Corporate CPR

On today’s episode we are talking about how executive loneliness might be killing your company.

Nick Jonsson's remarkable journey embodies resilience, redemption, and holistic well-being. Recognized as a LinkedIn Top Voice and an elite Ironman athlete, Nick's influence transcends accolades. As co-founder of Executives' Global Network (EGN) Singapore, Malaysia & Indonesia, he supports over 900 executives, drawing from personal struggles with executive loneliness and mental health challenges. Nick's seminal book, "Executive Loneliness," and his podcast, "EGN Leadership Conversations," reflect his commitment to empowering others. From despair, Nick emerged as a beacon of hope, demonstrating the transformative power of vulnerability and determination. Today, he inspires audiences worldwide with his story of triumph and possibility.

Episode Highlights:

Recognize the importance of safe spaces: Executive loneliness is a significant issue, especially when individuals feel they have no safe spaces to discuss their challenges internally within their company. Finding external safe spaces through coaches, mentors, or peer groups can be crucial.Proactivity is key: Rather than waiting for internal solutions that may not exist, individuals should take ownership of their situation and actively seek out external support networks. Waiting too long can lead to increased anxiety and even depression.Embrace vulnerability: Leaders should practice vulnerability and empathy, creating a culture where it's safe to share challenges. By being open about personal experiences and struggles, leaders can foster stronger connections within their teams and break down barriers that contribute to isolation.Resilience and perseverance: Building resilience is essential for both individuals and organizations. Leaders should demonstrate resilience through their actions, showing that they can navigate challenges effectively and bounce back from setbacks.Reflect on purpose and hobbies: Encouraging individuals to reflect on their purpose in life and revisit past hobbies can help them find fulfillment outside of work. Engaging in activities that bring joy and connection can contribute to overall well-being and combat feelings of loneliness.Seek help when needed: If feelings of hopelessness, burnout, or depression become overwhelming, it's crucial to seek help and support. There are numerous resources available, including support groups, hotlines, therapy, and counseling, to assist individuals in navigating difficult times and fostering personal growth.

Top 3 Takeaways for the Audience:

Treat vulnerability like a muscle and actively practice it in your safe spaces. Share your challenges and experiences with trusted individuals to foster connection and growth.Take the initiative to find both professional and personal safe spaces where you can freely discuss work-related and personal matters with like-minded individuals. This can include peer groups, mentors, coaches, or support networks.Use journaling as a tool for reflection and problem-solving. Write down your thoughts and feelings, both positive and painful, and take action by reaching out for help or discussing them with someone you trust. Regularly review your journal to address any unresolved issues and ensure peace of mind before bedtime.

How to Connect with Nick:

Website: https://www.nickjonsson.com

LinkedIn: https://www.linkedin.com/in/nick-jonsson

On today’s episode we are talking about how not focusing on great teams might be killing your company.

James Scouller, an executive coach, thought leader, and author, has dedicated 45 years to leadership. His four books reflect his profound focus on the psychological challenges confronting leaders and teams. The Three Levels of Leadership, his debut, revolutionized leadership literature with groundbreaking models and tools. Despite minimal promotion, it garnered global acclaim, inspiring countless CEOs. His latest trilogy, How To Build Winning Teams Again And Again, released in January 2024, serves as a companion to his first work. With a rich background in international leadership and coaching, Scouller continues to empower leaders and teams, embodying expertise in psychology and martial arts.

Episode Highlights:

Top 3 Takeaways for the Audience:

Whether you're struggling with team building or simply want to improve, it's important to recognize that the art of building and regenerating teams is learnable. With effort and practice, anyone can develop the skills necessary to build effective teams.While improving team dynamics requires dedication and practice, the effort invested in developing these skills will ultimately pay off. Not only will you enjoy your work more, but your teammates will also benefit, and your company will see better results because of improved team dynamics.To support your journey in mastering team building, there are resources available, such as books and tools, that can provide guidance and insights. By leveraging these resources, you can gain valuable knowledge and techniques to enhance your team leadership abilities.

For More Information Related to This Episode:

https://leadershipmasterysuite.com/cc/

On today’s episode we are talking about how your handling of customer service might be killing your company. 

Ali Cudby, Founder and CEO of Alignmint Growth Strategies, drives business transformation through intentional customer experiences. With over 20 years of expertise, she aligns strategy and implementation for unparalleled growth. As the bestselling author of "Keep Your Customers," Ali offers insights from real-world stories and CEO-led case studies. Her MINT Method, outlined in the book, fosters transformational customer loyalty. Previously at The New York Times Company, Golf Digest Magazine Group, and Animal Planet TV Network, Ali founded Alignmint in 2014. She also teaches Entrepreneurship at Purdue University and shares her expertise on podcasts, emphasizing the integral role of customer experience in business success.

Episode Highlights:

Top 3 Takeaways for the Audience:

Prioritize understanding and meeting customer needs, ensuring they feel seen, heard, and valued to drive growth.Implement clear and consistent processes within the company to guide customer-facing teams in handling interactions confidently, fostering stronger relationships and sustained growth.Shift the perspective on customer-facing teams from a cost center to a revenue driver, emphasizing their role in retention, cross-selling, and upselling to fuel long-term revenue growth.

How to Connect with Ali:

Website: https://alignmintforgrowth.com

LinkedIn: https://www.linkedin.com/in/alicudby/

On today’s episode we are talking about how imposter syndrome can hurt teams and and threaten your company.

Tiffany Houser is a passionate advocate for personal transformation and leadership development. With a focus on coaching senior leaders and high-achieving founders, she empowers them to experience profound breakthroughs in their authentic leadership style, vision, and purpose.  Through her coaching, she helps leaders cultivate self-awareness, emotional intelligence, and a growth mindset, enabling them to define their vision, overcome obstacles, and foster a culture of contribution and resilience. As the founder of EVOLVE, Tiffany and her team provide transformative experiences and coaching services to organizations seeking to embrace change and cultivate self-worth.

Episode Highlights:

Top 3 Takeaways for the Audience:

Understand that feelings of insecurity and impostor syndrome are common and not inherently negative. Recognize and accept these feelings can be the first step towards growth and self-improvement.Everyone, regardless of their position or status, experiences moments of self-doubt and insecurity. Knowing that even successful individuals face these challenges can provide reassurance and perspective.Encouraging a mindset of curiosity and openness to possibilities can lead to more effective leadership and problem-solving. Instead of judgment or blame, approaching situations with curiosity allows for exploration and growth. 

How to Connect with Tiffany:

Website:https://evolveeq.com

LinkedIn:https://www.linkedin.com/in/tiffanyhouser

Loreta Tarozaite is an experienced strategist and advocate for brand and executive presence, unlocking visibility, authority, and impact for companies and leaders. With a background spanning broadcast journalism, founding her own company, and collaborating with Fortune 500 corporations, Loreta is a strategic partner in navigating the complex world of authoritative presence. She excels in strategic marketing architecture, elevating presence, on-camera coaching, and embracing tech innovations. Loreta's unique approach, the Real Relating Lens™, distills complexity, fosters authenticity, and drives transformative change. Thriving in chaos, Loreta sees it as an opportunity for lasting transformation and impact through improved presence.

