Podcast appearances and mentions of Russell Reynolds Associates

How are companies redefining what it means to be a technology leader? In this episode of Technovation, we feature a panel recorded at our most recent Metis Strategy Summit, where Steven Norton moderated a discussion on executive talent and leadership transformation. Panelists include Joon Yoon, Global Co-Head of the Tech Officers Practice at Egon Zehnder; Tony Leng, Managing Partner at H.I. Executive Consulting; and Eric Sigurdson, Head of the CIO Practice at Russell Reynolds Associates. Together, they explore how evolving business needs, AI, and shifting workplace norms are reshaping the archetype of modern tech leaders and the boardroom roles they're increasingly poised to step into. Key insights include: Three emerging archetypes of technology executives Why self-awareness and “leading from the inside” matter more than ever The growing boardroom presence of tech-savvy leaders How AI is changing C-suite titles, expectations, and accountability The shift from operational excellence to customer-facing innovation

Transformation is no longer a project with a distinct beginning, middle, and end—it's the water leaders swim in. For leaders, the ability to lead through perpetual transformation has become mission critical. In this episode of Leadership Lounge, we talk to four of our trusted advisors—Bob Marcus, Hetty Pye, Sean Dineen, and Alain Ishak—who share their perspectives on: How to build cultures that thrive on continuous change without burning out teams The evolution from decision-maker to enabler and why this identity shift can be psychologically challenging for leaders What "AI-ready leadership" looks like and how to move beyond the pilot phase The balance between top-down conviction and bottom-up creativity in transformation efforts "Organizations change when people change, and people change when leaders change. Leaders need to role model and project the changes they want to see in the world." Bob Marcus, Leadership Advisor, Russell Reynolds Associates Four things you'll learn from this episode: The most effective leaders maintain a consistent, compelling vision while demonstrating tactical agility—providing direction and stability even when the path forward requires continuous course correction. Leaders must flex different muscles and manage competing polarities depending on context to effectively spearhead transformation—sometimes leading from the front, sometimes from behind, balancing disruption with pragmatism. The shift from expert decision-maker to enabler requires leaders to accept that their value comes from asking better questions, rather than having all the answers. Organizations can have the best technical infrastructure, but without leaders who embrace AI and role model its use in strategy, decision-making, and operations, transformation efforts will fall flat. In this episode, we will cover: (00:00:08) Why traditional five-year roadmaps no longer work in today's accelerated business environment (00:03:03) What perpetual transformation means and why it's become critical for survival (00:06:52) Why leaders must view C-suite colleagues as their first team. (00:08:36) The importance of productive conflict and unified decision-making (00:11:30) Why culture change is 70% of transformation success (00:13:18) What AI-ready leadership looks like in practice (00:15:42) How to move beyond the AI pilot phase (00:17:27) Strategic disruptors and their role in challenging the status quo A closer look at the research from this episode: Strategy Decode and Activation, Russell Reynolds Associates, 2025

When news breaks of a CEO succession, much of the attention is given to the new leader and how they will change the company. But new research shows that the leave-taking process of the outgoing chief executive is often mishandled, with negative impacts on succession and the organization. Rebecca Slan Jerusalim, an executive director at Russell Reynolds Associates, and Navio Kwok, a leadership advisor at RRA, say that boards are often surprised when a CEO gives notice, and they often make that person feel excluded during the handoff process. The researchers share stories from the front lines about CEO psychology, best practices for outgoing leaders and their boards, and broader lessons for effective transitions. Jerusalim and Kwok wrote the HBR article “The Vital Role of the Outgoing CEO.” Key episode topics include: leadership transitions, succession planning, leadership, managing uncertainty, corporate communications, boards Listen to the original HBR IdeaCast episode: Why We Should Pay More Attention to Departing CEOsFind more episodes of HBR IdeaCastDiscover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org]]>

Born in France almost 50 years ago, Decathlon has grown into the world's largest sporting goods retailer with over 1,700 stores in more than 70 countries. On today's episode of Redefiners, Simon Kingston is joined by our new co-host, Marla Oates, as they sit down with former CEO of Decathlon Barbara Martin Coppola. Barbara takes us through her globe-hopping journey in leadership roles across several industries, including technology, home furnishings, food delivery, and consumer electronics before she came to the CEO role at Decathlon. She talks about the need for a clear North Star to enable transformation, creating a culture of innovation, driving a circular product strategy, and redefining Decathlon's customer experience in-store and online. Plus, as a member of the board of directors at INSEAD, she shares her insights on how educational institutions' next generation leaders need to redefine what skills will be needed in a rapidly changing world. We'll also hear from Pam Fitzpatrick, Global Head of Sustainability at Russell Reynolds Associates. Pam will discuss key insights from our 2024 Sustainability Report and the commitments we've made as a firm. Four things you'll learn from this episode: How a North Star and guiding purpose can shape overall business strategy and leadership development How to build a culture of innovation while maintaining a clear vision of quarterly, annual, and longer-term goals How a circular product strategy impacts product life cycle from design and distribution through end of life How educational institutions and young people need to redefine the skills needed in a rapidly changing world If you enjoyed this episode, you might also like these Redefiners episodes: Paws, Purpose & Profit: A Conversation with Pets at Home CEO Lyssa McGowan Leadership Lounge: Beyond Handshakes – How to Build Trust and Transform Executive Team Performance Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano Leadership Lounge: What do top-performing teams have in common? Outwork the Competition: Jordan Brand's Winning Strategy with President Sarah Mensah Leadership Lounge: How to develop your personal leadership brand

From cyber threats and regulatory shake-ups to reputational landmines and climate risks, organisations are facing a complex web of challenges that demand more than traditional risk management. But how exactly is the role of a Chief Risk Officer evolving? And what does it reveal about the future of business? Ashley Wallace, Managing Director, Head of Financial Services, Asia Pacific at Russell Reynolds Associates joins the Breakfast Show to discuss how CROs are driving enterprise-wide resilience, influencing C-suite strategy, and preparing organisations for what’s next.See omnystudio.com/listener for privacy information.

As the Global Head of Technology Officers Practice at Russell Reynolds Associates, you've guided companies through significant leadership transitions. What are the most notable shifts you've seen in the role of top tech executives over the past decade, and how are organizations adapting to these changes? You've led searches for pivotal roles, such as CIOs and chief inclusion officers, across diverse industries. What key qualities or traits do you prioritize when identifying candidates for these high-stakes positions? Your involvement in initiatives like the Information Technology Senior Management Forum and education-focused boards highlights your commitment to developing the next generation of leaders. What do you see as the biggest opportunities and challenges in building a robust pipeline of tech executives? Based in Atlanta, a city experiencing tremendous growth in tech and business, how do you see the region shaping the future of technology leadership and innovation? What role do you think Atlanta plays in the broader tech ecosystem?  With your extensive experience and insights into leadership, technology, and community development, what are you most excited about for the future—whether in tech, leadership, or beyond?

