Podcast appearances and mentions of scott wintrip

Simon Tyler is the author of 'The Impact Book', ‘The Keep It Simple Book', 'The Impact Code', 'The Simple Way' and most recently the Business Book Awards finalist, 'The Attitude Book', is one of the world's leading business coaches, consultants and inspirational speakers. His entertaining and thought provoking work cuts through complication and frustration and liberates individual potential.  A pioneer in Simplicity, Impact and Attitude, Simon has spoken at hundreds of events for all kinds of organisations bringing his unique brand of connectivity and humour to his audience to shift attitudes and create impact. You can learn the following from Simon in this episode: How to use your own CTL-ALT-DELETE button Distinction between Complicated and complexed The 4 A's to Action Model How attitude defines our outcomes as leaders The YOU Board of Directors How to keep thinking simple Join our Leadership Hacker Tribe and connect with us: Twitter Instagram Facebook LinkedIn (Steve) LinkedIn (The Leadership Hacker) Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Find out more from Simon Tyler Below: www.simontyler.com Simon's Simple Notes on Soundcloud Full Transcript Below:   ----more----   Introduction  Steve Rush: Some call me Steve, Dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.  Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you. I am joined on todays, show by Simon Tyler. Simon is an inspirational motivational speaker, author and business coach, but before we get to speak with Simon, it is The Leadership Hacker News. The Leadership Hacker News Steve Rush: Numerous articles and research papers have been written over the last few years about developing culture in teams and business, where high levels of good culture were observed. There was a common thread across all of these articles and it may be less obvious than other behaviours. Where leaders showed and valued innovation and finding new ways of working this has led to significant higher levels of retention of staff and a higher than average level of engagement. So why is innovation for leadership and leading others so key? Leaders who promote and recognize innovation create and cultivate other visionaries; which, of course, will lead to new ideas and efficiencies but deeper than that, will motivate people around them and turn their ideas into solutions and outcomes. Giving control of innovation is the first step. Leaders don't need all of the answers and ideas, but do need to recognize ideation and innovation in others. It plays to our intrinsic motivation and that is what makes us tick, so creativity in this case is less important than leading innovation through others. Here is an example of two innovations that I found really interesting. Having recently found our podcast charting on Spotify, I also found that Spotify had been innovative in thinking outside the box when it comes to find new audiences and of course, podcasts are one of them, but a new emerging audience is our four legged friend community. Spotify has now created playlist for dogs and pet owners, their research suggests that approximately 74% of owners of pets play music for them, in particular when they left on their own. In other innovation news, most leaders can relate to the fact that being healthy in mind and body will help them make better business decisions. Folks at Fittrack.com created the ultimate health measurement tool to assist leaders and others in keeping fit and well. When you stand on a FitTrack scale, a very low safe electrical signal is sent from four metal electrodes through your feet, into your legs and abdomen. The electrical signal passes quickly through the water that is present in our hydrated muscle tissue and then meets resistance when it hits fat. So it can not only measure body fat, but also measures muscle, bone mass, hydration and other things to help us keep track of our vital functions and in turn helps us focus on what areas of our diet, exercise, nutrition we need to focus on. Of course, health and well-being are key components of all great leaders. That has been our Leadership News, if you have any news, insights or information you would like to share with us. Please contact us through our social media sites. Start of Interview Steve Rush: I am, joined today by Simon Tyler. Simon Tyler is one of the most experienced coaches in the world. He's author of five books and he is now prolific writer and blogger, is the author of the Impact Book, Keep It Simple Book, Impact Code, The Simple Way and the Attitude Book. Simon, welcome to the show. Simon Tyler: Thank you, Steve. Good to be here. Steve Rush: Now there are three kind of themes that seem to parallel across your writing, and that is impact, attitude and simplicity. That just happen by chance or is that through experience?   Simon Tyler: Chance you would say, the whole of my journey practically uncovering some of this conversation is I have allowed my life and my journey to unravel and accept whatever shows up, but it started very much with simplicity being called Simon. Unsurprisingly, to some of the listeners, I was a curse for been simple Simon through most of my life. So people call me “Simple Simon” and I railed against it all the way through our member. My teens, I was desperately trying to prove to people know I am complicated, I am really complicated and pushback against it, pushback against it and I was working with a coach from the U.S. She was in the New England, and she and I did some work together. Her name was Kate, and we jokingly call ourselves Simple Simon and Complikate, which of course is very funny but it was about me accepting simplicity as perhaps the hill on which I stand, and it wasn't until I was coached by a guy called Drew Zel and that was probably 10 years ago where he simply challenged me. He said why don't you just accept it. I said, what you mean. He said just accept the fact that you are simple, Simon and there was a stony silence in the conversation and I just allowed it to be there for me, oh, maybe you are right. And from that point on, I was much easier with that moniker and accepted it and out of that, I thought, well, maybe that is what I do. That is the impact I have with people when I rock up. I tend to ask the really simple question. I try and pull my clients or the teams or whoever I'm working with it, just back in a wall, what is really going on? And that's always informed me in the way I go about things, if ever I get stuck. I always go back to simplicity. How can I make this a little bit more simple? And that starts the moment again. It is a huge answer to your question, Steve but simplicity was the start and everything else is sort of spun on from there. Steve Rush: And simplicity is really complicated to get to. We will kind of unpick some of the reasons why that may be in a moment. You talked a lot about being coached. So how did you end up being a coach yourself? Simon Tyler: A long time back, I was director of a consulting company and one of the big projects for a client, I members putting together as I put together a team of we called them coaches. This was probably in the mid to late 1990s where really the phrase coach was not something that was common in a business setting. And whilst if we were to look back, they didn't really conduct coaching, as now we would understand it to be, it was more about understanding the skill gap and helping people fix a skill gap. It was quite interesting; coaching then was sticking around me as a word. I left that consulting company in 2000 and in not knowing where to go myself, I engaged the coach again in the U.S. because that is where there were much more supply of coaches and I was coached for a period of time. And once I got over my ridiculous Britishness of not really answering the question that they were asking. I really got so much from it and it was a profound shift. And as we all look back in where the big shift in your life, that was definitely one working with Scott Wintrip and he challenged me or helped me realize that the way in which I dialogue with people, the outcome of the conversations that people have with me, he says, in essence, it's coaching dialogue. Consider building a coaching practice. Okay, I will, so I began in 2000. I set up and I backed out of quite a lot of consulting client work and thought right, I am a coach. Here I am. Come on, everybody, come and be coached, and that was a slow old journey. Try to convince people what a coach was first before they agreed to coach with me. That is the way, my coaching began and it was a slow process picking up a client here and a client there. Not really known what fees to charge, so therefore not really making it a brilliantly viable coaching business. I carried on going and it just opened up more, more dialogues. Steve Rush: And it is fair to say if you roll the clock forward, you have now coached hundreds and hundreds and hundreds of people. If there was perhaps…  Simon Tyler: Indeed. Steve Rush: …if there was one theme that you can see that is maybe more consistent than not, what would you say that was? Simon Tyler: Well, it is interesting, what shows up when I thought about, what is it? The dialogues that people have had with me for the bulk of the growth period of me as a coach were around leaders in transition, so they were people who been spotted as talent, as potential for growth in them, in their in organizations. But broadly speaking, the companies didn't know what to do with them other than give them more training and send them on more workshops and so on and so forth. And it was me in conversation saying, well, these people should be coached at the point that client used the phrase coaching to describe. A remedial action for somebody who wasn't performing well in their role. That's really interesting cause that's not who I coach, I coach people who want to grow, who aspire to something bigger, better, to be more themselves and to have more impact and I said, okay. We will do it and in essence. Risked the first pilot wave, which was a group of 12 people. I coached all 12 and all of them, to varying degrees, had a significant change effect as a result of the dialoguing with me, so I would say one of the pieces, therefore, and lots came from that. Was people in transition, people ready to move or not sure of where they are at all. Exploring what is next and it's that sort of dialoguing that perhaps formed the rump of the work I did through the early 2000s. Steve Rush: And that is great to hear, and in my experience also of coaching people in similar transitioning; these are people who have already been identified as talent. They have the raw capabilities it just needs unlocking and through that dialogue, right?  