Episode Highlights:

Importance of Communication:Executive presence is crucial because leaders are the face of the company and need to communicate clearly and effectively to represent the organization well.Authenticity Matters: Being authentic and true to oneself is key to building executive presence. Leaders should express their values, motivations, and drive in their communication to connect with others genuinely.Tailoring Approach to Individual Strengths: Executive presence isn't one-size-fits-all. It involves identifying each leader's strengths, whether it's storytelling, humor, or other communication styles, and leveraging those strengths effectively.Understanding Perception: Leaders should actively seek feedback to understand how they are perceived by others. This feedback helps identify areas for improvement in communication and leadership style.Balancing Professionalism and Relatability:While the level of formality in executive presence may vary based on organizational culture and individual preferences, leaders should aim to strike a balance between professionalism and relatability. This includes considerations such as attire, communication style, and demeanor.Social Media Strategy: Approach social media with caution, understanding the permanence of posts and the importance of authenticity, seeking professional support when necessary, especially during crises.

Top 3 Takeaways for the Audience

Start Small, Experiment, and Learn. Begin by taking small steps outside of your comfort zone, such as writing a LinkedIn post, to gain experience and confidence.Overcome Self-Doubt and Fear of Judgment. Recognize and overcome the fear of judgment or sounding inadequate, understanding that growth requires vulnerability and risk-taking.Seek Feedback and Continuous Improvement. Embrace feedback and self-awareness, acknowledging flaws and actively seeking opportunities for improvement to enhance leadership presence and authority.

How to Connect with Loreta:

Website: https://www.loretatv.com/
LinkedIn:https://www.linkedin.com/in/loretatarozaite/

On today’s episode we are talking about how using AI in marketing might be killing your company.

Ferdinand Mehlinger, an esteemed SEO expert and keynote speaker, played a pivotal role in Google's inception, granting him unparalleled insights into driving organic traffic and conversions. With a diverse portfolio spanning E-waste, biotech, fitness, and social media sectors, Ferdinand's expertise is unmatched. With over two decades of experience, including contributing to Google's algorithm in its infancy, Ferdinand offers unparalleled expertise in SEO and Google insider strategies. He's available as a keynote speaker for events, conferences, and podcasts, offering valuable insights and free resources on his website. Ferdinand's company, Bluoo Digital, specializes in branding and online marketing solutions, driving success for businesses since 2005.

Episode Highlights:

Top 3 Takeaways for the Audience:

Jump into AI without hesitation, as it's becoming increasingly essential for businesses to leverage its capabilities.Recognize and understand your own value, whether as a business owner or professional, and assert it confidently.Focus on becoming an expert in your field, as expertise opens doors and allows you to provide valuable insights and solutions to others.

How to Connect with Ferdinand:  

www.ferdinandmehlinger.com 

On today’s episode we are talking about how not maintaining high quality teams might be killing your company.

Randy Clark, currently Director of Global Operations at IBN (InvestorBrandNetwork), is an executive and strategic thinker with over 20 years of experience in building and managing high-functioning teams and organizations. His expertise spans from creating entities from scratch to revitalizing existing ones, consistently achieving remarkable success. Embracing change and prioritizing alignment over agreement, Randy fosters diverse, empowered teams, believing in uplifting every individual he encounters. With a mantra of supporting people to their fullest potential and infusing fun into every endeavor, Randy finds profound fulfillment in watching teams flourish and triumph together. Eager for the next challenge, he looks forward to continuing his journey of growth and success.

Episode Highlights:

Randy’sTop 3 Takeaways for the Audience:

1.     Having the right individuals in appropriate roles, highlighting attitude, aptitude, and work ethic are key criteria for success. 

2.     Bring passion and enjoyment to work. Encourage fostering a fun and engaging work environment to inspire team members to be passionate and committed to their roles.

3.     Lead by example. Managers should lead with care, dedication, energy. By demonstrating commitment and enthusiasm for the job you will set a positive tone for the team and foster mutual respect and success.

How to Connect with Randy:

LinkedIn:https://www.linkedin.com/in/randy-clark-a30717/
Website:https://www.investorbrandnetwork.com/ 

On today’s episode we are talking about how not to be scooped up unwillingly in an acquisition with Jason Radisson.

Jason Radisson is a seasoned unicorn breeder with 20+ years of expertise in strategy, operations, and growth. As the CEO and Founder of Movo, an HCM platform, he's revolutionizing frontline workforce management globally, boasting 700,000+ users across various industries. Formerly with McKinsey & Company and Uber, Jason's track record includes scaling businesses, notably 99-Taxis, which he grew 10x before its $1B acquisition. Passionate about empowering the frontline workforce, he champions digital solutions to uplift communities. Jason, a Holy Cross alum and multilingual Fulbright Scholar, balances his professional achievements with family and outdoor pursuits, embodying a holistic approach to success.

Episode Highlights:

Jason’s Top Takeaways for the Audience: 

 Find your unique differentiator.Capital efficiency and frugality contributes significantly to overall sustainability. Even if other aspects like differentiation or strategy are not fully developed, being lean and frugal ensures longevity and reduces vulnerability to hostile takeovers or industry consolidation efforts.Maintaining a global perspective fosters invaluable cross-industry insights, allowing for the adaptation of successful practices from international corporations to local contexts.

How to Connect with Jason:

https://www.linkedin.com/in/jason-radisson/

On today’s episode we are talking about how your negotiation skills could make or break your company with Adele Gambardella and Chip Massey.

Adele Gambardella and Chip Massey are two accomplished professionals with diverse backgrounds and a shared mission. Adele, recognized as a prominent figure in the PR world, brings over 20 years of expertise, serving as a spokesperson for Fortune 100 companies and teaching at prestigious universities. Chip, a former FBI Special Agent, offers a wealth of experience in high-stakes criminal cases and negotiation techniques. Together, as co-founders of The Convincing Company, they bridge the worlds of PR and Crisis Negotiation, providing global consulting and training services to a wide range of clients, from tech startups to Fortune 500 giants.

Episode Highlights: 

Top Takeaways for the Audience:

1.     Remember who you’re trying to convince. Are they emotional? Are they more of a fact-based person?

2.     Listen intently so the person you are talking to feels you are connected to them and truly understand who they are. 

3.     Try new things. Don’t get stuck in what you’ve always done as there are great opportunities in trying something new. 

4.     Nobody will care what you have to say or what you believe until they feel you care about them. Then, you can cross chasms with the person because they feel you have their back. 

For Resources Related to this Episode Visit:

https://convincingcompany.com/corporate/ 

On today’s episode we are talking about how your lack of consciousness may be killing your company.

Tom Willis believes we are all born with unlimited potential. As a former classroom teacher, he also believes in the power of lifelong learning. These beliefs have shaped his primary goal in life: helping others move beyond their self-limiting beliefs so they can reach their true potential. 

Prior to co-founding Phoenix Partners, he had the great honor of serving as the CEO for Cornerstone, a school system in Detroit.  He was fortunate to earn an engineering degree from the University of Michigan and an MBA from the University of Notre Dame. 

Episode Highlights:

Clarity of Purpose: Helping individuals and teams get clear about their fundamental purpose in life and how it aligns with the purpose of the organization is crucial for fostering meaningful engagement and alignment.Focus on Impact: It's essential to shift the focus from simply creating cool technology or products to understanding the real impact and societal benefits of the work being done, such as providing access to transportation services for those in need.Motivation through Contribution: Human beings are universally motivated by making a difference and being helpful. Understanding and connecting with employees' personal motivations and values can drive engagement and commitment to shared goals.Leadership, Management, Coaching: Effective leadership involves a balance of leadership, management, and coaching. Each aspect plays a role in creating a culture of growth and accountability, with leadership and coaching being emphasized more than traditional management.Conscious Time Management: Being conscious about how time is spent, prioritizing activities that contribute to personal and team growth, and focusing less on mundane tasks or "chores" can lead to significant improvements in organizational effectiveness and results.Feedback Loops: Establish regular feedback mechanisms to gather input on the current culture and identify areas for improvement from employees at all levels.Training and Development: Invest in training programs that support the development of key cultural competencies, demonstrating a commitment to fostering a positive work environment.

