Podcasts about team resources

In this episode, Jeremy is joined by Jeanne Brett, Professor Emerita of Management & Organizations at Northwestern University, and an expert on the topics of multicultural teams, managing workplace conflict, and negotiation. You'll hear about:1:25 - What it means to be part of a multicultural team 10:31 - How leaders can prevent differences from causing conflict 16:45 - The role of trust in negotiation25:35 - Using AI to help with negotiation training 29:08 - Other skills that good negotiators possessToday's Guest: Jeanne Brett, Professor Emerita of Management & Organizations, Northwestern University Jeanne Brett is the DeWitt W. Buchanan, Jr. Distinguished Professor Emerita of Dispute Resolution and Organizations for the Kellogg School of Management at Northwestern University. Brett is a negotiation scholar and educator.  Her award-winning book, Negotiation Globally, now in its 3rd edition, was recently joined in 2022 by Searching for Trust in the Global Economy written with Tyree Mitchell.  Her current research projects engage AI to understand how negotiators use strategy. Brett initiated Kellogg's negotiation course in 1981 and has taught negotiations all over the world. She is also currently the president of the nonprofit, Negotiation and Team Resources, where she hosts monthly conversations to introduce negotiation educators to the latest research and teaching materials.

Team Lords is fresh off of a much-needed victory against Team Resources in their eleventh Team Draft Showdown. Ethan and Ben review all 6 drafts and decks to see what decisions (and lucky breaks) led them to a resounding 7-2 finish! Draft Logs and Decks Support us on TCGPlayer!

When you start a new job role, it can be difficult to know where to start. Many of us go in wanting to prove our worth as soon as possible but end up underperforming in the long run. That's just one of the biggest mistakes people make in a new job role. There will always be challenges but it's how you navigate them that's important, so knowing what people tend to do wrong will help you succeed. In this post, we're going to look at the five biggest mistakes people make in a new job role. These also apply to those who are already part of an organisation but are moving to a different role within the company. So whether you're starting a new role soon, are a few weeks in, or have been at your company for a while, be mindful of these common mistakes and use our advice and tips to improve. Episode Highlights:Mistake #1 - Making short-term goalsMistake #2 - Making assumptions about your teamMistake #3 - Relying too much on your managerMistake #4 - Not understanding your remit Mistake # 5 - Creating a plan without your team's involvementBonus tip - Don't forget about your own health and wellbeingUseful Links:Explore our brand new Above-the-Line Leaders' Toolkit - https://peopleleaders.com.au/above-the-line-thinking/Get in touch with us at info@peopleleaders.com.auPeople Leaders Website - https://peopleleaders.com.au/People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/Connect with Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/Connect with Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/Follow us on Instagram - https://www.instagram.com/people.leadersLike us on Facebook - https://www.facebook.com/PeopleLeaders/

It's time again for another Team Draft breakdown from our recent battle against Team Resources on the Streets of New Capenna! After a brief format check-in, we dive in to all 6 draft logs and deck pics from the competitors to see how things flowed around the table! Follow along at home: https://docs.google.com/document/d/e/2PACX-1vT6MORZ1m1xmL3utiV1mVtkZVDxk4Ssedy7aVIJVNKFQYqemcA965WlESTetafCuRZGxPfKPfOOz_P7/pub

Pete Williams, Director of Data and Online at publishing company Penguin Random House UK, shares how he's learned to balance scarce data team talent with reaching business goals Pete Williams has held many data and analytics leadership roles since 2013, in various sectors. But a common challenge across all of them has been the need to manage finite data team resources effectively. In this week's Business of Data podcast, he shares his approach to doing this in a way that balances working towards an organization's long-term strategy with meeting its short-term, tactical goals. “I've been guilty of taking on more work than my team and I could handle in the past,” Williams explains. “You take it on without realizing that little thought has gone into what you actually need to do to achieve something. And before you know it, your scope explodes, and you can't deliver.” How Williams Prioritizes Data Team Projects Williams says his approach helps to deal with what he calls ‘wild card' projects. These are unexpected projects that must be prioritized and can only be delivered by either supplanting the team's current workload or bringing in more resources. Since data team resources are finite, Williams recommends managing them by dividing the team's work between providing ongoing operational and strategic support for the business and research and innovation. He argues that the ability to weigh all potential projects according to a common scale is also vital. Creating a universal template for evaluating potential analytics projects both helps company stakeholders understand the data team's workload and creates a fair system for deciding which projects to deliver first. “A common assessment template gives everybody a chance to pitch for the team's scarce resources,” he explains. An effective project evaluation template should ask questions such as: Will the project generate revenue? Is it cost-efficient? Will it save time? Does it serve an environmental purpose? This will help company stakeholders to agree on which projects should move forwards and which are less likely to drive business impact. Key Takeaways Anticipate ‘wild cards'. Data leaders must allocate team resources to strike the right balance between delivering long-term strategic projects, providing short-term tactical support to business units and working on ad hoc ‘wild card' initiatives Use a common scale to weigh projects. As more projects come in, it will be harder to prioritize them. All work should be considered on the same merits Define what success will look like. Data and analytics project proposals should include defined outcomes that both demonstrate the value they will bring to the business and enable comparison with other projects in the pipeline

For our March Bonus Episode, we're breaking down the Neon Dynasty Team Draft versus Team Resources, looking at all 6 draft logs and decks. Follow along at home: https://docs.google.com/document/d/e/2PACX-1vSYq1y1OH_wtXbMMEwLaQ9Hn-FxwtlkaEhZPfRKyn4ff3prJ36aQrmn2Sf3OcpK1D8ZxX4xIHuUDzWQ/pub 

We are all naturally biased when we make decisions, so it's vitally important to set up procedures in the workplace that minimise their effect. On this episode we speak to Arthur Woods: a social entrepreneur, bestselling author and champion of equality in the workplace.Arthur is the co-founder of Mathison: a venture-backed tech platform that enables employers to stay on track with their diversity hiring. Arthur is a seriously eminent voice in the space, having been named in the Forbes 30 Under 30 and 40 Under 40 and having hosted multiple TedEx talks. He has also created an equal hiring index to help benchmark inclusive hiring practices.All leaders will get a lot from this conversation. Arthur's teachings are a great balance of data-driven theory and easily actionable practice.  In this episode you will learn:The definition of diversityHow employers can hire with empathyHow to ensure structural consistencyWhy the interview process should be more structuredHow to reduce unconscious biasThe dangers of an interview auto-pilotHow to identify coachable momentsThe importance of celebrating ‘bright spots'The power of storytellingExamples of how leaders can keep themselves on track with diversityWhy leaders don't have to wait for their organisations before acting to change diversity policyThe psychological shift that is needed to truly hire for diversityUseful Links:Explore our brand new Above-the-Line Leaders' Toolkit - https://peopleleaders.com.au/above-the-line-thinking/Join our next Leadership Essentials Program - https://peopleleaders.com.au/leadership-essentials-program/Get in touch with us at info@peopleleaders.com.auPeople Leaders Website - https://peopleleaders.com.au/People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/Connect with Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/Connect with Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/Follow us on Instagram - https://www.instagram.com/people.leadersLike us on Facebook - https://www.facebook.com/PeopleLeaders/Go to Arthur's company website: http://www.mathison.io Find Arthur's book and additional resources here: http://www.hiringfordiversity.comWe just wanted to let you know that we've opened the doors on the next round of our online Leadership Essentials Program, starting on April 7th.Leadership Essentials is a 12-week online training program and is perfect for anyone who wants to uplift their people leadership skills. Please go to yourleadershipessentials.com to find out more and register today!

One in five Australians are challenged with their mental health. Pretty much every leader is going to have to guide people who are suffering, and yet historically, the focus of leadership and management has been on professional performance rather than state of mind. Our guest this week, Sophie Aghdami, has been through her own mental battles and come out the other side to become an addiction recovery coach and brand strategist. We're particularly interested to speak to her because she has a foot in both camps. She has been in high-level roles in some impressive brands in the UK, and runs her own coaching practice called The Wolf You Feed.We talk to her about how she juggled her own addiction with a high-powered career, how leaders can spot the warning signs among their own colleagues, and how a leader can step up to inspire and support those who really need it.In this episode you will learn:The true meaning of ‘recovery'How to regain controlThe difference between recovery in rehab and recovery at homeWhat a recovery coach can do for an executiveWhy Zoom counselling/coaching can sometimes be better than in-personHow leaders can reduce the stigma of addiction and recovery in their teamThe ‘grey area' of addictionWhat a leader should do to broach the topic if they suspect one of their team is struggling with addictionThe addiction cycle modelHow a leader can demonstrate they understand addictionThe meaning of ‘The Wolf That You Feed'Useful Links:The Wolf You Feed website - http://www.thewolfyoufeed.com People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/People Leaders Facebook - https://www.facebook.com/PeopleLeaders/Twitter - https://twitter.com/PeopleLeadersPeople Leaders Instagram - https://www.instagram.com/people.leaders 

Many, many years ago we read ‘Walking the Talk,' a book by Carolyn Taylor, which was our first introduction to the concept of above-the-line and below-the-line thinking. Since that time we've incorporated the principles of this style of thinking into almost everything that we do.We built the model into many of our programs and have done countless workshops purely on the subject. The simplicity of the model makes it seem less powerful than it really is, but everywhere we turn, we find somewhere that it can be applied.We've had a lot of leaders reach out to us over the years and tell us how powerful they think it is too, but they've been frustrated by their efforts to get their teams working and thinking above the line. We're about to fix that, and are currently pre-launching our new Above-the-Line Leaders' Toolkit. It will be available for release in January 2022, but between now and December 17th we've got a prerelease offer giving you the opportunity to secure it for half price. You can find out more about that here. In the meantime, we wanted to use this episode to give a bare bones look at the model and share some examples of how it's been applied.The Line of ChoiceIf you can imagine a line drawn across the middle of a sheet of paper; we'll call that line ‘The Line of Choice'.Above that line, are all behaviours and thinking styles that have a positive impact on the culture and effectiveness of the team - collaboration, responsibility, initiative, positivity, etc. And below that line, would be the not so positive behaviors and thinking styles - competitiveness, denial, blame, sarcasm, and so on. Obviously the goal is to reduce the below-the-line behaviours, and increase the above-the-line behaviours. Simple to understand yet difficult to implement, because… people!Teams are made up of people, and all of us have our habitual ‘flaws' that cause us to repeat behaviours, often unconsciously, that might be below the line. So the first step into shifting above the line, is to develop an awareness of these habitual patterns and to make a choice, hence ‘the line of choice', to do something else.Above the Line in ActionFor example, someone operating above the line would communicate effectively. S/he would listen attentively, speak articulately, and express her/himself optimistically. Someone operating below the line might be abrupt, s/he might interrupt and speak superficially, leaving it up to the listener to work harder at understanding what was being said.Don't be fooled by the simplicity of the model though. Having worked with it for so long, we've been applying it at a much deeper level than most people would even think of. In fact we've ‘married it' with the nine dimensions of our popular High-Performing Team Indicator tool, making it probably the most comprehensive application of the above-the-line model that you're likely to come across. Find out more about our Above-the-Line Leaders' Toolkit and take advantage of our pre-release offer before December 17th. You'll thank us later.Above-the-Line Below-the-Line Thinking - https://peopleleaders.com.au/above-the-line-thinking/?utm_source=op&utm_medium=email&utm_campaign=podcastatl21121 