Simon Tyler: Yeah, indeed and again, it goes back to my simple question sometimes just tapping, asking the question that people maybe a half asked in their own heads. And I think the questions that you ask yourself. My observation over the years is that you never truly answer it fully yourself. You might reach a difficult point in the thought and stop or you might part answer it and then leave it there, and it is only when you are in dialogue with somebody. One to one, who like me and I like yourself. I am sure and other coaches will just sit in that space and hold you to that question, that your answer gets bigger, deeper, broader and goes to more places and more gets unlocked. Steve Rush: What do you think? The reason is that we don't take it to the 10 degree or that next set of questions, when we try a bit of self-coaching? Simon Tyler: Well, life is very busy and my clients, I am sure that similar groups, the people that you work with, there is a lot going on. There is one of things I wrote about I think it is in the keep it Simple Book is Control Alt Delete, which is a function that we are all very familiar with on the computer. You press Control Alt Delete, you have a look at all programs that are running any one particular time on your PC and it is the same in people's heads. I metaphorically try and help people work that through. If we did a Control Alt Delete, there is a lot going on. So thought to try and manage our own thinking. It is a tough ask if we have got a lot on, we are trying to hold ourselves to a particularly deep question. The brain is going to stop popping around with other stuff and lead us off in another direction. And there are many, I'm so delighted that in years where we've got to today. Mindfulness has been grasped by almost every organization. It is a way that we can improve the way that we connect with ourselves and release creativity and so on. Any step on mindfulness will bear fruit and the mindfulness technique is to just be aware of all the thoughts that are going on and learn. Build the muscle up; just sit with just one thought and it's not standard practice, we human beings tend to take on a lot physically and in our thinking, there's a lot going on, back to my control Alt delete. If you sit in there trying to think about a profound career-changing question and there is someone knocking at your front door, you are not there; your mind is going to drift away and that is a very simple example, but that describes it if it helps. Steve Rush: And in the workplace, I guess the same plays out, doesn't it? So I wonder, what is the reason that people find it so difficult to keep things simple? Simon Tyler: Again, it is the volume of stuff. That is going on in the world we are in now. People tend to be responsible for many things and not just many different things. Just the variety of them, that needs to be involved in all of their job agreement, it just varies so much from a quiet conversation to support someone to a bit of deep calculation type thinking. And that could be butting up against each other, and asking yourself to make that mental shift all the way through the day and to sit quietly and take on some of these more challenging. Potential breakthrough questions and breakthrough thinking is often it is in the too difficult box and I notice people push it out or I will do that when? When I get my next clear day, I am going to do that. I will clear all the appointments out on Thursday and I will do on Thursday. No, you won't. Steve Rush: It is procrastination. Simon Tyler: Yeah and it is clever procrastination and it is not a bad thing because what is that wonderful expression somebody use many years ago? Which is busy people look more important than important people and there's a an intense busyness, I notice, because there's a lot to be done. There is so much to be done, there is never going to be enough time to do everything you really want to achieve. The outcomes of people working with me is. I will get people to just pair some of that back, sounds obvious, but what is really important? What you really want to achieve here? And this lots of techniques I'd written about those sort of things in a number of different ways in all of the books. Just trying to just shift the way my readers and my clients and the listeners to my podcast. Just slowly pare back the noise that is going on then get to the important stuff.  Steve Rush: Thank you so much, that is really insightful and I think our listeners will resonate with that. Where they struggle with their own thinking about how simple they are keeping things or indeed how complicated they are making things. Simon Tyler: You absolutely know. People will know when they reach that point of…there in a complicated zone, and there is a distinction between complicated and complex. Some things are understandably unnecessarily so complex, but complicated causes stuff inside us. When life has become complicated or our thinking has become complicated. That is when we can't think of thought for very long or we start to feel less than great. Our creativity gets stifled, just our mood shifts and all of the stuff I've written about our attitude changes when we're caught in complication and it just changes who we are so my alert to my clients is just notice. Just notice that all, there is a moment, let's come back. Let's come back, see if I can just introduce a little bit more simplicity and start again.  Steve Rush: That there is a real hack there, isn't there? The difference between complicated and complex and noticing the difference and being wise enough to act on what's holding you back versus what can empower you. Simon Tyler: They absolutely feel different. Complex feels different to complicated. If you tune in to how you feel and the thoughts that are triggered in a complex situation compared to a complicated situation, they feel completely different. Steve Rush: I suspect that's got something to do with how we process information in our brain. We will feel complicated, which will trigger some of those neurological threat responses vs complex, which will keep us engaged and thoughtful and energized and looking for the stimulation, the mental stimulation that comes with problem solving. Simon Tyler: Absolutely. Steve Rush: So impact has also been a key theme for you in part of your life's work over the last 10 years. How would you say to leaders that are listening now that are maybe struggling to get the impact that they are intending? Simon Tyler: Oh, that is a good start. What you have just said there. If they have an intention, that is cool. A lot of people don't have clarity over their intention. They just have this umbrella word…I want to have better impact. What do you mean by that? What sort of impact do you want to have? What is the footprint you want to leave? What is the change you want to cause in a room to a group of people? To the situation? To the strategy? Any thinking to get a little bit more clarity on what your impact is. Your intention is important. Starting there, I notice and perhaps this drove me around my work with writing the Impact Book. Is people then often jump from, okay, I've got the impact I want to cause. Now tell me the actions. What actions do I need to take? And as I unravel in that book, it's a path. Action almost is the fourth part whether you driving, causing, forcing, action for your impact and it is interesting listening to the other shows you had. Different people, different guest you talk about this in different ways, too and for me, it's working through the pathway of causing impact and I use four A's. The first (A) is Attraction. How you attract people to the way, you think and getting people aligned to the impact you want to cause, more people on board with you, so in essence developing your magnetism as a leader.  The second (A) is creating appetite. So people find you, your message, what you stand for, your purpose alluring. The third (A) then is advocacy. That is where you start to create people. Who advocate what you stand for, and you nurture them almost in effect as your cheerleaders, but they start to be part of what you are causing. And then the final (A) action. That is where you start to create change and almost at that point, the change you want to create, you seek to create. It starts to happen anyway, because the previous steps you have taken. Steve Rush: I love that Simon. Many of our listeners will be familiar with the good old-fashioned impact to action gap and what you are talking about here is the kind of three elements that sit before action. Which you unlock impact, right? Simon Tyler: Absolutely. Yeah, and I write this, my notes, little impact notes in there, just hacks, if you like, to help people through each of those previous stages. And when you really become desperate to have impact, you're not going to invest in those earlier phases. Just being more authentic, being more authentic on a daily basis, which is you being you truly, does not feel like powerful enough or fast enough and you won't do it, and if you don't invest in that, the end is not going to happen. The action is not going to happen. Steve Rush: You also wrote about this in your latest book, The Attitude Book, so, how do you see that attitude defines our outcomes as leaders? Simon Tyler: Well, attitude. I love it. I did not realize it until I said to my publisher. Yep. Next one is going to be about attitude. They went, great, okay. Here is the deadline. Get it written by then. Oh, okay. Yeah, it is a big thing and a more and more I did my research around attitude and how it plays out and look for examples and stuff that had worked. The bigger and bigger it got, and here's me thinking I've just got to settle on 50 pieces of advice about attitude. It was a really the most difficult writing phase of all of my books was for the Attitude Book because it was just so big. You start to get into such a huge area, but I did obviously successfully managed and I use their deadline to get me to conclude, and I cut out almost as much as has gone into the attitude book. Which therefore leads with Oh, I wish I had. I have written about it subsequently, but attitude is the magic, if you like, or the magnet that makes it happen and attitude get affected all the time by what is going on around us. If we've got no real sense about what we want to have impact on, our attitude is going to just drift. And it's your attitude that attracts people and situations and occurrences to your path. If you are clear, when you become clear and you can narrow your attitude range and I talk about that when I speak at conferences events. The first step is often to become aware of the breadth of the range of attitude that you carry with you and narrow them. Because if you got from your great day attitude, all the way through to a bad day attitude. That is just too great; people don't know where they stand. You attract a mishmash of stuff that just does not help you. Narrow the range, which takes a little bit of thought to just a little bit more control of your attitude initially, which then allows you to shift your attitude in the direction you want it to, and that, as I say, becomes magnetic and different things happen when your attitude changes. You see things differently, your whole body and mind thought, things you see and feel. The experience is different when your attitude is changed. Steve Rush: Right - and it might sound a little cliché. But do you think you can choose your attitude? Simon Tyler: Totally. Totally. At the time when you think, you need to. That is often the time when it is most difficult because you realize my attitude is not helping here. That is a really tough moment to change your attitude. Another lovely expression we would say is the best time to repair a roof is when the sun shining, but most people wait until they realize, ah, it is the winter. Now the time to repair my roof. Not a good time, but you can shift your attitude and it is a choice space thing and it's checking in, maybe when we get to my three hack's, we'll talk about some techniques that just get you back to the middle of you to become more determined and intention full. And that's when it starts, and then there's some other pieces I wrote about in the Attitude Book, which is about your resilience. So your attitude, resilience so that it can withstand the pushback you will get or the counter attitudes or maybe there's a prevailing attitude in your team or in your company that doesn't fill up the one you want to have as well. And just like groupthink as people describe it, there is this attitude cluster I see in organizations. Be careful, just notice how that attitude attracts to that team or group or company. Certain situations, certain occurrences, synchronicities happen around those attitudes. If you are the leader, you're the one that's going to set the tone, set the attitude and it takes starting with just a few of the people around you who are aligned, That is when you start. Steve Rush: You referred to in you are Attitude Books as a lot of this attitude starts with self and you have something, in there called the “YOU” BOARD OF DIRECTORS, just tell us a little bit about that. Simon Tyler: Yeah, I like that one and that's similar, and again, the people who read all of my work will notice some fairly common threads or clusters around which the notes that I write tend to sit, and this is definitely one the “YOU” BOARD OF DIRECTORS. It is a moment, too, I suppose in any NLP terms they would say you are changing your position to look at same situation from a number of different angles that is all. And this came out of a conversation with a director in a financial company and he was a bit lost and not sure what to do, but stuck. So oftentimes coaches are very useful to help people get going, get momentum again through that stuck period, and the “YOU” BOARD OF DIRECTORS is a board of directors that is you but it needs a Cap change, if you like. I give the example of the chief executive you. So if you were the chief executive of You PLC, managing you, your brand, what you do, what you're all about. How would the chief executive get involved? What would their role be? How would they in general terms, look at how you are doing? What results would they want to report about you? How would they talk about what lies ahead? They would be more strategically interested in what you are all about, other roles you may have a chief financial you who would look at the performance, the absolute performance, what is the personal finance? What is the financial implications of what you are up to? What are the risks involved right now? Where my investment may needed? And then you might have other roles, Chief Operating Officer, HR You, Chief Marketing You. So if you build that team and it is an opportunity to perhaps take a moment away from your everyday activity on that. Take yourself away for a board meeting for You PLC, and just work through and always invite people. If you have not got a professional conversation dialogue, you've got a range with a coach or a trusted colleague. Then maybe journal this, so put the chief executive You hat on and write as if you were the chief executive of You but just five minutes and it's a really interesting exercise that always bears fruit, and it just helps people shift the way they view themselves.  