Tom’s Top 3 Takeaways for the Audience:

If you are a CEO or Superintendent, check out our group called The Interchange made up of leaders from across the country who get together about once a month.Read our book The Great Engagement. Whether you’re a CEO of a large team or CEO of your life this book can help.    Start asking people around you to help you become more conscious. Ask them questions like “how can I improve as a teammate, a father, a friend? etc. 

For Additional Resources Related to This Episode Visit:

https://www.phoenixperform.com/corporatecpr

On today’s episode we are talking about how not adopting the latest trends in workforce flexibility might be killing your company. 

 Jones Loflin, an educator turned internationally recognized speaker and author, is known for his impactful books like "Always Growing" and "Juggling Elephants," available in the US and 14+ countries. His work, including "Getting The Blue Ribbon" and "Getting to It," offers practical strategies for personal and professional growth. Founder of Jones U, he provides online courses and coaching for self-paced learning. Previously the "Trainer of Trainers" for "Who Moved My Cheese?" Jones holds degrees from North Carolina State University and is a member of the National Speaker’s Association.

 Episode Highlights:

 ·       Shift from Work-Life Balance to Work-Life Success: There has been a shift from the concept of work-life balance to work-life success. That balance implies a static state, whereas success entails being present in the moment and investing time where it is needed most.

 ·       Accountability and Communication: Accountability is crucial in ensuring that work gets done efficiently, especially in environments with flexible policies like unlimited leave. Regular check-ins and effective listening by leaders foster a supportive and productive work culture.

 ·       Adapting Leadership Styles: Leaders must adapt their management approach based on whether team members are working in-person or remotely. Effective leaders prioritize consistent communication, active listening, and understanding the needs of their team members.

 ·       Flexibility in Work Arrangements: The trend towards flexible work arrangements, including remote work options, continues to grow. Successful organizations prioritize autonomy for their teams while also establishing clear guidelines and expectations for productivity and collaboration.

 ·       Business Case for In-Office Time: Organizations should establish a clear business case for requiring employees to be in the office certain days of the week. By identifying specific times when in-person collaboration is necessary, companies can justify their policies and gain employee buy-in.

 ·       Data-Driven Approach to Change: When considering changes to work policies, such as remote work options or leave policies, it's essential to gather data through employee engagement surveys or assessments. Knee-jerk reactions can lead to unintended consequences, so it's crucial to make informed decisions based on feedback from employees.

 ·       Leadership Role in Addressing Burnout:By creating psychologically safe environments where employees feel comfortable discussing their challenges, leaders can help prevent burnout. Additionally, leading by example, demonstrating vulnerability, and acknowledging personal work preferences can foster understanding and support within the team.

Jones’ Top 3 Takeaways for the Audience:

People go about getting work done differently. As much as possible, we need to respect that individual cadence instead of trying to put everyone into a box.Organizations must make the business case for whatever flexible work policies they are going to put in place. People should be consistently intentional about what they need from work so when they are done with work, we are doing the things we really want to be doing.  

How to Connect with Jones:

Website: https://jonesloflin.com

LinkedIn: https://www.linkedin.com/in/jonesloflin/

On today’s episode we are talking about how taking care of your employees' emotions during an M&A process can be a lifesaver your company. 

Jonathan Bennett, C.Dir., is a highly sought-after leadership coach and strategic advisor, offering his expertise to CEOs, executive teams, politicians, and boards of directors throughout Canada. With a background spanning urban, rural, remote, and First Nations communities, Jonathan excels in social purpose business strategy, governance, branding, change management, and communications. Before venturing into coaching, he founded Laridae, a management consulting and training firm that has served over 200 clients. As Laridae's inaugural CEO, he transformed the startup into a leading B Corp. Jonathan, also a Special Graduate Faculty at Trent University, contributes his extensive experience as a director to boards like Accerta and CashCo financial. Additionally, Jonathan has held leadership roles in notable organizations, including Chair of the Board of Directors of Ontario Telemedicine Network and the Kawartha Haliburton CAS. An accomplished writer, Jonathan has authored seven books and resides with his family on a lake near Peterborough, Ontario, Canada.

 Episode Highlights:

·   Anticipate Employee Reactions: Leaders implementing major organizational changes, like mergers, should anticipate varied employee reactions, from excitement to fear. Understanding and addressing these emotions is crucial for successful change management.

·   Effective Communication is Key: Clear communication is essential. Leaders must not only communicate what will change but also emphasize what will remain unchanged. Using diverse communication channels accommodates different learning styles and calms employee concerns.

·   Ongoing Dialogue for Support: Change is a process that requires time. Leaders should initiate ongoing dialogues to address employee questions and concerns, emphasizing that the initial announcement is just the beginning of continuous information sharing and support.

·   Acknowledge Emotional Impact: Leaders often underestimate the emotional impact of changes on employees who were not part of the decision-making process. Acknowledging and understanding this impact is vital for fostering a positive organizational culture during transitions.

·   Active Leadership Engagement: Senior leaders must actively participate in decision-making during significant changes. Avoiding abdication of decision-making responsibilities ensures alignment of vision and fosters an environment conducive to successful change.

Jonathan’s Top 3 Takeaways for the Audience:

1. You can’t communicate too often. Decide to overcommunicate and schedule it.

2. Change is hard. Give people the time they need.

3. Be self-aware about how you’ve dealt with change. You aren’t doing it right or wrong and the folks around you aren’t doing it right or wrong. You’re just doing it your way. Give yourself and others grace and space.

How to Connect with Jonathan:

Website: https://clearlythen.com/

LinkedIn: https://www.linkedin.com/in/bennettjonathan/

On today’s episode we are talking about how success might be killing your company. 

Alex Atwood,a purpose-driven entrepreneur, has built a career marked by success in founding and leading four impactful companies. Over two decades, Alex has served over 8,000 satisfied customers in staffing, hospitality, and facilities management. Beyond entrepreneurship, Alex is an angel investor supporting ventures for a better world and a philanthropist, particularly dedicated to family businesses. Engaging in personal growth, Alex participates in Landmark Worldwide coaching and adheres to Nonviolent Communication principles. A diverse range of interests includes meditation, self-exploration modalities, drumming, and a newfound passion for skateboarding. Amid the COVID-19 pandemic, Alex's latest venture focuses on providing non-toxic disinfection services, promoting regulatory compliance, and reemploying displaced hospitality workers in the D.C. and Baltimore metro area.

Episode Highlights:

·  Warning Against Complacency: Complacency can lead to stagnation and negatively impact both individual and organizational progress. It can cause a "mortality event" for companies and even entire industries. Examples, such as the transformation of the taxi industry with the rise of ride-sharing, emphasize the need for continuous adaptation.

·  Transformational Mindset: A transformative mindset involves being continuously curious about possibilities and embracing evolution. It is  important to think outside the current framework, fostering creativity, and maintaining an open thought process.

·  Empowering Culture: Transformative leadership involves empowering employees by creating a culture where curiosity, creativity, and diverse ideas are encouraged. This type of leadership is critical to establishing an authentic, empowering culture within an organization.

·  Strategic Innovation and Continuous Transformation: Companies need to prioritize strategic innovation and continuously transform, not just in products or services but also in the way they manage their organizations. The key lies in staying ahead of the curve, being receptive to change, and having a genuine commitment to transformation.