This week we're looking at all 6 draft logs and decks from the Team Draft vs Team Resources and seeing what the flow around the table was like and if there was anything Team Lords + Chord could have done differently to secure the victory! Follow along at home: https://docs.google.com/document/d/e/2PACX-1vQDhiv61t9JKqJoC1SwMRpb3izxvIqyTqDrLRfYRoFDm3eMWeTusmY1ffetP3rpXpglRAWevKhx1xcb/pub 

The agile work environments of today pose a big challenge… are leaders really leaders anymore? Our esteemed guest, Dr Ben Ritter, has noticed a trend of leaders not feeling like they deserve to be there. The speed with which leaders can rise to the top, mobile/remote working and the fluidity of organisational structures have all contributed to a totally different kind of leader, so we're going to find out what it takes to be a top executive in 2021.Dr Ben is an immensely successful learning development consultant, author, mentor and speaker with 10 years of experience coaching in corporate finance for the likes of Amazon and Google. He's guided hundreds of professionals in his time, and beyond his professional work, he's also a very well-read academic with an MBA and MPH on his CV. If ever you wanted someone to tell you about the art of leadership, he's your man!Episode Highlights: The true meaning of ‘executive presence'How to think like an executiveThe importance of seeing current projects in the context of a 3 - 5 year planHow good leaders should prepare for meetingsThe difference between ‘a meeting' and ‘an update'When to hold off on giving an instructionWhy you should always try and ask one more questionHow to manipulate meetings to make sure you show upThe ‘three cs' of self leadershipHow to stay aligned with your visionHow to attain psychological safety in your workUseful Links:Dr Ben Ritter on LinkedIn - https://www.linkedin.com/in/ritterbenj Company website - https://www.liveforyourselfconsulting.com/People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/People Leaders Facebook - https://www.facebook.com/PeopleLeaders/Twitter - https://twitter.com/PeopleLeadersPeople Leaders Instagram - https://www.instagram.com/people.leaders 

We all experience insecurities at some point in our lives. Some people suffer from insecurities such as social anxiety, nervousness, past traumas, recent experiences of failure or rejection, loneliness, negative beliefs about yourself, perfectionism, and so on. These insecurities can have a huge impact on your life, relationships, personality, and work, among other things. But what if you could use your insecurities to your advantage?In this episode of The People Leaders Podcast, Colin Hunter joins us to share how we can turn our insecurities into an element of leadership. Colin is the author of the book Be More Wrong: How Failure Makes You an Outstanding Leader, a mentor, entrepreneur, coach, CEO, and a Lead Guide to the business called Potential Squared. Potential Squared is an international business founded in 2001, that specializes in creating playgrounds to disrupt the way people are led! And they specialize in creating playgrounds to inspire new ways of thinking and habits.Listen to Colin as he discusses how failure makes an outstanding leader, how to turn your insecurities into your strengths, and how your insecurities are an essential element to leadership.EPISODE HIGHLIGHTS:Colin started his career with a massive inferiority complex.Colin's grandfather was a professor of theology, and his dad invented echo for a baby's heart.For the first 30 years of his life, Colin tried to be somebody that his family wanted him to be. It led him to a breakdown at the age of 30, where Colin ended up in tears for two weeks.Colin says our insecurities cost us a lot of energy.Colin has insecurity of nervousness and fear of failing.His insecurities give him power because he doesn't believe he will be successful, and he has nothing to lose.Colin says your insecurities can make you fly.There's a real strength for introverts in virtual meetings. They don't need to be in a group of 20 or more in a room. And still, they can contribute while hiding in a zoom meeting. Whenever we can create an environment that lessens the threat response, our cognitive functions enhance a massive opportunity for higher-level thinking.Colin says we don't rise to the level or objectives; we fall to the level of our systems.Colin's book Be More Wrong is about how he crafts the system as a leader, the systems of engaged teaming, the systems of energy, the systems of fresh ideas, and the systems of growth. Also, how does Colin bring confidence, conviction and connection to his leadership role.Colin says he has learned in life that all his screw-ups are just small journeys.Through his book, Colin gives the readers a chance to think about their systems, habits, purposeful practice as a leader, and how they grow. The quietest and the lowest person in the room tends to have some of the best bits of feedback, thoughts, or ideas. Practice your idea until it becomes a habit. Once it becomes a habit, it becomes habitual, and it becomes a part of your system.Leadership should be a simple chat. We make it more complex than it is. It's about connecting with individual teams, having a purpose, and fresh ideas. Colin says the best ideas come when people are in a safe space with a soft place to land.USEFUL LINKS:Colin Hunter on LinkedIn Potential Squared WebsitePotential Squared on LinkedIn Potential Squared on Facebook 

For the October Bonus Episode, your hosts are diving into the MID Team Draft vs Team Resources, where they went right, where they went wrong, and what the takeaways are for next time! Drafts and Decks: https://docs.google.com/document/d/e/2PACX-1vRlU_HNo44kWEMx0EyTWNXKUWuBRY3XoLXgGwwmVC_dC31FN9wxyNIHNS4eevhM7wMDYL_gX5biZSWj/pub

Promoting and maintaining diversity, equity, and inclusion in a hybrid environment is challenging for leaders, especially during this time of COVID-19. To find ways out of this issue, we have Robin Rosenberg to discuss and share some tips on how to promote and maintain diversity, equity, and inclusion in an organisation. She is CEO and Founder of Live in Their World, a company built to improve workplace culture. The company immerses individuals in workplace scenarios and teaches them DEI (Diversity, Equity, and Inclusion) using virtual reality (VR) platforms. Robin is also a psychologist, author, and mentor. She has combined her interest in immersive technologies with her coaching and clinical experiences to foster a deep understanding of how and why people might feel slighted or marginalised, and productivity and how to approach such interactions differently depending on the type of person.Listen to her as she shares the importance of DEI in an organisation, how to promote DEI, best practices to take and receive feedback, counter the bias issues, etc. She also tells us about the phenomenon of the Mere Exposure Effect and how it impacts the workplace.  Tune in now! EPISODE HIGHLIGHTS:●      Why is DEI important for the company and the workers?●      What can leaders do to promote DEI in their team?●      How to conduct equity audits, and why is it necessary?●      The behavior that signifies that you're an inclusive leader●      How should a leader take feedback?●      The best practices of giving and receiving feedback?●      The DEI perspective of giving feedback●      Challenging aspects in having a remote or hybrid workforce●      The psychological phenomenon of Mere Exposure Effect●      What can a remote worker do to promote the Mere Exposure Effect?●      How you can increase engagement and participation in your organisation through VR●      How to counter your bias towards your workers?●      Will remote work remain feasible after the pandemic is over?●      How is the remote environment affecting how we can connect?●      Cohort issues about younger employees and upskilling for respectful conversation●      The importance of soft skills for managers and leaders.●      What can leaders do constantly and consistently to create a difference in the inclusion of workers?●      How to access the White Paper of best practices by Robin on giving and receiving feedback? USEFUL RESOURCES: Live In Their World Website - https://www.liveintheirworld.com/  Robin Rosenberg on Linkedin - https://www.linkedin.com/in/robin-s-rosenberg-b6942329/ People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/People Leaders Facebook - https://www.facebook.com/PeopleLeaders/Twitter - https://twitter.com/PeopleLeadersPeople Leaders Instagram - https://www.instagram.com/people.leaders

What are the conversations you avoid having in your workplace? It could be the one you need to have with a staff member about their performance or personal hygiene. Maybe it's a discussion with a more senior manager about how they are interacting with your team.There's no shortage of possible triggers for ‘difficult conversations' and it's one of the most highly requested skills we are asked to train people in. We even dedicate an entire module to it in our Leadership Essentials program.In this episode we discuss difficult conversations, which we often prefer to call necessary conversations, and the importance of having a process to tackle them. Without a process your default position will be to put them off as much as you can and the mental bandwidth that that procrastination takes up just isn't worth it.Episode Highlights: Difficult conversations are part of every leader's journeyWe prefer to think of them as necessary conversationsDifficult conversations comes up all the time as the most pressing skill needed for leaders in the workplaceIssues that trigger the need for difficult conversations are many and varied - e.g. personal hygiene, performance, attitude, etc.The trickiest issue for many is having to have a difficult conversation with a more senior manager‘Misrepresenting the truth' triggers more difficult conversations than should be necessaryThe reason people put difficult conversations off is because they don't feel prepared enough and don't have a process for it The process for many is 'get it over with as quickly as possible' (aka ‘fly by the seat of your pantsDoing this means you both miss out on the rich value that a proper difficult conversation can deliverWhile a difficult conversation may be uncomfortable, it can be incredibly productive and lift performance in ways unexpectedA difficult conversation provides plenty of teaching moments and also provides plenty of 'learning moments'If you follow a process you may even find that the difficult conversation becomes unnecessary (because of the pre-work you do for it)A difficult conversation should be tackled in 3 phases1 - Preparation and setup2 - The conversation3 - Follow up and/or debriefWe cover difficult conversations in more detail on our Leadership Essentials online training and coaching program, which has a module dedicated to the subject. We've also added a new bonus lesson to the program that covers a new template we've put together for the preparation phase of a difficult conversation.The  next Leadership Essentials is coming up on September 2nd 2021, with early bird registration rates available till August 11th. And even if you are reading this after those dates, you can still visit the link to find out when the next program is on (we hold it a couple of times a year).Leadership Essentials is a 12-week online training and group coaching program and is perfect for anyone in the first 5-7 years of their people leadership journey. If that sounds like you or someone on your team and you'd like more information please go to yourleadershipessentials.com, that's your leadership essentials.com. yourleadershipessentials.com