Today's board directors operate in a complex business landscape, balancing strategic guidance, technological innovation, and heightened governance expectations. They must provide critical leadership while navigating rapid change and increasing stakeholder scrutiny. So, as an executive, do you have what it takes to thrive in a board role? And how can you maximize your impact once you're there?In this episode of Leadership Lounge, we talk to some of our trusted advisors—Maggie Benkert, Edward Mason, and Rusty O'Kelley—who share their perspectives on: How to evaluate whether a board opportunity is the right fit What board chairs are looking for in new directors The behaviors that set exceptional board directors apart How to build effective relationships with fellow board members "I advise clients and candidates to be really selective about taking a board role. You want to find an opportunity where you can add considerable value, but it's also developmental or stretching for you, and helps support you in your career." Ed Mason, Leadership Advisor, Russell Reynolds Associates. Four things you'll learn from this episode:Be strategic and selective when pursuing board opportunities. Ensures it aligns with your career goals, skills, and values. Board selection committees value ‘T-shaped' leaders who bring both breadth across strategic decision-making and depth in specialized focus areas. The most effective board directors demonstrate five key behaviors: sound judgment, constructive engagement, integrity, asking the right questions, and bringing independent perspectives. Don't underestimate the importance of building strong connections with fellow board members. Small gestures can make a big difference. In this episode, we will cover: What questions executives should ask themselves before pursuing board opportunities. Three key things boards look for when appointing new directors. The importance of speaking the language of governance rather than management during board interviews. Practical strategies for building relationships with fellow board members. How to maximize your contribution and stay effective throughout your board tenure. A closer look at the research from this episode: 2025 Board Culture and Director Behavior Study, Russell Reynolds Associates

We explore how family enterprise leaders can strike the right balance between preserving their organization's legacy and adapting to an evolving business landscape. How can family enterprise leaders stay ahead in a fast-changing world? Family enterprises are the backbone of economies worldwide, but their leaders face an increasingly critical challenge: how to preserve their organizations' legacies in a fast-changing world. What makes some family enterprises thrive across generations while others struggle to adapt? How can leaders maintain what made their organization successful while meeting the demands of a new business landscape? And what skills will the next generation of family enterprise leaders need to navigate an increasingly complex future? In this episode of Leadership Lounge, we talk to some of our trusted advisors—Justus O'Brien, Anupama Puranik, Diego Esteban, and Peter Gramkov—who share their perspectives on: How successful family enterprises maintain their core values while adapting to market changes Why engaging the next generation is critical for innovation and growth How to navigate tension during periods of transformation What skills future family enterprise leaders will need to thrive "One key skill that leaders need is emotional intelligence. You need to understand what is going on in the family. You need to understand the values. But it's super important not only to understand potentially one generation, but several generations.” Peter Gramkov, Leadership Advisor, Russell Reynolds Associates. Four things you'll learn from this episode Values and traditions are the heart of every family enterprise. Next-generation leaders must understand the importance of carrying them forward. Keeping pace with transformation can be the difference between whether a family enterprise can endure across generations—or not. The most successful family enterprises approach succession proactively rather than in reaction to a leadership departure or crisis. Exceptional family enterprise leaders combine strong business acumen with emotional intelligence, active listening, and the confidence to challenge constructively. In this 17-minute episode, we will cover: (00:01:31) How successful family enterprises balance preservation and progress (00:06:06) The role of independent board directors in driving change (00:09:23) How to create personalized development paths for future leaders (00:12:20) Why active listening skills are critical for transformation (00:13:47) What the future holds for family enterprises globally A closer look at the research from this episode: Family Enterprise Advisory Global Leadership Monitor H1 2024 Listen now on Apple, Spotify, and YouTube.

Artificial Intelligence (AI) is a key topic in C-suite and board room discussions these days; one with the potential to redefine or at least impact every aspect of business and society. Leaders around the world and across industries are racing to figure out how to best implement the technology to gain efficiencies, increase productivity, and ultimately grow their business. Today, Hoda and Simon talk with serial entrepreneur and Coveo Chairman and CEO Louis Têtu to help shed some light on how leaders can harness the power of AI in their business. With more than 25 years in the tech industry, Louis shares his perspectives on how leaders can take advantage of AI transformation and what mistakes to look out for. He'll talk about the importance of AI ethics, and how leaders can navigate the culture change that AI brings to an organization. He'll also share how AI and GenAI can create better experiences for their customers and employees. And as someone who's worked with and served on several boards, he'll talk about what goes into building a successful board and the power of optimism. We'll also hear from Harpreet Khurana, Chief Digital and Data Analytics Officer at RRA. Harpreet will outline the risk when organizations don't use AI ethically and sets out RRA's people-first approach to responsible AI. Read more about our RRA's Responsible AI Principles. Four things you'll learn from this episode: How leaders can leverage AI in their organizations and how that might impact how they lead their teams What leaders need to keep in mind when it comes to AI ethics and culture change What goes into building a successful board Leadership tips on building a successful company If you enjoyed this episode, you might also like these Redefiners episodes: Talking Transformational Leadership with RRA's CEO Constantine Alexandrakis Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat Leadership Lounge: Unleashing AI's potential: Are you ready to lead the charge? Driving Transformation with Volvo Cars President and CEO Jim Rowan Leadership Lounge: How can leaders succeed in a Gen-AI-driven world? A Front Row Seat to the AI Revolution with Microsoft Vice Chair and President Brad Smith – Part 1 and Part 2

In today's fast-paced, competitive business landscape, hiring and developing future-ready, transformational C-suite leaders is critical to organizational success. Making the wrong hiring decision can often lead to higher costs, damage to workplace culture, or worse. So what are the key things to keep in mind as you think about the leaders who can help take your organization to the next level? In our first episode of Season 5, Simon sits down with Russell Reynolds Associates' own CEO, Constantine Alexandrakis, to talk about what to look for in transformational C-suite leaders and how to use leadership assessment tools – like RRA's Leadership Portrait – to find them. He'll reveal how to take the next step in building transformational teams and what makes them successful. He'll also share tips from his own CEO journey and the steps he took to prepare for that transition to nail his first year in the role. We'll also hear from Erin Zolna, a leadership advisor in our New York office, who will outline our latest research on the skills that leaders need in a fast-changing world. Four things you'll learn from this episode: How to start well when stepping into a new CEO role How to assess transformational leaders and why it's important before they take on leadership roles What makes transformational teams different and how they operate What C-suite leaders are thinking about AI and the top challenges they're facing If you enjoyed this episode, you might also like these Redefiners episodes: Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat Leadership Lounge: How to Future-Proof Your Leadership Talking Tough Decisions with TCW President and CEO Katie Koch Leadership Lounge: How to nail your first year as CEO Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano

Leaders have to make tough decisions and overcome adversity, often navigating through uncertainty and challenges along their leadership journeys. In this final episode of 2024, we'll take a look back at the conversations we've had with the incredible leaders who joined us on Redefiners this past season to share their leadership stories and insights. Hoda and Simon dig into the Season 4 archives to highlight how guests have led, and in some cases redefined, their organizations in an unprecedented year of change. Topics include AI and tech transformation, CEO transitions, geopolitical uncertainty and national elections, boards, climate change and sustainability, and more. And continuing our end of year holiday tradition, Hoda and Simon put themselves in our guests' shoes to answer some fun end of year rapid fire questions. Redefiners will return with more conversations with global leaders in January 2025, so be sure to follow and subscribe to the podcast so you don't miss an episode! In the meantime, you can listen to and watch all Redefiners episodes at https://www.russellreynolds.com/en/insights/podcasts/redefiners or wherever you get your podcasts. Happy holidays!

Change is something all leaders deal with at various points in their careers. Whether it's technological change, organizational change, or perhaps even changing careers or industries. Our guest today has managed through all of that change and more. In today's episode, Clarke and Hoda talk with Ruth Porat, President and Chief Investment Officer at Alphabet and Google. Ruth shares her story of career change, transitioning from her long-time role as CFO at both Morgan Stanley and Google to leading investments and philanthropic efforts at Google. Through it all, she talks about how she's led through both business and personal change and uncertainty – including the financial meltdown in 2007-2008 when she was with Morgan Stanley, the fast-paced change that comes with technology transformation at Google, as well as her own personal battle with cancer. She'll also talk about the promise of AI, especially in science, healthcare, education, climate, and other key areas. We'll also hear from Robert Voth, a Managing Director in our Chicago office, who will discuss the critical challenge of CEO succession facing banking leadership today.  Four things you'll learn from this episode: How to lead through uncertainty and change What steps leaders can take to ensure they're preparing their organizations and people for the changes AI will bring What skills organizations should look for when it comes to finding technology and AI-enabled leaders How to consider future-looking investment swings when there's no guarantee they'll pay off If you enjoyed this episode, you might also like these Redefiners episodes: Science Fiction to Science Fact: A Conversation with Sanofi CEO Paul Hudson Reimagining Patient Care: A Conversation with Healthcare Innovator Ashley McEvoy Trust Your Gut: AXA's Thomas Buberl Talks Transformation and Reinvention Talking Tough Decisions with TCW President and CEO Katie Koch From Server to COO: Kat Cole's Journey to the Top

