Podcasts about talent magnet

In this episode of Talent Magnet, we are joined by wellness consultant and dance therapist Maia O'Brien for a thoughtful conversation on burnout prevention and cultivating wellness in the workplace. Drawing on her diverse background in creative arts therapy, physical therapy, and community education, Maia shares insights into the mind-body-spirit connection, the power of self-awareness, and the role of creativity in healing. The discussion explores practical strategies for employees and employers alike, from building supportive work cultures to adopting flexible schedules and fostering emotional well-being. Whether you're a professional feeling stretched thin or a leader seeking to support your team, this episode offers actionable guidance for sustainable health at work.

Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this episode of Talent Magnet, we Michelle Whitlow, Executive Director of the Lewis County Autism Coalition. Michelle discusses the organization's mission to enhance resources and opportunities for individuals with autism and other disabilities in Lewis County and surrounding areas. She also shares insights on the challenges faced by neurodiverse individuals in employment, including misconceptions about their capabilities, and highlights the coalition's efforts to promote workplace inclusion. Discover the importance of education, training, and open communication in creating an inclusive work environment 

This episode of Talent Magnet features a conversation with Jessica Dunson, Business Performance Advisor at Insperity. Jessica discusses employee benefits and HR challenges for small and medium-sized businesses. She also explains how Insperity, as a Professional Employer Organization, helps businesses compete for talent with benefits packages, HR support, and risk management. This episode provides insights for business owners looking to improve HR practices and create an attractive workplace for employees.

In this episode, we are joined by Erika Taylor Montgomery, CEO and President of Three Girls Media, Inc. Erika discusses the crucial topic of work-life balance and how she has made it a cornerstone of her company's culture. She also shares her journey of founding Three Girls Media nearly 19 years ago to achieve better work-life balance, and discusses her implementation of flexible schedules and remote work policies. The conversation delves into the benefits of this approach, including increased employee satisfaction and productivity, as well as how it helps smaller companies compete for talent. Erika also offers valuable advice for organizations looking to improve work-life balance and shares creative strategies for maintaining team cohesion in a remote work environment.

In this episode, we talk about how important it is for a leader to understand they need to be a talent magnet.

The game has shifted. It used to be about finding top talent—now it's about keeping them. Find out how on today's episode.And order your copy of "Talent Magnet" for only $18: https://shop.leadeveryday.com/collections/all-books-by-popularity/products/talent-magnet 

May Busch is an international executive and career coach, speaker, facilitator, and the author of Accelerate: 9 Capabilities to Achieve Success at Any Career Stage. She is passionate about helping people thrive at work and reach their full potential. She is Senior Advisor and Executive in Residence in the Office of the President, and Professor of Practice at W.P. Carey School of Business, at ASU.   Previously, May enjoyed a 24-year career in investment banking, most recently as COO for Morgan Stanley Europe. She chaired the firm's European Diversity Council and was a member of its European Management Committee. A graduate of Harvard Business School, May is dedicated to promoting greater thought leadership, diversity, and entrepreneurial spirit in the workplace.   May's Book: https://maybusch.com/books/accelerate/ - Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesagood/ Twitter: https://twitter.com/charlesgood99 Chapters: (00:00) Introduction (01:15) Technique: Developing Capabilities (08:10) Tool: Career Potential S-Curve (03:04) Tip: Importance of People Skills (06:09) Tip: Owning Personal Development (13:39) Technique: The Learn-Do-Show Model (16:42) Tip: Team Leadership (20:52) Tip: Become a Talent Magnet (21:36) Technique: The Reframing of Work (22:45) Tip: Unifying compelling vision (23:29) Tip: Promoting team members (24:23) Conclusion

In this episode of Talent Magnet, host Doug Foresta interviews Katie McMurray, founder and CEO of Sensory Tool House LLC, about the importance of embracing neurodiversity in the workplace. They discuss practical tips for attracting and retaining neurodivergent talent, like crafting inclusive job postings, allowing interview accommodations, using direct communication, and providing sensory-friendly workspaces. Katie explains how neurodiverse employees lead to increased innovation, productivity, and retention if properly supported. She emphasizes that small adjustments to company culture and communication can make work accessible for all cognitive styles. Whether you're an employer looking to widen your talent pool or an employee seeking accommodations, this episode will leave you inspired to create a more neuroinclusive work environment.

Thank you for watching this podcast. Please Share it and get the word out! 

Most recently Jim has led one of the largest real estate firms in Oregon, closing an impressive 3000 transactions annually, with a sales volume exceeding 1.4 billion dollars. As a Real Trends 500 Broker, Jim's mission is clear: to help agents and brokers like you accelerate their performance and reach new heights of success. [PARTNER WITH US] Get instant 1-on-1 access to over 26 of the top agents in the country to help scale your business.

Nearly half of Gen Z and Millennials post content about their employer on a weekly basis (Edelman). Join Tribal Impact's Sarah Goodall and Steven Brand, head of employer brand at EY, as they delve into the power of social media in shaping and amplifying your organisation's employer brand.We'll be covering:How can social media enhance an employer brand?The link between employee-generated content and employer brand.How do you encourage employees to create and share their own stories?

215: The Talent Magnet: How to Attract Nonprofit Leaders (Reid Ricciardi)SUMMARYHow can you create a culture and strategy that motivates and empowers your team, while also aligning with your mission and vision? In episode #215 of Your Path to Nonprofit Leadership, we talk with talent management expert Reid Ricciardi about building the kind of team necessary to achieve your mission. Reid shares how to attract, retain, and develop talent in a competitive and changing nonprofit sector. Learn some tips and best practices to foster a positive and productive work environment for your staff. Understanding the importance of excellent internal and external communication could be the key to building success.  ABOUT REIDAs Executive Director of Talent Management, Reid is responsible for the development and implementation of a strategic talent management program for the University Advancement division and its partner colleges and units at NC State. He works closely with senior managers to identify and attract top-level talent, improve on-boarding and training experiences, and support job performance and retention through targeted professional development and career planning. Reid draws on over two decades of experience in institutional advancement. From 2012 – 2017 Reid served as Executive Director of Development for the College of Education. Prior to NC State, Reid spent four years as Director of Development at Duke University's Fuqua School of Business and 9 years at Purdue University in a variety of major gift, annual giving and stewardship program roles. Currently he serves on the Boards for Triangle AFP and Delta Upsilon Educational Foundation. Reid has a B.S. from Purdue University and an M.A. from Duke University.EPISODE TOPICS & RESOURCESForget the Alamo: The Rise and Fall of an American Myth by Chris Tomlinson et al.Learn more about Reid hereTake our Podcast Survey and let us know what you want to hear!Check out Patton's new book Your Path to Nonprofit Leadership: Seven Keys to Advancing Your Career in the Philanthropic Sector

Does your hiring and retention strategy need a recharge? Are you giving your prospective and current employees what they really need? Paychex Human Resources Coach Jarryd Rutter joins the podcast to share the benefits needed today to attract, nurture, and keep great employees. He and host Rob Parsons explore how to offer benefits that matter to different employee populations (generation, job type, etc.), why communicating an employee's total rewards package is so important, and the impact of self-service technology on benefits. They'll also discuss the disconnect between what employers think their employees want versus what employees actually need. Topics include: 00:00 – Welcome Jarryd Rutter 01:23 – Benefits as a differentiator 02:04 – Communicating a total rewards package 05:36 – Emerging trends in employee wellbeing 08:56 – Integrating technology and benefits 12:24 – A year-round approach to benefits 14:54 – Career growth and pathing as a benefit 16:38 – Wrap up WEBINAR: Be a Talent Magnet: Strategies for Finding and Keeping Great People - watch now at https://bit.ly/talent-magnet-webinar. Discover more employee benefits trends for 2023 at www.paychex.com/articles/employee-benefits/employee-benefits-trends. What you need to know about state-assisted retirement plans at www.paychex.com/articles/employee-benefits/8-states-state-sponsored-ira. Need help navigating the complex world of employee benefits? Enlist a benefits broker. Learn more at www.paychex.com/articles/employee-benefits/working-with-benefits-broker Find out how Paychex Professional Employer Organization (PEO) Services can help you offer the benefits that keep employees with your business at www.paychex.com/peo.

Welcome to Talent Magnet, where we explore the latest trends and insights in talent development. In this episode, we're joined by Marianne Judd, Member Investment Project Coordinator, to discuss an important topic: Digital Literacy. Digital equity and literacy are more critical than ever in today's technology-driven world. So, what exactly do these terms mean? Digital equity refers to the availability of digital tools, resources, and access to technology to all individuals, regardless of their socioeconomic status, race, or location. It's about ensuring that everyone has an equal opportunity to participate in the digital world. Digital literacy, on the other hand, is the ability to effectively use digital tools and technology to communicate, create, and collaborate. It's not just about knowing how to use a computer or a smartphone; it's about understanding how to navigate and make sense of the vast amount of information available online. In our conversation with Marianne Judd, she shares her insights on the importance of digital literacy and how it impacts the local community. She highlights the resources available to those who need help in improving their digital skills, including local libraries, community centers, and schools. We also discuss the role of businesses and organizations in promoting digital equity and providing access to digital tools and resources to underserved communities. Marianne Judd emphasizes the need for collaboration and partnerships between different stakeholders to address the digital divide and promote digital literacy. We're grateful to the Nisqually Indian Tribe for their support of this important work. So, if you're interested in learning more about digital equity and literacy and how you can get involved in your local community, be sure to tune in to this episode of Talent Magnet. https://thurstonchamber.com/programs/...

Using the framework of concepts found in Liz Wiseman's, Multipliers, Pennant Group CEO, Brent Guerisoli shares his experiences helping build the leadership framework that now supports the Pennant Group across multiple service lines and affiliate operations. Brent was at the forefront of significant growth and expansion of the Pennant Group portfolio; from a few affiliated agencies in a few states to over 120 senior living, home health, hospice, and homecare affiliate operations across 16 states. The legacy of Brent's past leadership endures today as Pennant affiliate leaders strive to develop high-performing teams and partner with employees in their success. ⁠⁠Click here to learn about The Pennant Group CEO-in-Training program⁠⁠   Guest information: ⁠⁠Brent Geurisoli, Chief Executive Officer at The Pennant Group Host Information: ⁠⁠Richard Lewis⁠⁠, Pennant Group Leadership Development Resource Join our network: ⁠⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠Facebook⁠⁠

On this episode of Talent Magnet, we speak with Holly Smith with L&I's Workers' Compensation Determinations Unit. She answers the question “What is an employee?” and explains what that determination can mean for businesses. With questions, reach out to the L&I Small Business Office at SmallBusiness@Lni.wa.gov or 1-800-987-0145.

Retaining property managers is tough in the current climate, but with the right onboarding process and better training and development, you can still build a great property management team according to Brock Fisher.