·   Psychedelic Therapeutics and Business Transformation: Business leaders increasingly turn to psychedelic experiences, such as ayahuasca retreats, to break through self-limiting behaviors and enhance their effectiveness, reflecting a broader trend of exploring unconventional practices for personal and professional growth.

·  Integration of Psychedelic Experiences: The psychedelic journey involves intentional preparation, group interactions, and post-experience discussions, emphasizing the importance of integrating insights gained into daily life for sustained personal growth.

·  Transformation in Business Analogous to Personal Growth: Examining companies like McDonald's underscores the imperative for businesses to continuously transform and adapt in messaging, branding, and offerings to remain relevant in a dynamic and evolving market.

Alex’s Top 3 Takeaways for the Audience:

1.     Be curious in everything you do.

2.     Empower others.

3.     Have fun. Be more creative and enjoy the work you do because it doesn’t need to be a grind. If you’re not having fun, you’re probably doing it wrong.

How to Connect with Alex:

Website: https://alexatwood.co/         
LinkedIn: https://www.linkedin.com/in/alexatwood/ 

On today’s episode we are talking about how to help your employees become more resilient.

Michele Phillips is a seasoned corporate trainer and transformational personal coach. As President of Key Performance and award-winning author of 'Happiness is a Habit,' Michele has shaped a fulfilling 23-year entrepreneurial career. Her impact extends globally, guiding Fortune 500 companies like TAG Heuer and Pfizer. Michele excels in one-on-one coaching, seamlessly integrating neuroscience, habit formation, and positive psychology to elevate happiness and performance. With a Master’s in Organizational Development from Fordham University, Michele's expertise is honed by certifications and mentorship. A sought-after writer and speaker, her book ranked among Amazon's top self-help books in 2017.

Episode Highlights:

 ·  Empowerment and Recognizing Inner Power: The speaker underscores the importance of empowering individuals to recognize and utilize their inner power, asserting that everyone possesses more power than they realize.

·  Three-Pronged Approach in Corporate Training: The speaker employs a three-pronged approach in corporate training, including training workshops, individual coaching, and result evaluation to ensure employees make a positive impact.

·  Continuous Improvement in Project Management: Emphasizing the dynamic nature of project management, the content stresses the importance of continuous improvement, adaptability, and regular reflection, encouraging a commitment to learning from both successes and failures.

·  Results-Focused Agile Leadership:The speaker advocates for a results-focused approach in leadership, emphasizing regular assessment of project phases, adoption of agile methodologies, and investment in professional development for project teams.

·  Resilient Leadership and Preparedness: Leaders who value development and provide ongoing support, including training, coaching, and resources, contribute to building resilience in teams. Additionally, preparing employees for economic uncertainty involves keeping skills updated and fostering an adaptable mindset.

Michele’s Top 3 Takeaways for the Audience:

1.     Ask yourself, if you want your business to grow 30%, what are you doing to grow your people 30%?
2.     As a leader, make sure you have the propensity to develop other people.
3.     Invest in training and coaching.

How to Connect with Michele:

 Website: www.key2unlock.com

LinkedIn: www.linkedin.com/in/michele-phillips-9409707/

On today’s episode we are talking about how playing it safe might be killing your company.

John Miller is the Founder of Scribewise, a dynamic content marketing agency dedicated to aiding B2B firms and healthcare providers in achieving growth through thought leadership and demand generation. His team of writers, designers, and strategists excels in humanizing complex business conversations by crafting and disseminating compelling, audience-focused content. With a firm belief in courageous marketing, John advocates for breaking free from the mundane and injecting excitement into the business world. His passion extends to his book, a manifesto at PlayingItSafeSucks.com, aimed at inspiring marketers and companies to adopt a bold and impactful mindset.

Episode Highlights:

Courageous Marketing Manifesto:The book, "Playing It Safe Sucks, A Courageous Marketing Manifesto," challenges the prevailing mindset of playing it safe, emphasizing the importance of making companies stand out, build credibility, and trust. 

Assessing Risk and Timing: Delving into the concept of risk in marketing, the discussion highlights the importance of assessing the right time for bold marketing moves and the need for internal champions to push innovative ideas.

B2B Marketing Focus: The conversation underscores the distinctive aspects of B2B marketing, emphasizing the longer consideration cycle and the need to build trust at scale rather than merely focusing on website traffic or SEO.

Effective Communication within Organizations:Addressing the challenges of communicating courageous marketing ideas within organizations, the emphasis is on starting small with experiments, proving concepts, and gradually expanding initiatives. Internal champions and alignment with company culture are vital.

Navigating Uncertain Times: The discussion challenges the "Playing It Safe" mentality during uncertain times, urging marketers not to give in to the temptation of playing small. It encourages finding ways to bring innovative ideas to market, even in the face of internal politics and red tape.

John’s Top 3 Takeaways for the Audience:

1.     Be courageous in your marketing.

2.     For B2B companies, let go of your obsession with website traffic and SEO.

3.     Don’t follow trends or follow the masses. Focus on figuring out your message and audience instead.

How to Connect with John:

Website: https://scribewise.com/

LinkedIn: https://www.linkedin.com/in/johnmillerscribewise/

On today’s episode we are talking about how lack of alignment within your organization might be stunting your growth.

Jim Stevenson,Founder and CEO of Bletchley Group, an International Growth Consultants firm, specializes in Strategy, Transformation, and Growth. Committed to making growth the focus of strategy, he excels in creating customer-centric plans, go-to-market strategies, and aligning capabilities for revenue growth. As the visionary behind Tech Startup Machine, Jim collaborates with global brands and startups, providing digital services, from e-commerce to brand protection. Noteworthy clients include Guardian News, Bacardi, and Hilton Hotels. A Thought Leader and Speaker on Digital Strategies, Marketing, and Business, Jim's specialties encompass Strategy, Transformation, and Growth. His versatile roles include Interim/Fractional Chair, CEO, Leader, Consultant, or Coach.

Episode Highlights:

Cultural Foundation: A strong, shared culture is foundational for a growing company's success. Maintaining this culture becomes challenging as organizations expand, but it is crucial to prevent the formation of silos that hinder overall alignment and productivity.

Vision and Leadership Alignment: Continuous emphasis on the North Star or overarching vision is vital for a growing organization. Lack of alignment at the leadership level, including the board, CEO, and C-suite, can lead to divergent objectives and hinder overall progress.

OKRs for Strategic Alignment: Implementing Objectives and Key Results (OKRs) is a powerful strategy for aligning teams with overarching company goals. Focusing on challenging OKRs, cascaded from the top down, ensures a balance between aspiration and achievability.

Testing and Learning: Embracing a mindset of continuous testing and learning is crucial, especially for smaller entrepreneurial companies. Setting a clear time horizon for metrics and accepting the possibility of mistakes are key to the learning process.

Start Small for Big Impact: Initiating change through smaller, impactful projects can have a significant effect when steering a large organization. Proving success on a small scale generates enthusiasm and paves the way for broader and more significant transformations.

Jim’s Top 3 Takeaways for the Audience:

1.     Culture is a big thing.

2.     Alignment at all levels of the organization is critical.

3.     Focus on executive sponsorship.

How to Connect with Jim: 

https://www.linkedin.com/in/jimstevenson/

On today’s episode we are talking about why you might be killing innovation within your organization.