We share how leaders can master the art of giving and receiving regular, effective feedback—and the benefits when they get it right. As the end of the year draws closer, you're likely reflecting on your team's performance—and how to give feedback that helps your leaders develop and improve. But, these types of conversations aren't always easy to navigate. So, what skills are important to hone when giving feedback? And what are some of the common pitfalls you may encounter when having these honest conversations?    But it's not just about giving feedback. It's also important that you're getting the feedback you need to develop. So, how can you encourage honest, upward feedback? And what benefits will you see when you act on it? In this episode of Leadership Lounge, we talk to some of our trusted advisors—Dee Fitzgerald, David Lange, and Silvia Lago—who share their perspectives on: How to give actionable upward feedback What to do when someone disagrees with you during a feedback session The skills required to receive feedback effectively How leaders can create a feedback-rich culture. “If the direct report feels like there's an environment of psychological safety…upward feedback actually becomes something that a direct report will offer regularly and proactively to their leaders.” David Lange, Leadership Advisor, Russell Reynolds Associates. Listen now on Apple, Spotify, and YouTube. Four things you'll learn from this episode Effective feedback focuses on specific behaviors, not personality. Frame feedback constructively to enable growth and development, avoiding subjective or contradictory comments. Creating a culture of psychological safety is essential for encouraging honest, upward feedback, which requires leaders to actively solicit input at all levels. It's important to hone key skills, including actively listening to feedback, asking clarifying questions, and approaching it as a collaborative dialogue, rather than defensively. Integrating feedback into regular interactions, rather than relying on annual reviews, and seeking diverse perspectives through mentors or team debriefs, helps leaders continuously grow and innovate. In this 17 minute episode, we will cover: (1:32) How leaders can frame their feedback to ensure it's delivered effectively. (3:09) Why it's critical feedback is a two-way conversation. (5:06) What's at the root of all effective upward feedback. (7:18) The two key ways CEOs can generate constructive, unfiltered feedback. (9:53) Why nothing should come as a surprise at an end-of-year review. (10:33) Why active listening is such an important trait for leaders receiving feedback. A closer look at the research from this episode: Walk the Talk: Inclusive Leadership Development Moves the Needle On DE&I | Russell Reynolds Associates Listen now on Apple, Spotify, and YouTube.

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)

It's never been more important to get your personal leadership brand right as a leader. But, it isn't easy to concisely articulate what you want to be known for and what your unique value proposition is. So, what is a personal leadership brand and how can you begin crafting it? How can you activate your leadership brand in the market? And, what are some of the common mistakes leaders make when cultivating their personal leadership brand?  In this episode of Leadership Lounge, we talk to some of our trusted advisors—Jenna Fisher, Rafael Martinez Gallardo, Shoon Lim, and Chief Marketing and Communications Officer and Executive Producer of Redefiners Amy Scissons—who share their perspectives on: The three key elements that make up a strong personal leadership brand. How leaders can effectively activate their brand in the market. The benefits when leaders get it right—for themselves and their organization. The advice they have for emerging leaders who are starting to craft their brand. “I think earlier in one's career, there's a tendency to want to be well-rounded and to try to hone things that perhaps you're not as naturally good with, and that's great. But I also think what's really important is to do the self-reflection, to figure out what is it that I am uniquely good at? What can I opine on to others? What can I be an expert at?” Jenna Fisher, Leadership Advisor, Russell Reynolds Associates. Listen now on Apple, Spotify, and YouTube. Four things you'll learn from this episode Your leadership brand exists whether you shape it or not. Take control of your narrative by clearly defining your values, passions, and the legacy you wish to leave behind. Authenticity is key to a powerful leadership brand. Align your public persona with your true self to build trust and credibility. Don't try to imitate anyone else. Don't just broadcast; interact. Your brand thrives on meaningful engagement with your community. Curate, create, and contribute to discussions to establish a dynamic presence. Your brand is a journey, not a destination. Continuously refine it through self-reflection, feedback, and intentional content creation. Remember, depth and consistency over time yield a robust presence. In this 16-minute episode, we will cover: (3.00) How a well-crafted personal leadership brand can differentiate you in a crowded marketplace. (3.47) The importance of clarity, congruence, and consistency when building your brand. (7.51) How much of what a leader shares should be personal. (8.12) How to identify what topics you should speak on. (11.17) One common mistake leaders make when creating their personal leadership brand. (14.04) Why there are no quick fixes to establishing your brand. A closer look at the research from this episode: Global Leadership Monitor 2022, Russell Reynolds Associates The New Leadership Portrait, Russell Reynolds Associates Listen now on Apple, Spotify, and YouTube.

In the latest episode of The Science of Personality, Ryne and Blake are joined by Ty Wiggins, PhD, the lead of Russell Reynolds Associates' CEO & Transitions Practice, to talk about CEO transitions and his latest book, The New CEO. Although there might be numerous people out there who might consider themselves experts on this topic, Ty is one of only a handful of people globally who actually has a PhD in senior leadership transitions. So, you would be hard-pressed to find anyone with more knowledge and expertise on this particular subject.Order The New CEO here: https://www.russellreynolds.com/en/microsite/the-new-ceo/order

Not many CEOs would roll up their sleeves and ride on the back of a waste truck at 2am once a week for seven years. But for today's guest, it was the best way to get to know his employees and learn first-hand what impacts their productivity in the field. In this episode, Waste Management President and CEO Jim Fish joins Simon and guest host Emma Combe – host of Redefiners' sister podcast, Leadership Lounge – to dig into what it takes to run a $20 billion company working on the frontlines of sustainability. Jim shares his insights into the importance of putting people first and creating sustainable value through all phases of the waste cycle – from recycling and composting to producing renewable natural gas as a byproduct from landfills to running his waste fleet on natural gas. He also talks about his views on CEOs weighing in on social topics and the delicate balance leaders need to strike between having a personal opinion and the broader responsibility to shareholders. We'll also hear from Justus O' Brien, a Managing Director in our Stamford office, who will outline what it takes to transition from the CFO role to the top seat.  Four things you'll learn from this episode: How to get your team on board with sustainability initiatives How to adapt your business to changing market conditions What it takes to create a people-first organization What is the CEO's role when it comes to social issues How to balance and prioritize the many responsibilities and stakeholders a CEO has to manage If you enjoyed this episode, you might also like these Redefiners episodes: Putting Sustainability Talk into Action with former Enel CEO Francesco Starace Leadership Lounge: Advice on when—and how—to weigh in on social issues Daring to Build a More Sustainable World with Kate Brandt and Sophia Mendelsohn Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano

Leaders today are operating in a business landscape with new issues, expectations, and pressures to contend with. This new world demands a new breed of leader.So, how can you become a future-ready leader? What key skills will help you stand out and succeed in a fast-changing world? How can hiring managers identify whether leaders are ready for the role today—and are able to continue to develop and succeed in the role long-term?In this episode of Leadership Lounge, we talk to some of our trusted advisors—Erin Zolna, Tobias Bothe-Hutschenreuter, and Dana Landis—who share their perspectives on: The four foundational skills that are important for leaders to succeed today.How leaders can boost their staying power in the role through self-awareness and making time for reflection.Why continuous development is critical—no matter how senior a leader is. The knock-on impact for diversity when hiring managers hire for potential and experience.Four things you'll learn from this episode When hiring your next leader, look at their readiness for the role today, but also their capacity to grow and evolve for when the operating environments inevitably shift. Curiosity, resilience, systems thinking, and social intelligence are key skills that you will want to ramp up to succeed in the long term.The higher up you go in an organization, the less likely you are to think about yourself as someone who is growing and developing. But it's important you continue to look for learning opportunities. Having a purpose and knowing your values as a leader is critical to not only your longevity, but the legacy you leave at an organization. A closer look at the research from this episode: Season 4 - Ep. 10 | Driving Transformation with Volvo Cars President and CEO Jim Rowan | Redefiners - Podcast Series | Russell Reynolds AssociatesGlobal Leadership Monitor CEO Turnover Index Power, Influence, and CEO Succession (hbr.org)