Have people over complicated leadership? Mike shares his feelings on the topic and explains the importance of taking a people-first approach in organizations. He also shares his experience becoming an Amazon bestselling author (for a second time) with People Fusion. Check the Show Notes Below for a Link to His FREE Leadership Foundations Course. Don't Miss Out!Buy PEOPLE FUSION: Best Practices to Build and Retain A Strong Team#SponsoredConnect with Mike:https://www.linkedin.com/in/mikesipplejrhttps://mikesipplejr.com/mikesippeljr@talentmagnet.comMike's FREE Leadership Foundations Course:https://www.talentmagnet.com/fusionBio: Mike Sipple, Jr. Co-Founder and CEO, www.TalentMagnet.comCEO, www.CentennialInc.com“Leading with Intention means taking action. I have a gift for you, the people who read this book, because you know that leadership matters. Visit: https://www.talentmagnet.com/fusion” ~Mike Sipple, Jr. Mike Sipple, Jr. is the Co-Founder and CEO of the Talent Magnet Institute® and is on a mission to help you and a million others to unlock human potential. Talent Magnet™ is a people-centric leadership and management training organization.Mike is also the CEO of Centennial Executive Search & Talent Strategy, a half-century of strong firm focused on succession planning and building vibrant leadership teams for companies from over 30 countries. Mike and his dad co-founded Talent Magnet Institute® after Centennial's clients continued to seek leadership and team development advice from Centennial beyond executive search. Including coaching next-generation leaders, supporting growth in early to mid career professionals, and supporting high-performing teams to lead with intention and create healthy, supportive cultures. Mike is an Amazon best-selling author of Leadership Fusion, a globally recognized podcast host, and a sought-after guest on leadership, entrepreneurship, and talent development podcasts. Mike is a sought-after speaker, keynote, and moderator for associations, executive peer groups, conferences, and organizations on the Becoming a Talent Magnet®️ methodologies and systems, The Great REALIZATION, Leading with Intention, Unconventional Leadership, and holistic approaches to Succession Planning, the secrets to team building, and various other leadership topics.Mike's insights can be read, viewed or listened to at:All About HR PodcastBook Smarts Business PodcastHot Mess Hotline Podcast Power Up Your Marriage and Business PodcastHR Social Hour Half Hour PodcastThrive GlobalBusiness Courier LeaSupport the show

In this episode of Talent Magnet, host Doug introduces the topic of military transition and the challenges that transitioning service members, veterans, and military spouses face. Our guest Andrew Garate, Senior Director of Military Transition Programs and Strategic Initiatives at the Thurston County Chamber of Commerce. In this interview, we'll learn the following *Andrew's role at the Thurston County Chamber and the Chamber's mission to support transitioning service members, veterans, and military spouses. *Andrew will share some of the programs and initiatives that the Chamber offers to support the military community. *The two discuss some of the challenges that transitioning service members, veterans, and military spouses face and how the Chamber helps address those challenges. Thank you, Andrew for joining the conversation and sharing valuable insights! Learn more about the Thurston County Chamber here: https://thurstonchamber.com

Listen in today as we discuss some research that gives us insight on what's changing in the minds of your employees. We'll break down each Talent Magnet according to O.C. Tanner & their extensive research.  Be sure to check out the full report: https://www.octanner.com/global-culture-report/2023/executive-summary.html?utm_source=marketo&utm_medium=email&utm_campaign=us.2022.oct.gcr.global-culture-report-23.executive-summary&mkt_tok=ODAwLVVLTi05NDAAAAGHrpu6fXc0Gq4FChBts1hgu-KMWbFb_s04ofWbA8M8c3L4X-eBvMRU6J8ia9aGYp3JYEok08FwDg33KlLtuQJNaevI6GKfTZikyF3AzD-m16ln

Are you ready for a quick but impactful way to strengthen your leadership development? Talent Magnet has a digital leadership development platform and a FREE way to take it for a test drive! Sign up for Leadership Foundations here. It's no secret that HR deals with heavy subjects and has hard conversations. When anyone else in the company is struggling, they go to HR. So where's the HR for HR? In this episode, Julie Turney, the brainchild of HR@Heart Consulting Inc., talks about some coping mechanisms and how to deal with the hard things we face as leaders. Find Julie on Facebook: https://www.facebook.com/hratheart/ Join in the conversation and share your ideas with us! Julie's Quotes from the Episode: Whether it was dealing with a leader who I wasn't able to get in alignment with, or whether it was a death in service and just dealing with that, or the trauma that comes with dealing with a difficult termination. Sometimes at the end of those things I would ask myself, where is the HR for HR? A lot of times, because we're dealing with all of those different things, we're not taking the time to pause, and take care of our own emotions and feelings. Then, we end up in this cycle of burnout. HR people really do need the support. I think communication is key and really taking the time to have those conversations with your HR teams is really important. Then determine what are their struggles and what do they need? One of the things that I always recommend to people is to create a gratitude jar for yourself. Then, when good things happen, or when you're feeling at your lowest, you can always go back to that gratitude jar. Look at something that reminds you, this is the good stuff that I'm doing. Journaling questions: What will I take with me into tomorrow? What will I leave behind? Make sure that when you're trying to help people, you are actually in a position to help people. A coach can help you when you set those goals of I wanna protect my heart, how do you do that? Well, let's try to think about all the things that impact your heart on a daily basis, and then let me help you to find practical ways to either move people forward that doesn't impact your heart. My leadership style is my leadership style. Whether people think it's crazy eccentric, whether people think that it's um, weird. It is my leadership style, and as long as my team are happy, that's the most important thing. But previously I would've thought more about how other leaders felt about how I led my team. How do you define what an unconventional leader is in today's world? I think the basic definition for me would be if you're an unconventional leader, you're not doing the normal things that most people do when it comes to leadership. For me, leadership is about the people I'm leading and for me, leadership is also about servitude. The higher I climb as a leader, the more I serve the people below me. The comeback is stronger than the setback. Focus on the comeback, not the setback.  Recommendation: The Calm App

Are you ready for a quick but impactful way to strengthen your leadership development? Talent Magnet has a digital leadership development platform and a FREE way to take it for a test drive! Sign up for Leadership Foundations here. Could you use a break? What about quitting your job with no backup plan? In this episode, Megan Leasher, an industrial and organizational psychologist, shares her story of how she quit her job without another job lined up. She learned about herself, about routines, and is continuing to learn new things through this break. Join in the conversation and share your ideas with us! Find Megan on LinkedIn: https://www.linkedin.com/in/meganleasher/ Quotes from the episode: Human behavior is not just behavior at work. It's behavior in your personal life, it's behavior in your volunteering, your parenting, and your friendships. All of those aspects. Predicting futures is about your whole self. Because we are bringing our whole selves, we're bringing our fears, our discomfort, our frustrations, our passions, the goods and the bads. Companies, having realized that, with all the data and the research that's out there, I think there's a greater awareness to get first time leaders ready. I think companies are really bringing the "human" into first time leadership training. There's a greater awareness in helping first time leaders understand, "Hey, this is what's going to be coming at you and you know what, you're a person too." I made a choice last September to leave the job I was in without having another one lined up. I just said, "You know what, I'm going to step aside, I want to take a break. I've never had one of those before. And I'm going to have some rest. I'm gonna see what this space provides." What I didn't know, was how much my leadership would be on a stage by doing that, and by being in this in-between space. Is there a scenario where maybe a few months off is okay, maybe things might be a little tighter? What is the gain for your mental health, for your rest, for operating at your best self, embracing your potential, maybe learning something new? Could there be more to gain in those areas that might make some financial tightness worth it? In terms of knowing it's time, for me was a lack of fear. I wasn't paralyzed by the idea of having nothing. I was really excited about it. There was a calm with it. Another direction I really want to lean into more, is support for first time leaders. So many people, as individual contributors get promoted for the first time to become a leader, a manager, and they have no idea what to expect. They're thrown into it, and maybe a month or so later, they start to get some training. It's kind of the backwards order for me. When I think of an unconventional leader, I think of someone who really owns a mistake early and openly. A manager told me an email can always be good news. But if it's bad news, pick up the phone or do it face to face. Add the extra level of dignity, integrity, and human connection, if you're sharing something that's not positive. That, that really stuck with me. Megan's Recommendations: Book: Presence by Amy Cuddy Tool: Focus Mate

Are you ready for a quick but impactful way to strengthen your leadership development? Talent Magnet has a digital leadership development platform and a FREE way to take it for a test drive! Sign up for Leadership Foundations here. On this episode of the Unconventional Leadership Podcast, we're sitting down with Mark James, the founder and president of HIRE Consulting Services. We talk about how to build genuine relationships and how they help you as a leader. Mark encourages us to see what we can give, and how we can help those around us. Mark James, CPC, is the founder and president of HIRE Consulting Services, established in 1999. Mark is a Certified Personnel Consultant and the author of the best-selling books; "Keys to the C Suite: Unlock the Doors to Executive Career Path Success" and "The Interview Mindset: The Ultimate Guide to Mastering Your Career." Mark has over 25 years of experience in Executive Career Management Coaching, Outplacement, and Executive Search Consulting. He has been a Certified Partner with the Predictive Index since 2016. Find Mark James here: https://hireconsulting.com/ Join in the conversation and share your ideas with us! Interview Quotes: You pretend you're the doctor and the hiring manager is, the patient. Your goal is to determine where's the pain, and what's not working? What are the objectives for the person that gets the job that he or she needs to do? Very much like a doctor, when you're sick, a doctor has to ask very compelling questions in order to determine what's wrong, and how to provide a remedy. One of the things that I believe, is in short supply is, ethics, integrity, and honesty. I believe that everything we do, it's imperative that we use honesty, ethics and integrity in the way we deliver services, and deal with customers on a daily basis. So, I believe that 93% of all communication is nonverbal. A big part of that is listening, and asking questions to get people talking, who are shy, and you learn about them. It's a sign of respect. I make it a point that, everybody I have a conversation with, I always want to try to have a call to action or a reminder before we finish talking. When's the next time we should meet up, revisit and talk about the subject that we were talking about. 80% of your good relationships will come from 20% of the people, right? So you really need to pay attention to the top 20%. When you're in business for yourself, everybody's first question is how much is this going to cost me? Right? You know, they're thinking ROI - return on investment. I think it's a mistake, or an oversight if you will. I think people need to think what will the outcome be? How are we going to get there? What are the steps that we're going to take, so that I could make good decision? Just two words come into my head when I think of unconventional in the form of leadership, those two words are "I care."

On this episode of Talent Magnet, we speak with Mike Reid, Economic Development Director for the City of Olympia, about the Olympia Career Hub and the benefit it brings to Olympia residents. You can find out more about the Career Hub at https://www.facebook.com/OlympiaCaree... or on the Thurston County Chamber of Commerce website at https://thurstonchamber.com/olympia-c...

Guest: Carol Schultz, Founder and CEO of Vertical Elevation What does it take for an organization to become a "talent magnet" in 2023, and win the battle on attracting (and retaining) the top performers? In this latest episode of the HR Works Podcast, we explore the latest hiring challenges with recruiting expert and Founder/CEO of Vertical Elevation, Carol Schultz.  Carol explains how becoming a talent-centric organization is essential for winning the war on talent in 2023, and also shares her thoughts on why job descriptions could be working against your hiring efforts. This is one not to miss!