Robyn Bolton, Founder of MileZero, collaborates with medium to large businesses, guiding them through uncertainty to drive revenue growth. With a focus on innovation, she transforms deep customer insights into viable businesses, having worked with notable companies such as Medtronic and Teachers Pay Teachers. Formerly a Partner at Innosight, she served Global 1000 firms, including Nike and Nestle, shaping new markets and business models. Robyn, an MBA graduate from Harvard Business School, began her career at Procter & Gamble, leading the North American launch of Swiffer. A respected thought leader, her articles on innovation appear in major publications, and she frequently speaks on topics like Intrapreneurship and Design Thinking.

Episode Highlights:

Strategic Innovation for Growth:Innovation is pivotal for organizational growth, addressing the "growth gap" and maintaining competitiveness in dynamic markets.

Adapting to Rapid Change: Established companies face the challenge of adapting to accelerated technological change, necessitating quicker innovation cycles for sustained relevance.

Clear Definition Drives Alignment: A shared and clear definition of innovation is essential to align diverse perceptions within organizations, ensuring cohesive efforts.

Diversified Portfolio Approach: Success in innovation requires a balanced portfolio encompassing incremental, adjacent, and transformative approaches, each demanding specific structures for optimal execution.

Leadership's Dual Mandate: Leaders play a pivotal role in maintaining operational efficiency while fostering the adaptability essential for driving and sustaining innovation initiatives.

Robyn’s Top 3 Takeaways for the Audience:

1.       Leaders, the tension you feel between operating and innovating is real. You goal now is to figure out how to live with that tension and both operate and innovate in the best way for your organization.

2.     Innovation isn’t an event. It can start with one, but make sure you have a plan for how to keep the momentum going.

3.     Get really good at incremental innovation and set up a separate team and structure to focus on adjacent innovation.

How to Connect with Robyn:

Website: https://www.milezero.io

LinkedIn: https://www.linkedin.com/in/robynmbolton/

On today’s episode we are talking about how communication might be killing your organization.

Pam Hurley, PhD, is the founder and president of Hurley Write, Inc., a certified women-owned small business. Pam’s teaching style has been described as “energetic” and “straightforward.” Indeed, many clients credit Pam with giving them the strategies they needed to start thinking critically about their own writing. 

Episode Highlights:

Impact of Effective Writing:Effective writing plays a critical role in shaping an organization's reputation, customer relationships, and financial success. Poor writing can lead to confusion, questions, and damage to the company's image.

Undervaluation of Writing Skills:Many organizations undervalue the importance of writing skills, expressing a need for quality documents while neglecting to invest in the development of their employees' writing proficiency. There is an assumption that a college education ensures adequate writing skills.

Time and Cost Consequences:Poor writing has not only communication quality implications but also significant time and cost repercussions due to repeated document iterations and reviews. This is especially noticeable when employees, such as project managers, are burdened with excessive reviewing responsibilities that detract from their primary roles.

Equal Rigor for Internal Communication:Internal communication, encompassing emails and other documents, deserves the same level of scrutiny as client-facing communication. Miscommunication internally can lead to problems, impacting relationships and rapport within the organization.

Audience-Centric Writing:Deep understanding of the audience is crucial in effective writing. Knowing the attributes, relationships, and context of the reader aids in tailoring the tone, voice, and content appropriately. This prevents misunderstandings and enhances the overall effectiveness of communication, both internally and externally.

Pam’s Top 3 Takeaways for the Audience:

1. Think of the organization in terms of the communication. Is there an organizational problem? Do you have a communication standard in place?
2. Writing should be part of your overall strategic plan for the company.
3. Always think about the planning of your documents.

How to Connect with Pam:

Website: https://www.hurleywrite.com

LinkedIn: https://www.linkedin.com/in/hurleywrite/

On today's episode, we are talking about making finance-driven decisions.

Paul Barnhurst, known as The FP&A Guy, is a seasoned Finance Professional with over 12 years of experience in finance and Financial Planning & Analysis (FP&A). He holds a bachelor's degree from BYU, an MBA specializing in finance, and a Master of Information Management from Arizona State University. Paul's diverse career spans various industries, including government, travel services, finance, automotive, Cyber Security, and Ecommerce. His expertise lies in budgeting, forecasting, financial planning, modeling, report building, and business partnership. Paul recently launched The FP&A Guy, offering FP&A consulting for small and mid-sized companies, FP&A training, and content creation. Based in Salt Lake City, Utah, he's an active thought leader on LinkedIn in the FP&A field.

Episode Highlights:

Paul's Top 3 Takeaways for the Audience:

1.     Modeling is only one decision-making tool. It should be used to help guide your decisions, not dictate them. 

2.     Most M&As do not result in a return to the buyer so make sure you bring discipline to your process and try to remove emotion.

3.     Make sure you’re asking your Finance for help.  Finance can bring a lot of value, especially if they are willing to learn & partner with the business. 

How to Connect with Paul:

LinkedIn: https://www.linkedin.com/in/thefpandaguy/   

Email: Pbarnhurst@thefpandaguy.com

Website: www.thefpandaguy.com

On today’s episode we are talking about whether you’re telling the right story about your brand.

Kitty Hart boasts 25 years in branding and marketing. As VP of Client Brand Experience at Heroic Productions, she leads a team of professionals in designing and producing events that convey brand stories, values, and vision. Kitty firmly believes that every brand-customer interaction, be it at corporate events, retail spaces, conference rooms, or websites, is a chance to inspire and engage. She leverages experiential marketing and design thinking to address complex business challenges, providing innovative solutions.

Episode Highlights:

·       Importance of Designing Every Interaction: Effective companies recognize the significance of designing every moment of interaction with their audience, as it directly impacts the perception of their brand.

·       Control and Consistency: To maintain a positive brand perception, companies need to control and be consistent in how their brand shows up in various instances, ensuring there is no misunderstanding about their brand.

·       Integration of Design Thinking: Successful companies have integrated design thinking into their business strategies, which is crucial for creating memorable brand experiences.

·       Listening and Adapting: Monitoring social media and conducting surveys can help companies gauge how well their brand is perceived. If people aren't talking about the brand or are expressing negative sentiments, it may indicate the need for improvements.

·       Crafting a Clear Brand Story: Companies should craft a clear and compelling brand story, understanding their "why." It's essential to involve a cross-section of the organization to create and maintain a consistent brand message.

·       Shift in Perspective: To make your brand stand out, shift your focus from products and services to the results and impact on customers. Challenge the status quo and emphasize why you do what you do.

·       Design and Visuals Matter: High-quality visuals, staging, and technology are crucial for creating engaging and enjoyable corporate events. A well-designed environment enhances the learning experience.

·       Balancing Content and Engagement:Achieving a balance between informative content and enjoyable elements like entertainment and networking is essential for successful events. Keep attendees engaged and looking forward to future events.

Kitty’s Top 3 Takeaways for the Audience:

1.     Be consistent with your brand no matter what size company you are.

2.     Think about the delivery of your product or service. Observe how the delivery is designed from beginning to end (words, visuals, behaviors, etc.)

3.     Every single brand can use experiential marketing effectively. Look outside of your industry to see what brands are doing, take note of what you find interesting, and see how you can apply it to your business.

How to Connect with Kitty:

LinkedIn: www.linkedin.com/in/kittyhart/

Email: khart@heroic-productions.com

Website: www.heroic-productions.com 

On today’s episode we are talking about how employees' expectations of their companies have shifted, and how companies' mindsets might have to change to stay relevant.

Joining us today is Chuck Hogan, Managing Partner at Your Best Life, an organization helping people to elevate finance, family, fitness and faith to maximize their Best Life through mentor strategizing, community and exclusive once in a lifetime experiences. His unique background of sales, business and relationship building gives him a rare perspective that enables him to successfully guide entrepreneurs, CEOS, and other top executives to new heights.