Steve Rush: It is really powerful to do that self-exploration thing, isn't it? And see the world from a different perspective. Simon Tyler: Yeah, I am sure you have this as a frustration with all of my work. Quite a lot of the time people go, oh yeah, I get that. I really like that. I am going to do that and they never do. The difference is the people that make the grab the hack in your world that works for them, do something with it, work with it, sit with it, reflect on it. If you do that, that makes the difference. Steve Rush: So, Simon, at this point in the show, we are going to go to think about your top hacks. Now ahead of today, you have written in your books over a hundred and fifty. If you include your blog, you probably weigh over 200 hacks and I know that trying to ask you to distil these down to your top few is going to be challenging for you but what would be the kind of two or three that you think would be my nuggets? Simon Tyler: Well, there is never one. Whatever it needs to be for that person in that situation. It is the one, the one. I wrote a simple note, but you inspire this in me. My simple note that came out in the beginning of March was called The One or The One Thing which is about this to look at what would the one thing be. So thank you very much for inspiration on that, so I am going to give you three. Two from the books, but one is the overarching one, which I will finish on.  The first one is in the Keep it Simple Book, which is “3-4-3”, which apart from my favourite football formation, is just a very simple way of looking at what you're all about. And broadly speaking, and I found this in every contact with teams and groups of people through my entire career, broadly speaking of the ten things you're up to, three you'll be awesome at. That is the essence of you. Three you will be absolutely painfully detest and not very good at takes too much time and makes you feel bad when you react to those three. And in the middle of the four things that come with the turf of what you're about right now and you don't know whether they're going to be great things or not. The distinction for people that grow the fastest, that have the greatest impact and results, however they measure results, is you spend more time in your top three, the essence of you. Define what they are; make those the priority for your week ahead. Be the best version of you. I know people because their life gets filled. It seems to fill from the bottom end up those bottom three things. If you spend a day working on those three things, you feel rubbish. You don't like yourself or anyone else around you, and your attitude will change. They do not bring the best out of you and it is a conscious effort. Becoming aware of what my 3-4-3 is and spend all the time, I can pushing to make sure I am involved in my top three. Outsource, pay someone, swap or don't do the bottom three things. They are not going to grow you. They are not going to make the difference. They are not going to get you promoted. They are not going to have the impact. It is the top three that does. That is my one big nugget. Brief one is pause, and that is powerful. If I listened to perhaps how I…one of the most common things perhaps I introduced into conversations with clients is helping them feel more comfortable with pausing and inviting them in their heads to count to three and in that pause, it's almost like an awakening. One, two, three and in that moment, the brain then just starts to relax. You get access to more of your brain's thinking capacity. You hear the question perhaps you just ask. You have a sense for what the right answer might be. You have a sense of what your other answers might be. It just awakens more, so pause and count to three would be my second. And then my third hack would be what I ended up writing about and talking about in my podcast earlier March is about awareness. To heighten your awareness for what is going on for you right now and more and more of what I read about, and now I am writing about is about this, which is if you are feeling disgruntled, off-beat, It is okay. Notice it maybe even name it. The act of noticing what you are experiencing and naming it instantly alleviates the power and the grip it has over you. Just by doing that. Second step in there in the awareness piece is just to become ease. I am just not allow that to be, I am going to, except the fact that I fill up that right now. Just those two steps and there are more steps in this. But those two steps will liberate people from the tough situations they might find themselves in as opposed to trying to grit and work it through. Steve Rush: There is some really fantastic hacks there, practical information and insights people into take away, start practicing. So thanks for sharing those. In my experience of working with people like yourself and others who have developed a huge knowledge base and capability over time is that has not always been that way, so we call this section Hack to Attack and this is to explore maybe time in your life for your work where things did not go as well. Maybe it did not pan out as you had expected, but we are now using that as a tool in our work, in our life. Simon Tyler: Through my life, there has been a number of really challenging situations and I know looking back on them, they have all delivered something for me. And quite often it took a lot longer than just a few days to realize this is going to help the situation but I'm at a point now, fortunately, where I've really simplified my life and I'm fairly chilled about most things and it has come as a result of those situations, and there so many. I could probably talk about this one for the entire podcast in terms of how I've used them, how I resisted things going wrong and didn't want them to be that way, but then just allow them to be.  But the one I will share was a toughie in my speaking business. All of my speaking has gone really well. I have loved my speaking career, I love the challenge of an audience, and I have become a little bit known for not necessarily having content, there will always be a path I will follow my speaking business, but not having content or being able just to move with what is working in the room. That came about as a result of something that went disastrously wrong in a speaking business where I was speaking at a leadership learning group and it was after dinner. The circumstances were not conspiring very well for me. The food was delayed, the drinking was accelerating and I stood up and I had been asked to do something very inspirational for this group of twenty-five, whatever it was. Leaders on this development program, and it did not go well at all to the point that I just stopped and said this is not going well. I am going to sit down now and enjoy the rest evening, and I just stop. And I don't know where that voice came from. Some kind of an inner guidance in me, told me to do that and people were shocked. No, no, this is part of your plan. No, it is just not going well. This is not going well at all. Obviously, my drive home, I was there, there was a train I think so, so my drive home then was probably three hours on my own in the car in the early hours of the morning. I scoured myself and I tore myself to pieces like I'm going to sleep when I eventually got home. Thinking, that is it. I am never going to do it anymore.  I am never do this anymore. Why? What am I thinking? Was I even thinking? And there's a whole pieces of dramatic and nasty dark introspection and it took three or four days for me to realize. There is a gift in this somewhere. There is an awesome in this awful as my coach friend Kate would say, and I just sat with it and thought, well, just wait for it to come up. What is there for me to learn and what it was? It is just confirmed for me that the way I speak events is totally flexible. I am acronym free and arguably I am content ambivalent, and I was trying too hard to push content to a room full of people that was not ready. And that was a great learning for me just to be more fleet of foot and just be me. Just be totally real at speaking events and that served me so well since that time. Steve Rush: It is a super story and I think many of our lessons can resonate with that moment where it is just not working out. The key, of course, in this is not self-coaching and finding that within most problems there is also a solution. Right?  Simon Tyler: Absolutely. Steve Rush: So if you could time travel back to when you were 21 and you know how to meet Simple Simon at 21, what advice would you give him? Simon Tyler: He was having a tough time at 21 I remember and did not really know who he was. I was in work and I was just plodding along trying to please people, and whilst that is still an important part, I think my advice would be to tune in a bit more with who I am. And I think all of my thinking was out there on other people. What did they think? What did they want? What do they want me to do? Who do they want me to be? It was a tough time; I remember 21 was a tough time, so my invitation perhaps to myself would be go to my edge more often. Tune into who I am. What is it I want? The gift now of what we know about coaching dialogues. I would love to have had that then at twenty-one to have had some kind of a mentor or coaching conversation, go to the edge, wherever my edge is? Go to there. I think I played safe and I played inside as much as my career, travelled in interesting directions, and it was great and served me well, I think more could have happened. I want me to believe a bit more in myself. I can remember how self-doubt was a really tough challenge, and that's sting a little bit, that come up every now and then, even at this late stage in my life I'm at now and perhaps finally just decide, decide what you want and head towards it. Because I don't think I just started decide until probably my late 20s. I could have had a different time, but who knows? I am pleased with who I am today. Steve Rush: And that is a main thing, right? No regrets. Simon Tyler: Yes. Steve Rush: I should imagine our listeners have been stirred by what you have talked about and they are starting to think about some of the tools and techniques you have described. How can they find out a little bit more about your work? And where would they ideally go to find that information? Simon Tyler: Well, there is lots, as I say, the simple notes that are not in the books. There are many, many of them that I have written. One every two weeks, so simontyler.com, there is a whole library and click through and the funny titles that hopefully will lead you into the ones that work for you. And also the podcast version of All My Simple Notes is available on Soundcloud. Simon Tyler, search that in Soundcloud. You will find me, so that is probably the best place to go, and obviously the books. Grab a book enjoy the book. Whichever one you choose. I would say there is a number out there for you to grab. Steve Rush: And Simon last thing for me to say is it has been really super talking with you today. There is so much information, and I'm sure that there'll be an opportunity for us to regroup and have another conversation about more things that are simple that are impacting their simplicity in everyday life, so, Simon Tyler, thank you for joining us.  Simon Tyler: Thank you for inviting me. I enjoyed the inspiration you gave me, and I hope that happens again too. Steve Rush: Take care Simon, thank you. Closing Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers. Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler their @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the Leadership Hacker.  