Our lives, both personal and professional, can get messy. Organizations are continuously scaling up, developing new products, or pulling back, for example. Not to mention that we can have 3-4 generations in one office for the first time, or we are hybrid or remote. Chuck Mollor says a good leader creates stability during chaos. Chuck joins Kevin to discuss agile leadership, moving beyond software development. Key Points Chuck Mollor defines agile leadership.  He discusses the future of leadership.  He advises on how we can be more accepting of ourselves. Meet Chuck Name: Chuck Mollor His Story: Chuck Mollor is the author of The Rise of The Agile Leader. Can You Make the Shift? and is the founder, CEO, advisor, and executive coach at MCG Partners, an organization that helps develop leaders and teams, optimizing both businesses and individual talent. For over 35 years, Chuck has advised, coached, and consulted executives and organizations across industries, from startups to Fortune 500 and not-for-profit organizations. Worth Mentioning:  https://www.linkedin.com/in/chuckmollor This episode is brought to you by... Remarkable Masterclasses. Each masterclass is designed to help you become the remarkable leader and human you were born to be. Details on how to get on board for a specific skill or get discounts each month can be found on our website. Book Recommendations The Rise of the Agile Leader: Can You Make the Shift? by Chuck Mollor  Leading with Joy: Practices for Uncertain Times by Akaya Windwood and Rajasvini Bhansali  Related Episodes A Future Lens on Leadership with Bob Johansen How to Be a Talent Magnet with Mark Miller Bringing the Art of Reflection into Your Busy Life with Joseph Badaracco

On today's episode Mike Sipple shares the power of assessing and harnessing talent you already have in order to achieve organizational goals. Listen in as Deborah and Mike discuss the value showing vulnerability and humanity to your team, communicating in a way that nurtures your people, and being a leader that prioritizes the humans behind the goals.   Mike Sipple, Jr. is the Co-Founder and CEO of the Talent Magnet Institute® and hosts the Talent Magnet Institute podcast, which has been downloaded more than 70,000 times by global leaders from 80+ different countries. The Talent Magnet Podcast has reached one of the Internet's top 2% podcasts by Listen Notes. The Talent Magnet podcast boldly tackles the top- of-mind issues leaders face daily: from optimizing teams, building inclusive and equitable cultures, and empowering others to the loneliness and fatigue unique to those who are or will be in leadership roles. Mike is an Amazon Bestselling Author of Leadership Fusion: Best Practices to Lead and Influence (Business Fusion) and an avid content creator. Mike believes deeply in TMI's mission to unlock human potential and is sought after by organizations, affiliations, and influencers to inspire and encourage others to take action on this mission. Listen to Mike's interviews and conversations with other podcast communities here. Mike is also the CEO of Centennial Executive Search & Talent Strategy, a half-century-strong executive search firm, where he has built a global reputation for being 'the connector to know' as you elevate your career. Centennial's clients sought guidance and advice from Centennial, beyond executive search, to support the health and vibrancy of their employee's journeys and the cultures they led. This ultimately led to Mike and his father, previous CEO of Centennial, to co-create Talent Magnet. Expertise in building high-performing teams with healthy cultures, engaging workplaces, and caring cultures led to the vision of Talent Magnet coming to life. Today, both businesses strive to help leaders achieve their personal and organization's mission, vision, and objectives.Mike is sought after to speak and moderate for associations, executive peer groups, and organizations about how to Become A Talent Magnet®, How to Lead Courageously, Re- Energizing Teams, The Great REALIZATION, and various people leadership topics. He does so in a manner to inspire alignment, reflection, and positive change. Mike also writes on a variety of key topics, which can be reviewed in Thrive Global, Cincinnati Business Courier, Business Courier Trust, Family Business Magazine, NKYTribune and various other publications.   You can connect with Mike at: https://www.talentmagnet.com   Whether you are a C-Suite Leader of today or tomorrow, take charge of your career with confidence and leverage the insights of The CEO's Compass: Your Guide to Get Back on Track.  To learn more about The CEO's Compass, you can get your copy here: https://amzn.to/3AKiflR See omnystudio.com/listener for privacy information.

Text Hawk to 66866 to become part of "Mindful Monday." Full show notes at www.LearningLeader.com Twitter/IG  @RyanHawk12  https://twitter.com/RyanHawk12 Julia Boorstin is CNBC's Senior Media & Tech Correspondent. She covers media with a special focus on the intersection of media and technology. In 2013, Julia created and launched the CNBC Disruptor 50, an annual list she oversees, highlighting the private companies transforming the economy and challenging companies in established industries. She's the author of a new book called, “When Women Lead - What they achieve, why they succeed, how we can learn from them." Julia's parents inspired her to pursue hard things and instilled in her a love of asking questions. As parents, we should do the same. Asking questions is a sign of respect and that you care. We should ask more questions than we answer both at work and at home. Approach people with curiosity. It's how we show that we care. Julia found a unique way to add value to her employer: Creating the Disruptor 50 list. It's important for us to find unique ways to add value to our company and do work that inspires us at the same time. It's evident that Julia loves it and because of that, both CNBC and Julia win. She has taken an entrepreneurial approach to her career at CNBC and has come up with and championed many ideas that have been impactful and built her career. She shares how you can do that too… Julia shares her preparation process for interviewing a powerful leader like Sheryl Sandberg or Bob Iger. "I didn't have a background in business. I had to over-prepare." How to become a talent magnet and attract effective leaders to want to work for you... She shares the biggest takeaway that you learned from interviewing thousands of CEOs and executives including Katrina Lake, Gwyneth Paltrow, Whitney Wolfe Herd, Jennifer Hyman, and more. Advice Julia got from her dad: "The road is always better than the inn." Enjoy the process. "The best way out is always through." Don't look for shortcuts. "I can't go on, I can't go on, I'll go on." Be persistent. How to build confidence? Get the reps... Do it a lot. Confidence is built through action. Commonalities of excellent leader: Humility Focus High adaptability quotient Communal leadership Empathy "Make your own characteristics a superpower." Life/Career advice: Be willing to fail It's a volume game Be prepared for brainstorming meetings. Have a portfolio of ideas. Julia's book writing process: She interviewed 120 leaders What can men do to be supportive? "Men need to understand the statistics. Diversity = more value." Be a talent magnet. Be honest about what you don't know.

With the “Great Resignation”, most leaders have renewed their focus on finding, hiring and keeping great talent. Are you doing the right things to be sure you have found the best talent and can keep them? Tune in to hear what you need to know about creating a talent magnet.

With the “Great Resignation”, most leaders have renewed their focus on finding, hiring and keeping great talent. Are you doing the right things to be sure you have found the best talent and can keep them? Tune in to hear what you need to know about creating a talent magnet.

With the “Great Resignation”, most leaders have renewed their focus on finding, hiring and keeping great talent. Are you doing the right things to be sure you have found the best talent and can keep them? Tune in to hear what you need to know about creating a talent magnet.

In this episode of Talent Magnet, Christina Evans with the Washington State Department of Labor & Industries, joins the program to speak about the Equal Pay and Opportunities Act, as well as at-will employment and what that means for both employers and employees. Talent Magnet is brought to you by Pacific Mountain Workforce Development Council, the podcast where we help businesses become talent magnets by focusing on recruitment, training, and retention best practices. Your host is Michele Winn from the Thurston County Chamber's Workforce Division. Each episode is filled with a variety of information and interviews with experts in the workforce. Learn more about Talent Magnet here https://thurstonchamber.com/workforce...

Key Takeaways   Doing something stretching and challenging with your child can bring a closeness and bond that can only grow for years to come. Repetition and patience in fatherhood shows intention and presence. The window of time we get with our children is slowly closing. Be mindful of the trade-offs. The Four Smart Choices: Confront reality Grow capacity Fuel curiosity Create change   dadAWESOME   We're on a mission to add LIFE to the dad life. We're passionate about helping dads live fully alive as they lead their kids to God's awesomeness.  | YouTube |  Instagram | Facebook   Mark Miller   For the last 20 years, Mark has focused much of his time on serving leaders, helping them grow themselves, their teams, and their organizations. In addition to his role at Chick-fil-A, he's also had the privilege to teach and lead in not-for-profit organizations domestically and globally. Although the context is different in every organization, the problems have common roots and so do the solutions. Along the way, Mark has been fortunate to author (and co-author) a few books – nine and counting. Today, more than a million books are in print in 25+ languages. His approach to writing has always been to find what is true in principle and figure out how to make it applicable to the real world.   Conversation Notes (Full Transcript of the Conversation Here)   9:48 - Mark describing his son's, David, diagnosis, Cerebral Palsy and Autism and how he supports his wife with the challenges that can bring on, "I'm always trying to figure out how can I serve her as she serves him... My advice, again, is a lot of prayer for sure... I'm trying to take care of her on the journey as much as I'm trying to take care of David." 14:42 - "I've prayed a lot more and I've served a lot more... I'm a better human being, a better husband, a better follower of Jesus... I'm better all the way around because of David... I get to live with a glimpse of unconditional love. Because David, he's never, this side of heaven, going to tell us he loves us. But that's okay. You know we love him." 17:29 - Mark on his adventures with his other son, Justin. "We decided years and years ago that we wanted to try to do something every year that would stretch us and challenge us. And he has come up with some of the ideas. I've come up with some of the ideas... We've climbed mountains and became certified scuba divers... run a marathon... We just we want to keep growing. We want to keep stretching. We want to do hard things together and grow through the experience." 23:29 - "You've got a pretty small window when you really think about it with your kids... There's plenty of time in my case to sell chicken, later. There's plenty of time to write books, later. But that window is going to close... I hope to be and God willing, will be close to Justin and David forever. But even those opportunities are limited, and that makes them more precious to me... We've got to be real careful about the trade offs we make." 26:40 - "It's our ability to make choices. That's our superpower... They're completely paralleled with fatherhood. The choices that leaders make to get out of the quicksand, a busyness and distraction and complexity and competing priorities and success and fear and fatigue and aimlessness... What you have to do to get out are the same things... you have to do to be a good father." 27:30 - "Choices give us agency, choices give us opportunity and choices give us responsibility." 29:06 - "We can forfeit that agency and assume a victim mindset. Our locus of control shifts from internal to external. It's not my fault. It's not my responsibility. It's not a result of my choices. And the stuff that keeps us in quicksand is almost always a result of our choices." 34:41 - "Peter Drucker, the late management and leadership guru... said he had never met a leader that couldn't eliminate 25% of the things on their calendar and no one would notice."   Conversation Links   Mark's Website Mark's Books: Smart Leadership, Win Every Day, Chess Not Checkers, Leaders Made Here, Talent Magnet, Win the Heart, The Secret, Great Leaders Grow and The Heart of Leadership.  Mark's son, Justin, organization: Untold Mark's free assessment on Smart Leadership: text besmart to 66866 Fathers for the Fatherless Biking Schedule    Links from dadAWESOME   https://dadawesome.org/life/ Make a Donation to dadAWESOME Join the dadAWESOME Prayer Team https://dadawesome.org/tour/