Episode Highlights: 

Chuck’s Top 3 Takeaways for the Audience:

1.       Look in the mirror today and give appreciation to yourself. 

2.     You don’t need a better life; you just need different options. You don’t “need” to shift, get to “choose” to shift. 

3.     Get into the habit for time blocking. Set time aside for self-care. Your family and friends need the best of you, not what’s left of you.

How to Connect with Chuck:

Your Best Life Website: www.YBLNow.com

Email: Chuck@YBLNow.com

LinkedIn: www.linkedin.com/in/chuck-hogan-b8610148/

On today’s episode we are talking about whether you should be considering return to work.

Doug Camplejohn, a seasoned tech executive and entrepreneur, is the Founder and CEO of Airspeed, a platform for enhancing employee connections and recognition. With leadership experience at LinkedIn, Microsoft, and Salesforce, Doug is also an investor and advisor to startups. He's a frequent speaker at industry events and is passionate about leveraging technology for innovation and improvement. He graduated from Carnegie Mellon University.

Episode Highlights: 

Return to Work Dynamics: The discussion on returning to work highlights diverse perspectives, including those in favor, against, and undecided on the matter.Motivations for Returning to Work:The motivations behind companies pushing for a return to the office are explored, including factors like real estate concerns, habit, and potential mistrust.Flexibility and Hybrid Work:The importance of workplace flexibility is exemplified by Apple's approach of making remote work an earned privilege based on performance.Fostering Connection: Strategies for fostering connection in remote and hybrid work environments are discussed, including techniques like Ice Breakers, which help team members get to know each other on a personal level beyond work-related discussions.Building Relationships and Mentorship:Building relationships in a remote work setting can be challenging, but it's essential for mentorship and personal growth. The conversation suggests that employees should proactively seek out mentors and engage with colleagues through tools like virtual meetings and apps designed for connecting people.Remote Work Offers a Global Talent Pool:The ability to hire talent from around the world is a major benefit of remote work. This global talent pool allows companies to find and employ individuals with the skills they need without being restricted to a specific geographic location.Work-Life Harmony: Companies should emphasize "work-life harmony" rather than "work-life balance." Remote work allows employees to have more flexibility in managing their work schedules to accommodate personal commitments, ultimately leading to happier and more balanced lives.

Doug’s Top 3 Takeaways for the Audience:

1.     You can’t leave culture to chance; you have to be deliberate. 

2.     Culture isn’t about words on a plaque. People are everything. 

3.    The role of startup CEOs, and even managers in larger corporations, is MVP (Money, Vision, People).

For Resources Mentioned in this Episode:

https://b.link/corporatecpr

How to connect with Doug:

LinkedIn: https://www.linkedin.com/in/camplejohn/

Email: d@getairspeed.com

On today’s episode we are talking about why you may not be hearing your employees.

Marsha Ackeris known internationally as a facilitator of meaningful conversations, a host of dialogue, and a passionate agilest. Through her keynotes, books, workshops, and leadership coaching, she empowers leaders around the world to show up authentically in their lives and work — and to grow their leadership range so they can create sustainable, intentional, and positive impact. Drawing on systems thinking, structural dynamics, agility, and over 25 years’ experience in the field helping leaders and teams collaborate and align, she developed Build Your Model for Leading Change to support those stepping into new leadership roles and responsibilities.

Episode Highlights:

Marsha’s Top 2 Takeaways for the Audience:

1.     Separate the What from the How in meetings and conversations. What is the topic and how are people engaging?

2.     Catch yourself when you start to defend your point of view. Instead, try to bring inquiry into the conversation.

How to connect with Marsha:

LinkedIn: linkedin.com/in/marsha-acker-3486a72

Website: www.buildyourmodel.com      

On today’s episode we are talking about the introverted leader and how they can drive a successful organization.

Jodi Lasky is a seasoned entrepreneur, coach, and author with extensive knowledge in neuropsychology, accountability, productivity, and introversion. Drawing on her background in Communication, Culture, and Technology, as well as law, Jodi has dedicated her career to understanding leadership and personal tendencies. Her coaching program, 'The Introvert Founder', leverages her understanding to help introverted entrepreneurs navigate the complexities of business success, encouraging them to work in harmony with their natural tendencies rather than battling against them.

Episode Highlights: 

Jodi’s Top 3 Takeaways for the Audience:

1.     Introversion is not shyness. Don’t look at a shy person and assume they are introverted and don’t look at a person who is speaking and assume they are an extrovert. 

2.     Use the people around you to remember the things you need to follow up on. Remember to interact with your people. 

3.     Meet people where they are. Leaders need to adjust their style, not expect others to adjust to theirs. 

How to connect with Jodi:

LinkedIn: https://www.linkedin.com/in/jodilasky/

Website: https://introvertfounder.com/

On today’s episode we are talking about how you can understand your digital health and why it’s important. 

Sharon Park is a visionary leader and a seasoned marketer with over 15 years of experience in the digital marketing industry. She has a proven track record of building profitable and scalable marketing programs for B2C and SaaS companies, leveraging her deep expertise in Google Ads, AI, and ML. She is also a passionate entrepreneur and a recognized influencer in the MarTech space, with a mission to empower medium and enterprise businesses with cutting-edge marketing technology.

As the CEO of Sage Digi, Sharon leads an elite team of marketing consultants specializing in performance advertising campaigns and analytics infrastructure. She applies her pattern recognition of Google's algorithms and her innovative approach to storytelling to create growth engines that catapult lead generation and retention performance.

Key Takeaways:

Understanding Digital Health: Digital health encompasses various aspects, but in this context, it primarily refers to website health and digital marketing performance, including organic and paid traffic.Assessing Website Health: To determine if your website is healthy, start by checking your domain authority score using tools like SEMrush. This score indicates how Google views your website's importance.Balancing Organic and Paid Traffic: For businesses, achieving a balance between organic (unpaid) and paid traffic is crucial. A 50-50 ratio between the two is a good benchmark for companies with substantial revenue.Connecting Strategy to Revenue Growth: Align your website and paid advertising strategy with your company's revenue goals. Monitor metrics like Google Ads impression share to ensure you're winning auctions and reaching potential customers effectively.Focusing on the Funnel: Implement a full-funnel marketing approach, starting with building brand awareness at the top of the funnel, followed by nurturing leads in the middle, and closing sales at the bottom.Resilience Through Brand Building: Investing in top-of-funnel marketing builds resilience during economic downturns by establishing trust and recognition among your target audience.Avoiding Corporate Mortality: Protecting your performance budget and consistently investing in mid to upper funnel marketing can help your business weather tough times and maintain a competitive edge.Avoiding Common Mistakes: Avoid relying on multiple sources of revenue data, getting stuck in analysis paralysis, or failing to ask tough questions about website health and performance.The Timeline for SEO: Understand that SEO is a long-term strategy that requires consistent effort and patience. Results may take months or even years to materialize, but the investment is worth it.Choosing Advertising Platforms: When starting with advertising, prioritize platforms like Google Ads for immediate returns. As you generate profits, expand into awareness-building channels like LinkedIn or display advertising.

Top 3 Takeaways:

The time to get started on your digital health is now.Don’t do it by yourself. Bring on an agency you trust and who pledges transparency to you.Create content (a newsletter, a blog, a webinar). It pays dividends in the future. 

How to connect with Sharon:

LinkedIn: https://www.linkedin.com/in/presidentsharon/           

Website: https://sagedigi.com/  

On today’s episode we are talking about how you have control over your organizations predictability and how that's a measure of success.

