [25:25] Avoiding Hiring Mistakes [31:42] Why Self-Awareness is Rare [34:27] On Punctuality and Integrity William Vanderbloemen is an entrepreneur, pastor, speaker, author, CEO, and Founder of Vanderbloemen Search Group, an executive search firm serving churches, ministries, and faith-based organizations. Before founding Vanderbloemen Search Group, William studied executive search under a mentor with over 25 years of executive search at the highest level. His learning taught him the best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. These experiences have come together with his pastoral work to form a unique gift for helping churches and ministries build great teams by finding their key staff. Resources: Follow William on LinkedIn: https://www.linkedin.com/in/williamvanderbloemen/ On X/Twitter: https://twitter.com/VanderbloemenSG William's website: http://Vanderbloemen.com William's Books: Be the Unicorn, 12 Data-Driven Habits that Separate the Best Leaders from the Rest; Culture Wins

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Mastering Ethical Persuasion and Amplifying Your Voice with Leopold Ajami

The Counter Offer

Play Episode Listen Later Apr 4, 2024 48:58

Today's episode is really exciting. Susanna is joined by one of the foremost thought leaders, speakers, and influence and persuasion coaches, Leopold Ajami. And Also joined by a co-host Amanda Fox-Pryke, communications expert and business leader. Together they discuss the essence and practice of ethical persuasion, the importance of embodying personal values, and strategies for effective public speaking. Leopold introduces the concept of earning one's 'I' through philosophy, creativity, and communication. They dive into the science behind ethical decisions, counters common communication pitfalls, and emphasizes the significance of conveying one's personal brand and values authentically in professional settings. Connect with Leopold Ajami Connect with Amanda Fox-Pryke Connect with ⁠⁠Susanna⁠⁠ Check out our sponsor Soul Space Studio Step into a world where breath becomes your greatest ally, an ever-present guide that reminds you of your inherent ability to find calm amidst the day-to-day. Tap into your inner strength and create profound shifts in your physical, mental, and emotional well-being at work. Soul Space Studio workplace wellbeing workshops and programmes can help your teams: reduce stress levels, create thriving cultures, deepen connection, and expand creative flow. Check out - ⁠⁠⁠⁠⁠⁠⁠⁠www.soulspace-studio.com⁠⁠⁠⁠⁠⁠⁠⁠ for more information USE CODE: COUNTEROFFER for 10% discount In a world where everyone's shouting, how do you ensure your voice doesn't just echo but leaves a mark? Leopold Ajami is the designer behind leaders' most powerful tool: their voice. He's a Certified Public Speaking and Thought Leadership Coach—a proud founding member of the Cialdini Institute and a Cialdini Ethical Influence Coach and Consultant. In 2019, he founded Novel Philosophy Academy to help ethical yet undervalued leaders design a voice that matches their worth. His “Ph.C System,” which integrates philosophy, creativity, and communication, has helped leaders worldwide sharpen their thinking, amplify their influence, and build their brand as distinguished thought leaders. His training programs, coaching, consultancy, and unique frameworks are trusted by top executives from global giants like Google, Russell Reynolds, Apple, and GE. Today, he's co-authoring a new book about ethical persuasion with top persuasion coaches worldwide. Connect with Leopold on LinkedIn: https://www.linkedin.com/in/leopoldajami/ Website: https://www.novelphilosophy.academy

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How Small Executive Search Firms Can Triumph Over their Bigger Competitors, with Bob Kondal, Ep #207

The Resilient Recruiter

Play Episode Listen Later Feb 26, 2024 70:52

Are you a small executive search firm striving to stand out among large competitors in the industry? Fear not, for opportunities abound for those who dare to innovate and differentiate. While larger firms may wield extensive resources and brand recognition, small firms possess agility, adaptability, and personalized services that can be leveraged as competitive advantages in the ever-evolving recruitment landscape. I am excited to share this episode with special guest, Bob Kondal, a top-performing headhunter in Private Equity and Private Credit. This episode is packed with behind-the-scenes stories from twenty years of experience in recruitment that you don't want to miss! Bob and I touched upon relevant topics such as winning clients as a small firm, storytelling in business, prepping for client meetings, MPC marketing, diversity, and how we achieves a 100% offer to job accepted ratio - that's right, zero turn-downs. Episode Outline And Highlights [02:36] Rocky start – Bob's first recruiting job at Huxley Associates; how he progressed from being on the verge of quitting to becoming the top biller [08:42] Bob's journey from recruiting to equity trading to starting his own search firm [10:50] Challenges and successes: Bob's milestones as a solo search firm owner [14:27] How to shift client's misconception that working with the bigger search firms will yield better results [19:30] How to use superior performance metrics as a selling point [23:07] Storytelling in business: How to pitch against larger firms and win [30:01] Prepping for a client meeting [33:18] Memorizing teams: Bob shares why and how he memorized teams [40:06] Execution: Bob's process that allows him to achieve zero job turn-downs [44:55] Opportunistic introduction: How often Bob uses MPC marketing to spark conversation with potential clients [50:29] The trend toward Diversity in private equity and private capital recruitment [51:32] Discussion on “Thinking Fast and Slow” [1:00:09] Investing in your copywriting skills and Bob's book recommendation [1:01:34] Why Bob practices Brazilian Jiu-jitsu and how it applies to the world of recruitment 4 Ways to Stand Out From the Competition and Win New Business as a Small Firm Bob goes to great lengths to stand out from the competition. He believes that so many recruiters are looking for a quick fee, with little regard for the long-term results, and do not spend enough time understanding candidates or the employer they are representing. He describes 4 different strategies he uses to stand out and stay at the top of our game. The power of storytelling: Bob attributes their high interview acceptance rates and minimal drop-offs to the clarity of their approach. Instead of simply sending job listings, he advocates engaging candidates through a 30-45 minute discussion about their career. Getting market research and execution right: You only need two things in search: research and execution to help you as an organization achieve zero turn-downs and maintain a competitive edge. This enhances attention to detail, which not only wins business but also cultivates stronger client relationships and satisfaction. Prepping for client meetings: One of Bob's key insights around client meetings is how extensively he prepares. In addition, he runs the meeting quite differently to other recruiters, for example asking about their investment philosophy. Memorizing teams: Bob explains that the client, as a search headhunter, wants to know if you, as a recruiter, know their market inside out. During Covid, Bob set himself a challenge to memorize whole teams, including where they went to university, what they studied and what grade they achieved. Like me, you will admire Bob's refreshing, proactive, responsive, and highly professional approaches and how he delivers service to his clients. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Bob Kondal Bio and Contact Info Bob has 25 years recruiting experience. He started his career with Huxley Associate in SThree. At the time Huxley were the most profitable company in SThree. Bob was the all-time top producer at Huxley in 2001. He's focused on Executive Search in Private Equity and Private Credit for the past 18 years and runs his own firm, Melrose Partners. He was also an equity investor in the City and was a regular commentator on CNBC. His peers from his previous employer are European and Global Heads at Heidrick & Struggles, Russell Reynolds, Spencer Stuart etc. Bob on LinkedIn Melrose Partners website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Unleashing Leadership Magic: Dive into the Mind of William Vanderbloemen Author of 'Be the Unicorn'!

Start With A Win

Play Episode Listen Later Feb 21, 2024 27:01

Today, Adam Contos is joined by an incredible guest, William Vanderbloemen, CEO, and founder of Vanderbloemen Search Group. William with over 15 years and 3000 searches under his belt, discusses his journey from being a pastor to a successful entrepreneur. The conversation revolves around William's book, "Be the Unicorn: 12 Data-driven Habits that Separate the Best Leaders from the Rest," released by HarperCollins leadership in November 2023, provides game-changing tips for job seekers, employees, hiring managers, and anyone looking to grow their leadership skills.Listeners can expect insights into William's unconventional career path, the challenges he faced, and the valuable lessons he learned along the way. The episode touches on the unique habits of successful leaders. William shares intriguing anecdotes, including his early entrepreneurial ventures and the pivotal moments that led him to found Vanderbloemen Search Group.William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.00:00 Intro01:30 Is past experiences/wins be the key?05:05 Is this the best time to start a new career?07:43 It is all in the data!08:40 Can a person be trained to be a Unicorn?10:01 Simple, interpersonal trainable habits, how you become the Unicorn.11:20 Favorite habit?15:54 If you want to start with a win, do this!16:57 Leadership principle that never fails.18:47 Hardest one that yields the biggest result.25:10 First in, first out rule!⚡️FREE RESOURCE:

William Vanderbloemen on Finding Unicorns, The Importance of Responding Quickly, and How to be as Likeable as Bill Clinton

L3 Leadership Podcast

Play Episode Listen Later Feb 20, 2024 40:33 Transcription Available

Episode Summary: In this episode of the L3 Leadership Podcast, William Vanderbloeman joins Doug to share the groundbreaking insights he's gained from conducting over 30,000 interviews and shares strategies that will equip you to identify and become the 'unicorn' in your professional sphere.About William Vanderbloeman: William brings over 15 years of ministry experience as a Senior Pastor, blending it seamlessly with executive search best practices to offer faith-based organizations a distinctive service. Before establishing Vanderbloemen Search Group, he apprenticed in executive search under a seasoned mentor with over 25 years of experience, gaining insights into corporate practices and search strategies used by renowned firms like Russell Reynolds. William's background also includes managerial roles in Human Resources within a Fortune 200 company, focusing on corporate culture integration and succession planning. His pastoral journey, which spans churches in North Carolina, Alabama, and Houston, includes transformative experiences such as rebuilding and relocating congregations and leading a historic Houston church as its Senior Pastor. William's expertise extends beyond the pulpit; he is a sought-after speaker at churches and conferences nationwide and the author of several acclaimed books on pastoral leadership and succession planning. Holding degrees from Wake Forest University and Princeton Theological Seminary, William's commitment to family, networking, and personal interests like running and golfing, further enrich his professional and personal endeavors, making him a well-rounded advisor and leader in his field.4 Key Takeaways:1. William defines what it means to hire a “unicorn”.2. He discusses what he's learned about likability, and shares his thoughts on authenticity. 3. William talks about one thing that makes his hiring process unique.4. He talks about what he believes the future of work is going to look like. Quotes From the Episode:“People really like being seen and recognized and noticed.”“Look people directly in one eye.”Resources Mentioned:William's BooksConnect with William:X(Twitter) | Instagram | Linkedin Episode Webpage: https://l3leadership.org/410L3 Mastermind Groups: https://l3leadership.org/mastermindL3 Leadership Facebook: https://www.facebook.com/L3Leader/Follow us on Linkedin: https://www.linkedin.com/company/l3-leadershipRate This Podcast: https://ratethispodcast.com/l3leadership

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Habits that Separate the Best Leaders from the Rest with William Vanderbloemen

The Remarkable Leadership Podcast

Play Episode Listen Later Jan 31, 2024 36:01

What if the key to unlocking your leadership potential lies in 12 data-driven habits? It's William Vanderbloemen's job to find the “unicorn” or that special candidate who will make a big impact on a team and organization. Through research from 30,000 face-to-face interviews, he identified 12 habits unicorns have in common. William joins Kevin to discuss the importance of habits in leadership and reminds us that these are teachable, learnable, and coachable. He highlights the role of self-awareness, responsiveness, and anticipation in becoming a successful leader. William also provides practical tips for hiring managers on identifying and attracting top talent. Listen For 00:00 Introduction to Leadership Habits 03:20 The Role of Faith in Leadership 07:45 Discussing the Book 'Culture Wins' 11:30 Importance of Transparency in Teams 15:50 Challenges in Remote Work Leadership 20:10 Building a Strong Company Culture Remotely 24:35 Effective Communication in Remote Teams 28:50 Future Trends in Remote Work 33:15 Closing Remarks and Takeaways Meet William William's Story: William Vanderbloemen is the author of Be the Unicorn: 12 data-driven habits that Separate The Best Leaders From the Rest. He has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States. http://theunicornbook.com/ https://www.vanderbloemen.com/ https://twitter.com/VanderbloemenSG https://www.instagram.com/vanderbloemen/ https://www.linkedin.com/company/vanderbloemen-search-group https://www.facebook.com/vanderbloemen This Episode is brought to you by... Remarkable Masterclasses. Each masterclass is designed to help you become the remarkable leader and human you were born to be. Details on how to get on board for a specific skill or get discounts each month can be found on our website. Book Recommendations Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest by William Vanderbloemen Einstein: His Life and Universe by Walter Isaacson Like this? The Leader Habit with Martin Lanik The Mindsets and Habitsets of Leadership with Darrin Gray Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP

#87) Melissa Maheux: The Courage to Change (Your Job)

The Hard Won Wisdom Podcast

Play Episode Listen Later Jan 16, 2024 39:39

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Ep 222: The 12 Leadership Habits of “Unicorns” with William Vanderbloemen

Parenting Great Kids with Dr. Meg Meeker

Play Episode Listen Later Dec 23, 2023 41:08

You've heard that leaders aren't born, they're made. And that's great news. So what exactly sets exceptional leaders apart from the rest? After studying over 30,000 extensive interviews with top candidates for leadership roles, the standout unicorns at the very top consistently demonstrated strengths in 12 key areas – ranging from self-awareness to decisiveness and more. Anyone can cultivate these habits to become a strong leader. William shares his experience and findings, as well as draws from his personal journey, transitioning from a pastor to the business world, and highlights the challenges of balancing career aspirations with parenting responsibilities. His relatable stories and actionable insights provide for excelling in both professional and parental roles. In this episode, you will learn how to: Foster Positive Family Dynamics for a Happier Home Life. Cultivate Open Communication to Strengthen Family Relationships. Achieve Work-Life Balance by Implementing Twelve Successful Habits. Develop Self-Awareness to Enhance Personal and Professional Growth. TODAY'S GUEST: William Vanderblumen is the CEO and founder of Vanderblumen Search Group and the author of Be the Unicorn. With a successful track record spanning over 15 years in talent identification and succession planning for organizations, he brings a wealth of expertise to the table. Prior to his founding Vanderbloemen Search Group, William studied executive search under a mentor with over 25 years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. OUR SPONSORS Greenchef.com Use code 60drmeg to get 60% off, plus 20% off your next two months. masimostork.com A revolutionary baby monitor is born! Masimo Stork is a new device to monitor your baby's health. Skylight Digital Picture Frames are the perfect bridge connecting you to the special moments of those you love! It's private, pre-loadable, and you can personalize it! Visit SkylightFrame.com FROM THE PRODUCER Discover "How to Talk to Your Kids About Puberty & Sex" – a vital resource for parents with children aged 8 to 18. Equip yourself with the knowledge and confidence to have these essential conversations. Visit meekerparenting.com/courses to learn more. Get social with us and take advantage of other resources here. Learn more about your ad choices. Visit megaphone.fm/adchoices

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373: Architect of Influence: The Inaugural CMO's Impact on B2B Brand

Renegade Thinkers Unite: #2 Podcast for CMOs & B2B Marketers

Play Episode Listen Later Dec 1, 2023 45:30

How do you CMO at a B2B org that's never had a CMO before? In this episode, we explore this unique challenge with Sangeeta Prasad, Slalom's first-ever CMO (and it's not her first rodeo either, she was also inaugural CMO at Russell Reynolds). Tune in to learn how Sangeeta masterfully approaches the inaugural CMO role, blazing the path for marketing to drive business growth. The conversation covers how to transform frustrations into quick wins, how to balance brand and demand, and how to get marketing a seat at the strategic table. We also explore Slalom “Fiercely Human” repositioning and their big Dreamforce reveal. Don't miss it! For full show notes and transcripts, visit https://renegade.com/podcasts/ To learn more about CMO Huddles, visit https://cmohuddles.com/

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632: A guide to hiring the best talent (with CEO and Founder of Vanderbloemen Search Group, William Vanderbloemen)

Case Interview Preparation & Management Consulting | Strategy | Critical Thinking

Play Episode Listen Later Nov 27, 2023 40:21

Welcome to an interview with the author of Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest, William Vanderbloemen. In his book, William reveals how job seekers, employees, hiring managers and company leaders everywhere can stand out from their peers and become irreplaceable, building the careers they've always wanted. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States. Get William's book here: https://rb.gy/45lms Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest Here are some free gifts for you: Overall Approach Used in Well-Managed Strategy Studies free download: www.firmsconsulting.com/OverallApproach McKinsey & BCG winning resume free download: www.firmsconsulting.com/resumepdf Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

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398: CEO and Founder of Vanderbloemen Search Group, William Vanderbloemen — A guide to hiring the best talent

The Strategy Skills Podcast: Management Consulting | Strategy, Operations & Implementation | Critical Thinking

Play Episode Listen Later Nov 15, 2023 41:55

Welcome to Strategy Skills episode 398, an interview with the author of Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest, William Vanderbloemen. In his book, William reveals how job seekers, employees, hiring managers and company leaders everywhere can stand out from their peers and become irreplaceable, building the careers they've always wanted. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States. Get William's book here: https://rb.gy/45lms Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest Here are some free gifts for you: Overall Approach Used in Well-Managed Strategy Studies free download: www.firmsconsulting.com/OverallApproach McKinsey & BCG winning resume free download: www.firmsconsulting.com/resumepdf Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

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The Chris Voss Show Podcast – Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest by William Vanderbloemen

The Chris Voss Show

Play Episode Listen Later Nov 14, 2023 46:31

Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest by William Vanderbloemen https://amzn.to/467qTXS Want to stand out from the crowd? We have studied 30,000 top leaders and have discovered the 12 habits they share that make them as rare as a unicorn. Learn these habits, and you'll be one of the best at whatever you do! How do I stand out? How do I become irreplaceable? With a crowded workforce, an unstable job landscape, and the rise of AI, these questions are the ones that everyone either is or should be asking. William Vanderbloemen has asked these questions over the past 15 years while running one of the world's top executive search firms. Through extensive research of over 30,000 top leaders and proprietary data, Vanderbloemen has identified the 12 habits that the best of the best have in common. Traits such as authenticity, responsiveness, agility, and the ability to problem solve, among others. Each habit includes information on What We Know (the hard data behind why the habit is so transformative), What We've Seen (first-hand accounts by high-achieving professionals on how they live the habit), and What We Do (simple ways to build this habit into your daily routine). Be the Unicorn will help you: Discover the top twelve soft skills the most successful leaders, the top 1%, have. Understand how to develop these soft skills in your own life for better job success. Learn how to apply soft skills to interpersonal relationships outside of work. Understand how these soft skills can be applied in different work environments and job fields, especially with the rise of AI technology. About the author William Vanderbloemen is an entrepreneur, pastor, speaker, author, and CEO and Founder of Vanderbloemen Search Group, an executive search firm serving churches, ministries, and faith-based organizations. William has combined over 15 years of ministry experience as a Senior Pastor with the best practices of Executive Search to provide churches with a unique offering: a deep understanding of local church work with the very best knowledge and practices of professional executive search. Prior to his founding Vanderbloemen Search Group, William studied executive search under a mentor with over 25 years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. William also has experience as a Manager in Human Resources in a Fortune 200 company, where he focused on integration of corporate culture and succession planning. All of these experiences have come together with his pastoral work to form a unique gift for helping churches and ministries build great teams by finding their key staff. Prior to executive search, William led growth and innovation in churches in North Carolina, Alabama, and Houston. During his time in Alabama, William had the chance to help rebuild and relocate an ailing congregation and lead them to new levels of growth. At 31, he was elected Senior Pastor for the First Presbyterian Church of Houston, a church of about 5000 adults and 1500 children strong. It is Houston's oldest congregation. William is regularly invited to speak across the country in both church services and as a resource to churches and conferences on leadership. He is a regular contributor to several major publications including Forbes where he covers topics about having a strong faith and building a business, Fortune, and Outreach Magazine. He has also been published through Fast Company, Entrepreneur, and Inc. His book "Next: Pastoral Succession That Works" on effective pastoral leadership and succession was released through Baker Books in September 2014. His most recent book, "Search: The Pastoral Search Committee Handbook," the practical guide to the pastor search process, was released through B&H Publishing in June 2016.

Abby Adlerman: On Board Oversight, Accountability, Risk Mitigation and Strategy (OARS).

Boardroom Governance with Evan Epstein

Play Episode Listen Later Nov 13, 2023 57:33

0:00 -- Intro.1:14-- About this podcast's sponsor: The American College of Governance Counsel.2:09 -- Start of interview.2:41 -- Abby's "origin story." 4:11 -- Her time at Hambrecht & Quist. Distinctions between IPO market in the 1990s and the current environment. Her time as a CEO of a venture-backed e-commerce company. Her time at Russell Reynolds (7 years).10:36 -- The history, mission and current focus of her company Boardspan, founded in 2014. "To help boards succeed." "[The focus is a mixture of] a traditional service business [board recruiting] and a very modern brand new IT business, around assessments and information gathering and marry those two." "And I think that was the hardest part quite honestly, is how you marry both the service and a software business and deliver both at the same time."14:24 -- On high performing boards and board culture."We developed a framework to talk about high -performing boards. [It is] really simple. I call it OARS, which is like rowing a boat, just to make it easy for people to remember. 'O' stands for oversight, 'A', accountability, 'R' is risk mitigation, and 'S' is strategy.""We all know that board work is a team sport. So, if board members are not aligned, it's really hard for them to do their work. It's not an individual sport and everybody knows that."17:24 -- Differences in board dynamics between public and private (venture-backed) boards.23:28 -- On the importance of board committees. "Committees are where the vast majority of the board's work is done, and they're really important. I often refer to them as the workhorses of the board.""I just want to remind your listeners that committees don't make decisions. They make recommendations when it comes to the major actions. And so it's not that control is transferred to a committee, it's the leaning on them, the leverage, the expertise that is transferred.""If a board member really wants to have influence on a particular issue that a committee is undertaking, then join the committee, don't discount their value to the board."26:42 -- On board evaluations. "[W]e are big believers in having objective data. Now, objective data can be quantitative and qualitative, but you still want that objectivity as a way to sort of lead you onto a path of growth. So we like the number side because it helps put a stake in the ground. You can measure progress and critically, you can benchmark to peers, which is something that we find and hear back from our clients is absolutely invaluable." "We have found the act of doing an evaluation with a third party is the biggest step forward."30:48 -- On the Board/CEO relationship. "It's the most important relationship of all. And personally, I'm not a believer that the board's job is simply to hire and fire the CEO. I think that's, in all due respect, an old school perspective."34:25 -- On the role of the Chair or Lead Independent Director. "The role of the chair, independent chair or lead independent is critical. And that's true whether it's a large public company, a small private company and everything in between, because they're often in that role of helping to facilitate the board's contributions, the board's role." "Figuring out where's the line and how [the board can] add value, that tone gets set by the partnership between the CEO and the chair."36:53 -- On CEOs moving to Chairman role. "It is really hard for people to take off one hat and put the other one on. So it really has to be discussed."40:02 -- On the evolution of boardroom diversity. "Another metaphor I often use for boards are tapestries, meaning that you're kind of weaving together different threads. I referred to the team sport earlier, but perhaps the better metaphor really is it's a small symphony, not a big one, but a relatively small symphony where you're bringing different skills, perspectives and ways that board members can contribute that makes the group as a whole stronger. And back to our prior conversation about board chairs, they're the conductor of that symphony and that's an invaluable role. But it doesn't mean that that conductor or any one other person who plays the violin is a great percussionist or a great woodwind or something like that. So it's about bringing all of these together. We've made a lot of progress in board diversity."43:04 -- Abby's take on ESG and the ESG backlash ("green hushing").45:59 -- On the question of single issue directors from a board composition perspective. "[Y]ou and your listeners are well aware of the QFE requirement to have a qualified financial expert. I do believe that at some point we're gonna see those requirements in other areas. Now, cybersecurity might be one of the first ones where we see a "QCSE" requirement." "I think people need to remember that a good board member grows with the board [...] and they can grow and figure out how to contribute in other ways."49:45 -- On geopolitics in the boardroom. "We use a really simple model with our clients and it's based on concentric circles. And at the very center is management's expertise. If this is an existential issue, if you're doing the vast majority of your production in China or getting resources from China. [I]f your business's success is dependent on that, then you should have the expertise at the management level. It needs to be on there. The level of the board's knowledge that's required is influenced by how critical of an issue is it."51:30 -- On impact of AI in the boardroom. "People are sort of trying to figure out how to stay current, knowing that what is current next week probably wasn't current this week. I kind of liken it to everything, everywhere, all at once."53:04 -- Books that have greatly influenced her life: Crossing to Safety by Wallace Stegner (1987)The Prophet by Khalil Gibran (1923)Everything by Jane Austen53:56 -- Her mentors: the late Dan Case (H&Q), Christina Morgan (formerly with H&Q and JP Morgan) and current mentor is Mary Cranston (featured in E80 of this podcast)54:49 -- Quotes that she thinks of often or lives her life by: "I often get asked by people for career advice. And so I will share what I share with everybody which is: like what you do, like who you do it with, and feel fairly rewarded by that work."55:12 -- An unusual habit or absurd thing that she loves.55:50 -- The living person she most admires: Barack Obama. "My fantasy dinner table has both of Obama and Bruce Springsteen joining me."Abby Adlerman is the CEO and founder of Boardspan, a provider of digital governance solutions for boards across all sectors.__This podcast is sponsored by the American College of Governance Counsel.__ You can follow Evan on social media at:Twitter: @evanepsteinLinkedIn: https://www.linkedin.com/in/epsteinevan/ Substack: https://evanepstein.substack.com/__You can join as a Patron of the Boardroom Governance Podcast at:Patreon: patreon.com/BoardroomGovernancePod__Music/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License

Be The Unicorn

united states unicorns separate senior pastor william vanderbloemen russell reynolds vanderbloemen search group vanderbloemen

Play Episode Listen Later Nov 13, 2023 50:57

Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.