About This Episode In this episode, I interview Scott Wintrip, one of the most skilled and sought-after hiring coaches in the U.S. Scott shares some profound insights about how to make the hiring process take less time, be more effective, and involve less hassle.   About Our Guest From Scott’s Website: I’ve been honored to help more than 23,000 organizations across the globe eliminate the stress and overwhelm of recruiting and hiring. I’ve shown them a method for creating an instantaneous job filling system that eliminates hiring delays. My career began as a recruiter, back when I still had a full head of hair. That wasn’t my original plan. In college, I was a music major who wanted to become a high school band director. I learned about recruiting when I went to an employment agency, looking to earn extra money. During the interview, the office manager asked if I’d ever considered a job in the staffing industry. I didn’t know there was such an industry. While I didn’t accept her offer, it did plant a seed. That I could earn a living matching people and jobs seemed like a meaningful career. Within a few months, I sought out and landed my first recruiting job. I discovered a common pattern as I began my career in hiring. At the employers I contacted, jobs had frequently been open for weeks, months, and sometimes years. Often, these jobs weren’t open because of a lack of candidates. The companies had already interviewed dozens of people, some of whom were well qualified. However, they weren’t hired, even though that empty seat was delaying projects, creating missed opportunities, and costing lots of overtime. These companies allowed the process to drag on and on.