Does any leader get to that position alone? Or is someone always there to see your greater potential? Mike shares his thoughts after living through the experience himself. He also tells us what kept him in the family business and how becoming a best-selling author on Amazon has left him wanting more.Buy Leadership Fusion - ON SALE NOW!#SponsoredConnect with Mike:https://mikesipplejr.com/https://www.talentmagnet.com/Bio: Mike Sipple, Jr. Co-Founder and CEO, www.TalentMagnet.comCEO, www.CentennialInc.com“Leading with Intention means taking action. I have a gift for you, the people who read this book, because you know that leadership matters. Visit: https://www.talentmagnet.com/fusion” ~Mike Sipple, Jr. Mike Sipple, Jr. is the Co-Founder and CEO of the Talent Magnet Institute® and believes deeply in TMI's mission to unlock human potential. TMI is a people-centric leadership and management training and support for your journey.Mike is also the CEO of Centennial Executive Search & Talent Strategy, with over a century of experience building vibrant leadership teams for companies from over 16 countries. Mike and his dad co-founded TMI after Centennial's clients continued to seek strategic and leadership advice from Centennial beyond executive search. Including coaching next-generation leaders, supporting growth in early to mid-career professionals, and supporting high-performing teams to lead with intention and create healthy, supportive cultures. Both businesses strive to help leaders achieve their personal and organizational mission and vision.Mike is a sought-after speaker and moderator for associations, executive peer groups, conferences, and organizations on Becoming a Talent Magnet®️, Courageous Leadership, Steps to Re-Energizing Teams, and The Great REALIZATION, and various other leadership topics.Mike writes and speaks; these writing and speaking engagements can be viewed or listened to at:Thrive GlobalBusiness Courier Leadership TrustThe Opposite of Small TalkPunk Rock HRLife in the Leadership LaneHR Social HourHR ChatImpact Makersand various other publications and podcasts."Leadership is a journey, and you don't have to walk it alone." ~Mike Sipple, Jr.  Support the show

One effect of the pandemic has been the transition to remote work. Knowledge workers have discovered that "working from anywhere" means seeking out places with affordable housing, lower cost of living and better quality of life. Small towns, secondary cities and rural areas are in a position to attract talent to their 'Zoom towns' by adopting a talent magnet strategy. According to historian and futurist, David J. Staley, college and universities that are located in these 'Zoom town' regions have an unusually compelling and timely opportunity to pursue a strategy that could reap significant benefit for years to come. In this episode, Staley gives us sneak peak into his upcoming free Leading Edge Thinking in Higher Education webinar scheduled for April 13th at 1pm -n 2 pm (ET). Dr. David Staley, Ph.D. is associate professor in the departments of History, Design and Educational Studies at the Ohio State University. He is an Honorary Faculty Fellow in Innovation at the Center for Higher Ed Leadership and Innovative Practice (CHELIP) at Bay Path University, and was recently named a Fellow at the Center for Science and the Imagination at Arizona State University. He is host of the "Voices of Excellence in the Arts and Sciences" podcast. In addition to his written work, he has designed and curated both online and physical exhibitions and has published numerous visual compositions in digital media. From 2003-2008, Staley was the Executive Director of the American Association for History and Computing (AAHC). Register here for the April 13th webinar: https://www.baypath.edu/events-calendar/details/universities-as-talent-magnets/2022-04-13/

BONUS EPISODE: I absolutely loved this episode with Scott Miller. His years of leadership experience shines through in this interview. I took so many notes! A great Article about Scott Miller: https://www.entrepreneur.com/article/333915 How to get access to Scott's book https://www.amazon.ca/Master-Mentors-Transformative-Insights-Greatest/dp/1400221013/ref=asc_df_1400221013/?tag=googleshopc0c-20&linkCode=df0&hvadid=531293004707&hvpos=&hvnetw=g&hvrand=2303244739456031900&hvpone=&hvptwo=&hvqmt=&hvdev=c&hvdvcmdl=&hvlocint=&hvlocphy=9001425&hvtargid=pla-1298558442125&psc=1 Make sure to follow him on social media too! @scottmillerj1 https://www.scottjeffreymiller.com/

Tisha Schuller welcomes Chase Lochmiller and Cully Cavness, co-founders of Crusoe Energy Systems, to the Energy Thinks Podcast. Crusoe provides companies flare mitigation by redirecting flare gas to power computation. Tisha, Chase, and Cully discuss:·       Using excess natural gas to power computer processing, including digital currency; ·       Developing a company that is a magnet for talent; ·       Cultivating an idea meritocracy and tapping into an organization's collective genius;·       Leading three distinct workforces within one culture;·       Focusing on DEI in recruiting;·       Approaching innovation incrementally; and, ·       Building Crusoe's sustainable and economic business strategy. Prior to becoming the CEO of Crusoe in 2018, Chase Lochmiller utilized his skills in computer science as a quantitative researcher at GETCO and Jump Trading. He also served as a general partner at Polychain Capital. Chase has a master's in computer science with a specialization in artificial intelligence from Stanford University and undergraduate degrees in math and physics from MIT.Cully Cavness, president of Crusoe, puts his financial and leadership experience in the oil and gas sector to use. He has served in multiple positions including business development manager at Recurrent Engineering, CFO at Sword & Plough, and associate of energy investment banking at Petrie Partners. He was the vice president at Highlands Natural Resources for two years before. Cully has an MBA from the University of Oxford and a BA in geology from Middlebury College. He also completed the Executive Education program for Strategic Negotiations, Transaction Design, and Negotiation at Harvard Business School.Subscribe here for Tisha's weekly "Both Things Are True" email newsletter. Follow all things Adamantine Energy at www.energythinks.com. Thanks to Lindsey Slaughter, Adán Rubio, and Michael Tanner who make the Energy Thinks podcast possible. [Interview recorded on February 9, 2022]

Tisha Schuller welcomes Chase Lochmiller and Cully Cavness, co-founders of Crusoe Energy Systems, to the Energy Thinks Podcast. Crusoe provides companies flare mitigation by redirecting flare gas to power computation. Tisha, Chase, and Cully discuss:·       Using excess natural gas to power computer processing, including digital currency; ·       Developing a company that is a magnet for talent; ·       Cultivating an idea meritocracy and tapping into an organization's collective genius;·       Leading three distinct workforces within one culture;·       Focusing on DEI in recruiting;·       Approaching innovation incrementally; and, ·       Building Crusoe's sustainable and economic business strategy. Prior to becoming the CEO of Crusoe in 2018, Chase Lochmiller utilized his skills in computer science as a quantitative researcher at GETCO and Jump Trading. He also served as a general partner at Polychain Capital. Chase has a master's in computer science with a specialization in artificial intelligence from Stanford University and undergraduate degrees in math and physics from MIT.Cully Cavness, president of Crusoe, puts his financial and leadership experience in the oil and gas sector to use. He has served in multiple positions including business development manager at Recurrent Engineering, CFO at Sword & Plough, and associate of energy investment banking at Petrie Partners. He was the vice president at Highlands Natural Resources for two years before. Cully has an MBA from the University of Oxford and a BA in geology from Middlebury College. He also completed the Executive Education program for Strategic Negotiations, Transaction Design, and Negotiation at Harvard Business School.Subscribe here for Tisha's weekly "Both Things Are True" email newsletter. Follow all things Adamantine Energy at www.energythinks.com. Thanks to Lindsey Slaughter, Adán Rubio, and Michael Tanner who make the Energy Thinks podcast possible. [Interview recorded on February 9, 2022]

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get started and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Mike Sipple Jr., CEO of Centennial and CEO/Co-Founder of The Talent Magnet Institute… How did Mike get started in his career? What led him to Leadership? How did Mike “find his lane” in his career? What does Mike share about the Bengals being in the super bowl? What does Mike share about mentors in his career? How does Mike define leadership? What does Mike share about “the great realization”? What does Mike share about what candidates are searching for in a new career? What does Mike share about work environments that are focused on development? What does Mike share about quitting and saying YES to the right things? What advice does Mike share for others? What's Mike planning for Super Bowl Sunday? · …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote from Mike: “Leadership is a journey that no one should have to walk alone.” Connect with Mike on LinkedIn https://www.linkedin.com/in/mikesipplejr/ Access The Talent Magnet Institute (TMI) Leadership Course https://www.talentmagnet.com/opencourse Visit Centennial https://centennialinc.com/contact/ Pick up a copy of Mike's book referral “Three Impossible Promises” Listen to Mike's podcast “I Quit” Podcast favorites: Masters of Scale, HRSocial Hour, Punk Rock HR, Redefining HR, and this one of course! Order Bruce's book “Life in the Leadership Lane” Moving Leaders to Inspire and Change the Workplace. Order Bruce's Book “Find Your Lane” Change your GPS and Change your Career. Order Bruce's Journal “Milemarkers” A 5 Year Journal Visit Bruce's Blog “Move to Inspire” https://brucewaller.com/blog-2/ Connect with Bruce on LinkedIn https://www.linkedin.com/in/brucewaller/ Connect with Bruce on Twitter https://twitter.com/BruceWaller Connect with Bruce on Instagram https://www.instagram.com/bruceww300/ Connect with Bruce on Facebook https://www.facebook.com/brucewwaller Do you need relocation support for your next household goods or commercial office move across the US? Reach out to Bruce or visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Matt Euson, outgoing president of 3S, describes how the practice of recognizing employees became embedded in the company DNA.  Laura and Matt discuss 3S's engagement flywheel, created by the Talent Magnet team, and what 3S does at each step to create their unique company culture.  Plus, he shares advice on focusing on the right strategic initiatives.

In this HRchat we discuss how to be a better leader. Listen too, as we chat about community engagement and ways you can be at the center of your business community as we begin to return to the office.  Bill's guest is Mike Sipple Jr, CEO at Talent Magnet Institute and President at Centennial, Inc. Mike's two decades working in and leading Centennial Executive Search & Talent Strategy has given him deep experience with privately-held businesses, family-owned companies, nonprofits, and private equity portfolio companies all around the world. Mike, and his team of executive search and leadership experts, are sought after to speak and moderate for associations, executive peer groups, and organizations. Mike also writes and has guest appearances on podcasts speaking to a variety of key leadership topics and can be read in the Cincinnati Business Courier, Business Courier Trust, Family Business Magazine, NKYTribune, among other publications.Listen and learn: What's changed to who and how we hire since Covid hit? How can we better lead with empathy?  How can leaders make themselves more available to employees under post-pandemic stress? Dealing with downsizing: 13 ways to keep your remaining staff focusedStrategies to give your customers the best possible user experience and customer service

Rishi Sunak was appointed Chancellor of the Exchequer on 13 February 2020. He was previously Chief Secretary to the Treasury from July 2019 to February 2020, and Parliamentary Under Secretary of State at the Ministry of Housing, Communities and Local Government from January 2018 to July 2019. He spent his professional career before politics in business and finance, working internationally. He co-founded an investment firm working with companies in multiple geographies and used that experience to help small and entrepreneurial British companies grow.  In Today's Episode with Rishi Sunak You Will Learn: 1.) Rishi's first job was waiting table in a restaurant, what were his biggest takeaways from that first job? How did Rishi's time at Stanford impact his operating mindset today? How did Rishi make his way into the world of politics following a very successful career in finance? 2.) Talent: What does the UK need to do to become a global talent hub? How can Visa programs be reformed and innovated to ensure the UK is an attractive destination for the best talent? On reflection, where has the UK done well on talent and immigration? On the flip side, what has not worked? Why? What would Rishi have done differently? 3.) Entrepreneurs Relief & Capital Gains: What is the logic behind the removal of entrepreneurs relief? Why is it inefficient in its current form? How does Rishi think about using capital gains as a tool to attract the best to build and invest in the UK? Why does Rishi believe the UK is the most attractive place to build a business from a tax perspective? How does the UK compare to the EU and US? 4.) Driving Further Investment in the UK: What worked and what did not work with regards to "The Future Fund"? What would Rishi have done differently? What can Rishi and the UK do to encourage pension funds to invest more in venture moving forward? What are some elements the public assume the government can and should do, but in reality, you cannot? 5.) Rishi Sunak AMA: What does Rishi's morning routine look like? What time does Rishi wake up? What does he have for breakfast? What does the workout routine look like for Rishi? Who is his favourite Peloton instructor? Why? What is his guilty treat food-wise? How often does he have it? How did it feel for Rishi when he delivered his first budget? Was he nervous? How does Rishi deal with nerves today? Item's Mentioned In Today's Episode with Rishi Sunak Rishi's Favourite Book: Roald Dahl As always you can follow Harry and The Twenty Minute VC on Twitter here!