Be The Unicorn

united states unicorns separate senior pastor william vanderbloemen russell reynolds vanderbloemen search group vanderbloemen

Play Episode Listen Later Nov 13, 2023 50:57

Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.

Be The Unicorn

united states unicorns separate senior pastor william vanderbloemen russell reynolds vanderbloemen search group vanderbloemen

Play Episode Listen Later Nov 13, 2023 50:57

Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States.

12 Habits That Help Parents Gain Influence In The Age of Social Media

The Dad Central Show

Play Episode Listen Later Nov 13, 2023 47:45

In the latest episode of The Dad Central Show, hosts Drew Soleyn and Ed Gough Jr. engage in a deep and insightful conversation with special guest William Vanderbloemen. With over 15 years of experience in executive search and as a former senior pastor, William VanderBloemen offers valuable insights on fatherhood, leadership, and personal growth, making this episode a must-listen for all dads. William has an upcoming book being released on Nov 14th called, Be the Unicorn: 12 Data-Driven Habits That Separates the Best Leaders from the Rest. Highlights from the episode include William's reflections on his upbringing, the life lessons learned from his parents, and his experience of becoming a father for the first time. He also shares personal stories, wisdom gained with age, and practical advice on building trust with children and the significance of reliability and self-awareness in fatherhood. The episode dives into a few of the 12 habits he's identified in the top performing parents, including the value of being responsive, keeping promises, and the importance of self-awareness. William shares his own journey to understanding personal strengths and weaknesses with the use of tools like the Vander Index, an assessment created by his search firm. The conversation is both insightful and lighthearted, offering a holistic view of fatherhood and the lessons learned along the way. The best part of the conversation is learnng how applying any of the 12 habits can dramatically improve all areas of your life. If you want to be a great dad, follow William's advice to separate yourself from the rest! About William Vanderbloemen William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States. Links: Website: https://www.vanderbloemen.com/william Amazon link for Be The Unicorn About The Dad Central Show: Dads love to see their kids grow into confident and successful adults. The problem is most dads feel unsure how to get there and have nowhere to turn for help. The Dad Central Show coaches you to be your best, while bringing out the best in your family. Links for Dad Central: Website: https://dadcentral.ca The Dad Central Show: https://dadcentral.ca/podcast/ Facebook: https://facebook.com/dadcentral Youtube: https://www.youtube.com/channel/UCs2HyxB9nOLxyHvBMSo4TQQ Contact us at podcast@dadcentral.ca The Dad Central Show is sponsored by Dove Men+Care. Dove Men+Care believes care is the best of a man, because when men care for themselves and others, there is a positive impact. Two more great ways Dad Central helps: FREE FATHERHOOD FUNDAMENTALS EMAIL COURSE: Learn how to lead your family effectively, master time management to balance your responsibilities, and maintain a positive outlook. Enroll now: https://dadcentral.ca/fatherhood-fundamentals/ DADMENTOR MEMBERSHIP: DadMentor is the ultimate solution tailored to address the challenges dads commonly face. Join now and get a step-by-step plan, proven tools, and a community of like-minded dads who want to be a great dads: https://dadcentral.ca/dads/ 7 STEP GUIDE TO STOP YELLING: Our guide is based on extensive research and experience working with parents just like you. We'll guide you through each step, offering practical tips, strategies, and exercises to help you understand your triggers, improve your communication skills, and foster a more harmonious relationship with your children, ultimately becoming a more confident and effective dad: https://dadcentral.ca/7-step-guide-to-stop-yelling/

3 Executive Career Transitions: How to Level Up, Make a Change, or Step Away

Off The Wall

Play Episode Listen Later Nov 6, 2023 50:37

Are you an executive getting ready for your next career move? Need advice on how to step away from your current role and figure out what's next? Thinking of taking a sabbatical or transitioning to retirement? Tune in to the expert advice you need to make your next move successful! In this episode of Off the Wall, host Jessica Gibbs welcomes Deborah Brecher, President and Managing Director of Tandem Group, to give you advice on navigating change, growth, and transitions in your career. Today, she highlights the three most common transitions executives experience in their careers and how to move through them with ease. Throughout the discussion, you'll learn how to get ready for your next executive role, how to make a career move, and how to step away. Deborah gives fantastic advice on branding yourself as a trustworthy executive, strategically identifying what the next chapter of your career looks like, and how to ensure your next executive role is fulfilling. She also details how you can leverage your network to propel your career to the next level. If you're ready to take on more leadership responsibilities, shift into a new industry or company, or step away from your career altogether, Deborah's advice will certainly guide you in the right direction. “The first place to work is with yourself because when you go look for your next opportunity, you've got to come at it from a place of positivity and belief in yourself.” – Deborah Brecher Please see important podcast disclosure information at https://monumentwealthmanagement.com/disclosures.   Episode Timeline/Key Highlights: [00:19] Introducing Deborah Brecher & the topic of today's episode. [01:56] How to prepare for your next role as an executive. [10:41] Personal branding tips for executives. [15:55] How to make your next career move (and make sure it's fulfilling). [27:57] Approaching your next role when it's an unexpected change vs. your own choice. [31:46] Taking a career sabbatical: Is it worth it for executives? [34:02] Act III: Navigating the last chapter of your career. [37:04] How to step away from your career and plan a fulfilling retirement. [41:56] When it's time to grit and when it's time to quit. [47:00] About Tandem Group. Resources Mentioned: Follow Tandem Group on LinkedIn: https://www.linkedin.com/company/tandem-group-inc- Tandem Group's website: https://www.tandemgroupinc.com Tandem Group's blog “To The Point”: https://www.tandemgroupinc.com/blog Center for Creative Leadership: https://www.ccl.org Spencer Stuart: https://www.spencerstuart.com Russell Reynolds: https://www.russellreynolds.com Heidrick & Struggles: https://www.heidrick.com Man's Search for Meaning by Viktor Frankl: https://bit.ly/45W9Urx About Deborah Brecher: Deborah Brecher works with CEOs, senior leadership teams, and Boards of Directors at global companies to diagnose organizational performance issues, design and implement large scale transformational journeys, CEO and senior leadership succession planning, BOD effectiveness, and talent pipeline management. She's had the opportunity to speak and author articles on a range of topics from CEO succession to how leaders must adapt post-COVID-19 to attract and retain good people. Most recently, she led a panel discussion for an NACD (National Association of Corporate Directors) Master Class on CEO succession planning. Connect with Deborah on LinkedIn: https://www.linkedin.com/in/deborah-brecher-94ab1914a Connect with Monument Wealth Management: Visit our website: https://bit.ly/monumentwealthwebsite Follow us on Instagram: https://bit.ly/MonumentWealthIG Follow us on Twitter: https://bit.ly/MonumentWealthTW Connect with us on LinkedIn: https://bit.ly/MonumentWealthLI Connect with us on Facebook: https://bit.ly/MonumentWealthFB Connect with us on YouTube: https://bit.ly/YouTubeMWMFit About “Off the Wall”: OFF THE WALL is a podcast for business professionals and high-net-worth investors who want to build wealth with purpose. A little bit Wall Street, a little bit off-the-wall; it's your go-to for straightforward, unfiltered wealth advice on topics that founders, business owners, and executives care about. Learn more about our hosts, Dave and Jessica on our website at https://monumentwealthmanagement.com.

12 Top Leadership Habits Discovered from 3000 Executive Searches (Interview w/ William Vanderbloemen)

Christianity in Business

Play Episode Listen Later Nov 1, 2023 36:02

On this episode, William Vanderbloemen shares 12 data-driven habits that separate the best leaders from the rest, which he and his team have observed during the process of conducting 3000 executive searches through Vanderbloemen Search Group. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States His latest book is Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest (HarperCollins Leadership), which will release November 14, 2023. https://www.vanderbloemen.com/william Christianity in Business is the show that helps Christian business leaders to integrate biblical values into business. | Entrepreneurship | Marketing | Nonprofit | Church | Author | Startups | Marketplace | Ministry | Business as Mission | Faith and Work | Faith | Success | Leadership | www.ChristianityInBusiness.com

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12 Top Leadership Habits Discovered from 3000 Executive Searches (Interview w/ William Vanderbloemen)

Christianity in Business

Play Episode Listen Later Nov 1, 2023 36:02

On this episode, William Vanderbloemen shares 12 data-driven habits that separate the best leaders from the rest, which he and his team have observed during the process of conducting 3000 executive searches through Vanderbloemen Search Group. William Vanderbloemen has been leading the Vanderbloemen Search Group for 15 years, where they are regularly retained to identify the best talent for teams, manage succession planning, and consult on all issues regarding teams. This year, Vanderbloemen will complete their 3,000th executive search. Prior to founding Vanderbloemen Search Group, William studied executive search under a mentor with 25+ years of executive search at the highest level. His learning taught him the very best corporate practices, including the search strategies used by the internationally known firm Russell Reynolds. Prior to that, William served as a Senior Pastor at one of the largest Presbyterian Churches in the United States His latest book is Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Rest (HarperCollins Leadership), which will release November 14, 2023. https://www.vanderbloemen.com/william Christianity in Business is the show that helps Christian business leaders to integrate biblical values into business. | Entrepreneurship | Marketing | Nonprofit | Church | Author | Startups | Marketplace | Ministry | Business as Mission | Faith and Work | Faith | Success | Leadership | www.ChristianityInBusiness.com

Paranormal Investigation Breakdown with Russell Reynolds of Beyond Life Paranormal Research

Generation X Paranormal

Play Episode Listen Later Sep 8, 2023 70:12

Join us for a spooky conversation with Russell Reynolds of Beyond Life Paranormal Research. Learn about the tools of his trade, hear some terrifying stories of haunted locations, and find out how him and his team can help you if something is going bump in the night in your own home. --- Send in a voice message: https://podcasters.spotify.com/pod/show/generation-x-paranormal/message

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Finanz-Szene – Der Podcast. Zu Gast: Maria Basler / Russell Reynolds