In this episode we speak to the inspirational Melanie Weller: a professional voice coach who can tell you exactly what you need to do to project yourself in the best possible way. Melanie works with voice professionals and non-voice professionals alike. Whoever you are, you're going to need this advice! Her clinical specialty is the vagus nerve, so we talk about how important this can be to your overall well being; not just your voice. We also had a fascinating conversation about how our bodies relate to astrology and the spinning of the earth's axis. Although this sounds a bit out-there, Melanie is great at giving practical advice that we can all act on immediately. This is one not to be missed! In this episode you will learn: How to project your voice to sound like a winning leader Why the voice is so important How your voice relates to the vagus nerve How the vagus nerve works, and why it's important How to stimulate the vagus nerve Exercises you can do for yourself The six major compression points The ‘leadership' compression points The triggers you should look out for when feeling stressed Where science meets mythology How to achieve true ‘vision' The importance of strong values How you can map the vagus nerve to your business The importance of breathing properly How your future is actually behind you Useful Links:  Find Melanie Weller's site free course with vagus nerve at http://www.melanieweller.com Email Melanie at: ask@melanieweller.com People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

Recruitment is one of the biggest headaches in business, but it really doesn't need to be. We speak to CEO and co-founder of Resume Sieve, Michael Yinger, about how you can automate the recruitment process and get really clever with the algorithms.  Once you've got the right tools, as Michael says, you can “take the drudgery out of the recruitment process.” What's more, the very same thinking can help you manage people once you've hired them, and you can even avoid the hardest bits of the recruitment process altogether by hiring from within.  Michael has some very impressive corporate experience, way beyond the realm of recruitment, so he really understands what busy leaders need in order to recruit and manage effectively. You'll be amazed at the sophistication of the systems he has helped pioneer.  Episode Highlights:  How to automate the recruitment process Do we still need CVs? Different approaches to recruitment for small and large organisations How to fill a job from within instead of going outside The “post-COVID tsunami” in recruitment How technology can help you understand introverts How to deconstruct CVs so a system can read them for you How to use a system to take the drudgery out of finding candidates How to work around the biases that managers/recruiters might have Managing through coaching rather than managing with direction How to measure employee performance with similar measures to recruitment When there can be too many direct reports The importance of double confirmation in management feedback Useful Links:  Michael Yinger on LinkedIn: http://www.linkedin.com/in/mikeyinger  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

As we emerge from the Global Pandemic Recession, the Board and Management have critical indicators to watch closely. Some of them are the usual, some of them are specific to recovery from a recession. Some of them will worry the regulators. In this episode, we'll discuss what to keep an eye on as we emerge from the recession. Resources: Book: A Credit Union Guide to Strategic Governance:  https://forteamresources.com/products/books/   Book: Eisenhower on Enlighted Leadership:  https://forteamresources.com/products/books/   Blog: https://forteamresources.com/tims-blog/ Lenders' Tax Analyzer Software: https://forteamresources.com/products/lenders-tax-analyzer/   About Tim Harrington: Author, consultant and international speaker, Tim Harrington has worked with credit unions in all 50 states, Canada, Mexico, Jamaica, the Dominican Republic, The US Virgin Islands and Puerto Rico. His progressive ideas and broad knowledge of credit union issues has made Tim a valuable resource for credit unions nationwide. Tim has spoken to tens of thousands of credit union volunteers and staff and continues to inspire them to improve their credit unions. Since 1996, Tim has been President of TEAM Resources, a firm providing consulting, strategic planning, and training to credit unions from coast-to-coast. TEAM Resources' clients range from a few million to the billions in assets. Tim is the author of several books including Eisenhower on Enlightened Leadership and co-author of A Credit Union Guide to Strategic Governance. His books inspire boards and leadership teams to lead effectively with high integrity. From 2001 to 2006, Tim was the chairman of the board of a $150 million credit union in Tucson, Arizona. He was appointed to the board of this troubled credit union in 2001 and served until 2006. During his tenure on the board the credit union evolved from losing over $2 million per year to earning a profit of nearly $2 million by 2006. Tim was formerly a partner with the nation's 3rd largest auditor of credit unions, known today as CliftonLarsonAllen. He has been working with credit unions since 1989 when he directed the internal audit of a large credit union in Tucson, Arizona. Prior to that, he was with a national accounting firm and has been practicing accounting and consulting since 1980. Because of his knowledge, wit and unpretentious delivery, Tim is a much sought after speaker in the credit union movement. Tim has made presentations at conferences for CEOs, Directors, Supervisory Committees, lenders, marketers, and many more. Tim is on the faculty of the CUNA Finance for Non-Financial Managers and Volunteers School, CUNA Volunteer Certification School and CUNA Management School. Tucson, Arizona has been home for Tim since 1980, but he is a native of Montana. He holds a BBA in Accounting from Gonzaga University in Spokane, Washington. He has also attended universities in Morelia, Michoacan, Mexico and Florence, Italy and speaks several languages. Contact Information Timothy Harrington, CPA President, TEAM Resources Phone: 520-290-5721 Cell: 520-906-7501 Fax: 520-290-8378, Address: 7049 Tanque Verde, PMB 136 Tucson, AZ 85715 Tharrington@forTeamResouces.com   Find out more about Linda Keith at: www.LindaKeithCPA.com www.LendersOnlineTraining.com LinkedIn: https://www.linkedin.com/in/lindakeith/

"You've got to be BAD/NEW/CLUELESS at something before you can be GOOD at it" Visual for meeting: https://youtu.be/xcFBCxlZw3c  Need the template? Suzy@runliftmompod.com Team Resources: linktree.com/aloette This is 2.0 stuff. If you have just started, EARMUFFS. Watch this instead: https://youtu.be/5mLOPRRvfos --- Send in a voice message: https://anchor.fm/serve/message Support this podcast: https://anchor.fm/serve/support

We absolutely love it when people take a deep dive into the art of leadership. Susan Basterfield and Travis Marsh have certainly done that as co-authors of an inspiring new book called ‘Lead Together'. They've done some extensive research into many aspects of leadership, most notably the transformative power of ‘empathetic leadership', and why leadership climates fail. Susan and Travis have over 50 years' worth of coaching experience between them. They have an excellent track record of building collaborative cultures and helping organisations scale. The book is a really great read, and the conversation we have about it is packed full of brilliant hints & tips that any leader could benefit from. Episode highlights:  The 6 necessary roles of leaders Psychological safety What ‘empathetic leadership' really meansWhat you can do differently as a leader The importance of “checking in” at the start of a meetingHow to treat feedback so it is always constructive The ‘communications operator' explained The importance of spreading decision making Why leaders have to buy in to change, whatever the structure Top tips on how to influence How to build trust in an organisation When it's time for an unco-operative leader to go How to reconcile being ‘a visionary' with being an effective leader Why being a ‘good company' is not simply about growth Useful Links:  Buy the book on Susan and Travis' website: http://www.leadtogether.co Susan Basterfield on LinkedIn - https://www.linkedin.com/in/susan-basterfield-ab8104/  Travis Marsh on LinkedIn - https://www.linkedin.com/in/travismarsh/  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

Welcome to the Credit Union Overtime Podcast. Produced and presented by the Credit Union Webinar Network, Powered by FinEd. Today we have Tim Harrington from TEAM Resources with us to discuss his webinar on Calculating Cash Flow from Corporate Tax Returns. Find Calculating Cash Flow from Corporate Tax Returns here: https://fin-ed.info/2Raoprk Tim's Website: https://forteamresources.com/ Find Tim on LinkedIn: https://www.linkedin.com/in/timothypharrington1

As a people leader it's useful to have a strong toolkit of good frameworks; shortcuts for certain ways of operating. We get a lot of feedback from people about the resources we share and how helpful they are, so we're sharing a new one with you: the Johari Window.  Episode Highlights: When was it developed, who developed it and what actually is the Johari Window?  Why was the Johari Window invented? The four quadrants of the Johari Window: Open Area, Blind Spot, Hidden Area and Unknown.  The open area refers to what you know about yourself that is also known by others in your team In a highly functioning team, you should try to be open, and to broaden and expand your ‘open area' How we've used quadrant one when working with teams The importance of being fully present and leveraging your strengths as a team Quadrant two: the blind spot What you might not know about yourself that others do Being open to feedback from other team members Quadrant three: the hidden area What others don't know about you and why it's important to share what challenges you have or what you're working on By knowing what challenges each member of your team (and yourself) has, you can better set people up for success Quadrant four: the unknown area Learning to open your eyes to the potential Do you have a talent for something that hasn't been tested yet?  Has your team's resilience been tested yet? Starting small as a people leader - do the first quadrant yourself Build your team up to be more open and give the Johari Window a go at your next team meeting Not only are you learning a new resource, but you're building your team's toolkit How the Johari Window can help your team develop and grow - giving them the ability to communicate their challenges clearly and concisely The two layers of the Johari Window for your team and your senior leadership team Useful Links:  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