Being a first-time CEO can be a daunting transition filled with risk and opportunity, something that TCW Group President and CEO Katie Koch has experienced firsthand. In today's episode, Clarke and Hoda talk with Katie about her career journey in the financial industry, from her early years as an intern at Goldman Sachs to becoming a first-time CEO at TCW. She shares what it takes to be a good leader and the skills needed to make tough decisions and take people where they may not want to go, including empathy, asking questions and listening, discipline of process, and the importance of having a great coach. She also shares her thoughts on how to navigate volatile global markets and the inherent friction of AI and business transformation. We'll also hear from Sean Dineen, a Managing Director in our Boston office, who will outline what it takes to succeed in the first few days and months as a new CEO. If you enjoyed this episode, you might also like these Redefiners episodes: Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano Leadership Lounge: How to nail your first year as CEO In the Fast Lane: A Conversation with FIA CEO Natalie Robyn Planting Long-Term Investment Seeds with Markel Group CEO Tom Gayner Opening Hearts and Minds on Late Night News with MSNBC's Stephanie Ruhle

Richard Sanderson started his executive search career as a summer intern at Russell Reynolds Associates in London, then transitioned it into a full-time position as a research consultant with them, which brought him to the States. After five years in that role, he left the world of executive search and went to business school. He then worked at a management consulting firm until 2010, when he rejoined Russell Reynolds Associates. He then moved over to Spencer Stuart in 2018, where he leads their Marketing, Sales, and Communications Officer Practice. For the past 22 years, Spencer Stuart has created an annual CMO Tenure Report to better understand the average tenure of marketing leaders with the goal of determining if there is truth in the perception that marketing leadership roles have high turnover rates, if so, why, and how CMO tenure compares to other leadership roles. On the show today, Alan and Richard talk about the methodology of the study, key takeaways, and what he predicts for the future of the CMO role. Richard tells us how the current average CMO tenure compares to the past average, where it ranks among the rest of the C-suit, and what that means for new hires and internal promotions. They also discuss what may lead to misrepresentations and misunderstandings around the CMO role, as well as how the percentage of women and underrepresented racial and ethnic groups has changed in recent years. In this episode, you'll learn:The goal of the CMO Tenure Study and key takeaways from the newest reportHow CMO tenure compares to the rest of the C-Suite and what it tells usPredictions for the evolution of the CMO roleKey Highlights:[02:00] The second “Stag Do”[04:05] Richard's career path[07:40] What is the CMO Tenure Report?[09:10] Changing up the methodology: From the Top 100 advertising spend to the Fortune 500 [11:15] The average CMO tenure and how it compares[13:20] Is a longer tenure always better?[17:10] External hires vs. internal promotions [20:55] Succession data across industries [24:55] Marketing in the technical sector[25:43] Everyone has a CMO, right?[26:50] Women in the CMO ranks[28:20] Underrepresented groups in the CMO ranks[29:40] The future evolution of the CMO role[35:25] Different names for the same jobs[38:45] Structural changes cause collateral damage. [40:45] Lessons from immigration [42:30] Advice to his younger self [45:50] Marketers are asked to do it all.[47:20] The ongoing politicization of brandsLooking for more?Visit our website for the full show notes, links to resources mentioned in this episode, and ways to connect with the guest! Become a member today and listen ad-free, visit https://plus.acast.com/s/marketingtoday. Hosted on Acast. See acast.com/privacy for more information.

When news breaks of a CEO succession, much of the attention is given to the new leader and how they will change the company. But new research shows that the leave-taking process of the outgoing chief executive is often mishandled, with negative impacts on succession and the organization. Rebecca Slan Jerusalim, an executive director at Russell Reynolds Associates, and Navio Kwok, a leadership advisor at RRA, say that boards are often surprised when a CEO gives notice, and they often make that person feel excluded during the handoff process. The researchers share stories from the front lines about CEO psychology, best practices for outgoing leaders and their boards, and broader lessons for effective transitions. Jerusalim and Kwok wrote the HBR article "The Vital Role of the Outgoing CEO."

Ty Wiggins: The New CEO Ty Wiggins is a leadership expert who is passionate about setting up new CEOs for success. As the global lead of Russell Reynolds Associates' CEO & Executive Transition Practice, he helps world-leading CEOs successfully transition into their roles, guiding them through their first 12-18 months as their trusted advisor. He is the author of The New CEO: Lessons from CEOs on How to Start Well and Perform Quickly (Minus the Common Mistakes)*. Taking on a top job is unique in many ways. In this conversation, Ty and I explore what new, top leaders can do to get out of the bubble and hear more truth. Plus, we discuss why the first 90 or 100 days might not be the best metric for top leaders, and how to better start with easy wins and early moves. Key Points You'll see more in the top job, but hear less. This is even more pronounced for those promoted internally. Getting out of the bubble means spending more time with middle managers and front-line employees. Second and third time CEOs do this more from the start. Key questions that can help you hear more: (1) Tell me some of the workarounds you have in place and (2) What's the question I haven't asked you but I should? The first 90 or 100 days as a success metric is often overstated in top jobs. You're often still learning context at an exponential rate. If it's on fire, fix it. If it is smold­ering, leave it alone until you have more context. It's helpful to address common pain points for easy wins. They don't have to be enormous, but they should be deliberate. Resources Mentioned The New CEO: Lessons from CEOs on How to Start Well and Perform Quickly (Minus the Common Mistakes)* by Ty Wiggins Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Genuinely Show Up for Others, with Marshall Goldsmith (episode 590) How to Start a Big Leadership Role, with Carol Kauffman (episode 617) How an Executive Aligns with a Board, with Joan Garry (episode 662) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Brad Pugh leads the Atlanta office of Russell Reynolds Associates and is a senior member of the Corporate Officers Sector and HR Officers Practice.

Today's guest grew up in a landlocked region of the UK, with more than a hundred miles separating her from the open ocean. Not your typical start for someone who went on to become a trailblazing, record-breaking yachtswoman. On today's Redefiners episode, Clarke Murphy sits down with long-time sailing buddy Dee Caffari MBE—the only woman to have sailed solo while circumnavigating the world, in both directions. Throughout her career, Dee has continued to surprise and inspire others with her courage, grit, and determination to enter uncharted waters. Dee shares her deep experience in leading teams through adversity—how you get them to pull together and perform, even in stormy times, and how she overcame loneliness when sailing solo for the first time. She also talks about the importance of demonstrating self-awareness as a leader, as well as how she responded when told that she was ‘too emotional' to lead a team. Dee also imparts a key piece of advice—you learn the best lessons from your mistakes, so don't be afraid to be bold and take a risk.We'll also hear from Marie-Osmonde Le Roy de Lanauze-Molines, a Managing Director in our Paris office, who will highlight the gender imbalance in global CEO appointments and discuss how organizations can chart a path to achieving gender parity. If you enjoyed this episode, you might also like these Redefiners episodes: Doubling Down on Double Standards: British Journalist Mary Ann Sieghart on Closing The Authority Gap | Redefiners - Podcast Series | Russell Reynolds AssociatesFrom Server to COO: Kat Cole's Journey to the Top | Redefiners - Podcast Series | Russell Reynolds AssociatesLeadership Lounge - Ep.3 | How to recover from failure | Russell Reynolds Associates