Finanz-Szene - der Podcast

Play Episode Listen Later Aug 10, 2023 32:07

Suche: Einen Top-Performer (m/w/d). Biete: Renommee. Einfluss. Eine sehr, sehr spannende Aufgabe. Und ein sehr, sehr gutes Gehalt. – Frage: Sollte das nicht eigentlich reichen, um zu einem Match zu kommen? Antwort: War vielleicht mal so – ist es aber nicht mehr. Sagen einem jedenfalls Aufsichtsräte, Vorstände, Recruiter, Personalberater und wer sonst noch so bei Banken und Fintechs mit der Gewinnung neuer Führungskräfte betraut ist (wobei die Begründungen leicht variieren von "Es gibt diese Leute kaum noch" bis "Es gibt diese Leute schon noch, aber nicht mehr zu einem akzeptablen Gehalt"). Und nun??? Was wir als Lehre aus den ersten vier Teilen unserer Sommer-Serie zum Thema Leadership festhalten können: - Die Anforderungen an Chefinnen und Chefs steigen (und das nicht nur wegen der neuen Remote-Kultur) - Die Halbwertzeiten in den Führungsetagen sinken - Die Talent-Pools werden eher kleiner als größer - Und die Diversity-Frage ist trotz vieler, teils sogar erfolgreicher Bemühungen beileibe nicht zufriedenstellend beantwortet Heißt unterm Strich: Wer Exzellenz sucht – der muss auch exzellent suchen. Was natürlich viel leichter gesagt ist als getan. Wie also finden Banken und Fintechs heute noch gute Führungskräfte? Und ist das Reservoir an brauchbaren Leuten wirklich so klein, wie es immer heißt? Darüber haben wir zum Abschluss unserer fünfteiligen Leadership-Serie mit Maria Basler gesprochen – Ex-Commerzbank, Ex-Deutsche-Bank, Ex-Zehnder und inzwischen Frankfurt-Chefin einer großen internationalen Personalberatung. Wobei "gesprochen" in diesem Fall auch bedeutet, dass der fünfte Teil unserer Leadership-Serie zugleich die 114. Folge unserer Podcast-Reihe ist. Aber dies nur nebenbei. == Fragen und Feedback zum Podcast: redaktion@finanz-szene.de oder (auch anonym) über Threema: TKUYV5Z6 Redaktion und Host: Christian Kirchner/Finanz-Szene.de Coverdesign: Elida Atelier, Hamburg Postproduction: Podstars Hamburg Musik: Liturgy of the street / Shane Ivers - www.silvermansound.com

Russia's Invasion Of Ukraine One Year Later

Don't Stop Us Now! Podcast

Play Episode Listen Later Mar 15, 2023 60:04

The TNWAC and American Council on German series "In Focus: Russia's Invasion of Ukraine" presents "One Year Later." Ambassador John C. Kornblum has a long record of service in the United States and Europe both as a diplomat and as a businessman. He is recognized as an eminent expert on U.S.-European political and economic relations, in particular in Central and Eastern Europe. He served as the U.S. Ambassador to Germany from 1997 to 2001. Before that, he occupied a number of high-level diplomatic posts, including U.S. Assistant Secretary of State for European affairs, Special Envoy for the Dayton Peace Process, U.S. Ambassador to the Organization for Security and Cooperation in Europe (Helsinki Process), Deputy U.S. Ambassador to NATO, and U.S. minister and deputy commandant of forces in divided Berlin. From 2001 to 2009, he was chairman of Lazard Freres Germany. He currently serves as senior counsellor to the international law firm Noerr LLP and as a senior adviser to the worldwide consultancy Accenture. Mr. Kornblum has also served on a number of supervisory and advisory boards including those of Thyssen-Krupp, Technologies AG, Bayer AG, Russell Reynolds, and Motorola Europe. He is a member of the boards of the American Chamber of Commerce in Germany, the American Academy in Berlin, the Deutsche Oper in Berlin, and of numerous nonprofit organizations on both sides of the Atlantic. He received a B.A. from Michigan State University in 1964, and he has been the recipient of many awards, including a Knights Cross of the Order of Merit from Germany and an Order of Merit from Austria. Dr. Liana Fix Liana Fix is a fellow for Europe at the Council on Foreign Relations (CFR). She is a historian and political scientist, with expertise in German and European foreign and security policy, European security, transatlantic relations, Russia, and Eastern Europe. She is also the author of A New German Power? Germany's Role in European Russia Policy (Palgrave Macmillan, 2021). Dr. Fix's work focuses on German domestic and foreign policy, the European Union, transatlantic relations, and Europe's relations with Russia and China.

How to Ace the Interview

Play Episode Listen Later Mar 1, 2023 23:48

Job interviews can certainly be intimidating and nerve-wracking, yet how we use that finite window of time that can really make a huge difference to our careers and sometimes even our lives. Whether it's your dream job at stake or one you're not so sure about, make no mistake, you owe it to yourself to perform to the best of your ability. And this week's ‘How To' episode explains why. The people we work with around the world regularly ask us for advice and support going through their interview process. So we decided it's time to share some of our tried and tested tips and frameworks, as well as share special ‘insider' contacts and content, with you now as well in this episode. Not only will we walk through our key interview tips, you'll also hear invaluable insider advice from leading Russell Reynolds executive search consultant and Managing Director in Australia, Nick Fletcher. Plus we also bring you Caitriona Staunton who's Improbable's Director for People Ops, responsible for recruiting hundreds of people a year in the UK. She's previously headed up recruitment in Asia Pacific at tech unicorn, Atlassian, as well as worked at Google internationally so really knows her stuff. You may be surprised by what they both share. In this episode you'll learn: The key pre-work we recommend you do before your interview What the experts say on how to give yourself an amazing advantage before the interview even startsWhat internal hiring managers look for during the interview; and How to manage your nerves and perform at your best once the interview begins.We all have to do interviews at some point and who knows, something you hear today could make all the difference for your next one! If you'd like to hear more from our ‘vault' on this topic then please let us know on LinkedIn (Claire or Greta) and we'll think about how to share more content with you. Enjoy this ‘How To' episode. Useful LinkAmy Cuddy's TED Talk Hosted on Acast. See acast.com/privacy for more information.

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The Great Reflection with Claire-Louise McSherry

Don’t Break the Bank: Run IT, Change IT

Play Episode Listen Later Dec 15, 2022 55:56

Claire-Louise is a managing Director within the Technology Sector at Russell Reynolds Associates. She is a diversity and inclusion advocate, with a passion for hiring diverse Board and executive leadership teams and building succession pipelines of female and underrepresented minority leaders. Claire-Louise chatted with us about what she calls the great reflection, assessing the current work environment landscape and how recruitment and retention has changed in recent years. She explains how technology, workplace perspectives, corporate culture, sustainability, and social impact have affected those changes.-------3 Takeaways:The job market has been extremely dynamic. There's a huge demand for technology skills all around the world, in many leadership and advisory roles. There has been a shift behaviorally and culturally in workplaces. There is a greater focus on how to retain great people, and more of an emphasis on things like the use of technology and who is filling different roles, to the makeup and dynamic of where people are working and when they do their jobs.Technology is the differentiator today for many corporations. There is a much bigger focus on having tech savvy leaders than ever before. There is also a much greater expectation that most major corporations have cyber security experience on their board.The complexity and the intellectual challenge of trying to resolve the legacy operations with the new, and driving that transformation at that scale with that degree of complexity, is very much in focus. Leaders are being required to straddle both, understanding how to mix the old with the new, creating great products or platforms, while maintaining a good customer experience and getting the most from their IT budgets.-------Key Quotes: “The markets have changed significantly since the pandemic. There's this digital acceleration with a razor focus on customer centricity and hyper personalization. We are all used to consuming product services platforms more easily than we have done before. That's driven quite a lot of change in the industry. And, as a consequence of that, we've seen quite a lot of CEO board movement, then CIO and COO movement.”“Great talent will always be hired, no matter the economic situation. We need to be thinking about succession planning and retention of great talent so that we are not losing great technology leaders and technologists to competitors or even to different industries. This is actually something that we're seeing quite a lot of at the minute.”“I think people are continuing to be motivated by how do I develop as an individual? What is an organization doing for me in terms of my career prospects? But, equally, I think there's an acknowledgement that you want to work for an organization that has meaning and is having an impact on society. I think that has changed.”-------Best Career Advice:Make sure that you build relationships and that you network. Sometimes those relationships are not inside your own organization or even actually inside your own industry. Keep an open mind and make sure that you network to create opportunities to meet others and put yourself out there in a deliberate fashion.-------Bio:Claire-Louise McSherryManaging Director - Technology Sector at Russell Reynolds AssociatesClaire-Louise McSherry specializes in helping financial services companies find technology leaders. She is passionate about building succession pipelines of diverse leaders in CIO, CTO, CDO and CISO roles. Based in London, Claire-Louise has deep experience across the financial services industry, capital markets, consumer banking, transaction banking, wealth and asset management. She is member of the Technology Sector at Russell Reynolds Associates. Claire-Louise joined Russell Reynolds from McSherry Brown, a boutique search firm she founded in 2008. The company primarily focused on recruiting and developing diverse leadership in the cyber, digital and technology space – with a particular specialization in financial services. Much of Claire-Louise's career has been spent advising international clients in the financial services, FinTech, payments, private equity and technology industries on their recruitment strategies and hiring, as well as offering career coaching to senior executives in global institutions. Prior to founding her company, Claire-Louise was a director and head of the technology practice at the Trafalgar Partnership. Claire-Louise holds a BA with honors in geography and environmental policy from London South Bank University.-------For more information:https://www.russellreynolds.comLinkedIn: https://www.linkedin.com/in/cmcsherry/?originalSubdomain=uk-------About the HostsMatthew O'Neill is a husband, dad, geek and Industry Managing Director, Advanced Technology Group in the Office of the CTO at VMware.You can find Matthew on LinkedIn and Twitter.Brian Hayes is an audiophile, dad, builder of sheds, maker of mirth, world traveler and EMEA Financial Services Industry Lead at VMware.You can find Brian on LinkedIn.

341: What Makes a Great CMO with Norm Yustin, Partner and Global Leader of Customer Activation & Growth Practice at Russell Reynolds Associates

Marketing Today with Alan Hart

Play Episode Listen Later Dec 7, 2022 50:05

Norm Yustin spent the first part of his career as a marketing executive. However, after a particularly impactful recruiting experience and some encouragement from friends and family he made the move into leadership recruitment himself. Norm is widely published on the future of tech-enabled, go-to-market leadership and he brings a unique perspective of developing self-awareness in pursuit of your passion. In this episode, Alan and Norm discuss why CMOs need to be the most dynamic players in the C-suit, the danger of hyper-specialized teams and why risking leadership changes may be the right thing to do, and where the next-gen CMOs are coming from. In this episode, you'll learn: The state of the CMO role today What should job seekers need to know from a recruiter's perspective What aspiring CMOs should be thinking about in terms of skill development Key Highlights [03:30] Norms transition from being an executive to recruiting executives [07:17] How losing out on a job shaped the way Norm thinks about recruitment now [11:05] What does it mean to be a CMO today? [14:00] Evaluating if a job is a right fit for you or if you just covet the role [16:20] Why marketers tend to job hop more frequently [18:30] Psychosomatic look into CMOs [19:40] The obsession with Growth Titles and what it tells us about the state of change [22:00] What to take away from the Trends of engineers turned markers [23:30] Why are 80% of CMOs external hires? [27:40] Wavemaker vs Waveriders [31:40] Norm's thoughts on the CMO to CEO trend [37:05] How traveling shape Norms worldview and leadership style [40:45] Norm's advice to his younger self [43:50] The everchanging quest of understanding consumers [47:00] Positioning yourself as a “Customer-centric tech-enabled leader” Thank you to our sponsor: If you are struggling with projects, sign up for Basecamp. Their pricing is simple and they give you ALL their features in a single plan. No upsells. No upgrades. Go to basecamp.com/marketingtoday and try Basecamp for free. No credit card required and cancel anytime.Thank you, Basecamp for sponsoring this episode! Resources Mentioned: Norm Yustin Russell Reynolds Associates Norm at Russell Reynolds and writings Aligning Tech & Digital & Customer Roles post-pandemic (Russell Reynolds) Follow the podcast: Listen in iTunes (link: http://apple.co/2dbdAhV) Listen in Google Podcasts (link: http://bit.ly/2Rc2kVa) Listen in Spotify (Link: http://spoti.fi/2mCUGnC) Connect with the Guest: https://www.linkedin.com/in/normyustin/ https://twitter.com/normyustin https://twitter.com/RRAonLeadership Connect with Marketing Today and Alan Hart: Twitter Alan B Hart - http://twitter.com/abhart LinkedIn Alan  - https://www.linkedin.com/in/alanhart Twitter Marketing Today - http://twitter.com/themktgtoday Facebook Marketing Today - https://www.facebook.com/themktgtoday/ LinkedIn Marketing Today - https://www.linkedin.com/company/marketing-today-with-alan-hart/ Support the show: https://www.patreon.com/marketingtodaySee omnystudio.com/listener for privacy information.