Support the show (https://www.patreon.com/aserversjourney?fan_landing=true)

What if there were more similarities across sectors than differences? What if the best bosses --- the “talent magnets” across sectors shared qualities that you could learn and apply today? It was a pleasure to speak with one of the world’s most prolific and generous (both) thinkers in the field of management, my former Tuck professor Sydney Finkelstein. The last time we spoke was in NYC at a tiny coffee shop during which time he was sharing his research findings pertaining to his concept of “superbosses.” So what’s a superboss? Are you one? Have you ever been led by one? We talk about all of this as well as why Professor Sydney Finkelstein decided to launch his own podcast the Sydcast.   About Sydney Finkelstein   Sydney Finkelstein is the Steven Roth Professor of Management at the Tuck School of Business at Dartmouth College. He holds a Masters degree from the London School of Economics and a Ph.D. from Columbia University. Professor Finkelstein has published 25 books and 90 articles, including the bestsellers Why Smart Executives Fail and Superbosses: How Exceptional Leaders Master the Flow of Talent, which LinkedIn Chairman Reid Hoffman calls the “leadership guide for the Networked Age.” He is also a Fellow of the Academy of Management, a consultant and speaker to leading companies around the world, and a top 25 on the global Thinkers 50 list of top management gurus. Professor Finkelstein’s research and consulting work often relies on in-depth and personal interviews with hundreds of people, an experience that led him to create and host his own podcast, The Sydcast, to uncover and share the stories of all sorts of fascinating people in business, sports, entertainment, politics, academia, and everyday life.   Please share this episode with three aspiring people leaders who want to become known in their fields as the absolute best person to work for when it comes to learning from the best.   Highlights   Classroom Experience: What is it like to teach using Zoom in a grad program? Any positives? Why Superbosses, the book?: The story of how readers kept asking the same questions that prompted the book. Hypothesis:  The idea of continually regenerating talent and how Professor Finkelstein followed his curiosity across sectors. Research: What distinguishes good leaders vs. “superbosses”? Options: Is it okay for top talent to leave your company? How realistic is it to think you can keep them? Positive Churn: What’s the business case for helping a star employee find a new job? Talent Magnet: Here’s a tip for you to become one. Distinctions: Good vs. great bosses. Hiring: What’s better to a “superboss”: an average player for a decade or a superstar for a handful of years? Vision: How do you get people excited about your vision? Superbosses do this well. Entrepreneurship: How do you cultivate your own vision when you are alone like Muyambi a prior podcast guest. Vulnerability: How do “superbosses” get people energized? Podcast: Why did Professor Finkelstein start Sydcast? Skills: Why podcast? Well, it’s one way to leverage your interviewing skills. On Being a Great Podcast Host: Lessons learned and how to become an “ultralistener.” On Being a Great Podcast Guest: Thoughts on how much to give of yourself. Podcast Ambitions: What does Professor Finkelstein intend or hope for his listeners? Benefits: The several ways that becoming a podcaster has changed him. Scoops: What’s next for Professor Finkelstein?   Follow the links to learn more:   Learn about the Sydcast podcast Follow Professor Finkelstein on Instagram Meet on Twitter Facebook: https://www.facebook.com/TheSydcast Superbosses: How Exceptional Leaders Master the Flow of Talent   Other podcast episodes referenced   How To Make A Positive Social Impact And Bring Others Along For The Ride, Muyambi Muyambi, Founder of Cycle Connect and Author of The Magical Wooden Bicycle, Episode 51   Former GE Vice Chair of Business Innovation and CMO Beth Comstock On Granting Yourself Permission To Explore A Changing Reality, Episode 65   Want to continue the conversation? Find me on Instagram! You can read my daily mini-blogs centered on the same three topics that my podcast features: creativity, courage, and curiosity. I believe that without all three it would be impossible to solve the challenges we were each uniquely made to solve. Wouldn’t you agree? I’m easy to find on Instagram @careeroutcomesmatter Rather keep it professional? Let’s connect on LinkedIn. I encourage every single podcast listener to connect with me. Ready to pivot into a new marketing full-time role this year? Register for a complimentary masterclass entitled: The 5-Step Strategy Marketers Use To Pivot Into Their Dream Marketing Career (Without Undervaluing Themselves)!      

Mike Sipple, Jr. is known for his 20 years of experience at Centennial; a prominent national-boutique executive and talent search firm. He joins us this week to discuss executive recruiting and how leadership has changed in this always-connected world. We also talk about corporate responsibility and how they play a role in the startup ecosystem. Mike explains how smart leaders embrace the entrepreneurial bug in their most innovative employees and how he suggests they nurture and incubate great ideas.In late 2017, Mike and his team launched a new organization to further support their clients. The Talent Magnet Institute® is a global leadership development platform and consultancy – helping leaders and organizations in, “Becoming A Talent Magnet™, a propriety leadership development system, and certification process.Mike also hosts the Talent Magnet Institute podcast, which has been downloaded more than 48,000 times by leaders from 80 different countries. The Talent Magnet Institute podcast boldly tackles the toughest issues leaders face daily: from optimizing teams, building inclusive and equitable cultures, and empowering others to the loneliness and fatigue unique to those at the top of the org chart. Leaders and boards turn to Mike for his experience-based insights on hiring, succession planning, strategy alignment, talent development, and how to build a ‘talent magnet’ culture. Mike is a passionate advocate of diversity, equity, inclusion, and belonging (DEI & B). He serves on the board of directors for the African-American Chamber of Commerce and has forged partnerships with the Urban League, The Weekly Memo, and other organizations committed to DEI & B. Mike and his wife of 17 years live in Villa Hills, their son Jacob attends Beechwood, and their daughter Abby and Ethan attend River Ridge Elementary. On weekends the Sipple’s can be found around the region on basketball courts or baseball fields.Links: www.mikesipplejr.com www.Talentmagnetpodcast.comwww.Talentmagnet.com/trialTrial is a $1 – 30 day trial for our listeners and community to Mike's global leadership platformSupport the show (https://paypal.me/sidehustlecity)

When I think about people in my life who have truly had an impact on me, and have changed my life for the better, it’s a relatively small list. And my guest on Episode 56 of the Impact Makers Podcast - Mike Sipple, Jr. - is most definitely on that list, along with his father, Mike Sipple, Sr.   After leaving my last corporate job as an HR executive in late 2005, I knew I wanted to pursue a different path - and maybe even start my own business.   Thankfully, with the help of a great coach (who also happened to work in the firm owned by the Sipples), I was able to get some great advice by networking with a whole bunch of people who were much smarter than me.   Pretty much all of them didn’t feel that I was ready to start my own business, and many of them suggested that I find an organization where I could learn from someone who’d be willing to teach me how to develop the relationships necessary to grow my own business some day.   I’ll alway believe that there was a bit of divine intervention in my situation at that time, and that it wasn’t an accident that I ended up connecting with the good folks at Centennial.   After speaking with Mike’s dad - Mike Sipple, Sr. - he was kind enough to offer me a chance to join their well-respected executive search firm. He was willing to show me how to build relationships, and to develop business, if I was willing to do the work.   So I joined Centennial in early 2006, with the goal of learning from Mike Sr. - which I most certainly did. But there was also an added bonus with joining the Centennial team. I got to know, and work with Mike Sipple, Jr. as well. Mike was about 20 years younger than me, but already a powerhouse relationship builder, and doing great work as an executive search consultant for a variety of clients in our region, and beyond.   If you’d like to hear more about that story, and the Sipple’s influence in my life, I shared about it on Episode 7 - titled How I Became a Speaker and Entrepreneur. I’ll link to that episode in the show notes if you’ve not had a chance to listen to that yet.   I think you’ll benefit from learning more about Mike today, and I’d highly encourage you to follow him, as well as the work that his teams are doing. There are several ways to connect with Mike, and I’ve linked them all up in the show notes.   So without further ado, let me introduce you to my friend and mentor Mike Sipple, Jr.   Mike is President of the third-generation boutique executive search firm Centennial, Inc. and Co-Founder and CEO of the global leadership platform and consultancy, Talent Magnet Institute®.   As an advisor, writer, and public speaker on holistic leadership, inclusive and equitable workplaces, and how organizations can become a "talent magnet," Mike has supported leaders from all over the world for more than two decades in hiring the right talent, building inclusive and equitable teams, and developing holistic leaders who care about the impact of their leadership.    As the host of the Talent Magnet Institute podcast, Mike shares conversations each week with leaders from around the world, with a focus on equipping leaders to succeed in relationships, work, community, and life.   Mike is married to his high school sweetheart, has three children, 13, 11, and 9, and both a Goldendoodle and Shih-tzu, who were both COVID-19 puppies, added over the last year of a global pandemic. Most evenings and weekends, Mike and his wife Amber can be found cheering for their kids at a basketball court, or a baseball field, or creating conversations with the global community on social media.   Topics Discussed In This Episode:​​   How and when Mike got his start working in the family executive search business. What Mike’s Dad has taught him as a business leader, husband, and father. How listening to Centennial, Inc.’s customers has helped to shape the company’s focus and future, which is leadership succession, and building high performance teams. How executive search consultants begin the search for the right candidate for a position, and how leaders can position themselves to be found The best career advice that I’ve learned from Mike. How the Talent Magnet Institute came into existence, and what the purpose of the organization is. How Mike manages the many requests and inquiries from people both in his network, and those who are interested in connecting with him. What the future holds for Mike, his businesses, and his community of relationships.   People & Resources Mentioned In This episode: Mike Sipple, Jr. Connect with Mike on most social platforms or through links at https://www.mikesipplejr.com Centennial, Inc. Talent Magnet Institute Talent Magnet Institute podcast Mike Sipple, Sr. Susan Sipple Goering Center for Family & Private Business HR Social Hour Half Hour podcast Impact Makers Podcast Episode 007 - How I Became a Speaker and Entrepreneur Here are some awesome free resources to support you in leading well -> https://www.talentmagnetinstitute.com/resources The team at Talent Magnet would also like to offer the Impact Makers community a 30-day $1 trial to become a talent magnet - https://www.talentmagnetinstitute.com/trial   Connect with Jennifer: Send her a message [https://jennifermcclure.net/contact/] On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter: https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook: http://www.facebook.com/JenniferMcClureSpeaker *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more athttps://emeraldcitypro.com