Time to check in with our old friend Scott Wintrip.  Scott is celebrating 20 years of providing staffing and recruiting firms with the best advice in the business.  On this episode we talk to Scott about: Traits you should look for from candidates for your internal positions How can firms help fill the void from Indeed What can staffing firms do to improve their relationship with HR? The most common blind spot among staffing and recruiting firms What will the headline be for the staffing and recruiting industry at the end of 2019? Check out Scott's episode from 2018.  And be sure to read all of Scott's great content at https://scottwintrip.com/

Scott Wintrip is the author of High Velocity Hiring: How to Hire Top Talent in an Instant, named a must-read book by SHRM’s HR Magazine. Over the past 19 years, Scott has led the Wintrip Consulting Group, a global consultancy that has helped more than 22,000 organizations build talent-rich companies that have eliminated their hiring delays forever. For five consecutive years, Staffing Industry Analysts, a Crain Communications company, awarded Scott a place on the “Staffing 100,” a list of the world’s 100 most influential leaders. He’s also a member of the Million Dollar Consultant Hall of Fame and was inducted into the Staffing 100 Hall of Fame.

Scott Wintrip is a business consultant, professional speaker, and author. He helps organizations across the globe eliminate hiring delays.  Scott has helped more than 23,000 organizations across the globe eliminate the stress and overwhelm of recruiting and hiring. He's shown them a method for creating an instantaneous job filling system that eliminates hiring delays. Scott is the author of, “High Velocity Hiring: How to Hire Top Talent in an Instant” The book focuses on helping companies to stop participating in the old way of hiring (keeping a job open until the right person shows up), and instead, engage in the new way of hiring (cultivating top talent until the right job shows up). What you will learn:  Why you should, “Always be interviewing, occasionally hiring.”  Why time to fill can and should be zero Why Staffing and Recruitment firms aren't as competitive as they think they are The talent shortage is irrelevant if you have the right process.    Connect with Scott:    Book | Website | Twitter | Linkedin 

Ep #73: When it comes to hiring someone there are a lot of things to think about: what candidate do you need? Where to find him or her? How to test the candidates and pick the right one? How to manage the workflow when people start working? Usually, entrepreneurs think about all of that on a go when they already need to hire someone and it takes a long time. In this episode, Scott Wintrip shares how to hire talented people and make the hiring process fast and effective. Scott has changed how thousands of companies across the globe find and select employees, helping to design and implement a process to hire top talent in less than an hour. He is the author of the bestselling new book High Velocity Hiring: How to Hire Top Talent in an Instant.  For five consecutive years, Staffing Industry Analysts, a Crain Communications company, awarded Scott a place on the “Staffing 100,” a list of the world’s 100 most influential leaders.  Time Stamped Show Notes: [00:22] About the episode and Scott Wintrip [02:03] Scott was in the theatre and music, then turned to the hiring profession, and in 1999 he opened a consultancy group [06:03] When you plan to hire people, start with the blueprint of what people you look for [07:45] Cultivate a relationship with people before job position is opened [11:07] Give people some work before you hire them to test them and understand their skills [12:37] The resume isn’t an accurate reflection of people experience [13:23] An example of the test for the salesperson [14:13] How to test if people are good in following the directions during the working process [15:02] Two important questions to ask during face to face interview: Why us? and Why now? [16:27] Pay attention to how people communicate if you need this skill for the job position [17:11] Eight streams of finding the talented people [19:34] The process of hiring people [22:20] The big mistake that people make when they hire people [25:25] Bad hires often happened because in the beginning, an entrepreneur wasn’t clear about criteria from the hiring profile [27:34] How to set up the workflow with the person that you just hired [29:44] Demonstrate people their work so they can perform better [33:41] How Scott showed the workflow to an overseas person [35:35] Who entrepreneurs should hire first [37:19] What was Scott’s first hire [38:53] Where to find Scott online [40:09] For the show notes go to IntNetworkPlus.com and subscribe to the Marketing for Creatives show Let’s get in touch: What topics do you want us to talk about in the next episodes? Who should I interview? Let me know on Instagram Did you get new insights? Please leave a short review on iTunes Get more marketing tips on intnetworkplus.com Follow on Instagram @MarinaBarayeva Follow on Twitter @MarinaBarayeva

Today, hiring takes longer than ever and upcoming ERE Speaker, and bestselling Author, Scott Wintrip stops by to talk about the “new way” of hiring using the process of High-Velocity Hiring because according to Scott, “Hiring does not […] The post Scott Wintrip Interview on The New Way to Hire, the Recruitment Belief System, and Candidate Turds… appeared first on StaffingStartup.tv.