Clarke Murphy, CEO Leadership Advisor at Russell Reynolds

Driven By Insight

Play Episode Listen Later Nov 26, 2022 55:26

Willy welcomes Clarke Murphy. He is the Board and CEO Leadership Advisor at Russell Reynolds Associates. He leverages 30 years of experience in the executive recruiting industry to advise on critical leadership mandates across sectors. He has provided leadership advisory services to corporations, such as Duke Energy, Deutsche Bank, and Siemens. Before joining Russell Reynolds, he was a banking officer at Manufacturers Hanover Trust Company. He hosts the Redefiners podcast, interviewing daring leaders who have transformed their organizations and created extraordinary impact. Clarke Murphy begins by talking about the smooth and textbook leadership transition in Russell Reynolds, the ideal number of board members, and the biggest benefit to running a public company – a strong focus on the client. The popularity of LinkedIn did not kill off the executive search firm because Clarke believes that posting resumes isn't recruitment and that the website is more of a career development community. With Russell Reynolds, Clarke chose to focus on advising and recruiting board members, CEOs, and C-suite candidates, concentrating on board effectiveness and leadership development. The company has also worked closely with LinkedIn, testing new products and services and leveraging each other's communities. Clarke explains how CEO academies should be transparent to their participants that they are investing time and money in them. He was anxious that the pandemic would encourage cost-cutting and layoffs due to not being able to afford to keep their employees. However, he believes that the best companies in the world retain their best people longer than their competitors. Currently, talent wins because of the abundance of cash, resulting in the nature of a leader significantly changing in the past 20 years. “Leadership is no longer about leading. It's about creating followership,” he says. He thinks young people are thirsty for knowledge and improvement and will stay if you assure them that they're on a winning team. Clarke enjoys sailing and retells his near-death experience of mistaking a 40-foot steel barnacle-covered container for a whale. However, his cautious and quick-thinking skills saved him and his crew. He explains how successful leaders all had sustainability mindsets with the four competencies: multi-level system thinking, stakeholder inclusion, disruptive innovation, and long-term activation. They also achieved a balance of people, the planet, and profit.

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Clarke Murphy - Board and CEO Leadership Advisor at Russell Reynolds Associates

Sustainable Nation

Play Episode Listen Later Nov 2, 2022 28:18

Clarke Murphy is a leadership expert who advises the world's top companies on leadership strategies that fuel profitable growth and value for all stakeholders. He has particular expertise helping boards include sustainable competencies and track record into multi-year CEO succession processes. As the former CEO of Russell Reynolds from 2011-2021, he spearheaded a purpose-driven approach to business and led the firm through its greatest period of growth. In his new book, "Sustainable Leadership: Lessons of vision, Courage, and Grit from the CEOs Who Dared to Build a Better World," Clarke tells the stories of dynamic business executives who are using their position to solve the most complex social and economic challenges of our time. Since 2021, Clarke has co-hosted the Redefiners podcast, interviewing courageous leaders who are redefining their organizations—and themselves—to deliver extraordinary results. Clarke Joins Sustainable Nation to Discuss: Commercial Leadership vs. Sustainable Leadership The mindset and four competencies of sustainable pioneers Insight on companies using sustainability to recruit/retain top talent How companies are preparing for potential SEC regulations Advice and recommendations for sustainability professionals Clarke's Final Five Questions Responses: What is one piece of advice you would give other sustainability professionals that might help them in their careers? Start the action. Don't be a hundred percenter. Hundred percenters want all the answers. They wanna manage all the risk. They want to know all the answers. That doesn't work. Perfection slows down progress and sustainability. Just take the first step. What are you most excited about right now in the world of sustainability? I think the energy around several younger generations, not just the Gen Zs and millennials, but thousands and tens of thousands of young executives who want to be involved or are getting involved. That will accelerate the pace of change. What is one book you would recommend sustainability professionals read? Well, I hope they read mine! Sustainable Leadership by Clark Murphy. But there's another one that Henry Timms wrote called New Power. It talks about the dynamics of these generations and kind of the way companies are run. Henry Timm's New Power is a great book. What are some of your favorite resources or tools that really help you in your work? I read a lot of the research by BCG, McKinsey and the World Economic Forum, which I think are really at the moment around processes, marketing and data that's real information, not anecdotes or popularity. I like having real time data as it happens. Where can our listeners go to learn more about you and your work and maybe find your book? They could go to the website russellreynolds.com or they also could listen to our podcast Redefiners on wherever you get your podcasts.

Accelerating Sustainable Leadership

What CEOs Talk About

Play Episode Listen Later Sep 21, 2022 48:25

Clarke Murphy is a leadership expert who advises the world's top companies on leadership strategies that fuel profitable growth and value for all stakeholders. Known for his authenticity and integrity, he is a trusted advisor on issues of diversity, sustainability, board formation, and succession. He has particular expertise in helping boards include sustainable competencies and track records in multi-year CEO succession processes.As the former CEO of Russell Reynolds from 2011-2021, he spearheaded a purpose-driven approach to business and led the firm through its greatest period of growth.In his new book, ‘Sustainable Leadership: Lessons of Vision, Courage, and Grit from the CEOs Who Dared to Build a Better World,' Clarke tells the stories of dynamic business executives who are using their position to solve the most complex social and economic challenges of our time. Since 2021, Clarke has co-hosted the Redefiners podcast, interviewing courageous leaders who are redefining their organizations—and themselves—to deliver extraordinary results.He is a regular speaker at business schools and headline leadership events, including the United Nations Global Compact Leaders' Summit and the World Economic Forum's Sustainable Development Impact Summit. His insights have also been featured in The Wall Street Journal, Bloomberg, the Economist, and Financial Times.Before joining Russell Reynolds in 1988, Clarke was a commercial banking officer at Manufacturers Hanover Trust Company (now part of JPMorgan Chase) in New York.Here's a glimpse of what you'll learn:What Clarke Murphy's youthful dream was (and how many times he's done it)How his recruitment by Russ Reynolds led to a prosperous careerWhat Russell Reynolds doesWhat the OODA Loop isThe inspiration behind Clarke's book ‘Sustainable Leadership'How the book is laid out with practical takeaways in every chapterHow Clarke defines sustainabilityWhy LQ is the new important measure of corporate transformation, over IQ or EQMartin's four key components for leadersWhat are ecosystems are defined as among industriesWhy Clarke recommends reading about Ernest ShackletonIn this episode…Clarke Murphy has worked with Russell Reynolds Associates in various capacities for the bulk of his career, through different roles and countries, and currently serves on the Board and as Leadership Advisor, focused mostly on succession or governance issues and the sustainable competencies of executives. This inspired Clarke's recently written book, titled ‘Sustainable Leadership: Lessons of Vision, Courage, and Grit from the CEOs Who Dared to Build a Better World'.Clarke Murphy says the most satisfying thing about his job, for him, is twofold: one, watching leaders make an enormous difference, and two, seeing a bright young star become a partner in the firm. He shares exactly what it is that he looks for in leadership, the skills that he sees as the most valuable, and also the traits that will incline a leader towards sustainability.In this episode of What CEOs Talk About, host Martin Hunter and guest Clarke Murphy define exactly what sustainability means and how it can be applied at a corporate level. Clarke explains the behavioral attributes that define successful sustainable leaders and pinpoints what he believes is the top quality they should possess. He and Martin discuss curiosity, LQ, specific chapters in Clarke's book, and how to define your own leadership. This episode shines a light on how to be successful and sustainable with brilliant insights from Clarke Murphy. Resources mentioned in this episode:URGEOContact email: info@urgeo.comMartin Hunter on LinkedInClarke Murphy on LinkedInRussell Reynolds'Sustainable Leadership: Lessons of Vision, Courage, and Grit from the CEOs Who Dared to Build a Better World' by Clarke MurphyRedefiners podcast‘South: The Endurance Expedition' by Sir Ernest Shackleton‘Shackleton's Boat Journey' by Frank Arthur WorsleySponsor for this podcast...This podcast is brought to you by URGEO.URGEO is the Latin for urge: A strong desire to drive change, stimulate thought, incite feeling, and encourage action. Martin Hunter and his team provide liberation for the CEO and Board of a company through their fractional COO services.URGEO's fractional COO services help to move you through growing pains so that your company can flourish and improve its profits.They have worked with a multitude of companies in SaaS, CPG, mining, and transportation, from start-ups to large multinational corporations. They specialize in helping companies avoid roadblocks and stay on the right strategic and operational track for growth.If you are a visionary and want an integrator to get everything done for you, then you need to get in touch with URGEO today.To learn more about their services, visit https://www.URGEO.com or email them directly at info@urgeo.com

DEI is: Harnessing Hockey Stick Moments for Real Growth w/ Valerie Williams

DEI is:

Play Episode Listen Later Jun 24, 2022 33:09

Valerie Williams is a diversity champion and community builder with over 16 years of experience advocating for fairness and equity in the workplace. Prior to launching Converge, Valerie served as Global Head of Inclusion & Diversity at Stripe, and helped create the foundational Diversity and Belonging program at Airbnb. Valerie has extensive executive, business and technical recruiting experience at Google, Airbnb, and Russell Reynolds, as well as four years of supply chain and operations experience at Hewlett Packard. Valerie joined The DEI is: Podcast to explore how we can harness “hockey stick moments'' for real growth—the “hockey stick moments'' in question being 1) an inciting incident followed by 2) a sharp uptick in interest around DEI followed by . . . well, not too much of anything! So, how do we move from commitment to DEI work to making real strides in those efforts? Tune in to find out! *** Not yet part of the DiVerity Network? ❤️DiVerity PBC Links - https://linktr.ee/diverity ❤️Join DiVerity (consultants) - bit.ly/JoinDiVerity ❤️Join the DiVerity beta (organizations) - bit.ly/DiVerityBeta

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The Unfolding War in Europe | Ambassador John Kornblum

Play Episode Listen Later Mar 2, 2022 59:51

The Unfolding War in Europe Ambassador John Kornblum Former U.S. Ambassador to Germany and Assistant Secretary of State for European Affairs March 2, 2022 @ 10:00 a.m. CT with moderator Dr. Breck Walker Ambassador John C. Kornblum has a long record of service in the United States and Europe both as a diplomat and as a businessman. He is recognized as an eminent expert on U.S.-European political and economic relations, in particular in Central and Eastern Europe. He served as the U.S. Ambassador to Germany from 1997 to 2001. Before that, he occupied a number of high-level diplomatic posts, including U.S. Assistant Secretary of State for European affairs, Special Envoy for the Dayton Peace Process, U.S. Ambassador to the Organization for Security and Cooperation in Europe (Helsinki Process), Deputy U.S. Ambassador to NATO, and U.S. minister and deputy commandant of forces in divided Berlin. From 2001 to 2009, he was chairman of Lazard Freres Germany. He currently serves as senior counsellor to the international law firm Noerr LLP and as a senior adviser to the worldwide consultancy Accenture. Mr. Kornblum has also served on a number of supervisory and advisory boards including those of Thyssen-Krupp, Technologies AG, Bayer AG, Russell Reynolds, and Motorola Europe. He is a member of the boards of the American Chamber of Commerce in Germany, the American Academy in Berlin, the Deutsche Oper in Berlin, and of numerous nonprofit organizations on both sides of the Atlantic. He received a B.A. from Michigan State University in 1964, and he has been the recipient of many awards, including a Knights Cross of the Order of Merit from Germany and an Order of Merit from Austria. Dr. Breck Walker Breck Walker received his PhD in Diplomatic History from Vanderbilt in 2007. His dissertation was on the foreign policy of the Carter administration. He taught at Sewanee, the University of the South, 2007-2012, and on the University of Virginia's Semester at Sea Program in Spring 2013 and Fall 2015. He worked as a historian in the Historical Office of the Office of Secretary of Defense 2013-2016, researching and writing a book on early Pentagon cyber policy. Prior to becoming a history professor, Breck worked for twenty years as an investment banker, the last ten as co-head of the Corporate Finance Group at J.C. Bradford & Co in Nashville. He has an undergraduate degree from the University of Texas, and J.D. and M.B.A. degrees from Stanford University. Breck serves as a Member of the Board of Directors of the Tennessee World Affairs Council.