Luis Scott prides himself in growth. Whether it's in his personal life or professional life, he is always looking to find the slight edge that will put him ahead of the competition. An avid reader, he reads over 50 books per year on personal development. Luis believes this habit over the last 10 years has positioned him in multiple organizations to double and even triple their revenues. As the managing attorney of the firm, he manages over 150 employees and contractors around the state and has led the firm to be recognized by the Atlanta Business Chronicle as one of the fastest growing businesses in the State of Georgia.

Key Takeaways:

Predictability is the Ultimate Peace of Mind: Creating predictability in business operations, especially in finances and outcomes, leads to peace of mind for both individuals and organizations. It ensures that tomorrow is not a guessing game and that essential needs can be met.Grit and Consistency: Achieving long-term predictability requires consistency and perseverance. Dr. Angela Duckworth's concept of "grit" emphasizes the ability to perform monotonous tasks consistently over an extended period without losing enthusiasm.Routine and Intentionality: Establishing a daily routine and adhering to it intentionally can contribute to personal and professional predictability. This routine can include habits like waking up early, regular exercise, and structured workdays.Operational Predictability: Businesses should focus on creating efficient systems, policies, and procedures to maintain operational predictability. Standardization of processes and employee training are essential components.Leadership's Role: Effective leadership is crucial in translating the company's vision and mission throughout all levels of the organization. Leaders should ensure that employees at every level understand and align with the organization's goals to create a cohesive and predictable workforce.Leadership and Intention Matter: Effective leadership and a clear intention are crucial for a company's success. Leadership should prioritize the customer experience and be committed to building great people within the organization.Details Matter: Paying attention to the details can make a significant difference in the success of a business. Neglecting details can lead to negative impacts on the company's reputation and customer experience.Maintain Identity and Differentiation: Companies should maintain their identity and focus on what makes them unique. Trying to compete on multiple fronts without a clear differentiator can lead to confusion and loss of market share.Tribe-Like Culture: Building a strong company culture where employees feel connected and aligned with the company's mission is essential. This sense of belonging and shared purpose can drive the company forward.Long-Term Perspective: Both employees and employers should adopt a long-term perspective. Employees should aim to build expertise and meaning in their careers, and employers should invest in their employees for the long haul, as this can lead to more significant success and growth in the future.

Top 3 Takeaways:

Leadership is important. And everyone can be a leader. It’s just a matter of loving what you do and loving the people you serve. Look for meaning, not just happiness. Companies grow when they dedicate themselves to growing people not just building profits. 

How to connect with Luis: 

Website: https://luisscottjr.com/

On today’s episode we are talking about how every leader can influence a company’s employee engagement. 

Paul ter Walisa seasoned consultant, speaker, and author and founder of ANDARE (now Ter Wal Beheer BV). His journey has evolved from sick leave reduction to transforming company culture, amplition, and engagement. Pioneering "Value-to-Profit," he aligns core values with employees' essentials for heightened profitability. Backed by scientific roots, his model fosters vibrant cultures, engagement, and profitability. His approach empowers organizations to implement innovative engagement, vitality, and sick leave strategies, guided by the 7 keys of Talent Management Engagement as ROI.

Paul is a guest lecturer at Maastricht University, Masters Work, Health and Career and is registered as a Certified Speaking Professional (CSP) with the organisation Professional Speakers Australia and a Fellow (FPSA) with the Professional Speaking Association in Great Britain and Ireland.

Key Takeaways: 

Top 3 Takeaways: 

Stop talking about human resources. Nowadays we talk about human beings. Change negative issues into a positive approach.Take your position as a leader seriously because you’re there to support and facilitate employees. 

How to connect with Paul:

YouTube: https://www.youtube.com/@PaulterWal

LinkedIn: https://www.linkedin.com/in/paulterwal/

Peter Voss is a Serial Entrepreneur, Engineer, Inventor, and AI Pioneer who famously coined the term ‘AGI’ (Artificial General Intelligence) alongside fellow luminaries. Beginning with electronics engineering, he transitioned to software, achieving a significant feat by leading a comprehensive ERP company from zero to a 400-person IPO within seven years. 

Motivated by software's delicacy, Peter embarked on a journey over 15 years ago, delving into intelligence's essence, its human development, and AI's contemporary landscape. This endeavor culminated in the birth of a natural language intelligence engine, capable of thinking, learning, reasoning, adapting, and growing alongside users.

Currently, he is focused on advancing the second iteration of AGI-driven 'Conversational AI' technology, now presented as 'Aigo' (pronounced: I-go).

Key Takeaways:

Advances in Conversational AI: Newer chatbots with contextual understanding, memory, and reasoning are revolutionizing interactions, overcoming limitations of traditional flowchart-based bots.Language Nuances and Effectiveness: Detecting emotions and tone enhances chatbot responses, but the core challenge is making them genuinely helpful.AI's Spectrum and Practicality: AI spans diverse technologies, demanding careful implementation amidst the hype. Complexities in business contexts often overshadow AI's potential.Implementation Challenges: Large language models like ChatGPT have limitations, generating incorrect info. Vital industries require human oversight due to accuracy concerns.Balancing Adoption and Caution: Businesses must balance AI adoption with suitability, focusing on value addition while acknowledging risks and limitations.Realistic AI Expectations: Hype around AI, like ChatGPT, will decline as understanding grows. Swift replacement of professionals by AI is unrealistic.Human Expertise Vital: AI assists but lacks complex comprehension. Human experts remain crucial for intricate decision-making and nuanced scenarios.AI for Idea Generation: ChatGPT aids idea generation, content creation, but human review is essential for error correction.AI's Industry Impact: AI reshapes industries via automation. Valuable in content creation, AI won't fully replace human creativity.Balancing Automation and Humanity: AI streamlines, yet human touch remains crucial in interactions. Seamless transitions between AI and human involvement are the goal.

Top 3 Takeaways:

There is a lot to be excited about with the future of AI, especially AGI.AGI will become more capable of human-like thinking, learning, and reasoning.Peter envisions a future where there are highly personalized AI assistants, referred to as a "personal personal personal assistant." The assistant will tailor interactions based on individual relationships and share information selectively. This comprehensive assistant aims to enhance user experiences and simplify engagement with technology and services.

 How to connect with Peter:

LinkedIn: https://www.linkedin.com/in/vosspeter/

Website: https://aigo.ai

On today’s episode we are talking about how to drive growth in your organization.

Bocar Dia resides at the crossroads of investing and hands-on guidance for portfolio founders during the initial stages of development, encompassing go-to-market strategies, founder-driven sales, and fundraising. As a founding member of Hootsuite's Enterprise product team, he was instrumental in propelling the business to surpass $150M+ in revenue and establish a workforce of 2,000+ within a swift seven years.

Episode Highlights:

Gradual Market Penetration: Hootsuite's growth journey from unique verticals to broader markets. Started by targeting sectors with social media needs, like media, building a core foundation.Core Vertical Strategy: Develop a focused playbook for growth. Predictably build pipeline, convert prospects, ensure customer success. Clear ICP, persona, value prop for consistent growth.Scaling New Verticals: Meticulous approach to new markets. Form "target team" to validate pain points, build solutions. Focus solely on understanding challenges.Market Validation: Validate demand before scaling. Refine product for vertical needs. Expand after $1M in sales, integrate into core sales.Iterative Customer Development: Understand new markets through customer development. Validate pain points, gather feedback, partner with lighthouse accounts for solution refinement. Ask for feedback, not sell.Partnership Approach: Form early partnerships with potential clients. Engage lighthouse accounts for product development, validation. Build early customer relationships.Balancing Launch: Controlled launch post refining. Avoid wide launch until sales optimized, predictable process established. Use waitlists for sales strategy tuning.Metrics and Unit Economics: Product viability via unit economics. LTV to CAC ratio for venture-scale. Analyze feedback, demand, economics for pivot, refine, or scale decisions.Strategic Differentiation: Unique entry in saturated markets. Technical or distribution edge. Clear, tangible advantage, backed by data.Quantifiable Value Proposition: Stand out with quantifiable value. Show clear ROI (2X, 3X, 10X) in crowded markets. Compelling ROI sought by executives before product commitment. 