Mike Sarraille is an Ex-Navy Seal. George Randle is a Ex- US Army Officer. Together they are on a mission to take on one of today’s most critical issues in the workplace – the assessment, selection, development – and deployment of Talent. Drawing on decades of experience in the special forces and working with elite organizations, they outline the problem in their new book “The Talent War”. Mike and George say that many organizations are already losing this war, and as a result they are not only losing their best people, but losing competitive advantage, market share, and ultimately are in danger of going out of business. But they also say there is a solution for those who are willing to listen. In this Interview: 02:03 An Ex-Navy Seal's opinion on the Capitol Riots04:45 What does it take to become a Navy seal?”08:03 “Their hiring process is the most robust behavioral interview in the world, that no company can replicate “08:46 “The training is designed to make sure everyone fails”08:53 “There’s so many things the business world misses out on that they could learn from the military”10:00 “The enemy get to vote much like your competition…”11:16 Why Mike and George wrote the Talent War?12:40 “oh no HR is a revenue generator”13:24 The greatest force in the world14:28 “we’re pretty damn good”15:03 “Enterprise is the basis of our American democracy”15:39 “America that’s pretty damn awesome”15:46 what’s a special about Special Operations Forces?16:19 “We’ve gotten very good at selecting people based on their potential, not industry experience”18:21 The core attribute needed by every position18:55 Talent Profiles19:19 The surprising difference between industry and Special Operations hiring21:02 Why does industry default to industry experience to select high performers?22:23 This is the kind of person you want to hire22:50 The Talent Mindset23:53 Quality is more important than quantity24:11 Yes, but will it scale at an enterprise level? The surprising answer25:24 The thing every business leader wants, but is also wildly problematic27:41 Hiring advice for every company and organization28:40 Are you a Talent Magnet? Here's the litmus test30:05 When you make your people a priority this is what happens30:19 How to change culture to adopt a Talent Mindset30:30 A case study – Netflix vs. Enron (i.e., Netflix culture deck)31:51 Your Talent is judging your culture too32:20 Counterintuitive advice if you take a bad job with a bad culture33:02 if you have a toxic culture that lacks ethics…you reap what you sew33:43 Example of failed companies…even Amazon isn't safe34:45 Succession planning (industry vs. the military approaches)37:20 “The military is the greatest leadership training program there is”37:29 “MBA programs do not produce leaders, they produce business practitioners”38:25 Hire for character and train for skill41:00 IQ is not necessarily a predictor of high performance45:50 Murder Boards and useful hiring pro-tips48:17 A surprising, underused, and valuable approaches to behavioral interviewing49:11 The problems with traditional hiring51:02 What's the next action after reading “The Talent War”52:01 The war that can't be won52:34 Mike's secret to his success53:58 Mike's greatest lesson54:22 “run towards the sounds of gun fire”55:39 Mike's one piece of advice to the world56:45 Where to connect with Mike

Jason Van Camp, decorated Green Beret, author of Deliberate Discomfort, and Founder and Chairman of Mission Six Zero, joins the program to discuss his Total Warrior Model, training that helps translate individual performance to team outcomes for business, as well as his NFL team clients. We also discuss the work that his non-profit Warrior Rising is doing to help veteran entrepreneurs (or "vetrepreneurs") start or accelerate their businesses. Jason reveals the challenges and opportunities that veterans face when they transition out of military life and shares tips for success. 

We're joined by the CEO & Co-founder of the Talent Magnet Institute, Mike Sipple Jr.  We discuss the origins of TMI, why Mike's team has developed a new subscription model for leadership development, and why Mike stays involved in the #HRSocialHour community. We are excited to be sponsored by Talent Magnet Institute for July and August 2020 and Mike will be co-hosting our Twitter chat on August 9th at 7 PM ET where we'll discuss holistic leadership! To learn more about TMI and Mike, visit https://linktr.ee/mikesipplejr.  

This week, Mike invites his dad, Mike Sipple Sr. into the studio to give you perspective of the Talent Magnet Institute’s mission in helping leaders lead well in relationships, work, community and life.  Where did this come from?  Listen now to hear the story.   Mike Sr. shares how the catastrophic event of 9/11 shaped Centennial’s vision for serving their search clients better, and how that has transformed 20 years later into what we now know as the Talent Magnet Institute, with Mike Jr. as Chief Executive. (1:40) “Our R&D comes from an organization that serves organizations, that listens to organizations and serves people, most importantly.” Mike Sipple Jr. (13:16)  Mike Sr. shares his pivotal experiences and lessons learned with leaders through the years who have had an impact on his own leadership style. (10:09, 19:37) “We all influence others in our lives.” Mike Sipple Sr. (21:55)  Mike Jr. shares what he has learned over the years in this work and why he is so passionate about helping leaders lead well. (23:03)  Listen now for key insights!  “This isn’t about your identity tied into work.  This is about your identity as a human.” Mike Sipple, Jr. (13:50) To find out more about how to get involved in the Talent Magnet Institute Leadership Community, go to www.TalentMagnetCommunity.com #talentmagnet #leadership #leadwell

As discussed in the previous episode (24), the War for Talent is on! But this time it concerns the talents of the digital era. In this episode of Building a Modern Employer Brand -podcast we talk about how a growth business becomes a talent magnet. In other words, if you plan to be on the winning side in the war for the digital talent, there are certain things your company must adhere to. "Talent Magnet" comes from a book by the same name written and published by an author called Mark Miller. IN THIS EPISODE:

Grab a glance at Chick-fil-A's roots from just seventy five stores to two thousand with Vice President of High Performance Leadership, Mark Miller. From Kodak's refusal to see digital photography's writing on the wall to Chick-fil-A's search for resources on how to find and keep workers, Miller reviews just how important it is to listen and adapt to the ever-evolving talent pool. Learn how to tell the story of a better boss, a brighter future, and a bigger vision to a generation that craves working for an organization that makes a difference.Support the show (https://www.patreon.com/aserversjourney?fan_landing=true)

Sytease Geib, former co-host of Talent Magnet and VP of Workforce Development at the Thurston County Chamber of Commerce, joins the program to discuss creative ways to retain talent, and the changing nature of work. Sytease discusses her own journey of moving across the country after the birth of her second child, how she has continued to do some remote project based work, and shares takeaways from her experience. Discover ideas for how employers can support their workers while they may be working from home, and how to balance work and family obligations. 

From Talent Magnet Podcast: In this episode, you'll hear how Sierra Pacific Industries, the 2nd largest lumber producer in the U.S., is using innovative technology to capture the attention of a new generation of job seekers at hiring events. Jacquelin Earley and Joshua Zepeda from Sierra Pacific Industries join the program to discuss how they are using virtual reality (VR) headsets to give job seekers a peek into their high tech facilities. 

Im Interview mit Michael Asshauer Du hast eine Start-up Idee? Dann sprich mit JEDEM darüber! Du willst richtig erfolgreich werden mit deinem Unternehmen? Dann fokussiere dich auf deine Idee und verliere nie den Fokus! Du willst ein Talent-Magnet sein und die BESTEN LEUTE für dein Unternehmen gewinnen? Dann wende den Selfie-Trick an! Wir sprechen mit Michael Asshauer  - erfahrener Gründer und erfolgreicher Unternehmer der Start-up Szene über Hacks, wie man ein Talent-Magnet als Unternehmer wird, was seine biggest learnings aus der Start-up Szene sind und wie du die geheime LinkedIn-Funktion nutzen kannst um Top-Talente für dich zu gewinnen! Zu Michaels Instagram Profil: https://www.instagram.com/beste_talente/ Zur Talente-Plattform: https://talente.co/start/ Zum kostenlosen E-Book: https://buch.talente.co/ --- Send in a voice message: https://anchor.fm/braintalk1/message

We use analogies all the time when we look at developing talent in our organizations. Zach Thomas is not only a farmer, but he grows people as well. Zach is a West Point grad., served as an Army Ranger instructor, and a college pastor. Today, Zach is the owner/operator of a Chick-fil-A franchise and author of Leader Farming: Growing Leaders to Grow Your Business. He had an “aha” moment when he looked at his leadership approach. He recognized the tough guy approach nor the love everybody and they will do the right thing approach were working. Zach and Kevin discuss the need for standards and boundaries in leadership. Zach shares a leadership strategy to balance results and relationships. This strategy addresses engagement, turn-over, and development of your team. Zach believes leaders should make a difference in the lives of their team and grow them to be the best version of themselves. In this episode, Zach discusses 1. F.A.R.M. Strategy. 2. Seasonal growth mindset. 3. Embracing turnover. This episode is brought to you by... Coaching with Confidence, Kevin's workshop, designed to help leaders build confidence in coaching for stronger and more effective teams. Learn More Additional Leadership Resources Book Recommendations: Leader Farming: Growing Leaders to Grow Your Business by Zach Thomas and Jared Stump A Language of Healing for a Polarized Nation: Creating safe environments for conversations about race, politics, sexuality, and religion by Wayne Jacobsen, Arnita Willis Taylor, Robert "Bob" L. Prater Connect with Zach Thomas: Website | Twitter | Facebook | LinkedIn Related Podcast Episodes: How to Be a Talent Magnet with Mark Miller. Creating Culture - Lessons from Chick-fil-a with Steve Robinson. Turning Culture into Competitive Advantage with Jeff Grimshaw.

According to Micah Rowland, success starts with your people. As COO of Fountain, a software company that sources, screens, and onboards workers, Micah is a builder of teams, processes, and people. He joins Kevin to discuss hiring and retaining talent. To get the best from your team, they need to feel secure and understand failure is OK (provided you learn from it). Micah discusses the need for clear criteria for position descriptions and processes to hire. You want to make sure you are comparing apples to apples. The magic to leadership is changing the resources to benefit not only the employee but the organization. In this episode, Micah shares 1. Mistakes in the hiring process. 2. Role of assessments. 3. Advice to attract and retain talent. Additional Leadership Resources Book Recommendations: Sources of the Self: The Making of the Modern Identity by Charles Taylor Follow Micah Rowland and Fountain on: Facebook, Twitter, and LinkedIn. Related Podcast Episodes: Getting - and Keeping - the Right People with Caroline Stokes. How to Be a Talent Magnet with Mark Miller. Connecting Your Company Culture with Your Brand with Denise Lee Yohn. The Leader's Role in Employee Engagement with Michael Lee Stallard. Learn more about Fountain. Learn more about our workshop, From Manager to Remarkable Leader. Improve your leadership in just 13 days with our video series 13 Days to Remarkable Leadership.