Risk appetite is a responsibility of both the Board of Directors and of Management. How exactly does it get decided, defined and communicated? How do Directors and Management insure they are in sync? And how do they decide it is time to intelligently adjust the 'diet'?   Resources: Book: A Credit Union Guide to Strategic Governance:  https://forteamresources.com/products/books/   Book: Eisenhower on Enlighted Leadership:  https://forteamresources.com/products/books/   Blog: https://forteamresources.com/tims-blog/ Lenders' Tax Analyzer Software: https://forteamresources.com/products/lenders-tax-analyzer/   About Tim Harrington: Author, consultant and international speaker, Tim Harrington has worked with credit unions in all 50 states, Canada, Mexico, Jamaica, the Dominican Republic, The US Virgin Islands and Puerto Rico. His progressive ideas and broad knowledge of credit union issues has made Tim a valuable resource for credit unions nationwide. Tim has spoken to tens of thousands of credit union volunteers and staff and continues to inspire them to improve their credit unions. Since 1996, Tim has been President of TEAM Resources, a firm providing consulting, strategic planning, and training to credit unions from coast-to-coast. TEAM Resources' clients range from a few million to the billions in assets. Tim is the author of several books including Eisenhower on Enlightened Leadership and co-author of A Credit Union Guide to Strategic Governance. His books inspire boards and leadership teams to lead effectively with high integrity. From 2001 to 2006, Tim was the chairman of the board of a $150 million credit union in Tucson, Arizona. He was appointed to the board of this troubled credit union in 2001 and served until 2006. During his tenure on the board the credit union evolved from losing over $2 million per year to earning a profit of nearly $2 million by 2006. Tim was formerly a partner with the nation's 3rd largest auditor of credit unions, known today as CliftonLarsonAllen. He has been working with credit unions since 1989 when he directed the internal audit of a large credit union in Tucson, Arizona. Prior to that, he was with a national accounting firm and has been practicing accounting and consulting since 1980. Because of his knowledge, wit and unpretentious delivery, Tim is a much sought after speaker in the credit union movement. Tim has made presentations at conferences for CEOs, Directors, Supervisory Committees, lenders, marketers, and many more. Tim is on the faculty of the CUNA Finance for Non-Financial Managers and Volunteers School, CUNA Volunteer Certification School and CUNA Management School. Tucson, Arizona has been home for Tim since 1980, but he is a native of Montana. He holds a BBA in Accounting from Gonzaga University in Spokane, Washington. He has also attended universities in Morelia, Michoacan, Mexico and Florence, Italy and speaks several languages. Contact Information Timothy Harrington, CPA President, TEAM Resources Phone: 520-290-5721 Cell: 520-906-7501 Fax: 520-290-8378, Address: 7049 Tanque Verde, PMB 136 Tucson, AZ 85715 Tharrington@forTeamResouces.com   Find out more about Linda Keith at: www.LindaKeithCPA.com www.LendersOnlineTraining.com LinkedIn: https://www.linkedin.com/in/lindakeith/

Crazy is the new busy! We've been working with leaders in business for well over twenty years and the common mantra to date has always been, “I'm busy, really busy,” or variations on that theme. Since the beginning of last year though, that mantra has changed, “Things are crazy, really crazy!” No points for guessing what's brought that about... A lot has changed in leadership in the past year and this has stirred things up a bit, but the fundamentals still remain the same. We thought this episoide would be a good time to explore some of the changes that have happened in leadership in the past year, and how you can adjust to those changes.  If you like what's in this episode, then our next round of Leadership Essentials [https://peopleleaders.com.au/leadership-essentials-program/?utm_source=op&utm_medium=email&utm_campaign=le2104.6] , starting on April 15th, will be right up your alley. The training covers the fundamentals of leadership and the group coaching helps you integrate those fundamentals into the current circumstances you find yourself in. Applied learning if you like. Episode Highlights:  Leaders are more tech savvy  Effective leaders are becoming better listeners, better questioners and better at sharing Smart leaders are continuing with team development Trust has become more critical Clarifying expectations is more important than it used to be Switching off the ‘always-on culture' Same, same but different Useful Links:  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

We speak to a truly inspirational lady on this episode of People Leaders. Jamie Shapiro is an executive leadership coach with a refreshingly holistic take on business. She's also a bestselling author, former triathlete, certified nutritionist and CEO of her own company, Connected EC.  You'll hear plenty of easy-to-understand tips for how to cultivate your own character and thrive as a leader. Jamie empowers her clients to improve their emotional intelligence and lead with empathy, but this time she's giving all of her inspirational advice for free.  Listen up for some great hacks to help you discover your true potential as a leader. In this episode you will learn: How to combine executive coaching and wellness Is it time to change the way we look at leadership? The difference between fulfillment and happiness How to find fulfillment in a simple way The definition of ‘self-leadership' The full-body leadership model Radical best friendship of self The speed of behavioural change The power of small steps Energy is a renewable resource, but time is not How simple things like good hydration and exercise can be game changers Extra Resources:  Jamie on Linkedin: https://www.linkedin.com/in/jamie-shapiro/ Jamie's website: https://connectedec.com/jamie-shapiro Useful Links:  People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

On the show this week we hear some great advice from Dave McKeown: the energetic and charismatic founder of Outfield Leadership. Dave explains how to make strategic planning a part of every working day, and what leaders can do to empower their staff to buy into the wider company vision.  Dave really knows what he's talking about. As a business growth advisor he's made it his business to help leadership teams set the right goals and inspire their staff to accomplish them. And by the way, he's also written a great book called “The Self-Evolved Leader - Elevate Your Focus and Develop Your People in a World That Refuses to Slow Down”, which he gives us a sneak preview of during the show. Listen up for some really great leadership tips.  In this episode you will learn: The importance of establishing a decision-making process The dangers of ditch leadership How to make strategic planning a live issue on a day-to-day basisThe importance of alignment How to build effective review processes How middle management can make more of a difference "The self-evolved leader” explained How to prevent the nightmare leader scenario of “all roads lead to me” Why quarterly reviews are so important The five key leadership disciplines The changing trends of leadership Extra Resources:  People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders   David's site: http://www.outfieldleadership.com David on Linkedin: https://www.linkedin.com/in/davemckeown/   See omnystudio.com/listener for privacy information.

Welcome to the Credit Union Overtime Podcast. Produced and presented by the Credit Union Webinar Network, Powered by FinEd. Today we have Tim Harrington from TEAM Resources with us to discuss his webinar on Calculating Cash Flow from S-Corporation & Partnership Tax Returns. Find Calculating Cash Flow from S-Corporation & Partnership Tax Returns here: http://fin-ed.info/38NEWXM Tim's Website: https://forteamresources.com/ Find Tim on LinkedIn: https://www.linkedin.com/in/timothypharrington1

Welcome to Credit Union Overtime Podcast. Produced and presented by the Credit Union Webinar Network, Powered by FinEd. Today we have Tim Harrington from TEAM Resources with us to discuss his webinars on Determining Cash Flow from Personal Tax Returns. Find Calculating Cash Flow from Personal Tax Returns Part 1 here: http://fin-ed.info/38l0VVZ Find Calculating Cash Flow from Personal Tax Returns Part 2 here: http://fin-ed.info/3bZ9dUa Tim's Website: https://forteamresources.com/ Find Tim on LinkedIn: https://www.linkedin.com/in/timothypharrington1

Bereavement is uncomfortable in any situation and the workplace especially. We had an incredibly moving conversation on the podcast with Zenith Virago, a ‘deathwalker', marriage celebrant, consultant, educator, speaker, facilitator and author. Most of us never think of how to deal with bereavement until it actually happens, but half an hour with Zenith is something we could all benefit from. She discussed with us how leaders and teams can cope when the team or a team member is touched by the death of a loved one.  Zenith has over 20 years of experience in the field of holistic health and bereavement. She presents and teaches around the world, and even tells us about a conversation she had with the Dalai Lama!  Listen up for some profound and empowering advice for how to respond when the worst happens...   In this episode you will learn: What not to say when someone is bereaved When actions are better than words What to do when someone is crying What a team leader needs to do to manage a team with a bereaved team member Zenith's meeting with the Dalai Lama How to understand the different stages of bereavement   Extra Resources:  https://www.zenithvirago.com/ https://www.naturaldeathcarecentre.org/ People Leaders Website - https://peopleleaders.com.au/  People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0  People Leaders Instagram - https://www.instagram.com/people.leaders  People Leaders Facebook - https://www.facebook.com/PeopleLeaders/  Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/  Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/  See omnystudio.com/listener for privacy information.

In this episode of the People Leaders Podcast, we talk about useful strategies on how to build and develop confidence, tips on self-promoting and selling - without it feeling awkward, and different ways to improve communication.  We invited Bill Kurzeja,  the owner and founder of Professional Success South, a sales training and business consulting firm, to join the show. He talks to us about his expertise and passion in training and coaching, specialising in the basics of communication and how paying attention to detail helps build a strong foundation.  Episode Highlights: Bill's career began in the United States Army where he learned discipline and the importance of strict attention to detail.  Bill made his way up the ranks to sergeant where he learned about leadership and the importance of clear, effective communication in training.  He transitioned out of the military into retail and rose through the ranks of finance, sales manager to GM positions. Confidence can be earned when you gain the knowledge of a certain product, service, or type of skill set.   Tips on how to increase one's level of confidence.  The more you practice the better you get. When you're passionate about something it will show.  You won't have to think twice about what to say or how to say it, it will just come naturally.  Show honesty and be authentic. Other people will pick up on that and want to learn more.  Smaller goals are ideal because it's easier to achieve in a short amount of time. It also encourages you to move on to the next step quicker.  Focus on verbal and non-verbal communication. Your words are as important as your tone of voice, your body language and the inflection in your pitch.  Express empathy by understanding the pain points of others. Take some time to understand employee struggles and lead accordingly.  One of the most important pillars of communication is listening. When someone says something to you or asks you a question, you don't have to say something back right away just to fill the void. Useful Links:  Bill Kurzeja's LinkedIn: https://www.linkedin.com/in/bill-kurzeja/ Professional Success Instagram: https://instagram.com/professionalsuccesssouth.com/ Professional Success South Website: https://professionalsuccesssouth.com/ People Leaders Podcast: https://peopleleaders.com.au/people-leaders-podcast/ Jan's LinkedIn: https://www.linkedin.com/in/janterkelsen/ Michelle's LinkedIn: https://www.linkedin.com/in/michelle-terkelsen-creating-leaders-of-the-future-a992744/ See omnystudio.com/listener for privacy information.