Show Notes: Russell Reynolds, founder of Russell Reynolds Associates and RSR Partners, shares his story of starting his own executive search firm in the 1960s. He served in the Air Force and later joined JP Morgan. After working there for six or seven years, he joined William Clark Associates. However, shortly after, he decided to start his own firm with his friend OB Clifford and a few other friends. They collected $50,000 and started Russell Reynolds Associates. He also decided to invite his friend Lee to join the firm as partner. The firm was established in 1969, and the partnership worked well. Today, Russell Reynolds Associates is one of the largest search firms in the world. As a big producer, Russell believes that success in a service business is about doing a good job and connecting with clients. He was introduced to the senior partner of Oppenheimer and company; they became great friends which eventually led to many more clients. Key Factors in Hiring Talent  Russell states that it is important to look for people who are well adjusted, positive, and excited about the future. He believes that integrity is the single most important ingredient for success, and if people are honest and try to do the best they can, they will prevail. He shares the key points he looks for in people, including whether they are givers or takers and the questions he asks candidates. When hiring for Russell Reynolds Associates, one of the key questions is whether the person has integrity or adapts to their style of client service. Russell asks for samples of their writing, because communication skills are so important, and he also asks about family relationships and what they do on weekends. He also emphasizes the importance of taking them off base to see how they really behave, and  allows him to see how well they are prepared and how they can be receptive to new ideas. Russell believes that bright young people are the key to success in a business because they are motivated, hungry, and want to please you.  Building the Board and Expanding the Firm Russell discusses the role of an external board of advisors, which included prominent business leaders from JP Morgan and Shell. He shares the firm's approach to governance, and how it  was run like a public corporation. He also discusses the institutions and practices set up to develop people. The firm grew through branch offices, and rules established by each branch, but there were certain rules that were set up across all branches, and he explains what they were and certain aspects which were encouraged such as involvement in charitable and political activities. Russell shares stories of when he was involved in fundraising for both charitable and political campaigns, including meeting then Prince Charles, and time spent raising funds for George H.W. Bush and Ronald Reagan. Success Factors of the Firm He talks about maintaining and building relationships and shares a few tips on maintaining positive client relationships and how his firm offered new ways of providing value to clients. The firm's search businesses are broken down into practice areas such as healthcare, financial services, wealth management, consumer, industry, board, and recruiting. He also talks about building a service firm and practice management.  In 1993, Russell sold his shares in RSR Associates and decided to start RSI Partners. The firm expanded into executive search, which is still going well today. He explains why he made this decision. He is now chairman emeritus, and although he is not directly involved, he is on the board. He shares why he sold RSR Associates and why he decided to come out of retirement to start a new company. The conversation turns to career mistakes and Russell recounts a story of being charmed and betrayed, why he believes physical fitness is important in the assessment of a candidate, why he's leary of academic achievers, and what he considers valuable assets.  Professional Career Advice Russell advises young college graduates to focus on developing their skills and investing in them. He suggests attending seminars, conferences, and listening to podcasts to learn new skills. He emphasizes the importance of having a balanced life, including vacations, family, and relationships. He also suggests being on outside boards, both charitable and for profit, for educational and helpful experiences. For those building a professional services firm, Russell suggests not taking no for an answer, not to be limited by one's imagination, and the importance of being grateful, humble, respectful, and recognizing that they are not the most important person in the world. He emphasizes staying in good health physically and mentally. However, he also recognizes that the advice depends on the individual's interests and goals. Timestamps: 05:37 Leadership, client service, and hiring practices in professional services 16:01 Leadership, governance, and talent development in a consulting firm 24:42 Political connections and relationship-building in the recruitment industry 31:43 Career development, business growth, and leadership lessons 40:46 Career development, leadership, and success   Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.

Today, we are joined by Ted McKenna. Ted is co-author of the bestselling book The JOLT Effect: How High Performers Overcome Customer Indecision, and a founding partner of DCM Insights. He is an accomplished sales and customer experience researcher whose work has appeared in the pages of Harvard Business Review and a sought-after speaker and advisor to sales, business development, and customer experience teams around the world.  Prior to co-founding DCMi, Ted held numerous executive leadership positions in product, strategy, research, advisory, and enablement for Tethr, Russell Reynolds Associates, and CEB (now, a part of Gartner).  Ted is an expert in analyzing behaviours—of customers, doer-sellers, frontline sales & service agents, leaders, and board members—and applying analytics in various forms of content, products, and services. At Tethr, Ted worked on mining unstructured conversational data using advanced data science and leading AI/ML tools to build models, scores, and behavioural frameworks (the most well-known model is the Tethr Effort Index). Previous roles called for deploying syndicated research methods to mine more structured sources such as surveys, diagnostics, demographics, and jobs data (including research contained within the bestselling book, The Challenger Sale).  Ted holds a B.A. in Economics from the University of Iowa and resides with his family in the Chicago, Illinois area. 

As we ring in the New Year it is always a good idea to take a moment and reflect on the past year.  We continue our tradition of doing so by providing a compilation from a few guests who provided timeless advice. Jenna Fisher is the Co-lead of Global Financial Officer Practice at Russell Reynolds Associates and a Wall Street Journal bestselling author with a new book To the Top: How Women in Corporate Leadership Are Rewriting the Rules for Success.  In this conversation, Jenna shares how she interviewed dozens of women who provided inspirational and practical stories that she used in her book.  In addition, she discusses the synergy the book has with her business and what she learned in the process of writing. Mark Miller, is the Vice President of High Performance Leadership, Chick-fil-A Inc. and author of Culture Rules: The Leader's Guide to Creating the Ultimate Competitive Advantage.  Mark gives insight into being an embedded research house within Chick-fil-A and how pragmatism and leadership are the keys to balancing the scales between the two. Lily Zheng is a Diversity, Equity, and Inclusion speaker, strategist, and organizational consultant. Recently they wrote DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right.  Lily discusses the ebb and flow of DEI in the workplace and how it is something that is needed all the time not just when things go wrong. Jane Hanson is an Emmy Award winning Journalist with thirty years of coaching experience helping people communicate more clearly and efficiently.  Jane shares what thought leadership means to her and how the heart of soul of it is communication.  She discusses knowing your purpose and provides tips and advice for communicating in mediums you might not excel at. Three Key Takeaways: ·         While doing research for a book or any thought leadership, reaching out to a diverse audience can help give you a wider and more balanced perspective. ·         Everything rises and falls with leadership. ·         As a thought leader your purpose needs to be getting the important information you have out into the world for others to hear and use

Diversity recruiting goes well beyond finding candidates who are simply different. It's about identifying and hiring talent that will change the trajectory of your college or university in a productive way. Diversity recruiting both uplifts candidates in the minority while broadening the talent in the majority. The “positive disruption” of attracting and retaining diverse talent is what Rory Verrett's work is all about. A diversity recruiter and executive coach, Rory visits “I Wanna Work There!” to talk about how he identified the need for diversity recruiting in the executive space, why diversity recruiting is so important to the health of organizations, and why he decided to write his book, “The Pomegranate Principle: The Best Practices in Diversity Recruiting.”Connect with Rory on LinkedInRory E. Verrett is the founder of Protégé Search, a diversity executive search and leadership development firm. He is a trailblazing talent strategist who brings 20 years of experience in talent management, diversity and inclusion, executive search, and public affairs to mission-critical client projects. Rory has shared his innovative insights on diversity and inclusion with Fortune, Forbes, and The New York Times. He has served as a moderator and speaker at Harvard University, the Stanford University Graduate School of Business, Duke University's Fuqua School of Business and the Wharton School at the University of Pennsylvania. Rory has also testified before the United States Congress as a national expert on diversity and inclusion in corporate America. He is the host of the award-winning Protégé Podcast, a career advice show focused on the career journeys of diverse professionals and leaders. Rory is a former trustee of Howard University and is the current president of the Harvard Law Black Alumni Association. A graduate of Harvard Law School and Howard University, Rory is a former leader in the diversity practices of two global executive search firms (Spencer Stuart and Russell Reynolds Associates), and the first-ever head of talent management at the National Football League. - - - -Connect With Our Host:Eddie Francishttps://www.linkedin.com/in/eddiefrancis/https://twitter.com/eddiefrancisAbout The Enrollify Podcast Network:I Wanna Work There is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Confessions of a Higher Ed Social Media Manager and Talking Tactics. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Connect with Us at the Engage Summit:Exciting news — many of your favorite Enrollify creators will be at the 2024 Engage Summit in Raleigh, NC, on June 25 and 26, and we'd love to meet you there! Sessions will focus on cutting-edge AI applications that are reshaping student outreach, enhancing staff productivity, and offering deep insights into ROI. Use the discount code Enrollify50 at checkout, and you can register for just $200! Learn more and register at engage.element451.com — we can't wait to see you there!