War in Europe | Ambassador John Kornblum

Play Episode Listen Later Feb 25, 2022 63:43

TNWAC's Global Dialogue speaker series brings insights, perspectives and analyses difficult to come by. We present leading figures in diplomacy, business, military affairs, think tanks, NGOs and elsewhere to help you understand important issues in global affairs. Today we present Ambassador John C. Kornblum War has come. The first major ground invasion of a country in the heart of Europe – cradle of two World Wars – since WWII. Putin has set fire to Ukraine. Moscow has signaled a ferocious attack and tens of thousands of civilians may be casualties. The potential for refugee flows into Eastern Europe is staggering. NATO is ramping up reinforcement of its Eastern flank. Stock markets are plunging. Oil prices are skyrocketing. For insights and analysis join TNWAC at a live virtual event with Ambassador John Kornblum, preeminent U.S. diplomatic and business voice on European affairs, NATO and U.S. interests. Ambassador John C. Kornblum has a long record of service in the United States and Europe both as a diplomat and as a businessman. He is recognized as an eminent expert on U.S.-European political and economic relations, in particular in Central and Eastern Europe. He served as the U.S. Ambassador to Germany from 1997 to 2001. Before that, he occupied a number of high-level diplomatic posts, including U.S. Assistant Secretary of State for European affairs, Special Envoy for the Dayton Peace Process, U.S. Ambassador to the Organization for Security and Cooperation in Europe (Helsinki Process), Deputy U.S. Ambassador to NATO, and U.S. minister and deputy commandant of forces in divided Berlin. From 2001 to 2009, he was chairman of Lazard Freres Germany. He currently serves as senior counsellor to the international law firm Noerr LLP and as a senior adviser to the worldwide consultancy Accenture. Mr. Kornblum has also served on a number of supervisory and advisory boards including those of Thyssen-Krupp, Technologies AG, Bayer AG, Russell Reynolds, and Motorola Europe. He is a member of the boards of the American Chamber of Commerce in Germany, the American Academy in Berlin, the Deutsche Oper in Berlin, and of numerous nonprofit organizations on both sides of the Atlantic. He received a B.A. from Michigan State University in 1964, and he has been the recipient of many awards, including a Knights Cross of the Order of Merit from Germany and an Order of Merit from Austria.

Russia's Threat to Ukraine: The Crisis Unfolds | Ambassador John Kornblum

united states ceo director head president europe law state crisis germany russia european ukraine vice president berlin security policy pittsburgh atlantic threats commerce ambassadors programs austria nato michigan state university doctorate american academy eastern europe deputy director johns hopkins university accenture international relations cooperation merit northeastern university international business heidelberg assistant secretary american council fulbright scholar wesleyan university unfolds special envoy international economics german marshall fund thyssenkrupp program officer american chamber freie universit world affairs council advanced international studies sais bayer ag russell reynolds deputy u deutsche oper nashville area chamber ruprecht karls universit

Play Episode Listen Later Feb 15, 2022 61:50

The Tennessee World Affairs Council in association with the American Council on Germany and Belmont University Center for International Business, and the Nashville Area Chamber of Commerce GLOBAL TOWN HALL Russia's Threat to Ukraine: The Crisis Unfolds -- Ambassador John Kornblum Former U.S. Ambassador to Germany and Assistant Secretary of State for European Affairs February 15, 2022 @ 10:00 a.m. CT with Moderator Dr. Steven E. Sokol President, American Council on Germany This special event is free but please consider becoming a member or making a donation when you register. Thank you. The conversation will be guided by the President of the American Council on Germany, Steven Sokol. -- Ambassador John C. Kornblum has a long record of service in the United States and Europe both as a diplomat and as a businessman. He is recognized as an eminent expert on U.S.-European political and economic relations, in particular in Central and Eastern Europe. He served as the U.S. Ambassador to Germany from 1997 to 2001. Before that, he occupied a number of high-level diplomatic posts, including U.S. Assistant Secretary of State for European affairs, Special Envoy for the Dayton Peace Process, U.S. Ambassador to the Organization for Security and Cooperation in Europe (Helsinki Process), Deputy U.S. Ambassador to NATO, and U.S. minister and deputy commandant of forces in divided Berlin. From 2001 to 2009, he was chairman of Lazard Freres Germany. He currently serves as senior counsellor to the international law firm Noerr LLP and as a senior adviser to the worldwide consultancy Accenture. Mr. Kornblum has also served on a number of supervisory and advisory boards including those of Thyssen-Krupp, Technologies AG, Bayer AG, Russell Reynolds, and Motorola Europe. He is a member of the boards of the American Chamber of Commerce in Germany, the American Academy in Berlin, the Deutsche Oper in Berlin, and of numerous nonprofit organizations on both sides of the Atlantic. He received a B.A. from Michigan State University in 1964, and he has been the recipient of many awards, including a Knights Cross of the Order of Merit from Germany and an Order of Merit from Austria. Steven E. Sokol is the President of the American Council on Germany. Previously, he served as President and CEO of the World Affairs Council of Pittsburgh and prior to that he was the Vice President and Director of Programs at the American Council on Germany. Earlier in his career, Steve served as the Deputy Director of the Aspen Institute Berlin, was the Head of the Project Management Department at the Bonn International Center for Conversion GmbH (BICC), and a Program Officer in the Berlin office of the German Marshall Fund of the United States. He holds a Doctorate in Law and Policy from Northeastern University as well as an M.A. in International Relations and International Economics from the Johns Hopkins University's Paul Nitze School of Advanced International Studies (SAIS) and a B.A. from Wesleyan University. He has also studied at the Ruprecht-Karls-Universität in Heidelberg and as a Fulbright Scholar at the Freie Universität in Berlin.

Top Leaders Barack Obama, Elizabeth Wathuti and more: Habits for climate action

Agenda Dialogues

Play Episode Listen Later Nov 17, 2021 18:50

In this special episode inspired by the COP26 summit, Meet The Leader compiles the habits and mindsets top leaders say we'll need to stay on track to meet climate goals, such as: accepting imperfect compromises, forging partnerships, building leadership incentives and more. This episode includes insights from top global leaders (Barack Obama, Christiana Figueres), climate activists (Elizabeth Wathuti) and top C-Suite leaders (Vattenfall's CEO Anna Borg; Yara's CEO Svein Holsether; Russell Reynolds' CEO Clarke Murphy; CEO Mahendra Singhi Dalmia Cement (Bharat) Limited and IKEA's CDO Barbara Martin Coppola). Hosted on Acast. See acast.com/privacy for more information.

barack obama habits acast ikea c suite climate action top leaders vattenfall christiana figueres russell reynolds elizabeth wathuti

Top Leaders Barack Obama, Elizabeth Wathuti and more: Habits for climate action

Meet The Leader

Play Episode Listen Later Nov 17, 2021 18:49

In this special episode inspired by the COP26 summit, Meet The Leader compiles the habits and mindsets top leaders say we'll need to stay on track to meet climate goals, such as: accepting imperfect compromises, forging partnerships, building leadership incentives and more. This episode includes insights from top global leaders (Barack Obama, Christiana Figueres), climate activists (Elizabeth Wathuti) and top C-Suite leaders (Vattenfall's CEO Anna Borg; Yara's CEO Svein Holsether; Russell Reynolds' CEO Clarke Murphy; CEO Mahendra Singhi Dalmia Cement (Bharat) Limited and IKEA's CDO Barbara Martin Coppola). See acast.com/privacy for privacy and opt-out information.

barack obama habits ikea c suite climate action top leaders vattenfall christiana figueres russell reynolds elizabeth wathuti

Top Leaders Barack Obama, Elizabeth Wathuti and more: Habits for climate action

World Economic Forum

Play Episode Listen Later Nov 17, 2021 18:49

In this special episode inspired by the COP26 summit, Meet The Leader compiles the habits and mindsets top leaders say we'll need to stay on track to meet climate goals, such as: accepting imperfect compromises, forging partnerships, building leadership incentives and more. This episode includes insights from top global leaders (Barack Obama, Christiana Figueres), climate activists (Elizabeth Wathuti) and top C-Suite leaders (Vattenfall's CEO Anna Borg; Yara's CEO Svein Holsether; Russell Reynolds' CEO Clarke Murphy; CEO Mahendra Singhi Dalmia Cement (Bharat) Limited and IKEA's CDO Barbara Martin Coppola).

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Reflections on my conversation with Peter O'Brien of Russell Reynolds APAC

ceo founders australia europe business conversations leadership management reflections ceos asia pacific brien apac peter o global board russell reynolds russell reynolds associates

Play Episode Listen Later Nov 16, 2021 7:47

My reflections on the conversation with Peter O'Brien of Russell Reynolds Search and SelectionPeter L. O'Brien is a trusted advisor to boards and CEOs on corporate governance, board effectiveness, succession planning, executive development, and leadership search and transformation. He is an expert at developing highly effective leadership teams and boards in Australia and internationally. Peter is a member of Russell Reynolds Associates' Global Board & CEO Advisory Partners Sector and he leads the firm's business across Asia Pacific. Previously, Peter led the Global Supply Chain Practice, as well as the Global Industrial Services & Infrastructure Sector.We discuss;His own career path from AUS to EUROPE back to APACHow he developed his strengths as a leaderHow that helped him and where it has notLeading during a crisis…What did the Russell Reynolds partners notice in terms of leadership and how it is showed up in the C suite?What is emerging in 2022 as being important that we might have underestimated in the past?His thoughts on not being able to give certainty to people who are craving that. How do leaders give their teams a sense of – “here is what you can control….”and a whole lot more…!Effective leaders will always outperform ineffective leaders over time!Hi, I am Pod O'Sullivan.For over twenty years I have coached, mentored and supported corporate leaders and leadership teams all over the world to become impactful, effective and high performing.This is a podcast that taps into that experience. It is recorded for and about senior business leaders, C suite leaders, Founders and CEO's.I interview leaders and experts about ways to optimise leadership.What are the useful habits and thinking patterns?What are the secrets to high performing teams?How do they continue to nurture their effectiveness day after day?In other words, what is their leadership diet?www.theleadershipdiet.com

Leadership from the perspective of search, succession and performance during a pandemic with Peter O'Brien

ceo founders australia europe business leadership pandemic performance management search ceos succession asia pacific brien peter o global board russell reynolds russell reynolds associates

Play Episode Listen Later Nov 16, 2021 48:00

Peter L. O'Brien is a trusted advisor to boards and CEOs on corporate governance, board effectiveness, succession planning, executive development, and leadership search and transformation. He is an expert at developing highly effective leadership teams and boards in Australia and internationally. Peter is a member of Russell Reynolds Associates' Global Board & CEO Advisory Partners Sector and he leads the firm's business across Asia Pacific. Previously, Peter led the Global Supply Chain Practice, as well as the Global Industrial Services & Infrastructure Sector.We discuss;His own career path from AUS to EUROPE back to APACHow he developed his strengths as a leaderHow that helped him and where it has notLeading during a crisis…What did the Russell Reynolds partners notice in terms of leadership and how it is showed up in the C suite?What is emerging in 2022 as being important that we might have underestimated in the past?His thoughts on not being able to give certainty to people who are craving that. How do leaders give their teams a sense of – “here is what you can control….”and a whole lot more…!Effective leaders will always outperform ineffective leaders over time!Hi, I am Pod O'Sullivan.For over twenty years I have coached, mentored and supported corporate leaders and leadership teams all over the world to become impactful, effective and high performing.This is a podcast that taps into that experience. It is recorded for and about senior business leaders, C suite leaders, Founders and CEO's.I interview leaders and experts about ways to optimise leadership.What are the useful habits and thinking patterns?What are the secrets to high performing teams?How do they continue to nurture their effectiveness day after day?In other words, what is their leadership diet?www.theleadershipdiet.com