Do you struggle to hire employees that fit your company culture? Do you have openings that have gone unfilled for months? Have you had bad experiences with the wrong hires? In this episode, Matt and Dan speak to Scott Wintrip, a recruiting and hiring expert. Scott answers all your hiring questions and shares techniques on how to hire better. Scott Wintrip has changed how thousands of companies across the globe find and select employees, helping to design and implement a process to hire top talent in less than an hour. He is the author of the bestselling new book High Velocity Hiring: How to Hire Top Talent in an Instant. Over the past 18 years, he built the Wintrip Consulting Group (WintripConsultingGroup.com), a thriving global consultancy. For five consecutive years, Staffing Industry Analysts, a Crain Communications company, awarded Scott a place on the “Staffing 100,” a list of the world’s 100 most influential leaders. He’s also a member of the Million Dollar Consultant Hall of Fame and was recently inducted into the Staffing 100 Hall of Fame. You can connect with Scott through the following website, and social media platforms: Website: https://www.scottwintrip.com/consulting/ Twitter: @scottwintrip Facebook: @scottwintrip YouTube: Wintrip Consulting LinkedIn: Scott Wintrip You can get Scott’s book, High Velocity Hiring, here. --- Remember to subscribe to the SPRH Podcast on iTunes or on the Podcast Addict App on Android. Rate the podcast, and share it with your friends, family, and colleagues! You can find out more about how Dan can help you reduce anxiety issues at www.dancandell.com. Looking for a speaker and workshops for your team? You can find details about Matt's programme, Care Package, at www.breakthrough-champion.com. In this programme, he speaks about how to care for your clients and get more referral clients. You can also join Matt’s new Facebook group, Word of Mouth Referrals, to get more information on how to get more referral business.

Hiring and keeping top talent is a huge priority. The challenge facing most companies is that when someone walks away a delay in hiring the right person to replace them is not only costly but becomes accumulatively so over time. So the obvious question is: How can we speed up the hiring process while making sure we hire the right person?Our guest today is: Scott Wintrip…He is the author of High Velocity Hiring: How to Hire Top Talent in an Instant, named a must-read book by HR Magazine. Over the past 19 years, Scott has led the Wintrip Consulting Group, a global consultancy that has helped more than 22,000 organizations build talent rich companies that have eliminated their hiring delays.In this episode we'll examine:Why the rule of hiring has alway been hire slow, fire fast is dead wrong!What's slowing down effective hiring and how to turn it around...Instantly!The 3 steps to engage in for fast and accurate hiring!And that's just a start...Find out more about Scott Wintrip here: www.highvelocityhiring.com To find out more about hiring the host Dov Baron as a speaker or strategist: http://fullmontyleadership.com/consulting or http://fullmontyleadership.com/speakingRemember you can now also find us on iTunes, Spotify, iHeart Radio, or wherever you tune into podcastsAnd on traditional radio stations across the US every Monday and Thursday on: 99.5 FM & 1520 AM Las Vegas102.1 FM & 1640 AM Lancaster, Philadelphia87.9 FM & 810 AM Macon, Gorgia 92.1 FM & 1630 AM Tampa, Florida97.7 The Villages, Florida96.3 FM Boulder ,Colorado90.3 FM Milwaukee, Wisconsin 94.7 FM Pittsburg, Philadelphia87.9 FM Colorado Springs, ColoradoAlso look for us on ROKU TV where there’s 100K subscribers. If you are a regular listener, then a big thank you to you for making us the #1 podcast Globally for Fortune 500 listeners! And with a potential reach of 2.5 to 3 million listeners for every show, we’re honoured and grateful to be cited in INC.com as The #1 Podcast To Make You a Better Leader. By the way you can now listen in via “Google Home” or “Alexa” Find us there by just saying: “Play Dov Baron’s Podcast” See acast.com/privacy for privacy and opt-out information.

Scott Wintrip is the author of High Velocity Hiring: How to Hire Top Talent in an Instant, named the must-read book by SHRM’s HR Magazine. Over the past 19 years, Scott has led the Wintrip Consulting Group, a global consultancy that has helped more than 22,000 organizations build talent-rich companies that have eliminated their hiring delays forever. For five consecutive years, Staffing Industry Analysts, a Crain Communications company, awarded Scott a place on the “Staffing 100,” a list of the world’s 100 most influential leaders. He’s also a member of the Million Dollar Consultant Hall of Fame and was inducted into the Staffing 100 Hall of Fame.     [02:13] Scott studied Music in college   [03:02] He was unaware that putting people in jobs was an industry   [04:04] Scott realized that apart from employment agencies, he had to serve companies      [05:22] Making history repeat itself is the best strategy Scott would share with people     [05:52] Recurring patterns make better hires   [06:29] “70% of hiring managers and HR professionals often see agencies and recruiters as a necessary evil; people stealing persons from one company and putting them in another.”   [06:56] Find people who are willing to join an industry with a reputation that is not well deserved   [10:05] The old way of hiring no longer works     [11:53] “Smart, talented people give themselves options. They know that the job they have today can go away tomorrow. So they believe in lining up options for themselves.”   [13:16] Hiring under the influence of overwhelming responsibility is a bad idea   [13:56] Scott identifies the recruiting process in his book High Velocity Hiring: How to Hire Top Talent in an Instant   [14:10] Various types of companies benefit from his book. However, he believes that the smaller businesses benefit the most   [15:02] Look for the recurring patterns among the people that matches their personality to their career   [16:18] Scott thinks that small businesses have a competitive advantage that allows them to sell a career path to people   [18:27] “If you want to recruit good people, you have to run a good business, and serve your community”   [19:02] Conduct a different type of interview to ensure you make: - the right hire - attract good people - eliminate preconceived notions   [19:17] In the typical interview, candidates TELL, SELL and SWELL   [19:56] Scott focuses on proof, not promises   [20:08] How to conduct an experiential interview: See the candidate in action; doing sample work Hear how they will behave around customers and colleagues Experience the quality of his/her skills   [25:19] The Biggest Mistakes in the Hiring Process: Blaming the skills shortage Making it more complicated than it is   [29:48] Comment “I want High Velocity Hiring” and you will be entered into a raffle to win Scott’s book

Staffing industry strategist, speaker and author Scott Wintrip joins us on this episode.  Scott has 30 years of experience helping staffing and recruiting firms reach their highest potential.  In this episode we discuss: What the staffing industry is doing really well right now The biggest change coming in the next 2 years you should be preparing for now Why candidates need to be marketed to as much as clients Why your prospects care about your product, not your process and the one piece of advice for all staffing sales reps We also talk about Scott's new book High Velocity Hiring. You can order the book here.