As the US heads into Labor Day weekend, we're once again turning our focus to the topic of sustainability recruiting and how the hunt for global ESG talent is changing.   In this episode of the ESG Insider podcast, we're speaking to two recruiters focused squarely on the sustainability space. We hear from Kurt Harrison, a partner with the global executive search and advisory firm Russell Reynolds Associates, where he co-leads the global sustainability practice.   Kurt tells us he is seeing "a bit of a pause" in US hiring after several years of strong momentum. At the same time, he describes a very different recruiting environment in other parts of the world. "It's shocking to see the disparity in the level of conversation around sustainability with our European and Asia-[Pacific] clients versus our US clients."  In the episode, we also speak to Ellen Weinreb, founder of Weinreb Group, a boutique search firm focused on ESG and sustainability candidates. She talks to us about what candidates are looking for in employers, and what trends she sees on the horizon for sustainability recruiting.   Listen to our previous episode on how the hunt for ESG talent is evolving here: https://www.spglobal.com/esg/podcasts/how-the-hunt-for-esg-talent-is-evolving  You can learn more about the event S&P Global Sustainable1 during Climate Week, click here: https://www.spglobal.com/esg/events/climate-week-2023?utm_source=web&utm_medium=podcast&utm_campaign=podcast   And register here: https://events.spglobal.com/lRlvmv?rt=suGjbadFj0uCGwHKysKQtQ&RefId=podcast  Copyright ©2023 by S&P Global  DISCLAIMER        This piece was published by S&P Global Sustainable1, a part of S&P Global.  By accessing this Podcast, I acknowledge that S&P GLOBAL makes no warranty, guarantee, or representation as to the accuracy or sufficiency of the information featured in this Podcast. The information, opinions, and recommendations presented in this Podcast are for general information only and any reliance on the information provided in this Podcast is done at your own risk. This Podcast should not be considered professional advice. Unless specifically stated otherwise, S&P GLOBAL does not endorse, approve, recommend, or certify any information, product, process, service, or organization presented or mentioned in this Podcast, and information from this Podcast should not be referenced in any way to imply such approval or endorsement. The third party materials or content of any third party site referenced in this Podcast do not necessarily reflect the opinions, standards or policies of S&P GLOBAL. S&P GLOBAL assumes no responsibility or liability for the accuracy or completeness of the content contained in third party materials or on third party sites referenced in this Podcast or the compliance with applicable laws of such materials and/or links referenced herein. Moreover, S&P GLOBAL makes no warranty that this Podcast, or the server that makes it available, is free of viruses, worms, or other elements or codes that manifest contaminating or destructive properties.        S&P GLOBAL EXPRESSLY DISCLAIMS ANY AND ALL LIABILITY OR RESPONSIBILITY FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL OR OTHER DAMAGES ARISING OUT OF ANY INDIVIDUAL'S USE OF, REFERENCE TO, RELIANCE ON, OR INABILITY TO USE, THIS PODCAST OR THE INFORMATION PRESENTED IN THIS PODCAST.

It's Episode 131 and we have a very special guest on the show to speak about the labor market. Everyone knows the labor market's been hot and will continue to be. We have Eric Sigurdson on today. He co-leads the Chief Information Officers Practice at Russell Reynolds Associates. He has spent the last 30 years recruiting and placing senior execs in the IT space and is really on the pulse of what's happening in the job market, the tech market specifically. On The Tipping Point, we're going to talk about some of our true and tried investment philosophies that you can apply to your financial freedom independence plan.

Over the last century, the world of work has changed extensively. We've experienced growth in the service sector, increased participation of women and minorities, and the rise of automation and technology – yet, oddly enough, many HR practices haven't evolved much or at all. Melissa Swift, the Transformation Leader for North America at the Mercer consulting firm, believes that it's time to update HR to finally meet the demands of today's workplace.Melissa Swift is a recognized authority on humanistic workplace transformation and the author of Work Here Now: Think Like a Human and Build a Powerhouse Workplace. As the Transformation Leader for North America Mercer, she helps C-suite executives and organizations reinvent the employee experience, drive performance, and create a sustainable competitive advantage. In this episode, Dart and Melissa discuss:- Uncovering the dark history and roots of HR practices- The evolution of traditional and agile HR models- Work Here Now, by Melissa Swift- The danger of excessive customer centricity- Mapping customer journeys alongside employee journeys- Research findings on what makes work pleasant or unpleasant - The competing demands and complexities of the CPO role- The impact of unrealistic expectations in the age of technology- Pitfalls of a cost-centered approach to work- And other topics…Melissa Swift is a recognized authority on humanistic workplace transformation and the author of Work Here Now: Think Like a Human and Build a Powerhouse Workplace. She is the Transformation Leader for North America Mercer, an HR and wealth management consultancy that helps C-suite executives and organizations reinvent the employee experience, drive performance, and create a sustainable competitive advantage. Across her diverse career, Melissa has founded a research institute on leadership of the future for Russell Reynolds Associates, launched two ESG practices at Deloitte, and conducted landmark carbon credit trades for Deutsche Bank. Her research has been published in Harvard Business Review and The Wall Street Journal, and her insights have been quoted in Newsweek, The Washington Post, The Economist, and more. She has also been featured as one of Twitter's “20 Digital Transformation Leaders to Follow” and named a “Top Influencer on the Future of Work” by Onalytica.Resources Mentioned:Work Here Now, by Melissa Swift: https://www.amazon.com/Work-Here-Now-Powerhouse-Workplace/dp/B0BVX6J4V1 The No Asshole Rule, by Robert Sutton: https://www.amazon.com/The-No-Asshole-Rule-audiobook/dp/B000NOKBYS Mapping Experiences, by James Kalbach: https://www.amazon.com/Mapping-Experiences-Complete-Alignment-Blueprints/dp/1492076635 The Anatomy of Genres, by John Truby: https://www.amazon.com/Anatomy-Genres-Story-Forms-Explain/dp/0374539227 Humanocracy, by Gary Hamel: https://www.amazon.com/Humanocracy-Creating-Organizations-Amazing-People/dp/B08F2RZ6VH Connect with Melissa:LinkedIn: https://www.linkedin.com/in/swiftmelissa/ Twitter: https://twitter.com/meswift 

Corporate progress for women is historically slow and filled with systemic biases that have stood for generations.  So how can we raise up a new generation of female leaders capable of overcoming those challenges? Today I'm pleased to be joined by Jenna Fisher – Co-lead of Global Financial Officer Practice at Russell Reynolds Associates, and Wall Street Journal bestselling author with a new book To the Top: How Women in Corporate Leadership Are Rewriting the Rules for Success. Jenna's amazing book was 8 years in the making, and it took the pause of COVID to provide the free hours she needed to dedicate to the project in order to see it through. In February of 2022 she began interviewing amazing women in various roles and industries all over the world to learn their stories, struggles, and successes. Through these conversations, she learned how women can seize the opportunity in front of them. In addition to the traditional biases that women have to deal with, Jenna learned some of the things that women do that set them back, such as not applying for roles because they don't tick every box in the job description, while men will traditionally apply even if they only check a few of the boxes. Jenna shares some tips for how women can overcome this hurdle and why they need to put themselves out there with confidence. Finally we discuss how age and focusing on family can set women back in the workplace.  Jenna explains that women often focus on being the best in their position, and changing that focus to the family means taking a risk that your career could fall to the wayside. Peter and Jenna share advice for maintaining and growing those aspects that can make a real difference in climbing the ladder, even while you're taking time for your family. This is a wonderful conversation where women at any stage of their career can gain valuable advice on moving to the top! Three Key Takeaways: *  Writing a book is like having a baby.  Labor is hard, but the real work begins after the child is in the world. *  Women who pause their careers to focus on family need to find ways to maintain their network until they are ready to return. *  Age does not define the heights that people can go. Give people the grace to run at their own pace.

In this episode, host Jackie Ferguson is joined by Laura Sanderson, the head of Russell Reynolds Associates operations in the UK, with over 20 years of experience recruiting executives for board positions in the FTSE 100, FTSE 250 private, as well as mutual and family-owned firms based in London. As an expert in executive search, Laura shares her insights on the importance of building diverse and inclusive boards and how they can shape companies' futures through critical appointments. She discusses the drawbacks of appointing people who are too similar and the benefits of diverse perspectives in decision-making. Laura also emphasizes the need for ongoing personal development in leadership and the role of independent director roles as a stepping stone in an executive career.  Tune in to this episode to learn more about the best practices for building diverse and inclusive boards and how they can positively impact organizations in the long run.Diversity Beyond the Checkbox is brought to you by The Diversity Movement, hosted by Head of Content Jackie Ferguson and is a production of Earfluence.