Don't assume your new CEO will be successful. Insure it with Dr. Ty Wiggins

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Play Episode Listen Later Sep 21, 2021 46:30

Leaders who move companies to take on more senior roles face many hurdles that can prevent their success. These transitions have high failure rates, ranging from 25-50%. Dr Ty Wiggins of Russell Reynolds specialises in assisting organisations put into place transition support mechanisms that ensure their new recruits, particularly at the C suite level, transition successfully.We discuss;Why leaders fail when transitioning to new levels of leadership,What organisations miss out on when onboarding new leaders,Why women use transition plans better than men,Mistaking your bias from previous functional expertise as an enabler of success,Why your previous employer's tolerations of leaders gaps can derail future success,and much more.Effective leaders will always outperform ineffective leaders over time!Hi, I am Pod O'Sullivan.For over twenty years I have coached, mentored and supported corporate leaders and leadership teams all over the world to become impactful, effective and high performing.This is a podcast that taps into that experience. It is recorded for and about senior business leaders, C suite leaders, Founders and CEO's.I interview leaders and experts about ways to optimise leadership.What are the useful habits and thinking patterns?What are the secrets to high performing teams?How do they continue to nurture their effectiveness day after day?In other words, what is their leadership diet?www.theleadershipdiet.com

Reflections on my conversation with Dr Ty Wiggins

ceo founders conversations leadership management reflections wiggins russell reynolds

Play Episode Listen Later Sep 21, 2021 8:13

In the last episode, I spoke with Dr Ty Wiggins of Russell Reynolds.Ty specialises in assisting organisations put into place transition support mechanisms that ensure their new recruits, particularly at the C suite level, transition successfully.I reflect on his key messages and offer some tips on how to insure your new CEO or C suits leader is successful in taking up their new role. The cost is too high to leave it to chance!Effective leaders will always outperform ineffective leaders over time!Hi, I am Pod O'Sullivan.For over twenty years I have coached, mentored and supported corporate leaders and leadership teams all over the world to become impactful, effective and high performing.This is a podcast that taps into that experience. It is recorded for and about senior business leaders, C suite leaders, Founders and CEO's.I interview leaders and experts about ways to optimise leadership.What are the useful habits and thinking patterns?What are the secrets to high performing teams?How do they continue to nurture their effectiveness day after day?In other words, what is their leadership diet?www.theleadershipdiet.com

Trends and Insights | British Retail

CI&T Podcast

Play Episode Listen Later Sep 16, 2021 59:49

In this episode, our CI&T's Retail Industry Lead, Melissa Minkow, sits down with Global Knowledge Leader at Russell Reynolds, Greg Hodge, and CI&T's Senior Digital Strategist, Christian Buncher, to discuss Retail in the UK. Topics covered include delivery and curbside pickup innovation, e-commerce shopping behaviors, sustainability, Brexit, the future of the High Street, and so much more. Both industry trends and consumer insights are discussed to give you a comprehensive perspective on how the UK retail landscape is evolving and to highlight key differences across global markets.

uk british brexit retail high street russell reynolds senior digital strategist

Board Oversight of Racial DE&I

Across the Board

Play Episode Listen Later Aug 26, 2021 28:37

In this episode of Across the Board, I visit with Ben Colton- Global Co-Head of Asset Stewardship at State Street Global Advisors and Rusty O'Kelley Managing Director at Russell Reynolds and Associates. They join me to discuss their recent article Board Oversight of Racial DE&I. Some of the highlights include: Who the article is it aimed at. What should motivate board oversight of racial equity? What does Board oversight look like in practice? What metrics can Board's employ? What are the challenges in a global context? What guidance do you jointly suggest for a Board to employ? Why is this issue so critical now for stakeholders and asset stewards? How does this issue relate to the overall sustainability of a corporation? Why are these issues critical to the success of an overall ESG program? Resources For a copy of the article Board Oversight of Racial DE&I click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

board esg associates racial oversight state street global advisors russell reynolds

"Medientrainer:innen sollten Begleit-Fische sein"

Medientraining

Play Episode Listen Later Jun 14, 2021 25:36

Eine Aussage auch mal stehen lassen, damit sie besser wirken kann - das ist eine der Erkenntnisse, die Ulrike Wieduwilt in ihren Medientrainings gemacht hat. Die Deutschland-Chefin von Russell Reynolds Associates ist auf das Recruiting von Führungskräften spezialisiert und weiß aus vielen Bewerbungsgesprächen: mit "Einmal Medientraining machen und dann kann man es" ist es nicht getan.

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Episode 23 [Quick Takes] - On The Edge Podcast with G Russell Reynolds

On The Edge Podcast with Scott Groves

Play Episode Listen Later May 31, 2021 20:30

This is an abbreviated version of the FULL EPISODE, also available here! Did you know that male testosterone levels are at the lowest levels they've ever been in HISTORY? Join us as we talk to G Russell Reynolds about male empowerment, living your best life, and being the best family man you can be. G Russell has had a FASCINATING LIFE which has led him to some honest truths we all just need to hear. Check him out on Facebook at www.facebook.com/g.russell.reynolds

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Episode 23 - On The Edge Podcast with G Russell Reynolds

On The Edge Podcast with Scott Groves

Play Episode Listen Later May 27, 2021 123:32

Did you know that male testosterone levels are at the lowest levels they've ever been in HISTORY? Join us as we talk to G Russell Reynolds about male empowerment, living your best life, and being the best family man you can be. G Russell has had a FASCINATING LIFE which has led him to some honest truths we all just need to hear. Check him out on Facebook at www.facebook.com/g.russell.reynolds

history edge podcast russell reynolds

G.Russell Reynolds: Elite Advantage Health & Wellness

Embrace Your Power show

Play Episode Listen Later May 21, 2021 45:39

BIO: Russell Reynolds has been involved in health and fitness for over 20 years including martial arts, calisthenics, corporate wellness, resistance training, conditioning and nutrition. In martial arts he previously trained in Wing Chun, Muay Thai, Brazilian Jiu-jitsu and fought ameteur MMA, but has now found his home in Mastro Defense System (MDS) where he is a Level 1 instructor under Fred Mastro, the founder of MDS. Russell is quick to point out that MDS is not a martial art or sport, but a living system of self-defence that is based in biomechanics and science, not strength or athleticism. Thus making it one of the most effective systems he's seen for all shapes and sizes of men and women regardless of previous experience, giving them the chance to be a victor rather than a victim if ever faced with a violent encounter. Russell has also studied Strategic Intervention life coaching, and he is the founder of Elite Advantage Health & Wellness, where through the integration of all these modalities, he helps people break through limitations and reach their peak potential in body, mind and spirit.https://www.facebook.com/g.russell.reynolds

health coach fitness wellness self love elite trainers mma life coach advantage intervention martial arts self defense muay thai mds wing chun brazilian jiu strategic intervention russell reynolds

Uncertain economic growth and talent availability key concerns among Singapore business leaders

MONEY FM 89.3 - Prime Time with Howie Lim, Bernard Lim & Finance Presenter JP Ong

Play Episode Listen Later May 18, 2021 10:59

On Career 360, Howie Lim speaks to Nick Chia, President, Singapore at Russell Reynolds about challenges and impacts business leaders have faced since the start of the Covid-19 pandemic, as well as their confidence and concerns in navigating the road ahead. See omnystudio.com/listener for privacy information.

covid-19 president talent concerns singapore uncertain business leaders availability economic growth russell reynolds howie lim

La responsabilité sociale et environnementale des entreprises après l’éviction du PDG de Danone / Élections chez les frugaux / n°185 (21 mars 2021)

Le Nouvel Esprit Public

Play Episode Listen Later Mar 21, 2021 64:20

LA RESPONSABILITÉ SOCIALE ET ENVIRONNEMENTALE DES ENTREPRISES APRÈS L’ÉVICTION DU PDG DE DANONEContesté par des administrateurs et des fonds activistes jugeant trop faible la rentabilité du groupe, le conseil d'administration de Danone a congédié le 14 mars son PDG Emmanuel Faber. Dans un communiqué, ce dernier s’est déclaré « convaincu de la nécessité d'allier un fort niveau de performance économique au respect du modèle unique d'entreprise à mission de Danone ». En juin 2020, Emmanuel Faber avait fait de Danone le premier groupe coté de taille mondiale à adopter le statut juridique d'entreprise à mission, c’est-à-dire portant un projet social et environnemental à côté de l'impératif économique de rentabilité. Cependant, face au recul de son cours de Bourse et à la chute des ventes d'eau en bouteille liée à la pandémie, l’amélioration de la compétitivité est redevenue la priorité de Danone et le 23 novembre, Emmanuel Faber a annoncé la suppression de 2.000 emplois. « Est-ce qu'une entreprise cotée en Bourse peut tenir des engagements sociétaux ? J'ai bien peur que non. », a commenté Hélène Deborde, secrétaire fédérale CFDT. En instituant le nouveau cadre juridique de société à mission, la loi Pacte de 2019 a offert au monde entrepreneurial la possibilité d'affirmer un rééquilibrage entre l'intérêt général et la performance économique. Depuis, la responsabilité sociale et environnementale est devenue le nouveau mantra de la gouvernance des entreprises. Déjà les deux tiers des entreprises du CAC 40 ont défini leur « raison d'être », c’est-à-dire la façon dont elles entendent jouer un rôle dans la société au-delà de leur seule activité économique. Dans le reste du SBF 120 (un indice boursier regroupant les sociétés du CAC 40 et 80 autres sociétés), seules 16% l’ont fait selon une étude de Russell Reynolds. Pour les directeurs de ressources humaines, la responsabilité sociale et environnementale passe avant le développement du télétravail dans les priorités pour 2021, selon une enquête de l’Association nationale des directeurs des ressources humaines réalisée fin septembre, auprès de ses quelque 5.000 entreprises adhérentes(plutôt des grosses PME ) : (53 %) des DRH interrogés prévoient de renforcer les actions dans ce domaine en 2021, contre 27 % en 2020.Le baromètre Mazars publié le 2 octobre a indiqué que 98 % des entreprises ont aujourd’hui une stratégie de responsabilité sociale et environnementale, en insistant sur le volet environnemental. Edwige Rey, en charge de ce dossier chez Mazars a observé notamment qu’« Europcar mesure la part des véhicules lavés sans eau avec des chiffons spéciaux, L’Oréal, la part recyclable de ses emballages, et Total, la teneur en hydrocarbure des rejets d’eau dans les stations offshore ».***ÉLECTIONS CHEZ LES FRUGAUXLes Néerlandais ont voté massivement du 15 au 17 mars. Malgré la pandémie, 82 % des inscrits se sont rendus aux urnes pour élire leurs 150 députés. Avec ses 35 sièges – 2 de plus que dans l’assemblée sortante- lePremier ministre libéral-conservateur Mark Rutte est en position d’exercer un quatrième mandat, en dépit d’un maigre bilan social après dix ans de pouvoir. Les coupes budgétaires ont réduit le nombre de lits d'hôpitaux. Le niveau scolaire a baissé. Les bénéficiaires de l'aide alimentaire sont passés de 50 000 en 2010 à 151.000 en 2019, alors que les millionnaires, 94.000 il y a 10 ans, sont aujourd’hui 223.000. La surprise a été créée par la deuxième position conquise par le parti centriste, libéral et social, Démocrates 66 emmené par la ministre du commerce et de la coopération, Sigrid Kaag. D66 se caractérise par son fort attachement au projet européen. En revanche, deux importantes formations de gauche, les écologistes de GroenLinks et du Parti socialiste (SP, gauche radicale)ont enregistré un net recul. Le petit parti paneuropéen et progressiste Volt, membre du groupe des Verts à Strasbourg a remporté ses trois premiers sièges.A droite, le Forum pour la démocratie anti-establishment (FvD) obtiendrait 8 sièges, tandis qu’à l’extrême droite, le parti populiste de la Liberté (PVV) de Geert Wilders a perdu 3 sièges. Mi-janvier, le gouvernement dirigé par Mark Rutte avait dû démissionner car son administration des impôts avait accusé à tort de fraude aux allocations familiales des milliers de familles de travailleurs - souvent étrangers - qui se sont trouvées forcées de rembourser ce qu’elles avaient légitimement perçues. Le 23 janvier, de violentes émeutes ont éclaté dans une demi-douzaine de villes, dont Amsterdam, La Haye et Rotterdam, pour protester contre l'instauration d’un couvre-feu, de 21h à 4 h30, mesures pourtant soutenues par 70% de la population néerlandaise. La pandémie a fait 15. 800 morts aux Pays-Bas, soit 95,2 morts pour 100.000 habitants, taux comparable à celui de l’Allemagne, le taux français étant de 136. Deux débats ont dominé la campagne électorale : faut-il construire une nouvelle centrale nucléaire pour faciliter la transition climatique et commentfinancer la « dette Covid ». Pour faire face à la pandémie, le gouvernement a déployé un plan massif de soutien à l'économie, équivalent à 4,2 % du PIB, sans compter les garanties et moratoires sur les impôts. Grâce à cette intervention, la récession a été limitée à un recul de 3,8 % du PIB en 2020. En revanche, en raison d'une seconde vague de l'épidémie beaucoup plus sévère que la première et une campagne de vaccination très lente, la croissance devrait rester négative au premier trimestre 2021, puis atteindre le plus faible niveau de l'Union européenne sur l'année, à 1,8 %. La dette publique, inférieure à 50 % du PIB avant la crise, est repassée au-dessus de 60 %. À comparer à une moyenne de 100 % dans la zone euro, et près de 120 % en France ou 160 % en Italie. Ces divergences pèseront lors des discussions houleuses à venir sur la réforme des critères de déficit et d'endettement de la zone euro.