Today's guests include Carol Anderson, Principal at Anderson Performance Partners and Scott Wintrip, Founder of Wintrip Consulting Group. Carol talked about the power of human resources and the ability of this area to accelerate a business. Scott shared how corporations leverage the power of their people, and how the top talent can be hired through high velocity hiring.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Today's guests include Carol Anderson, Principal at Anderson Performance Partners and Scott Wintrip, Founder of Wintrip Consulting Group. Carol talked about the power of human resources and the ability of this area to accelerate a business.  Scott shared how corporations leverage the power of their people, and how the top talent can be hired through high velocity hiring.

Scott Wintrip                   4 to 8 Interviews Before Hiring are Unnecessary  Stop holding a parade of 4 to 8 interviews before hiring new employees. It is an unnecessary expense, as hiring can be accomplished successfully with as few as two. The hiring process reached an historical high in 2016 when 26.6 work days (that’s longer than one month!) were taken to fill job vacancies. That’s a problem for leaders. Most likely you have an inefficient process that is driven by the fear of making wrong choices. What will you learn in the eighth interview that you couldn’t know by the second? Scott Wintrip talked with Steve about the current practices and pitfalls businesses are following when it comes to hiring. It doesn’t need to be as difficult as you are making it, and this podcast will provide numerous immediately actionable items to get you on the right path.   Click to learn more about Scott Wintrip and his book High Velocity Hiring: How to Hire Top Talent in an Instant.     Click here to check out our newest leadership development tool – LEAD – Leadership Education and Development           Steve Caldwell is an executive mentor and coach to managers and leaders who desire to excel in their career and become the leader others want to follow. Steve is a leadership expert, host of the Manager Mojo podcast and author of the book Manager Mojo – Be the Leader Others Want to Follow. (www.ManagerMojo.com) Steve also coaches his followers not only on how to become great leaders, but how to effectively coach and lead their employees to find satisfaction and fulfillment from their jobs and life. Having started his work career at the savvy age of 13, Steve is also currently CEO of Predictive People Analytics based in San Francisco, CA, a firm specializing in helping leaders increase sales, reduce turnover, and attract key talent. (www.PredictivePeopleAnalytics.com)    

Scott Wintrip, author of High Velocity Hiring, discusses a range of hiring and cultural issues around creating a high performance team. He explains that instead of hiring when an opening occurs, leaders should know their ideal candidate profile, and interview ideal candidates continually. This builds relationships and keeps high potentials in a hiring inventory pipeline, and ready for a position when it comes open.     Key Takeaways [2:25] In our fast-paced world, the adage about being slow to hire is wrong. An empty seat is an open wound. The manager has to do their own role, the work of the empty seat, and the work of hiring someone to fill it. A manager doing three jobs is hiring while distracted. We need people readily available to power companies. The first job of leadership is hiring a quality team to lead.   [5:51] Build an inventory over time by seeking referrals, having conversations, interviewing the best, and using them to fill positions in a continuing process to stockpile people who are ready as you need them. This takes half the time of rushing to fill an open spot. [11:00] Scott suggests using a hands-on interview where real sample work is completed. This circumvents the ‘tell, sell, and swell,’ of a normal interview and it begins the assessment process. Top talented candidates don’t enjoy a drawn-out multiple-interview process. They appreciate this process of looking ahead and being ready to work together when the time is right. It’s cultivating a relationship.[15:14] Start with a ‘hire-right profile,’ of a list of deal makers, deal breakers, boosts, and blocks. Know the candidate you want, before you start looking. Then talk to and interview people who fit the profile and do some hands-on work with them, looking ahead to future openings. Candidates will last for months or years in your inventory if they think you will be the right company for them.[19:27] Companies with a great brand can afford a grueling hiring experience, for a while, but turnover is high at those companies. Loyalty is earned through culture. Recruit from those companies whose employees are looking around. [29:26] Scott has always looked for things he wasn’t doing well to try to find a way to do them better. Early in Scott’s hiring career, he found he was a bad interviewer, so he decided to do the exact opposite of what he was doing, as a starting point. That started Scott on the path to hands-on interviewing. His passion comes from improving himself on his entrepreneurial journey. His transparency is relatable. [36:21] Find your hire-right profile in a four-quadrant grid. Upper left is Must Haves. Upper right is Must Not Haves. Lower left is Boosts. Lower right is Blocks. Think of people who have succeeded in the role. List their commonalities as Must Haves. Think of people who were unfit for the role. List their commonalities as Deal Breakers. Then add ideal qualities and negative aspects in the bottom quadrants. Website: HighVelocityHiring.com Twitter: @ScottWintrip LinkedIn: Scott Wintrip Email: Scott@ScottWintrip.com Website: Wintrip Consulting Group Book: High Velocity Hiring: How to Hire Top Talent in an Instant, by Scott Wintrip SHRM: “6 Steps to Move Hiring Out of the Slow Lane,” by Scott Wintrip Top 100 onAmazon: High Velocity Hiring: How to Hire Top Talent in an Instant, by Scott Wintrip Fast Company: “The Deceptively Simple Type of Question Every Interviewer Needs to Know,” by Scott Wintrip Forbes: “You’re Hired: High Velocity Hiring Techniques,” by Kevin Kruse ABC: “How to nail down the job of your dreams without breaking a sweat, with Scott Wintrip” Fox: “High Velocity Hiring” Quotable Quotes   “Adages are called old adages for a reason — because they’re old and they’re tired and they often don’t work.”   “We need people readily available because people power companies.”   “All great leadership starts with picking the right people with whom you surround yourself.”   A couple hours of calling and interviewing a month allow you to stockpile people who are ready-to-hire.   “Building inventories takes half the time, compared to conventional ways of reacting to an open job.”   A sales pipeline and a hiring pipeline are really the same. You want to nurture and progress the prospect along the way.   “We sell the best parts of ourselves. ... That’s not a very good indicator of whether or not somebody’s a fit.”   “Candidates love a ‘red carpet’ experience; they loathe the ‘Survivor-like’ interviewing experience.”   Good leaders want career seekers who look ahead, not job hunters focused on the present.   “Companies can live on their brand for a while when it comes to hiring, but it doesn’t last forever.”   “Our best lessons come from our mistakes and how we respond to those mistakes.”   Engage with people instead of imposing upon them. Say, this is what we going to do, and this is why. How will we do it?   “Every day I find something new about myself that I didn’t know and that’s pretty doggone cool.”   “I’m a recovering perfectionist, as a lot of the leaders are.” Bio Scott Wintrip eliminates hiring delays by helping organizations across the globe implement a process to fill jobs the moment they become open. He’s the author of High Velocity Hiring: How to Hire Top Talent in an Instant (McGraw-Hill).   Books mentioned in this episode High Velocity Hiring: How to Hire Top Talent in an Instant, by Scott Wintrip Wool Omnibus Edition (Silo Series Book 1), by Hugh Howey

Scott Wintrip is the CEO of Wintrip Consulting Company. Listen to the interview with Vinnie and Scott as they discuss the importance of investing in your team!