In this episode, host Jackie Ferguson is joined by Laura Sanderson, the head of Russell Reynolds Associates operations in the UK, with over 20 years of experience recruiting executives for board positions in the FTSE 100, FTSE 250 private, as well as mutual and family-owned firms based in London. As an expert in executive search, Laura shares her insights on the importance of building diverse and inclusive boards and how they can shape companies' futures through critical appointments. She discusses the drawbacks of appointing people who are too similar and the benefits of diverse perspectives in decision-making. Laura also emphasizes the need for ongoing personal development in leadership and the role of independent director roles as a stepping stone in an executive career.  Tune in to this episode to learn more about the best practices for building diverse and inclusive boards and how they can positively impact organizations in the long run.Diversity Beyond the Checkbox is brought to you by The Diversity Movement, hosted by Head of Content Jackie Ferguson and is a production of Earfluence. Like this show? Leave us a rating and review!

Kat Cole went from restaurant server to VP within seven years. Forging her own path is something that's built into Kat's DNA. The first person in her family to be admitted to college, she had the vision and courage to drop out in order to follow bigger opportunities. The risk paid off. Kat Cole saved Cinnabon from the ashes of a post-recession economy and went on to a leading role at the parent company overseeing 7000 operations and over $1billion in annual sales. Always choosing opportunities based on her passions and ability to make change, Kat is now President and COO at Athletic Greens.   In this episode of Redefiners, Kat spells out her formula for success which centers around three key things: ask, answer, and act. From salary negotiations to navigating the unknown waters of operating through a pandemic, listen in as Kat tells her story of working through what seem like incapacitating difficulties with enthusiasm, refreshing honesty and wit.        Clarke Murphy is joined by guest host Jenna Fisher, a managing director in Russell Reynolds Associates' Palo Alto office and author of To the Top: How Women in Corporate Leadership are Rewriting the Rules for Success.    If you enjoyed this episode, you might also like these Redefiners episodes:   Unreasonable Hospitality: Will Guidara's Recipe for Greatness  From Gillette to Jamba Juice: How to Lead Iconic Brands with Empathy, Purpose & Integrity  Digital Transformation and the Power of Listening with Microsoft's Jacky Wright 

In this episode of CEO Perspectives, The Conference Board President and CEO, Steve Odland, sits down with Constantine Alexandrakis, CEO of Russell Reynolds Associates, for a wide-ranging conversation on the role of the corporate board. Tune in to find out: How has the focus of boards evolved over the past few decades? What are the core duties of the board? What are the characteristics of an ideal, high-performing board? When too many specialists sit on a board, what are the risks? How should directors engage with management—especially when there's disagreement? What does dysfunction look like on a board, and how can it be resolved?

Recruiting the best technology talent has been on everyone's mind throughout 2022, and CIOs still struggle to find the very best talent to their teams that are not only experts in their field, but also a perfect fit for the organization. So we've invited two of the top executive recruiters, Martha Heller and Art Hopkins, to unpack everything you should be considering as your team looks to bring on the best talent possible in 2023.Martha Heller is the CEO of Heller Search Associates, and the author of several books including Be the Business and The CIO Paradox. She is a thought leader in the CIO and recruitment space, and shares her knowledge through the monthly newsletter, Movers and Shakers.Art Hopkins is global co-leader of the Technology Officers Practice for Russell Reynolds Associates and is a member of Board & CEO Advisory Partners. He brings expertise in the CTIO, digital, data, and CTO roles, as well as diversity and inclusion best practices. In this episode, we discuss:What qualities hiring authorities are looking for in technology leadersHow to properly assess a candidate's desire to leave their current role and their interest in the role they're applying forThe right and wrong questions people are asking around technology talentHow to acknowledge and own when you've been fired in the past.

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.

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.

Our guest Tracy L. Lawrence is the Founder and CEO of The Lawrence Advisory. The Lawrence Advisory is known for hiring, coaching, and building high-performing teams, emphasizing innovation and performance. Lawrence was recently named the first Executive-in-Residence at USC's Marshall School of Business. Before launching The Lawrence Advisory, Tracy Lawrence led the Los Angeles-based consumer and Entertainment practice at Russell Reynolds Associates, one of the world's largest recruiting and assessment firms. Previously, Lawrence served as General Manager of Fox Family Channel, leading the cable network until its sale to The Walt Disney Company for more than five billion dollars, the most significant price ever paid for a cable network. Lawrence uses her real-world expertise to advise Fortune 500 companies, private equity firms, asset management companies, media and technology companies, and nonprofits in creating teams that drive growth and performance. She has held leadership roles at Viacom, Kraft, Nestle, and PWC.

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.

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.

In this episode of the Sustainable Minds podcast, Kurt Harrison joins Gary Baker and Roxanne "Rocket" White to discuss how the Chief Sustainability Officer role has evolved over time from a mid-level functional operational role to a top-of-the-house senior strategic business value creation role. Kurt is the Founder and Co-Head of the Global Sustainability Practice at Russell Reynolds Associates and a recognized industry leader across ESG and Sustainability. He is also a sought-after public speaker and guest lecturer, recently named a Top Voice in the Green Economy by LinkedIn. Kurt is a highly-regarded author on ESG topics, and several of his ground-breaking white papers have been published in the Harvard Law School Forum on Corporate Governance.

Whether he's leading from the C Suite, chairing a board, or authoring books on leadership, our guest Jim Hagemann Snabe is revered across industries as a master of transformation. In this insights-filled episode, Jim shares his refreshing and trailblazing leadership model that has enabled him to deftly lead transformation and change at SAP and at 100+ year old companies, Siemens and Maersk.  We'll discuss Jim's views on reinventing from a position of strength, culture change and navigating an unpredictable future. We'll also hear about his redefining moment in India that most deeply informed his perspective on leadership: to use leadership to help progress some of the world's problems all while running a smart business. It's been his mantra ever since. At a time when sustainable leadership is more critical than ever, Jim explains how it's as good for the balance sheet as it is the environment, employees and the world. This episode will leave you inspired, energized, and emboldened to dream big and unlock potential for both your organization and you.  This episode also includes a special offer for listeners to submit questions to Russell Reynolds Associates consultants on leadership, career development, joining a board, or other topics. If you have a question, send it toredefiners@russellreynolds.com. Don't miss your opportunity to get your questions answered by an expert.   If you liked this episode, check out these other Redefiners episodes: · Trust Your Gut: AXA's Thomas Buberl Talks Transformation and Reinvention · From Corruption to Transformation: The Rebirth of a Global Conglomerate with Joe Kaeser· From Gillette to Jamba Juice: How to Lead Iconic Brands with Empathy, Purpose & Integrity 

In today's episode, I'll be interviewing Clarke Murphy about sustainable leadership. As a partner of the leadership advisory firm Russell Reynolds Associates, and their former CEO, Clark is dedicated to helping CEOs and boards embrace the sustainability agenda and use their position to solve the greatest social and economic challenges of our time. Today, Clarke will share several actionable insights from his new book: "Sustainable Leadership: Lessons Of Vision, Courage, And Grit From The CEOs Who Dare To Build A Better World".We'll discuss the importance of sustainability in business, how to get started with sustainability initiatives, and the benefits of sustainable leadership for businesses and society. Learn how you can use your position as a business leader to make a positive impact on the world around you with sustainable leadership.