684: Completing the Job at Hand | Paul Ottolini, CFO, Russell Reynolds

CFO Thought Leader

Play Episode Listen Later Mar 21, 2021 52:10

completing russell reynolds

#19 Bedeutet Corona einen Rückschritt für Frauen in der Arbeitswelt? Talk mit Simone Menne

DFK-Podcast

Play Episode Listen Later Mar 16, 2021 59:04

Wie hat die Pandemie unsere Arbeitswelt verändert? Haben Homeoffice und Homeschooling dazu geführt, dass Frauen wieder mehr in traditionelle Rollen zurück gedrängt werden oder haben die Männer zu Hause erlebt, dass eine neue gleichgelagerte Aufgabenverteilung beiden Partnern und der Familie am besten gerecht wird? Was lernen die Firmen daraus? Unser Gast in dieser Folge ist Simone Menne, eine der bekanntesten Aufsichtsrätinnen in Deutschland. Sie ist u.a. Aufsichtsrätin bei BMW, Henkel, Deutsche Post DHL und Russell Reynolds. Sie wird das Thema rund um die Auswirkungen der Pandemie auf die Arbeitswelt, insbesondere auf die Arbeitswelt der Frauen, beleuchten. Wir hatten die Freude, sie in einem unserer Online-Events zu Gast zu haben – die Hosts waren Nancy Luthard und Nuray Akyildiz, die auch die Fragen aus dem Chat gestellt hat. Simone Menne begann ihre Karriere bei ITT und wechselte dann zur Deutschen Lufthansa. Nach verschiedenen Positionen im In- und Ausland, darunter CFO bei BMI, wurde sie 2012 als CFO der LH Group ernannt. Von 2016 bis 2017 war sie als CFO bei Boehringer Ingelheim tätig. In beiden Unternehmen war sie verantwortlich für die Gründung des Digital Lab. Simone Menne ist heute Aufsichtsrätin bei BMW, Henkel, Deutsche Post DHL, JCI und Russell Reynolds. Sie leitet zudem eine Kunstgalerie in Kiel. Mehr zum Podcast: http://podcast.dfk.eu Haben Sie Fragen oder Anregungen? podcast@dfk.eu Mehr zum Verband: https://www.dfk.eu Wir sind der Verband für Fach- und Führungskräfte - und gerade in dieser schwierigen Zeit sind wir für unsere Mitglieder da.

Emily Rafferty, President Emerita, The Metropolitan Museum, and Senior Advisor to UNESCO, and Russell Reynolds

The Caring Economy with Toby Usnik

Play Episode Listen Later Mar 12, 2021 24:48

Emily Kernan Rafferty, President Emerita of The Metropolitan Museum of Art, served for 40 years at the Museum: as chief of institutional advancement, Senior Vice President of External Affairs, and as President from 2005 to 2015. As President, she was the Museum's chief administrative officer, supervising a staff of 2,000 full- and part-time employees and volunteers. Ms. Rafferty's global experience took her to more than 50 countries as she worked with government and private sector officials on initiatives involving funding, marketing, international art loans, legislative affairs, and cultural issues. Ms. Rafferty served as a Board member of the New York Federal Reserve Bank (2011-2017; Chair, 2012-2016); as Chair of NYC & Company, the city's official tourism and marketing organization, from 2008-2020, where she continues to serve on the Executive Committee; and as a UNESCO Senior Adviser for Heritage Protection and Conservation (2015-2017). She is a Board member of the National September 11 Memorial & Museum (2005-present; Vice Chairman, 2019-present), Carnegie Hall (October 2018- present), Civitella Ranieri's Artist Residency Program (2018-present), the Hispanic Society Library & Museum (2019-present), and the Association of Art Museum Curators (2019-present). She also serves as a Board member of PJT Partners (2015-present) and Koç Holdings, Istanbul (2018-present). An Advisory Board member of the Bipartisan Congressional Commission for the feasibility of an American Museum of Women's History in Washington, D.C. (May 2015-December 2016), she continues to serve as an advisor to the project, which received Congressional approval to proceed as part of the Smithsonian in December 2020. As principal of Emily K. Rafferty & Associates, she currently consults for several organizations, including Russell Reynolds Associates, serving as a Senior Advisor to the Firm in the Non-Profit Sector and independent clients. She is a member of the Advisory Council of the American University of Beirut and a member of the Advisory Board of The European Fine Arts Fair (TEFAF). She served as a Hauser Leader at Harvard Kennedy School's Center for Public Leadership (Fall 2019). A member of the Council on Foreign Relations, she also lectures widely on topics relating to non-profit and board governance issues, fundraising, and cultural heritage. The recipient of many awards and honors, Ms. Rafferty was named by Crain's New York Business one of New York City's 100 most influential women over a five-year period, and in Fall 2015 she was elected to its Hall of Fame. She is a recipient of New York University's Lewis Rudin Award for Exemplary Service to New York City, a Lifetime Achievement Award from the 9/11 Memorial and Museum, and was recognized as a Living Landmark by the New York Landmarks Conservancy. Don't forget to check out my book that inspired this podcast series, The Caring Economy: How to Win With Corporate Social Responsibility (CSR). --- Support this podcast: https://anchor.fm/toby-usnik/support

“Never one solution.” - CANDI DALIPE

Society Bytes Radio

Play Episode Listen Later Dec 14, 2020 24:26

Guest Candi Dalipe, after a long successful career as an executive search for Russell Reynolds, began her own executive search firm 15 years ago. In times of difficulty she is reminded of her love of geometry and the fact that there is “no one” solution out there. Good friends also serve as trustful sounding boards.

one solution russell reynolds

Kurt Harrison — How to Grow Sustainable Leaders for Stakeholder Capitalism

Transformational Leadership with Henna Inam

Play Episode Listen Later Nov 18, 2020 30:59

Kurt Harrison is a Partner for Russell Reynolds and Co-Head of the Global Sustainability Practice. In this role, Kurt specializes in executive assessment and succession planning advice for clients. Russell Reynolds is a global leadership advisory and search firm with 46 offices in 26 countries. This perspective from their website inspired me: “Sustainability has emerged as the defining issue of our time. There is now an urgent need for a new type of business leader—one who can deliver financial success while also making the long-term sustainability and resilience of our world a top priority. We call these people sustainable leaders.”In our podcast interview, we talked about what sets these sustainable leaders apart: multi-level systems (ecoystem) thinking, inclusion mindset, ambition & ability to drive change, and long-term view. We also spoke about the gap between our need for these leaders and the current availability of sustainable leaders, how to embed sustainable leadership in the organizational culture and HR practices and the specific action steps we need to take. Take a listen if you want to be part of the movement to change the way the world is led!

leadership partner leaders sustainability sustainable capitalism stakeholders co head russell reynolds

Liderança & Transformação Digital

Play Episode Listen Later Oct 29, 2020 20:42

Minha convidada nesse episódio é formada em Engenharia Química, com MBA pela FGV. Apaixonada por música clássica é membro do Conselho da Osesp (Fundação Orquestra Sinfônica do Estado de São Paulo) desde 2014. Iniciou sua carreira em vendas na P&G, depois foi para a GE onde trabalhou em Marketing e Produto. Na sequência, foi Diretora Executiva na Interbrand para a América Latina e Ibéria por 4 anos. Nos últimos 13 anos atua em consultorias boutique e multinacionais de recrutamento de executivos como Korn Ferry, Caccuri Advisors e Russell Reynolds.

O futuro das carreiras profissionais

Play Episode Listen Later Oct 9, 2020 24:50

Nesse episódio conversamos sobre os desafios de construir carreiras mais fluídas e qual o impacto da idade nas trajetórias dos profissionais. Meu convidado já que participou de o lado i, é formado pela USP, com MBA pela Universidade de Vanderbilt nos Estados Unidos. Teve passagens em agências como McCann-Erickson e em empresas como Diageo, Amazon e Fundo Pátria. Hoje investe e dá consultoria para startups. Minha convidada é formada em Psicologia pela PUC-SP, com pós graduação em Administração pelo CEAG na FGV e formação de Coaching pela Columbia University. Iniciou sua carreira em Recursos Humanos na Unilever e foi executiva na Heidrick & Struggles, liderando buscas no segmento de Serviços Financeiros. Participou do startup da operação da Russell Reynolds no Brasil, onde ficou por um total de 14 anos, atuando em diversos segmentos, com maior dedicação a Private Equity e Consumo & Varejo. Desde 2012, trabalha em a sua consultoria própria, a FBEZERRA Executive Search.

Remuneração | evolução e desafios

Play Episode Listen Later Oct 8, 2020 22:06

Nesse episódio iremos converas sobre os desafios que a Remuneração tem para criar uma cultura de Inovação e Intraempreendedorismo. Meu convidado, já que participou de o lado i, é formado pela USP, com MBA pela Universidade de Vanderbilt nos Estados Unidos.Teve passagens em agências como McCann-Erickson e em empresas como Diageo, Amazon e Fundo Pátria. Hoje investe e dá consultoria para startups. Minha convidada é formada em Psicologia pela PUC-SP, com pós graduação em Administração pelo CEAG na FGV e formação de Coaching pela Columbia University. Iniciou sua carreira em Recursos Humanos na Unilever e foi executiva na Heidrick & Struggles, liderando buscas no segmento de Serviços Financeiros. Participou do startup da operação da Russell Reynolds no Brasil, onde ficou por um total de 14 anos, atuando em diversos segmentos, com maior dedicação a Private Equity e Consumo & Varejo. Desde 2012, trabalha em a sua consultoria própria, a FBEZERRA Executive Search.

A nova Liderança e Gestão

Play Episode Listen Later Oct 2, 2020 21:32

Nesse episódio tenho 2 convidados para conversar sobre Liderança nas Empresas. Ele já que participou de o lado i, é formado pela USP, com MBA pela Universidade de Vanderbilt nos Estados Unidos. Teve passagens em agências como McCann-Erickson e em empresas como Diageo, Amazon e Fundo Pátria. Hoje investe e dá consultoria para startups. Ela é formada em Psicologia pela PUC-SP, com pós graduação em Administração pelo CEAG na FGV e formação de Coaching pela Columbia University. Iniciou sua carreira em Recursos Humanos na Unilever e foi executiva na Heidrick & Struggles, liderando buscas no segmento de Serviços Financeiros. Participou do startup da operação da Russell Reynolds no Brasil, onde ficou por um total de 14 anos, atuando em diversos segmentos, com maior dedicação a Private Equity e Consumo & Varejo. Desde 2012, trabalha em a sua consultoria própria, a FBEZERRA Executive Search.

Cultura e Transformação de Negócios