Prepare to change the way you go about hiring and managing your team.

Despite all the recent advances in recruitment technology focused on improving recruitment efficiency, speed of hiring remains a significant issue for the vast majority of organisations. In fact there is actually a growing body of evidence that suggests speed of hiring is slowing down. So what can employers do to improve this situation? My guest this week is author and consultant Scott Wintrip. Scott has developed a methodology to eliminate hiring delays which he sets out in his recently published book, “High Velocity Hiring” In the interview we discuss:     •    Why time to hire is such a problem     •    The concept of Candidate Gravity     •    How employers can enrich the flow of talent into their organizations     •    Why common interview techniques don’t work and what should be used to replace them     •    Maintaining an inventory of talent for on demand hiring Scott also shares his thoughts on recruitment technology and tells us the single most important question employers should be asking themselves before they make technology investments Subscribe to this podcast on iTunes

In this episode, we're going to talk about hiring top talent in an instant with our guest, Scott Wintrip. He eliminates hiring delays by helping organizations implement a process to fill jobs the instant they become open. He's been named by Crain's to the Staffing 100 List for 5 straight years. He's a member of the Million Dollar Consultant Hall of Fame, and his new book is High Velocity Hiring: How to Hire Top Talent in an Instant. Resources: * http://wintripconsultinggroup.com/blog/ – Scott's Blog * http://wintripconsultinggroup.com/ – Wintrip Consulting Group * @scottwintrip – Scott on Twitter * Buy his book, High Velocity Hiring: How to Hire Top Talent in an Instant * More About the Book – http://wintripconsultinggroup.com/store/high-velocity-hiring-book/ Sponsored by: * LEADx.org – subscribe to become 1% better every single day Review and Join Our Ambassadors Club: Please consider leaving an honest one- or two-sentence review on iTunes or on Stitcher.  Nothing matters more for bringing the podcast to the attention of others. And after you leave your review, send me an email at info at leadx dot org to let me know, and I'll invite you into the private LEADx Ambassadors Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it's a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world's best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every weekday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you every day just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn't just the name of this new podcast, it's the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you're looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It's packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for?

Scott Wintrip                   How Long is Your Hiring Process Taking? Stop the Madness! Stop holding a parade of four to eight interviews before hiring new employees. It is an unnecessary expense and can be accomplished successfully with as few as two. The hiring search process reached an historical high in 2016 when 26.6 work days (that’s longer than one month!) were taken to fill job vacancies. That’s a problem for leaders. Most likely you have an inefficient process that is driven by the fear of making wrong choices. What will you learn in the eighth interview that you couldn’t know by the second? Hiring is a lot like dating, and when you understand what personal relationships are working or not working in your life, you will begin to recognize a pattern with hiring. Scott Wintrip talked with Steve about the current practices and pitfalls businesses are following when it comes to hiring. It doesn’t need to be as difficult as you are making it, and this podcast will provide numerous immediately actionable items to get you on the right path.   To learn more about Scott Wintrip and his new book High Velocity Hiring: How to Hire Top Talent in an Instant, click here. Click on the link to go directly to the book on Amazon - High Velocity Hiring:  How to Hire Top Talent in an Instant     Click here to check out our newest leadership development tool – LEAD – Leadership Education and Development               Steve Caldwell is an executive mentor and coach to managers and leaders who desire to excel in their career and become the leader others want to follow. Steve is a leadership expert, host of the Manager Mojo podcast and author of the book Manager Mojo – Be the Leader Others Want to Follow. (www.ManagerMojo.com) Steve also coaches his followers not only on how to become great leaders, but how to effectively coach and lead their employees to find satisfaction and fulfillment from their jobs and life. Having started his work career at the savvy age of 13, Steve is also currently CEO of Predictive People Analytics based in San Francisco, CA, a firm specializing in helping leaders increase sales, reduce turnover, and attract key talent. (www.PredictivePeopleAnalytics.com)    

Today's interview is with Scott Wintrip. Scott is the founder of Wintrip Consulting Group. Staffing Industry Analysts (a Crain Communications company) placed him on its "Staffing 100" ranking, a list of the world's 100 most influential staffing leaders, and he made Recruiter Magazine's "Top 40 Under 40" list. Wintrip has been a speaker at Staffing World (American Staffing Association), ERE Recruiting Conference, Staffing Industry Executive Forum, APSCo Member Conference (UK), Global Recruiter (Singapore and Middle East), RCSA International Conference (Australia and New Zealand), and many other events. Links Mentioned In The Episode Wintrip Consulting Group: https://www.wintripconsultinggroup.com/ High Velocity Hiring: How to Hire Top Talent in an Instant: https://www.amazon.com/High-Velocity-Hiring-Instant-Business/dp/1259859479 See acast.com/privacy for privacy and opt-out information.

In this podcast Scott discusses: How to hire top talent, The trigger to writing this book, How to attract the best, Slow to hire, quick to fire, What does Zero to Fill™ mean, And much more… In High Velocity Hiring, … Continue reading → The post Chad Barr Interviews Scott Wintrip’s and discuss his new book – High Velocity Hiring appeared first on The Chad Barr Group.

In this podcast Scott discusses: What it means to hire in an instant, Providing value, How to create remarkable content and strengthen thought leadership, Digital Empire Creation® and turning bumps into opportunities, Overcoming challenges and more…     The post Chad Barr Interviews Scott Wintrip: The New Way To Hire appeared first on The Chad Barr Group.

In today's very competitive hiring environment, brands need to have a solid strategy for talent acquisition with forethought to the retention of desired talent. Speed and accuracy of culture fit are essentials parts of the strategy, but what happens when companies take too much time to assess their candidates?  On Wednesday, March 8, 2017 Scott Wintrip, author of the highly anticipated book High Velocity Hiring: How to Hire Top Talent in an Instant joins host Meghan M. Biro on #WorkTrends to discuss how companies can hire quickly and still maintain high standards for the acquisition of desirable talent.   

How you say something is just as important as what you say, and this podcast with Scott Wintrip will demonstrate three ways to say things in more provocative ways.

Using his own career as a consultant as an example, this podcast with Scott Wintrip will leave you thinking about the impact, both visible and ethereal, you have on others.