Here’s series 2 episode 2 of the Brain, Brawn & Business podcast. In this episode I talk to Aitch Henry-Doswell from Talent Magnet. .. I really enjoyed this episode with Aitch. He’s a great guy with lots of energy and positivity. There was some great points shared and he spoke really openly and honest about his success and challenges. .. ➡️ Importance of personal development and learning from other people. ➡️ The impact of meditation and exercise and having a healthy mind and healthy body. ➡️ Honing your craft and become an expert in your niche. ➡️ How being persistence, hard working and striving for consistency is key for success. ➡️ Just take the shot - it might not be perfect, but doing is more important than not doing . ... If you’ve enjoyed any of the episodes and got value from them so far, then please share it or leave a review as it will help to reach more people. Thank you.

Data shows that by 2030, 75% of the workforce will be made up of individuals born between 1981-1996. We often refer to this generation as Millennials and they are often described as lazy and entitled. Chris Tuff is the author of The Millennial Whisperer: The Practical, Profit-Focused Playbook for Working With and Motivating the World's Largest Generation. He joins Kevin to discuss how this workforce is not different from previous generations, however because of their experiences, like when they were introduced to technology, they are requiring change. Leaders need to use millennials to become better equipped for the future; to make those changes that will lead to the future success of the organization. In this episode, Chris shares 1. Importance of stereotyping a generation. 2. The 70/30 rule. 3. Advice to keep millennials engaged at work Additional Leadership Resources Book Recommendations: The Millennial Whisperer: The Practical, Profit-Focused Playbook for Working With and Motivating the World's Largest Generation by Chris Tuff The Nightingale by Kristin Hannah 48 Days to the Work You Love: Preparing for the New Normal by Dan Miller Turning Culture into Competitive Advantage with Jeff Grimshaw. How to Be a Talent Magnet with Mark Miller. Learn more about The Millennial Whisperer. Connect with Chris Tuff on LinkedIn, Twitter, Facebook, or Instagram. Learn more about DISC Personality Testing Sign up for our free video training series, 13 Days to Remarkable Leadership. Get your free copy of my inspiring e-book, 101 Ways to Unleash Your Potential.  

If you are looking to recruit the best talent for your organization, you need to address the big issues in your organization. Caroline Stokes is the founder of FORWARD, an executive headhunting and executive coaching company and the author of Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company. She realized that just helping companies hire someone to fill a position was not enough. We need to remember the human element and she helps individuals and organizations adapt through emotional intelligence. Caroline suggests hiring should be thought of as a process, not just an event. She shares with Kevin her thoughts on authenticity about your brand and the importance of real and difficult conversations (not just make an impression) to recruit and retain the people who will make your organization successful. In this episode, Caroline talks about 1. Recruiters. 2. Employer brand. 3. Fake unicorns. Additional Leadership Resources Book Recommendations: Elephants Before Unicorn by Caroline Stokes Lost by Gregory Maguire Exposing Lies about Work with Ashley Goodall. Building a Peak Performance Organization with Chris McGoff. How to Be a Talent Magnet with Mark Miller. Connecting Your Company Culture with Your Brand with Denise Lee Yohn. The System is the Secret with Jim Butler. Learn more about FORWARD. Sign up for our free video training series, 13 Days to Remarkable Leadership. Get your free copy of my inspiring e-book, 101 Ways to Unleash Your Potential.  

In this episode of The Inclusive Chamber, we talk to Mike Sipple, president of Centennial Inc. and host of the Talent Magnet Institute podcast, about inclusive succession planning, talent acquisition and building high-performance executive teams.

On this month's Grow episode of Ratchet+Wrench Radio, Rick White, president and lead coach of 180Biz, shares his tips for improving shop culture in order to attract the best talent in the industry. 

iseman, Liz and Greg McKeown. Multipliers: How the Best Leaders Make Everyone Smarter. New York: HarperCollins Publishers, Inc., 2010. It isn't how much you know that matters. What matters is how much access you have to what other people know. It isn't just how intelligent your team members are; it is how much of that intelligence you can draw out and put to use. The Diminisher is an Empire Builder. The Multiplier is a Talent Magnet. The Diminisher is a Tyrant. The Multiplier is a Liberator. The Diminisher is a Know-It-All. The Multiplier is a Challenger. The Diminisher is a Decision Maker. The Multiplier is a Debate Maker. The Diminisher is a Micromanager. The Multiplier is an Investor. Would your people describe you as someone who recognizes talented people, draws them in, and utilizes them at their fullest? Would they say they have grown more around you than any other manager they have worked for? Or would they describe you as someone who pulled them into your organization not as a talent to be developed, but more as a resource to be deployed and then left to languish?

iseman, Liz and Greg McKeown. Multipliers: How the Best Leaders Make Everyone Smarter. New York: HarperCollins Publishers, Inc., 2010. It isn't how much you know that matters. What matters is how much access you have to what other people know. It isn't just how intelligent your team members are; it is how much of that intelligence you can draw out and put to use. The Diminisher is an Empire Builder. The Multiplier is a Talent Magnet. The Diminisher is a Tyrant. The Multiplier is a Liberator. The Diminisher is a Know-It-All. The Multiplier is a Challenger. The Diminisher is a Decision Maker. The Multiplier is a Debate Maker. The Diminisher is a Micromanager. The Multiplier is an Investor. Would your people describe you as someone who recognizes talented people, draws them in, and utilizes them at their fullest? Would they say they have grown more around you than any other manager they have worked for? Or would they describe you as someone who pulled them into your organization not as a talent to be developed, but more as a resource to be deployed and then left to languish? What people do easily, they do without conscious effort. They do it better than anything else they do, but they don't need to apply extraordinary effort to the task. They get results that are head-and-shoulders above others but they do it without breaking a sweat. "Ignore me as needed to get your job done." Leaders most often know who the blockers are. The most common mistake they make is waiting too long to remove them. While a Tyrant creates stress that causes people to hold back, a Liberator creates space for people to step up. While a Tyrant swings between positions that create whiplash in the organization, a Liberator builds stability that generates forward momentum. One way he elicits the best thinking from people is that he knows what people are actually capable of producing. He knows everyone's job intimately, but he doesn't do it for them. generate rapid learning cycles. Liberators don't just listen the majority of time. They massively shift the ratio, listening most of the time. This creates space for others to share what they know. Diminishers give answers. Good leaders ask questions. Multipliers ask the really hard questions. They ask the questions that challenge people not only to think but to rethink. They ask questions so immense that people can't answer them based on their current knowledge or where they currently stand. There are times when a leader is so knowledgeable and personally brilliant that it seems tempting for them to provide directives centered in what they know. However, in the end, Know-It-Alls limit what their organization can achieve to what they themselves know how to do. The nature of the executive role makes it easy to stay rooted in answer mode and to be the boss. The first step in this journey is to stop answering questions and begin asking them. Our research has shown that Diminishers tend to make decisions solo or with a small inner circle. As a result, they not only underutilize the intelligence around them, but they also leave the organization spinning instead of executing. In preparation for the meeting itself, Debate Makers define what needs to be addressed, why it is important, and how the final decision is expected to be made. At first glance, it appears that Diminishers make efficient decisions. However, because their approach only utilizes the intelligence of a small number of people and ignores the rigor of debate, the broader organization is left in the dark, not understanding the decision, nor the assumptions and facts upon which it is based. With this lack of clarity, people turn to debating the soundness of a decision rather than executing it. Multipliers enable others to operate independently by giving other people ownership for results and investing in their success. Multipliers can't always be present to perform emergency r...

iseman, Liz and Greg McKeown. Multipliers: How the Best Leaders Make Everyone Smarter. New York: HarperCollins Publishers, Inc., 2010. It isn't how much you know that matters. What matters is how much access you have to what other people know. It isn't just how intelligent your team members are; it is how much of that intelligence you can draw out and put to use. The Diminisher is an Empire Builder. The Multiplier is a Talent Magnet. The Diminisher is a Tyrant. The Multiplier is a Liberator. The Diminisher is a Know-It-All. The Multiplier is a Challenger. The Diminisher is a Decision Maker. The Multiplier is a Debate Maker. The Diminisher is a Micromanager. The Multiplier is an Investor. Would your people describe you as someone who recognizes talented people, draws them in, and utilizes them at their fullest? Would they say they have grown more around you than any other manager they have worked for? Or would they describe you as someone who pulled them into your organization not as a talent to be developed, but more as a resource to be deployed and then left to languish?

Andy Curlewis and Alan Walker discuss why marketing is an essential part of any modern recruiters toolkit; some specific tactics and techniques; and how to measure the effectiveness of a recruitment marketing strategy. In this conversation with Andy we discussed: Why marketing is an important skill for recruiters. The difference between talent pipelining, talent pools and talent communities. Whether building talent pipelines is the right thing to do, and how to build a talent pipeline (if it is). The types of content that can be used in recruitment marketing. What key metrics you should be measuring. Does social media work? How an organisation can differentiate themselves on social media. User-generated content Vs corporate/marketing content. The effectiveness of direct marketing through social. For the video of this interview, check out:- https://academy.clickiq.co.uk/andy-curlewis-on-pipelining-marketing-metrics-and-content/

When 24 hours is not enough time in day, you are ready surround yourself with talent. How do you attract talent? In this episode, Linda McKissack and Dana Gentry discuss finding, hiring, and keeping talented people in their organizations.  By continually growing yourself and making your life bigger, you will create opportunities that help others achieve their goals. Dana mentions, “Blooming where you are planted.” Become a rockstar in your current situation and other opportunities will find you. Dana and Linda talk about how hiring the wrong fit for the job is actually doing that person a disservice. When you match skill set and behavioral personality to the job role, you find a much happier employee. Linda talks about the 10 step process of Career Visioning to make hiring the right person easier. Join us at the next Career Visioning workshop March 13, 14, 15, 2019, in Covington, KY. Free Printable Talent vs Non Talent We welcome your questions! Email your inquiries to info@lindamckissack.com. We will choose a few questions from our listeners each week, so be sure to subscribe to Everything Life and Real Estate.

From Talent Magnet Podcast: This episode features an interview with Geoff Lawrence, Account Executive at Impact Washington, and Robert Bishop President, SATECH, Inc. as they discuss the importance of upskilling staff through training and share tips and takeaways from their experiences. Discover the Future of Work program and the impact that upskilling  staff can have on an organization. 

From Talent Magnet Podcast: Megan Fiess, Thurston County Chamber of Commerce Workforce Division Project Manager, joins the program to discuss the role that business can play in helping opportunity populations, rural communities and youth to get ahead in their careers, and the benefits that unlocking hidden talent can provide to employers. Megan shares her own story of becoming homeless at 15 years old, and how an employer gave her an opportunity that helped her become financially stable and further her education.

Having trouble finding the right people for your team? In this episode, Randy Hall provides tips and strategies for attracting the best talent to take your practice to the next level. 31 min

Having trouble finding the right people for your team? In this episode, Randy Hall provides tips and strategies for attracting the best talent to take your practice to the next level. 31 min

From Talent Magnet Podcast- Nick Curry, Senior Program Manager at Amazon Web Services, joins the program to discuss Amazon's military recruiting intiatives. Discover tips and takeaways for recruiting and retaining transitioning service members and their spouses. 