The end of the year is nipping on our heels so for our last offering this year we wanted to share a Reflection Session Template that we've been getting great feedback about from clients. Of course any time of the year is a great time to reflect but typically the end of the year, or the beginning of the following year, might be times where you go through this exercise, either by yourself or with your team. You can complete the template in about 10 minutes and, optionally, you could add on a discussion at the end where team members can share their reflections if they choose to. Before we dive in though, let's just reflect on why it's important to reflect ;-).  Quite simply, it helps you avoid repeating mistakes you've made in the past and continue repeating the successes you've had. It provides an opportunity to put a spotlight on what's worked and what hasn't. The process itself is simply a matter of answering some questions in a preformatted template (see below for a link to download this). What has been the highlight for me, professionally and personally? Of course if you have more than one, feel free to note them down. This is a time to celebrate!! What goals did I achieve? What contributed to this?  Goals plural. Again, don't limit yourself here. It might be a long-term goal, something that you set at the beginning of the year, or perhaps even a goal  you didn't know you had until the opportunity came up for it.  The second part of the question is important. Success always leaves clues so by answering this question you know what you can lean on to help with future goals. What life lesson have I learned? 2020 has been packed full of lessons for all of us! What did you learn about yourself, others or life in general this year? How happy/fulfilled do I feel? Surprisingly this is a question that many people forget to ask themselves. They might have a sense of it from time to time but rarely actually ask the question. We've recently gained qualifications as Certified Emotional Intelligence (EQ™) Facilitators and the criteria for happiness in the EQ world are: Optimism - How well you recover after a setback or an obstacle Self Regard - How you see yourself Self Actualisation - How well you live your life in alignment with your values Interpersonal Relationships - No explanation necessary there :-). Who am I grateful for? Family, friends and valued work colleagues will no doubt be at the top of the list but we encourage you to dig a little deeper and think who else might make the list. And for a bonus challenge, why not make a commitment to tell those that made your list why they made the list and what they mean to you! One word to describe who I want to be? If it takes more than one word then that's just fine. Between us we came up with; wise, valued and accepting/non-judgemental. What are my 3 priorities/goals/results for the coming year? Create two lists, one for yourself and one for your team. If you're doing this as a team exercise it would be great to compare the priorities to see if there is any crossover and/or how you can support each other. There you have it. A simple fun exercise to round off the kick or to kick off the year ahead. You can access the pdf of the Reflection Session Template here and, as usual, we'd love to hear your feedback on the template and how you go with putting it into practice. Hit reply or contact us at info@peopleleaders.com.au.  Useful Links:  People Leaders Website - https://peopleleaders.com.au/  People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0  People Leaders Instagram - https://www.instagram.com/people.leaders  People Leaders Facebook - https://www.facebook.com/PeopleLeaders/  Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/  Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/  See omnystudio.com/listener for privacy information.

In this episode, Kevin Smith of Team Resources walks us through the steps a Director must take to step up to their duty of care. The risk profile may be changing rapidly. As a Director, you may have a need for more information that is digestible and tailored to your needs, and you may need to include information from outside your normal channels. Learn the three questions you should be asking your CEO right now and why, in this environment, no question is a 'rookie' question.   Resources: The TEAM Resources Guide to Strategic Governance Governance as Leadership: Reframing the Work of Nonprofit Boards TEAM Resources Blog CAMELS for Directors: How to Use CAMELS for Decision-making 10 Critical Elements of a Board's Role in Crisis Management   About Kevin Smith: Kevin Smith is a Consultant and Publisher with TEAM Resources. He brings extensive experience in training, designing, and implementing professional development resources to nourish the growth of leaders within the credit union industry. Kevin facilitates strategic planning processes, teaches Strategic Governance to Boards of Directors, and oversees the TEAM Resources board self-evaluation programs with credit unions nationwide. Kevin is co-author of A Credit Union Guide to Strategic Governance. This essential book helps Governance teams become as effective as possible. He also writes the monthly TEAM Resources blog that is read by thousands nationally. The monthly blog shares guidance on board topics such as governance, strategy, and issues related to the supervisory committee. Previously, Kevin spent 10 years at the Credit Union National Association (CUNA), in the Center for Professional Development as Director of Volunteer Education. In that role, Kevin developed and oversaw programs for credit union executives, boards, and volunteers. This included conferences and training events, webinars, print programs, and online courses, among others. During his tenure at CUNA, he created and brought several new programs to the credit union movement. One of these is the CUNA Volunteer Certification Program, an intensive, competency-based program for boards and supervisory committees, offered as a five-day onsite event or as a self-study program, both involving rigorous testing for completion. He also created the CUNA Training On Demand series of downloadable training courses, and the CUNA Pressing Economic Issues series featuring the CUNA economists. Behind the scenes, Kevin was involved with a team of CUNA leaders focused on creating a culture of innovation within the trade association, and working toward keeping the organization forward-thinking, to create new and better programs for its membership. This included participation in an IDEO design program. Before joining CUNA, Kevin spent several years teaching at the University of Wisconsin-Whitewater. He holds a Master's degree from DePaul University, Chicago, and a Bachelor's degree from Miami University, Oxford, OH. Contact information: ksmith@forteamresources.com 608-217-0556 LinkedIn: linkedin.com/in/kevin-smith-8a52798   Find out more about Linda Keith at: www.LindaKeithCPA.com www.LendersOnlineTraining.com LinkedIn: https://www.linkedin.com/in/lindakeith/

It was such a privilege to speak to David Shar on the People Leaders Podcast – he is a truly inspirational man. David is a keynote speaker, trainer and consultant who helps organisations improve their leadership culture and avoid burnout. As leaders we are often focused on troubleshooting the poor performers rather than building the right leadership culture to enable everybody to thrive, so it was great to hear David's guidance on how to do it. Are business leaders looking at things the wrong way? Episode Highlights:    Now there is a culture of working from home, we're seeing that people are actually putting in more hours. This really should not be the case. It's time to start taking advantage of this change in the workplace!   There are three main aspects to ‘burnout'. Overload, cynicism and a lack of personal accomplishment. People often only focus on the first aspect, but it's important to understand the other two.   What is it that is baked into our work culture that is causing all this stress? The emphasis should not be on curing the stress afterwards – it should be on preventing it in the first place.   The positive change in our lifestyles in a Covid era should be captured. Write down and commit to the things you now believe to be important to your wellbeing and make sure you stick to them when times change after Covid.   You don't need to be a superhero every day. You just need to be you. Whatever your thing is, whether it's kindness or humor or empathy… bring that to the people that are connected to you. Useful Links:  David's Company Website -  http://www.illuminatepmc.com David Shar on LinkedIn - https://www.linkedin.com/in/davidshar/  People Leaders Website - https://peopleleaders.com.au/  People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0  People Leaders Instagram - https://www.instagram.com/people.leaders  People Leaders Facebook - https://www.facebook.com/PeopleLeaders/  Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/  Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/    See omnystudio.com/listener for privacy information.

In this podcast, we interviewed Kathleen Steffey, who started her recruiting firm ‘Naviga' in 2002. Kathleen has nineteen years of experience as a Chief Talent Officer. She joined us on the People Leaders Podcast to share some wisdom on how to go about recruiting talent to expand your team. Even if you are not in a position where you are hiring team members yet, you'd do well to listen in to get some tips that might well be useful if you find yourself on the other side of the recruitment table at some point.  Episode Highlights:  Kathleen became the CEO/Founder of Naviga Recruiting & Executive Search in 2002. She wants to provide an advisory platform to everyone who has difficulty fulfilling their short and long-term goals in the business sector. Not only does she search for outside talent for organisations, but she also ensures a career path is set for people who align with the firm's long-term goals. A candidate's behaviour in the recruitment process sets the benchmark for actual performance. As well as the skill set and track record, take notice of professionalism, punctuality, trustworthiness, authenticity and communication skills. It's the manager's responsibility to strike the right chord with suitable candidates when hiring.  “You are not your job and your job is not you.”  Your job should not identify you but the motivation and passion you display carves your pathway to success. Key questions that are part of Kathleen's framework for recruiting talent include:  Were you looking for a position at the time we approached you? (This determines the level of engagement a candidate has in the process) What are you looking to do specifically as the next move in your career? (Ask this before you give them details of the role, otherwise they might shape their answers to fit your specifications) What are your compensation expectations? (Not ‘How much are you making now?' This can save a lot of wasted time if their expectations are beyond yours) When can you start a new position?  (If you don't ask this question up front you could waste time if the candidate isn't available when you need them to be) Does your employer know that you are looking for a new role? (If the current employer does know then it could be a clue that all is not well with the current role) Important leadership qualities that Kathleen is looking for include: A track record of achievement (this is the best predictor of future performance) Innovation Communication skills The ability to inspire The ability to lead remote teams Kathleen gets to practice the skills she is looking for by leading her own team Fun is a predictor of success in high-performing teams Kathleen says have a workout or go for a run before an interview. Accept that it's ok to be nervous, it tells you that you care (but it's not necessary to share that you are nervous with the interviewers) Firms are always looking for new talent. Kathleen advises everyone to put themselves out there and behave proactively.  Kathleen also says there is nothing more important than being invested in your self development. It increases motivation and leads candidates to success.  Useful Links:  Kathleen's LinkedIn: https://www.linkedin.com/in/kathleensteffey  Naviga's LinkedIn: https://www.linkedin.com/company/naviga-business-services  Naviga's Website: https://www.navigarecruiting.com/   People Leaders Website - https://peopleleaders.com.au/  People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0  People Leaders Instagram - https://www.instagram.com/people.leaders  People Leaders Facebook - https://www.facebook.com/PeopleLeaders/  Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/  Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/  See omnystudio.com/listener for privacy information.

In this episode of the People Leaders Podcast, we interview Tony Martignetti, Chief Inspiration Officer and Founder of Inspired Purpose Coaching. Tony is a leadership coach with a specialty in working with leaders and their teams to navigate through change and unlock their true potential.  He is known for supporting leaders by helping them find clarity so that they can unlock their full potential and lead effectively.  Throughout his career, he has gained some valuable lessons by working with high-performing leaders in many different organisations. Episode Highlights:  Tony has been coaching leaders for a long time and loves seeing people go through the transformation process.  Coaching is a powerful tool that can equip leaders to become aware of their inner capabilities.  Tony says that coaching benefits both the coach and the “coachee”. Seeing the change in people is fulfilling at both ends.  One of the biggest challenges faced by individuals and teams is the lack of security. People are afraid to speak up, especially in today's environment where most team meetings happen virtually.  Psychological Safety: An important variant to think about especially during this pandemic. People need to feel safe and part of that is the trust shown by leaders.  An element of caring is what builds an individual. Tony says that leaders should show a sense of compassion and care towards their team. Mental health is important and builds confidence in people.  As a manager, leaders must demonstrate love, kindness and concern towards their team. Teams thrive in this environment because they feel a sense of security.  Tony talks about Notion of Clarity - the “aha” moment that an individual experiences when they realise their True North.  He also talks about his process and how there is no single prescribed method to coaching. Tony does however focus on the paradox around expanding vision to narrow focus.  If you tap into and expand your field of vision, you look at the possibilities in front of you. You can then narrow your focus and execute your vision accordingly. Making changes is ultimately about choosing the right path to move forward.  Tony hosts a Virtual Campfire Podcasts which is a virtual area for people to share their transformation stories. His guests focus on flashpoints in their life that may have ignited at some point turning their experience into a gift to the world.  Tony also shares an emotional story about Anne Brennan, an iron woman who was at the top of her game and through personal life struggles ended up in a psych ward due to suicidal tendencies. In that darkest place she was able to rise up because she realised her gift was to help others raise their voices and make people aware of suicide.  One of the main points Tony has driven during this interview is about people's growth journeys. Are you climbing the right mountain? People start the climb, only to realise that you aren't on the right mountain after all. What do you do when you realise that?  Growth is not easy but it should be rewarding. If you aren't feeling that successful, or if you are feeling tired and angry, you can assume that's a clue to change. If you want to get to the top and you want the next chapter to start in your life, you need to change your path.  Tony stresses the importance of coaching and the reason why it's powerful. Not everyone has the support structure they need in life. Coaching provides a non-judgemental safe place for an individual to grow and succeed.  Useful Links: Tony's LinkedIn: https://www.linkedin.com/in/tonymartignett1/ Tony's Website: https://tonymartignetti.com/ Inspired Purpose Coaching's Website: https://www.inspiredpurposecoach.com/ People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/ Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-leaders-of-the-future-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