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Clarke Murphy about sustainability as a leadership competence and turning sustainability pledges into everyday practices. See the video here: https://youtu.be/6UqZctfFVMM. Clarke Murphy (https://www.linkedin.com/in/clarkemurphy/) is the former CEO of Russell Reynolds Associates. He advises the world's top companies on leadership strategies that fuel profitable growth and value for all stakeholders. He is dedicated to helping CEOs and boards embrace the sustainability agenda and use their position to solve the greatest social and economic challenges of our time. His work on sustainable leadership has been published by Bloomberg, Wall Street Journal and the World Economic Forum. Murphy has spoken at the United Nations Global Compact's Leaders Summit and the World Economic Forum's Sustainable Development Impact Summit. His own journey to sustainability began with a near death experience: a boat he was on nearly collided with a discarded shipping container bobbing in the sea. He co-hosts the Redefiners podcast. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Check out BELAY here. Check out Backblaze at www.backblaze.com/hci. Head over to setapp.com/podcast to listen to Ahead of Its Time. Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Ranked #5 Workplace Podcast Ranked #6 Performance Management Podcast Ranked #7 HR Podcast Ranked #12 Talent Management Podcast Ranked in the Top 20 Personal Development and Self-Improvement Podcasts  Ranked in the Top 30 Leadership Podcasts Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

Sustainability and ESG have evolved significantly in recent years — and alongside this change, recruiting in the space has also changed.  In this Labor Day weekend episode of the ESG Insider podcast, we go behind the scenes of ESG recruiting in an interview with Kurt Harrison, a Partner with the global executive search firm Russell Reynolds Associates where he is Co-Head of the Global Sustainability Practice.  Kurt says the demand for ESG talent is “insatiable.” He gives us insight into the kinds of questions he gets from job candidates, and also the kinds of things companies are looking for in their sustainability hires.  To listen to our interview with Ravi Menon, the Chair of the Network for Greening the Financial System, or NGFS, click here: https://www.spglobal.com/esg/podcasts/how-central-banks-help-combat-climate-change-an-interview-with-ngfs-chair-ravi-menon   To listen to the episode where we discuss the evolving role of the Chief Sustainability Officer, click here: https://www.spglobal.com/esg/podcasts/how-chief-sustainability-officers-are-becoming-a-must-have-for-companies    To register for the event S&P Global Sustainable1 is hosting during Climate Week, click here: https://events.spglobal.com/EWG92g?rt=suGjbadFj0uCGwHKysKQtQ&RefId=social   We'd love to hear from you. To give us feedback on this episode or share ideas for future episodes, please contact hosts Lindsey Hall (lindsey.hall@spglobal.com) and Esther Whieldon (esther.whieldon@spglobal.com).  Photo credit: Getty Images  Copyright © 2022 by S&P Global  DISCLAIMER  By accessing this Podcast, I acknowledge that S&P GLOBAL makes no warranty, guarantee, or representation as to the accuracy or sufficiency of the information featured in this Podcast. The information, opinions, and recommendations presented in this Podcast are for general information only and any reliance on the information provided in this Podcast is done at your own risk. This Podcast should not be considered professional advice. Unless specifically stated otherwise, S&P GLOBAL does not endorse, approve, recommend, or certify any information, product, process, service, or organization presented or mentioned in this Podcast, and information from this Podcast should not be referenced in any way to imply such approval or endorsement. The third party materials or content of any third party site referenced in this Podcast do not necessarily reflect the opinions, standards or policies of S&P GLOBAL. S&P GLOBAL assumes no responsibility or liability for the accuracy or completeness of the content contained in third party materials or on third party sites referenced in this Podcast or the compliance with applicable laws of such materials and/or links referenced herein. Moreover, S&P GLOBAL makes no warranty that this Podcast, or the server that makes it available, is free of viruses, worms, or other elements or codes that manifest contaminating or destructive properties.  S&P GLOBAL EXPRESSLY DISCLAIMS ANY AND ALL LIABILITY OR RESPONSIBILITY FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL OR OTHER DAMAGES ARISING OUT OF ANY INDIVIDUAL'S USE OF, REFERENCE TO, RELIANCE ON, OR INABILITY TO USE, THIS PODCAST OR THE INFORMATION PRESENTED IN THIS PODCAST.

Most of us know the stress of multiple commitments: family, work, relationships/marriage, domestic responsibilities, aging parents, special needs care, and the list goes on. Some or all of these factors can have a compounding effect on women in the workplace resulting in burnout. Today's guest, Laura Pollock, shares her work-life journey and how approaching 50 opened her eyes. As a Founding Partner of Third Street Partners, a lot of her childrens' youngest years coincided with growing her company. She shares stories with us of what she has learned along the way about mom guilt and raising three girls to be strong women. But most importantly, how having a great life partner (in Laura's case, her husband) helped her manage it all.  Laura believes in the power of having tough conversations and speaking up for yourself. She started her company with the mission of adding value to clients and continues with that motivation today. She can relate to the sacrifice many people have to make to further their careers. Finally, learn from Laura about her experiences working with her own mentors and the importance of nurturing your relationships. Visit https://www.iambeyondbarriers.com where you will find show notes and links to all the resources in this episode, including the best way to get in touch with Laura. Highlights:  [02:23] Working in a male-dominated industry  [05:51] How to handle questions you don't know how to answer  [09:38] Knowing your value as you reach middle age  [11:28] Figuring out what you want to do when you grow up  [19:27] Making difficult decisions  [26:42] Dealing with mom guilt   [31:56] Identifying mentors  [43:45] Lightning round questions  Quotes: “The closer you get to 50, you realize that the top of the roller coaster really isn't a steep drop.” – Laura Pollock “You should always stand up for yourself, no matter how uncomfortable.” – Laura Pollock “Your mentors help provide scaffolding, but scaffolding only works if you're willing to let it surround you.” – Laura Pollock Lightning Round Questions: What book has greatly influenced you?  “The Rabbit LIstened” by Cori Doerrfeld What is your favorite inspiring quote or saying?  Happiness isn't getting what you want, it's wanting what you get. What is one word or moniker you would use to describe yourself?  Fearless What is one change you've implanted that made your life better?  I hired a housekeeper. What power song would you want playing as you walk out onto a stage?  “Respect” by Aretha Franklin About Laura Pollock: Laura is the founding partner of Third Street Partners and serves as a strategic advisor to leading asset management firms and their top performing executives. Leveraging over twenty years of asset management experience at both large firms and boutiques she built Third Street anchored in the industry's best practices, her trusted relationships and exceptional network. She works with global investment management organizations to provide a hands-on, rigorous and collaborative approach to sourcing and retaining high-quality talent, including talent-related M&A activity for firms and in-house teams and sourcing front-office roles. Her mission with Third Street is to support clients' long-term business and growth objectives through talent strategy advisory and execution. Before starting Third Street Partners in 2013, Laura was a partner at David Barrett Partners and was a senior member of the asset and wealth management practice at Russell Reynolds Associates in Boston and New York. Laura graduated with a B.S. degree from the University of Kentucky. Links: Website: https://www.thirdstreetpartners.com/ LinkedIn: https://www.linkedin.com/in/laurapollock/

As we arrive at the halfway point in Redefiners Season 2, it's a good time to take a look back at the key takeaways and insights from our conversations so far. We've learned a lot from the guests who have joined the podcast this season – dynamic, change-making leaders from a wide array of industries. In this episode, host Clarke Murphy takes us through some memorable highlights on critical topics facing leaders across economies around the world. Culture, sustainability, DE&I, the evolution of boards, tech transformation, and more. The insights in this episode are invaluable, the takeaways are actionable, and the conversations are up-close and candid.     This episode also includes a special offer for listeners to submit questions to Russell Reynolds Associates consultants on leadership, career development, joining a board,or other topics. If you have a question, send it to redefiners@russellreynolds.com. Don't miss your opportunity to get your questions answered by an expert.    If you want to hear more from one of our Redefiners guests, you can listen to any episode from Season 1 or 2 at https://www.russellreynolds.com/en/insights/podcasts/redefiners-overview.  

Our interview guest is Caitlin MacNamara, who co-leads the retail practice at executive search firm Russell Reynolds Associates. She joins us to discuss the process behind finding the right executives for retail c-suite openings, ways in which to evaluate appropriate fits for culture and responsibilities, and the hidden costs behind not matching the right person with a c-suite position. In news, Lowe's issues their 2022 outlook which featured some anticipated slowing of tailwinds for home improvement, Hobby Lobby raises wages, and Neiman Marcus is rumored to potentially desire a split into three companies.