Your company’s culture and success all start from the same place: hiring the right people in the first place. So how do you attract the right people and recruit exceptional employees to your organization or venture? That’s the subject of today’s show with the CEO of AMEND Ventures, David Velie. Mike and David talk about what it takes to not only hire the right people, but transform yourself into a talent magnet.

044 The One with The Chick Fil A Guy  Episode 44: Show Notes    If you’ve listened to the show for any length of time, you know I love business!  Due my love of business, I study businesses in how they conduct regular transactions and issues. This can sometimes get on my wife's nerves since I'm always turning every customer service experience into a learning opportunity, just ask her...  In my observations, I have noticed that successful businesses seem to rally around a core set of values that you can see throughout their entire company. I’ve also noticed the opposite is true when companies lack a set of values that are followed by all. Just think back to when you had an issue with something at a place of business, it's impossible not to see how core values are applied if you look for it. Observing this is one of my favorite things to do.  One of my best examples of this came from my service manager, Chris. He took his father-in-law out for dinner and his father-in-law wanted to order a meatloaf sandwich. The waiter told him NO, he could not order that because it wasn’t on the menu. However, meatloaf and bread were on the menu, just not together. This was an example of enforcing rules that did not give the customer want he wanted. And the kicker is putting meatloaf between two pieces of bread would not have cost the company anything. In this situation, what do you think the company's core values were? If they had anything to do with the customer, they weren't followed. If they did, they weren't trained or at the very least followed by all.    I'm not going to tell you the company that owned the meatloaf saga, but I will use the story to introduce a company that I think gets core values right, each and every time. That company is Chik Fil A. If you have ever been into a Chick Fil A I know you were greeted properly and told that it was their pleasure for them to serve you. I also know you got the best chicken sandwich put on this earth! In case you didn’t know, I'm am a fan of Chick Fil A. They are a staple here in the south. In fact, they have built much of the Atlanta landscape.  And truth be told, I eat there probably more than I should. But when I'm there I'm conducting research, at least that's what I tell my wife...  My guest today is Daniel Perry, Owner of the Lawrenceville/316 Chick Fil A.  His store is practically in walking distance from my office and we have become friends over the years. During this time, I have seen him, and his team demonstrate how much they care about their guests, handle complaints and reach out to the community. Simply put, I have seen them LIVE their core values in everything they do. It's my hope you will be inspired to work on your core values from this episode.  Key Points From This Episode:     How do you show your customer their value? [0:01:05]   How businesses practice business. [0:01:19]   How they teach their employee work ethics. [0:01:05]   Selecting great team members. [0:05:15]  How to train employees. [0:11:20]  Ways to use your core values [0:20:30]   How to work with teenagers [0:20:10]   Advise on working and communication with the team [0:35:15]   How to stay better organized? [0:43:16]   Goal setting [0:46:30]   And much more!  Tweetables:     "People over profits: If you give people what they want then they will give you what you want." @daniel_perry @ChickfilA #scalinguph2o #scalingup #chickFilA #scalinguppodcast  "They are not just there to do their job, but because they have that job because of the customers." @traceblackmore @daniel_perry @ChickfilA #scalinguph2o #scalingup #chickFilA #scalinguppodcast  "Our mission is to be remarkable. And so we want our guests to have remarkable experiences." @daniel_perry  "People don't believe what you say, they believe in what they've discovered on their own." @daniel_perry @traceblackmore @ChickfilA #scalinguph2o #scalingup #chickFilA #scalinguppodcast  "There are a lot of things that have made me who I am today through mistakes and failures but I would say just don't take yourself so serious." @daniel_perry @traceblackmore @ChickfilA #scalinguph2o #scalingup #chickFilA #scalinguppodcast  Links Mentioned in Today’s Episode:     Daniel Perry Website (Chick-fil-A): https://www.chick-fil-a.com/  Daniel Perry on Twitter: https://twitter.com/daniel_perry  Daniel Perry on LinkedIn: https://www.linkedin.com/in/daniel-perry-6620546/ Talent Magnet by Mark Miller: http://scalinguph2o.com/44book1 Rest by Alex Soojung-Kim Pang: http://scalinguph2o.com/44book2  Grit: The Power of Passion and Perseverance by Angela Duckworth: http://scalinguph2o.com/44book3  Good to Great by Jim Collins: http://scalinguph2o.com/44book4 Every person has a story: https://youtu.be/2v0RhvZ3lvY  Grit ted talk: https://youtu.be/H14bBuluwB8  Audible: http://scalinguph2o.com/audible 

From Kodak's refusal to see digital photography's writing on the wall to Chick-fil-a's search for resources on how to find and keep workers, Vice President of High Performance Leadership Mark Miller reviews just how important it is to listen and adapt to the ever-evolving talent pool. Learn how to tell the story of a better boss, a brighter future, and a bigger vision to a generation that craves working for an organization that makes a difference. Support the show (https://www.patreon.com/aserversjourney?fan_landing=true)

Mark Miller is the Vice President of High Performance Leadership at Chick-fil-A Inc. or “The Chicken”, as he affectionately refers to it. He is also a best selling author, by accident according to Mark, and joins Kevin to discuss top talent. He recently released Talent Magnet: How To Attract And Keep The Best People. In discussions with organizational leaders, Mark found that finding and keeping good people had become the number one issue. Through not only qualitative data, but based on extensive research Mark conducted with Aon, he discovered that what keeps and attracts top talent is different than what attracts and keeps typical talent. In this episode, Mark disusses 1. The difference between talent and top talent. 2. Three things top talent want. 3 Social media in leadership.

The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.

Alex read a really good blog post on Michael Hyatt's blog by Mark Miller. In the article, Mark outlines what top talent needs from their company in order to keep their attention long term. Turns out, money can only get them so far before they start to look elsewhere. Find out on today's episode what — REALLY — attracts and keeps top talent.   Key Takeaways: One of Alex's goals this year was to help more people but to also empower and bring up his team, too. How are you attracting your top talent? Money does not attract top talent long-term. Your team will not last forever. People will leave. However, that doesn't mean you should make bad hires because that's going to set you back. Top talent wants a better boss. People want their boss to care about them professionally and personally. Top talent wants to know that there's growth ahead. They want to be challenged. Top talent wants a company with purpose. They want to work with a company that's aligned with their values. Why does your company exist? What's your purpose? Mentioned in This Episode: Alex would really appreciate it if you could leave a review in iTunes: Flip Empire on iTunes Check our Patreon and support the show! Michaelhyatt.com/what-top-talent-wants Book Recommendation: Talent Magnet: How to Attract and Keep the Best People, by Mark Miller   Tweetables: “You can't scale and build a business without a team.” “Nothing lasts forever. People are going to leave, they are going to grow. Things are going to happen and be okay with that.” “Top talent — they want a better boss.” Ask Alex A Question: Have a question you want featured on an upcoming Flip Empire Show? Head over to the Ask Alex page, and record your question. We've made it super easy for you, so let us know what challenges you are having, and Alex will answer it personally! Did you get your FREE Online Course? Text the word EMPIRE to 67076, and we'll send you a link to get instant access to the “5 Ways To Scale Your Real Estate Wholesaling Business To Six Figures (In 6 Months Or Less)” video module training course. Subscribe To The Flip Empire Show, and Leave a Rating & Review!

Liz Wiseman, internationally recognized business thought leader, released the Revised and Updated edition of "Multipliers" in 2017. The book was born from a simple observation percolating in Wiseman for years: “There is more intelligence inside our organizations than we are using.” Figuring out why became her passion. Her research findings unlocked the secrets to what she came to call “Multipliers.” To explain the difference between Multipliers and Diminishers (their opposite), Wiseman quotes Bono, who said, “It has been said that after meeting with the great British Prime Minister William Ewart Gladstone, you left feeling he was the smartest person I the world, but after meeting with his rival Benjamin Disraeli, you left thinking you were the smartest person in the world.” Diminishers might be geniuses, but Multipliers are genius makers.  Wiseman's research team used an applied definition of intelligence: the ability to reason, comprehend complex ideas, learn quickly, learn from experience, and adapt to make smart decisions. Multipliers trust people are smart and will figure it out. With that assumption, they manage to double the brain power of their workers. In short, they use human intellect and talent while noticeably helping people grow. As a result, when working for a Multiplier, people say they “get smarter.” Wiseman distills the role of Multiplier to distinct disciplines, each set in opposition to a Diminisher role. For example: The Talent Magnet (e.g., Mitt Romney) vs. The Empire Builder The Liberator (Bill Campbell, CEO of Intuit) vs. The Tyrant The Challenger (Irene Fisher of University of Utah Bennion Center) vs. The Know-it-all Bill Campbell says, to be a Multiplier, “You have to be smart enough to learn.”  “Accidental Diminishers” are well-intentioned leaders who, unwittingly, reduce abilities often by following popular management principles. For example, creative leaders might try to spark ideas in others; energetic, charismatic leaders can “kill” people with all their energy. Rescuers might step in too early to prevent mistakes from happening, but they can stunt growth in the process. Even too much optimism can do more damage than good.  Multipliers are not “cupcake-and-kisses” leaders. In fact, they're often hard-edged, driven people. But they create a growth cycle of “safety and stretch.” While holding people accountable, they deeply use their people while helping them grow. BUY Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smarter Music Credit Sound Editing Credit

Show Notes: Our book: http://amzn.to/2oqVXwU Average age of an insurance pro in the US is about 60 years old The number of insurance pros over 55 has increased by 74% between 2002-2012 compared to 45% in overall workforce (McKinsey & Company Building a Talent Magnet) There's 80 million Boomers, 60 million Xers and 80 million Millennials. That 25% difference with so few Xers is a huge deal By 2014 Millennials were already largest generation in the US (Council of Economic Advisers) By 2025, 3 out of 4 workers will be Millennials (https://www.bdcnetwork.com/workplace-design-trends-make-way-millennials) Only 4% of Millennials are interested in working in Insurance (The Hartford - A Generation of Leaders) RMI programs only exist at 70 schools (out of 3,000+) and only feed 10-15% of our new talent needs each year (McKinsey Building a Talent Magnet) 30% more Boomers in insurance than in the overall economy (McKinsey Building a Talent Magnet) 88% of CPCU Members are over 40 years old Only 41% of Millennials expect to be at their current job in 2 years (Gallup There's no job millennials won't leave) Since 2015 Millennials are already largest generation in the workforce Insurance companies expect 25% retirements in the next 4 years (2017 Insurance Industry Employment and Hiring Outlook Survey) some expect it in the next 2 years (2016 Insurance Industry Trends) Only about 25% of insurance workforce is under 35 years old (Solving the Insurance Industry Talent Crisis by Investing in RMI Graduates - IRMI) Only 2% of recent grads express an interest in insurance (Accenture - The Insurance Workforce of the Future) 66% of Millennials plan to be at a different company in 3 years (2016 Deloitte Millennial Survey) Good people, awful structure = crappy managers