In this inspiring episode we interview Ryan Berman. Ryan has worked with some of the most influential companies in the world. He has spent the last decade and a half growing his own creative business, but in 2019, he actually fired himself from his last agency to start Courageous, a change consultancy that develops Courage Brands and trains companies how to operationalise courage through Courage Bootcamp. He is also the author of the best selling book Return on Courage, a business playbook for change.  In this episode, we get to know more about Ryan's definition of courage, his journey to understanding and deconstructing courage, some ideas on how leaders can build courage, our biology behind fear, and about his book ‘Return on Courage'. Episode Highlights: Ryan's definition of courage "I think the world doesn't care if you've worked on something for a thousand hours or two hours. They don't see that. They just see the final product and you're not there to defend your work." Ryan shared how he started with the concept of building and leading courage brands, and the beginning of his book, Return to Courage. "Knowledge plus faith plus action equals courage." Ryan further explains how these three, knowledge, faith, and action, need to be present all together for a decision to be a courageous move.  Some ideas on how leaders can build courage "What the experts basically suggest is that society is 95% freeze or flight, 5% fight. So this is not a business problem only. This is a people problem" In Ryan's quest of deconstructing courage, he basically delved into our biology and our central nervous system. He further discusses that we have never been trained to develop what he calls our central courage system.  According to Ryan's 'brain sherpa', Nicholas Alp, our brain is like a reverse onion with layers that are building on top of each other. Our sad, terrible experiences from when we are young up to present build up like layers, and our behavior has to go through all their layers or fear filters. Ryan comes up with strategies to reprogram the brain, develop the central courage system, and equips his clients with enough knowledge to lead and take action on the big things they want to do. Courage can't be taught... Ryan explains why this is a myth. He also gave examples from two different professions that showed how courage can be taught. The four attributes that Ryan values himself and for the clients he will work with, in the exact order, are Playfulness, Creativity, Courage, and Excellence. If anybody wants a Free Core Values Assessment, message Ryan at ryanberman@couragebrands.com.  "To live a fulfilling life, you actually have to not only know your values but live your values. And it starts with being able to identify them." Ryan, in his book, wrote the 'Courage Credo' and in it he said that courage is a team sport.. "Courage is a journey word." "I like the word believership. I think the sole goal of the believership is to make believers in all directions. I make believers out of your staff, make believers out of your board (if you're a public company), make believers out of consumers." Jan and Michelle quickly share their thoughts on leadership, that we are all leaders in some shape and form and that creates a high-performing team. Ryan tells us more what he is working on right now, including the new Courageous podcast. "Wherever change is needed is where courage is needed." "I think there's so many great stories of courage and there're so many people that are stuck. So if I can help people get unstuck even just a little bit then that's my purpose. And I feel like I'm on the right path." Useful Links: Ryan Berman on LinkedIn - https://www.linkedin.com/in/courageousideas  Courageous on LinkedIn - https://www.linkedin.com/company/courage-brands  Ryan Berman Website - http://www.ryanberman.com/  Return on Courage book Website - https://www.returnoncourage.com/  Courageous Website - http://www.couragebrands.com/  People Leaders Website - https://peopleleaders.com.au/  People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0  People Leaders Instagram - https://www.instagram.com/people.leaders  People Leaders Facebook - https://www.facebook.com/PeopleLeaders/  Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/  Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/  See omnystudio.com/listener for privacy information.

We dive into the shifting role of the director during times of crisis. Specifically, we will focus on how to redraw the governance lines without getting into the weeds and throwing off the CEO. And we'll touch on how quickly things are moving compared to pre-recession and how you can keep up. The role of the Chair in teeing up critical conversations The three questions the board should ask the CEO How frequency and depth of needed information is changing Plan to conduct an after-recession review to improve board function in the long run The Three D's of Governing in a Crisis for Directors Why a Director can delegate authority but can never delegate responsibility   About Kevin Smith: Kevin Smith is a Consultant and Publisher with TEAM Resources. He brings extensive experience in training, designing, and implementing professional development resources to nourish the growth of leaders within the credit union industry. Kevin facilitates strategic planning processes, teaches Strategic Governance to Boards of Directors, and oversees the TEAM Resources board self-evaluation programs with credit unions nationwide. Kevin is co-author of A Credit Union Guide to Strategic Governance. This essential book helps Governance teams become as effective as possible. He also writes the monthly TEAM Resources blog that is read by thousands nationally. The monthly blog shares guidance on board topics such as governance, strategy, and issues related to the supervisory committee. Previously, Kevin spent 10 years at the Credit Union National Association (CUNA), in the Center for Professional Development as Director of Volunteer Education. In that role, Kevin developed and oversaw programs for credit union executives, boards, and volunteers. This included conferences and training events, webinars, print programs, and online courses, among others. During his tenure at CUNA, he created and brought several new programs to the credit union movement. One of these is the CUNA Volunteer Certification Program, an intensive, competency-based program for boards and supervisory committees, offered as a five-day onsite event or as a self-study program, both involving rigorous testing for completion. He also created the CUNA Training On Demand series of downloadable training courses, and the CUNA Pressing Economic Issues series featuring the CUNA economists. Behind the scenes, Kevin was involved with a team of CUNA leaders focused on creating a culture of innovation within the trade association, and working toward keeping the organization forward-thinking, to create new and better programs for its membership. This included participation in an IDEO design program. Before joining CUNA, Kevin spent several years teaching at the University of Wisconsin-Whitewater. He holds a Master's degree from DePaul University, Chicago, and a Bachelor's degree from Miami University, Oxford, OH. Contact information: ksmith@forteamresources.com 608-217-0556 LinkedIn: linkedin.com/in/kevin-smith-8a52798   Resources: The TEAM Resources Guide to Strategic Governance: https://forteamresources.com/products/books/ Governance as Leadership: https://boardsource.org/product/governance-leadership-reframing-work-nonprofit-boards/ 10 Critical Elements of a Board's Role in Crisis Management Blog: https://forteamresources.com/tims-blog/   Find out more about Linda Keith at: www.LindaKeithCPA.com www.LendersOnlineTraining.com LinkedIn: https://www.linkedin.com/in/lindakeith/

Has your physical, emotional and mental well being fallen by the wayside during all this change and uncertainty?  As a people leader, you need to be your best self so you can lead others. Paying extra attention to your own well being is always a good idea. In this episode, we share our top seven strategies from our Leadership Essentials program that help you do just that.  Episode highlights:  An introduction to our Leadership Essentials Program. Six modules, with a new one released every two weeks, and group coaching taking place every second week.  Our physicality is about our capacity to expand and recover energy and is defined by the amount of energy we have. The importance of sleep and why it should be a priority  Between the hours of 10:00 PM and 2:00 AM, the brain and body is at its peak rejuvenation cycle. Set up your environment for a good night's sleep - make sure your room is around 17-18 degrees. Staying hydrated is one of the most important things you can do to keep your energy levels up. Jan's secret ‘prime tea' to help her stay hydrated and curb cravings for caffeine - a mixture of boiling water and CCF seeds (cumin, coriander and fennel). The ideal number of cups of water per day for women is 11. Nitric oxide - a secret weapon when we breathe. Why we all need to learn to breathe through our noses more, especially when we're sleeping. The importance of breathing exercises that we share in our Leadership Essentials Program. Mental health is all about how you focus your energy. The Power of Full Engagement by Jim Loehr and Toy Schwartz: They say that nothing so interferes with performance and engagement as the inability to concentrate on the task at hand. And in order to perform at our best, we must be able to sustain concentration and then move flexibly between broad and narrow, as well as internal and external focus.  Practice self-reflection to improve your energy focus - look inwards to learn more about yourself and what you need.  Is the way you talk to yourself disempowering you? The words we use create our environment and experiences.  Did you know we all have around 60 to 80,000 thoughts a day and most of them are negative? The three ways to become more aware of yourself through self-talk and how to improve your thoughts.  Why we all need to practice being silent to give our brain a rest from the noise. Purposeful silence is a real opportunity for you to top up your mental energy. The Power of Silence: Against the Dictatorship of Noise by Robert Cardinal Sarah, says: “Without the capacity for silence, man is incapable of hearing, loving, and understanding the people around him.” Look after your emotional wellbeing by looking after the quality of your energy.  Self-care isn't about being selfish. It looks different to different people, but unless you can fill your cup up first, you won't have a lot to give to others.  Is there something you can do to take care of your emotions today? Can you learn to say yes to yourself and your needs?  Inject some fun and creativity into your days - cook from scratch, tell a joke to your family at the dinner table, or use your skills to garden or paint. Join us for our Leadership Essentials Program, where we share these seven key strategies and more to improve your physical, emotional and mental well being as a people leader. Starting on 25th September 2020. People Leaders Quick Links: LEADERSHIP ESSENTIALS PROGRAM - https://peopleleaders.com.au/leadership-essentials-program  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

We know things aren't easy right now. We're all learning how to navigate such dramatic change in business as a result of COVID-19. And a change in our environment means changing the way in which we work.  So we've created a transition plan to help people leaders and their team embrace the change and move forward post-COVID as a high-performing team .https://peopleleaders.com.au/covid-transition-plan-template/  Episode highlights:  Understanding how business may have changed Three key areas managers and leader can support their teams with - safety, support and information The importance of making a plan Four key areas to focus on - team protocols, safety, tools and technology Understanding the purpose of the team Highlighting both team goals and individual goals Spending time on the simple things - listen to your team and communicate Why you need to pay attention to your own wellbeing as well as that of your team's Identifying your key principles Writing down your goals, objectives and targets and holding people accountable Identifying your critical success factors Knowing what steps you need to take to achieve your goals Measures of success - coming up with the criteria that will determine whether or not you've achieved your objective Accessing our ‘Lock in the Learnings' package - https://peopleleaders.com.au/lock-learnings/  People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

How are you coping with all the change and uncertainty that's going on at the moment? We've all been affected in different ways by Covid-19 and all the restrictions that have come with it, not to mention the disturbed routines. Some are taking it in their stride, while others are struggling, particularly those who've been forced into a second round of lockdown. We'll leave you to decide which end of the spectrum you are in.For all of us though, Covid-19 is a masterclass in flexibility. It's a non-elective subject that we're all enrolled in and are coping with to varying degrees. (We discussed this on our latest podcast episode, which you can listen to here). Our own flexibility has been challenged and, for the most part, we've risen to the challenge, making sure that each situation ‘doesn't take away our peace'. We put that down to more than 30 years each of working on our own personal development and our own self leadership. This includes reading from great teachers of the past and present, time spent in workshops learning from masters in their field, our regular meditation and yoga practices, and the hours we've each spent teaching, facilitating and coaching leaders in business throughout Australia.We've learned a lot along the way and practice the skills we've picked up every single day. But you don't have to wait 30 years to develop the same coping mechanisms or resilience that we have. We're excited to help you benefit from our 30 years of ‘practical research' by inviting you to participate in our brand-new Life Essentials Program. We've taken some of the most important lessons we've learned over the years and assembled them into bite-sized chunks that you can learn, and put into practice, in just a matter of weeks. We could say it's a 6-week intensive on resilience and coping but it's actually much more than that. With elements of training and live group coaching with us, it's a foundational program in self-leadership that you won't find anywhere else. So if you like the idea of being in a position where circumstances ‘don't take away your peace' you can find out more here, including details of a bonus group coaching call that we'll add to the program if you sign up before this Friday, August 14th.Here's to you leading your own way out of the current crisis… People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

In this very special episode — our 100th episode — we're in myth-busting mode and are taking a look at the common misconceptions of introverted and extroverted personality types.  It's no secret that we're lovers of the Myers-Briggs Type Indicator (MBTI) and using it to understand your own and your team's personality types. There are certain things that we see time and time again when it comes to understanding — or a lack thereof — of the different personality types out there.  It's your role as a people leader to find the uniqueness in each person. When you really look at the underlying motivation for behaviours, it makes life so much simpler. Knowledge is definitely power. So we're here to help uncover the seven myths of introversion and extroversion.  Episode highlights:  Our personal relationships with introverts and extroverts - Michelle is married to an extrovert and Jan is married to an introvert. How we use our personal relationships to teach our Myers-Briggs Type Indicator (MBTI) workshops. “When you really look at the underlying motivation for behaviours, it makes life so much simpler. Knowledge is power.” Research shows there are slightly more introverts in Australia and slightly more extroverts in America. Myth #1 - Extroverts are happier. They are more likely to express their thoughts and feelings. Introverts tend to have a rich internal life so analyse more and keep to themselves.  Myth #2 - Introverts don't like to socialise. Perhaps one of the biggest misconceptions. Introverts do like to socialise, they just do it in a different way, on their own terms.  Myth #3 - Extroverts are more confident. Extroverts come across as more confident because of their body language and openness. On the flip side, introverts appear calm, but it's not always the case.  Myth #4 - Extroverts are superficial. Extroverts love breadth of relationships and events, while introverts love the depth.  Myth #5 - Introverts are less emotional. They tend to bottle up their emotions more, so it's important to check in with introverted people rather than assuming they are okay.  Myth #6 - Extroverts love to network. Because extroverts are good at making small talk, it's assumed they are great networkers. Really, introverts can be just as good because they can delve deeper and foster stronger relationships.  Myth #7 - Introverts don't contribute as much. Giving an introvert the opportunity to speak up in meetings is key. They might contribute in other ways, such as listening and being fully present.  “The MBTI is a great tool to use to broaden your level of staff awareness and understand the impact you might be having on other people. If you're going to work on anything, understanding yourself and your impact will bring you a rich life.” Our hopes for helping people leaders through this significant time of change with our virtually run workshops.   For more information on our MBTI workshops, visit the People Leaders website.  People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

In this episode, we interview James Sinclair, the Chief Executive of EnterpriseAlumni. His primary role is in recruitment but he is really making a name for himself teaching organisations how to maintain relationships with staff when they do leave. He also contributes to various media on the future of work and large enterprise innovation and entrepreneurship. He shared some fantastic insights around how to create diversity in high-performing teams, clear opinions on exit interviews, setting up your own talent pool and tapping on it to future-proof yourself and your organisation. Episode Highlights:  James talks about him being an ENTJ - its gifts and downfalls. "We come to opinions very quickly. We're willing to trust guts, we're willing to run fast and we do listen and we take it on board. We just don't always recognise and we don't always perhaps take the moment to say 'Thank you for your opinion. Thank you for your idea. I hear you.'" EnterpriseAlumni and James' role and responsibilities Letting talent leave without continuing a relationship and keeping the door open is like having an asset walk off your balance sheet James' thoughts about exit interviews "The only real way to know how great you are is to work with you. " "Respecting that leaving is inevitable is such an important thing." "There's a lot of conversation that people don't leave companies, they leave managers some of the time. Other times it's because there's another opportunity that's just better that perhaps you couldn't get in this organisation. Or if you think about career growth, most people grow into a next job that they're not quite ready for" "Treat everyone like a customer at every single step of the way. Your employee experience should be a consumer-like experience. If you wouldn't do it to a customer, don't do it to an employee." James' opinion on creating diversity for high-performing teams "High-performing teams come from small teams with diverse opinions, little budget and unfair goals and unfair expectations." "Ideas are the easy part. The execution is always the hard part of a high-performing team." "One of the great things you can do with a high-performing employee that you think might get trapped or stopped in your organisation is to kick them out and essentially kick them to another company. And I'm sure, again, my data's a little bit wrong somewhere, but kick them somewhere. Let them get that experience, let them get everything they're looking for and then actively nurture them, actively talk to them and recruit them back into that senior role as and when they're ready because they're going to walk in hot and ready to perform." "You can't judge people on competencies. It doesn't work because two people with identical competencies could be very different performers, thinkers, all of those things." "This concept of having this pool of alumni, whether you're a small business or a Fortune 500, is no different. There's no reason not to maintain some sort of a connection to these people to get the recruiting costs, which are dramatic." "High-performing teams are performance-based results. I don't care if you work for a minute or a hundred hours. Results. That's the business I'm in and I think that's what remote teams are going to suddenly uncover.” "There is a real spotlight on your ability to communicate very clearly as a manager based on the performance outcomes, not just, “These are the things I want you to do”. It's always about, "What is the result that we're looking for?" "That's why they tell you in design thinking, never have a negative view against someone else's idea, even if it's awful, because it just might set off a flash that is a better idea or a new idea. And I'm a massive believer of that." EnterpriseAlumni's Covid-19 response and recovery. How managers can future-proof themselves. Using F words at work... What advice would James give an organisation who is actually going to move through this new environment?  Talent is the best protection an organisation can have  Don't thinking of people leaving the organisation as traitors How an organisation can remain in contact with their alumni "It's a privilege for you to stay in contact with us (with a company). Not a right. I think companies need to recognise that." Useful Links:  James Sinclair on LinkedIn - https://www.linkedin.com/in/jdsinclair/  EnterpriseAlumni on Linkedin - https://www.linkedin.com/company/enterprisealumni/  EnterpriseAlumni on Facebook - https://www.facebook.com/EnterpriseAlumni/  EnterpriseAlumni Website - https://enterprisealumni.com/  People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

In this episode, we're chatting with Jesse Curry, the founder of First-String Leadership. Founded in July 2019 (first as a blog, now a podcast) to serve other leaders and entrepreneurs looking to scale their businesses, but needing leadership training to do so. He began his career as in the US Army as an Aviation Officer, including serving as an Intelligence Officer, up until his final assignment as a company commander in 2016. We discussed in this episode his experiences from being a West Point student and graduate, serving in the army, and working with leaders and entrepreneurs through leadership coaching. Episode highlights: - Who Jesse Curry is - 2 primary principles of trust - What trust is and what Jesse thinks of it - "Trust and empowerment are hand in hand" - "Get Your Own Boots Dirty" - Get down, get dirty, build trust - Jesse shares his experiences that shifted the way he approached leading teams - What is extreme ownership? - Jesse talks about HIIT Training - "As a leader, as entrepreneurs, and as leaders, if you're not in good physical condition, you're not going to bring your best mental self to work." - Jesse shares his West Point experience that led down the mindfulness path - "Part of being a leader is you that have a collective mind" - "If he's the smartest person in the room, he's already failed" - I'm leading a team now, what could I do to foster trust amongst the team? - "Don't just focus on the business piece. Focus on them is a person." - "Take care of each other, and they'll (team members) take care of the client." - Practical examples that leaders can improve their education and develop around development and leadership - "Take prudent risks" - "Push your own comfort zones" - Jesse's thoughts on feedback - "Leadership is a journey" - Staying in touch with Jesse(linkedin) Useful Links First String Leadership website -   https://www.firststringleadership.com  Jesse Curry on LinkedIn - https://www.linkedin.com/in/jesse-curry-ab7797a8/  Jesse Curry on Instagram - https://www.instagram.com/firststringleader/ People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

It's a turbulent time. The coronavirus outbreak continues to spread and the majority of people are working from home. It can be stressful trying to navigate these changing and uncertain times. So, checking in with yourself, your family and friends and your team is key.  In this podcast, we're sharing our top five tips we've learned along the way to make working from home a little easier for you and your team.  Episode highlights: Working from home - it can be stressful whether you're used to it or not. Set up your environment - set aside a room or space in your house to use as a home office and desk. Make sure your desk and office are clear and tidy so you don't get distracted. Get into a routine each morning - start the day with exercise and journalling or a mindfulness activity. If you have children, find a rhythm that works for you and your partner. Having a structure in place will help you be more efficient with your time and your day will be more effective.  Come up with a set of agreements with your family to make your day-to-day lives easier and less stressful. Agree on noise levels and be respectful of people's spaces. Working at home can be very isolating - take time to check in with your team each day Keep check-ins separate from work meetings - focus on the individuals and offer support and help where you can.  Have structured one-to-ones to provide clarity for each team member and help to alleviate stress and anxiety.  Take time for yourself - go for a walk or play with the kids throughout the day.  Take time to reflect on what you're grateful for each day. Practice being realistic and optimistic each day. Make sure you have fun! Useful Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

Are your processes and systems helping or hindering your business?  In this episode, we're chatting to Craig Meinicke, the founder and managing director of Touchpoint One, a Brisbane-based management consultancy business. He has over 20 years' experience across many different industries and in various utility sectors including water, electricity, transport and resources. He began his career as a water treatment plant operator and has worked his way up to now delivering key solutions to complex problems to utility companies and SMEs throughout Queensland.  We cover everything from bridging the gap between a great manager and a great leader, and what makes a high-performing team, to creating strong relationships with stakeholders.  But the key takeaway from this interview is how Craig's five-step method can improve profit, productivity and staff engagement, and reduce stress and frustration.  Episode highlights:  Who Craig is - founder of Touchpoint One. Bridging the gap between being a great manager and a great leader - the tools you need in your toolkit. Key problems most businesses have that Craig has identified. Why a lot of businesses have systems and processes that don't fit their business. What investing in the wrong technology could mean for businesses. Many business owners are unable to identify a problem because they are too close to the business. Being on the right side of the legal argument - Are your business systems truly compliant with legislation?  Taking the time to develop systems and processes - a lot of businesses don't see the value in it. Mapping out the systems of your business as it grows means you'll get a better understanding of your business. Craig's Business Health Test - 40 online questions to assess your systems and processes, technology, information and data, your team and your strategy. Craig's D-Livery Method - a five step framework to transform your current management systems: Discover, Diagnose, Design, Develop, Deploy. What Craig thinks makes a high-performing team How to create strong relationships with stakeholders - listen, feedback, manage expectations, stay neutral and keep people informed A helpful read: ‘Just Listen: Discover the Secret to Getting Through to Absolutely Anyone' by Mark Goulston Where the name for Craig's business came from - he found himself in the touchpoints between businesses, between different groups and businesses, between businesses and legislators, etc.  Craig's gift to you - his Business Management Blueprint template How to book meetings with Craig Useful links: Craig Meinicke on LinkedIn - https://www.linkedin.com/in/craigmeinicke/ Touchpoint One Website - https://touchpointone.com.au/ Touchpoint One on Facebook - https://www.facebook.com/touchpointoneptyltd/ Touchpoint One on LinkedIn - https://www.linkedin.com/company/touchpoint-one-pty-ltd/ People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders   See omnystudio.com/listener for privacy information.

A new year means new opportunities and a chance to set yourself up for a successful year ahead. But we're not talking about making New Year's resolutions. We're talking about something much simpler, and much more likely to make a difference to your life, both personally and professionally. In this episode, we're looking at the power of a good morning routine.  Episode highlights:  Why morning routines are so important Why you should steer clear of New Year's resolutions Focus on your wellbeing  Too many people don't get enough sleep and rely on caffeine The importance of a good evening routine - limit screen time before bed Latest science shows it's what you do during the day that determines how well you'll sleep Guided meditation in the mornings How meditation by Louise Hayes has helped us Why you need to pay attention to your progress How do you determine whether you are moving forward in your life?  How do you measure your progress as a people leader? Make your goals visual to stay focused Coaching helps everybody, even us! The only thing you can truly be responsible for is your actions Ask yourself quality questions and start the day with them so you're a better role model Habit is just a repeated behaviour - start small and tweak your existing habits People Leaders Quick Links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook- https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram- https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

It can be stressful not having control over your money. And sometimes, the idea of taking back control is so daunting it can be hard to know where to even start.  Luckily, in this episode we cover that and more.  Vivian Goh, financial wellness coach and founder of Simple Wealth Coaching shares her knowledge and tips for taking responsibility of your finances.  Her areas of expertise include life coaching, wealth creation, budgeting, protection planning, debt planning, investment, and retirement planning, to name a few!  Vivian's mission is to empower people to achieve financial wellness by teaching them how to have a healthy relationship with money. She does this through coaching and workshops and has worked with some of the top tier companies in Australia, so she knows a thing or two.  Episode highlights:  An introduction to Vivian and what she does Eye-opening statistics - 49% of Australians say personal finance is the number one cause of stress What brings in most of Vivian's clients - a lack of knowledge around dealing with personal finances How Vivian starts to help her clients - clear any assumptions when it comes to money and then look at what they truly value in their lives An example of how Vivian has turned someone's life around What budgeting really is - a simple money flow Building awareness around your finances The three main pitfalls when people look at budgeting The importance of incorporating what's happened in the past as well as what's happening in the here and now An insider tip from Vivian - using an online robo advice company to help you invest Three highest value habits people can do to control their personal finances - figure out what you can and can't control, check or challenge your assumptions, and journal your thoughts on money and see if there's a pattern  The components that determine a person's financial wellbeing according to 2017 research by Professor Elaine Kempson and her team What Vivian is working on right now - working with small businesses on a financial wellness program Useful Links:  People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders Vivian Goh on LinkedIn - https://www.linkedin.com/in/vivian-goh-simple-wealth/ Simple Wealth Coaching Website - https://www.simplewealthcoaching.com.au/ See omnystudio.com/listener for privacy information.

We don't know what kind of year you've had to date but whatever it's been, now is a great time to review how the year has been for you in the context of being a leader. If you still haven't got the results you were hoping for in 2019, hang in there, you may be closer than you realise. And if you did get the results you were looking for, well done! And if you happen to be reading this or listening to the episode long after it was published, anytime is a good time for a review so don't think you have to wait till the end of the year to do this process. You can do the review process on your own or with your team Teams often find the process energising as they feed off each other's insights If you are doing it with the team, you have the choice of doing it collectively or individually then having everyone share Start with a large square drawn on a sheet (or whiteboard, etc) and divide it into 4 equal squares In the top left note all your achievements for the year In the top right note all the lessons learned from your achievements In the bottom left note all your mistakes and challenges for the year Resist being judgemental about the mistakes In the bottom right note all the lessons learned from the mistakes and challenges Based on the lessons learned, how will you approach things differently in the year ahead? Key lessons from our own review include: The power of the breath.  The power of a consistent morning routine.  The power of acceptance.  We are all ‘works in progress' and ‘it never finishes'. Schedule the things that are important to you.  The power of visual reminders.  The power of feedback. Your turn now! Schedule some time now do your own review to set yourself up for 2020 and beyond. We'd love to hear what your biggest lessons are so please share them with us via email when you've completed your year in review. Useful links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

Do you write your own story? Do you build your own personal brand?  In any environment, you need to take responsibility for your career, how you want to be, the reputation you want to be known for, because if you don't determine it, other people will do it for you.  In this episode, we're chatting to someone who helps leaders do exactly that: Matt Johnson.  Matt is a marketer, speaker and founder of San Diego-based PR and production agency, Pursuing Results. He runs a virtual team to share his core thoughts on leadership with people around the world.  He's also the host of the MicroFamous Podcast that aims to help people use podcasting as the new networking tool to become micro-famous in their fields, and has a book on the same concept being published soon.  Episode highlights: Who Matt is and what he does The importance of writing your own story and your own personal brand - if you don't others will do it for you Your personal brand might be determined by others based on interactions outside the office or on social media etc.  Matt on being introduced as ‘the podcast guy' and having to reset his personal brand Positioning himself as an authority The type of information to share to position yourself as an authority: what you know, what you're learning and what you're doing How Matt knew he was heading in the right direction - the level of engagement and how he felt when he got on the phone with clients How introverts can become a thought leader in their space - use podcasts to get yourself out there Leadership is driven by three things: personal performance, systems and people Why you can't rely on rockstar people to build a rockstar business A system takes more effort today but it makes tomorrow easier Running a virtual team and the importance of consistent communication and weekly meetings A business book that Matt swears by: “General and Industrial Management” by Henri Fayol What Matt and his team talk about in their weekly team meetings Holding people accountable to their performance goals as a leader Skills every leader needs to successfully manage a virtual team Projects Matt is working on now: the re-launch of his podcast and the publication of his book based around becoming micro famous Free training on Pursuing Results How Matt looks after himself - he doesn't schedule anything in the afternoon Useful links: Matt Johnson on LinkedIn  - https://www.linkedin.com/in/microfamous/ Matt Johnson on Instagram - https://www.instagram.com/microfamous/ Matt Johnson on Facebook - https://www.facebook.com/getmicrofamous Pursuing Results Website - https://pursuingresults.com/ Pursuing Results on Facebook - https://www.facebook.com/pursuingresultsllc/ MicroFamous Podcast - http://getmicrofamous.com/ People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.

Constructive team agreements are all about the behaviours and the way the team interacts with one another and stakeholders. In order for a team to be high performing, no matter their industry, they need to agree to uphold those behaviours throughout the day and week as a team.  A person might be doing a really good job in terms of what they have to deliver, but it's not just about delivering the task, it's about how they deliver the task.  So in this episode, we're talking about team agreements and why they're important if you want a high-performing team.  Episode highlights:  The two main issues for managers - behaviour and each team member's role What are team agreements?  Why a team agreement should be the first thing a people leader works on with his/her team Identifying what ‘good' looks like to your team Does your team know how to communicate in a respectful manner?  The importance of managing disagreements effectively Keeping stakeholders happy An example of how one leadership team ensures nobody burns the midnight oil Taking it one step further - creating an agreement of ‘off track' behaviours Encouraging self-reflection at the end of each meeting  What you need to do as a people leader if you want to create a team agreement Useful links: People Leaders Website - https://peopleleaders.com.au/ People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0 Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/ Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/ People Leaders Facebook - https://www.facebook.com/PeopleLeaders/ People Leaders Twitter - https://twitter.com/PeopleLeaders People Leaders Instagram - https://www.instagram.com/people.leaders See omnystudio.com/listener for privacy information.