Top 3 Takeaways:

Check out the book series from Winning by Design. Lots of good topics related to different roles. If you’re building a company, look at the work of Mark Roberge who teaches at the Harvard Business School. His book, The Sales Acceleration Formula is a good place to start. If you’re leading an organization that is more self-serve motion on the customer side, check out the guides from OpenView Ventures.

How to get in touch with Bocar:

LinkedIn: https://www.linkedin.com/in/bocardia/ 

To find out more about Forum Ventures: https://www.forumvc.com

On today’s episode we are talking about how to get your leadership team from good to great.

Over the past thirty-five years, Aneace Haddad has launched and built technology companies in the US, Europe, and Asia and has hired, mentored, or coached hundreds of senior executives and their teams. He is a former tech chairman and CEO who reinvented himself over a decade ago, after discovering a love for coaching and facilitation. Today, he helps leaders learn to inspire and motivate a diverse workforce, influence ever-changing internal and external stakeholders, and adapt to fast-changing markets and conditions. He believes change, transition, and reinvention give executives a priceless opportunity to grow, transform, and expand the definition of who they are.

Having lived in six countries across four continents, Aneace now resides in Singapore with his wife and two stepchildren.

Episode Highlights:

Going from Good to Great: Exploring the shift from being good to achieving greatness, especially post-COVID. Crucible moments prompt individuals and teams to reevaluate their commitment and purpose.Power of Crucible Moments: Moments of pressure and change push teams towards transformative shifts in perspective, values, and priorities.Team Alignment: Building trust, vulnerability, and authenticity within teams is key for transformation. Aligning on shared goals and must-win battles reveals differing perspectives.Enterprise Mindset: Shifting from individual focus to an enterprise-wide mindset fosters high-performance by recognizing collective ownership.Vulnerability Drives Growth:Encouraging vulnerability and authenticity accelerates change by connecting team members on a human level.Conflict and Collaboration:Comfort with healthy conflict enhances decision-making, fostering better teamwork and problem-solving.Time Management and Rigor:Punctuality and efficient time use reflect organizational rigor and a commitment to continuous improvement.COVID Challenges and Alignment: Aligning teams during challenging times enhances cohesion and performance beyond mere survival.Transformational Leadership: Personal growth parallels organizational transformation. Leaders embracing change, learning, and vulnerability lead teams to success.Human-Centric Excellence: True greatness involves empathy and care, moving beyond metrics to connect on a deeper human level.

Top Takeaway:

Self-reflection is powerful. There is a huge amount of proven benefit by watching your own emotions and taking beginning to look at it as feedback so that it's telling you what's going on underneath and then you can start to separate from them. I don't know how the brain can function in a very complex world if we're busy, busy, busy all the time.

How to get in touch with Aneace:

Website: www.aneace.com

Buy his book: Buy his book: The Eagle That Drank Hummingbird Nectar: A Novel About Personal Transformation in Business Leaders

Carla Fowler, MD PhD is the Founder and Managing Director of THAXA, an executive coaching firm that helps people achieve big goals through performance science. Carla graduated from Brown University magna cum laude, earned her MD and PhD at the University of Washington, and completed her internship in general surgery at Stanford University.

She founded THAXA to share her passion for performance science, where the fields of strategy, productivity, and psychology intersect.

Outside of THAXA, Carla is an angel investor specializing in medtech and biotech with a portfolio of over a dozen investments. She is also an active member of Social Venture Partners, Rotary, Washington Women’s Foundation, Alliance of Angels, and Keiretsu.

Key Takeaways:

Performance Science Definition: Performance science is a multidisciplinary field that explores how human beings achieve their best results in various domains, including athletics, business, and the military.Impact of Clarity: Lack of clarity inhibits success. Creating explicit goals and recognizing achievements motivates teams and helps them understand their roles in the bigger picture.Importance of Taking Time to Think: Setting aside time for reflection and strategic thinking is vital for clarifying objectives and making informed decisions.Creating Space for Clarity: Engaging in activities like journaling, meditation, or walks provides space for creative insights and clarity.Uninterrupted Thinking Time: Allocating quiet and uninterrupted time for thinking allows for focused reflection and strategic planning.Using Prompts for Productive Thinking: Thought-provoking prompts guide the thinking process and prevent stagnation.Embracing Uncertainty: Leaders foster an attitude of embracing uncertainty as an opportunity for growth and learning, enhancing adaptability.Running Good Experiments: Approaching uncertainty with experiments helps teams learn from outcomes and make better decisions.Balanced Problem-Solving Approach: Listing potential solutions, evaluating against criteria, and conducting small tests before committing fully helps in effective decision-making.Impact of Sleep and Nutrition: Adequate sleep and proper nutrition are essential for mental and emotional performance, leading to better decision-making and reduced stress.

Top Three Takeaways: 

Clarity: Ensure clear objectives, focused priorities, and effective communication both upward and downward in the chain of command.Embrace Uncertainty: Foster a culture that embraces uncertainty and trains teams to be comfortable with it. Encourage running good experiments to learn from outcomes and make better decisions.Combat Disengagement: Provide growth opportunities and visibility for both teams and leaders to prevent boredom and stagnation, enhancing overall engagement and performance.

For resources discussed in this episode: https://www.thaxa.com/p/corporate-cpr

How to Connect with Carla:

Website: https://www.thaxa.com

LinkedIn: https://www.linkedin.com/in/carla-fowler/

Twitter: https://twitter.com/DrCarlaFowler

On today’s episode we are talking about how organizations need to get a stronger change discipline. 

Jennifer Ayres,founder, and CEO of Senscient, is a culture and change expert. She and her senior-level team design and deliver deliberate, calibrated engagements that optimize meaning at work for every individual and ignites peak performance throughout the organization. Jennifer has over 20 years global management consulting experience, much of it focused helping leaders in organizations unlock the magic in their organization. She is results oriented with a proven track record for partnering with leaders to define vision and align cultural behaviors to business outcomes. Jennifer is often engaged to lead complex, challenging organizational transformations in unstructured and emerging situations. She specializes in leadership alignment, executive coaching, organizational development, and change management.

Key Takeaways:

1.     Case studies are essential for understanding the reasons behind failed change initiatives and improving change management practices.

2.     Unsuccessful change initiatives often result from inadequate planning, unclear business outcomes, and poor stakeholder engagement.

3.     Pressure from leaders and urgent business needs can lead to rushed planning and exclusion of key stakeholders.

4.     Properly explaining the "why" of the change during project kickoffs is crucial to avoid confusion, apathy, and disengagement among employees.

5.     To overcome resistance and improve projects, organizations should provide training and awareness for technology-focused teams and promote an IT business partner mindset.

6.     Re-engaging stakeholders and thorough planning can lead to successful change implementations and improved project outcomes.

7.     Transparency and acknowledging challenges are vital for successful engagements.

8.     When facing difficulties, leaders should pause and gather more perspectives from stakeholders to ensure a comprehensive understanding of the project.

9.     Managing naysayers, especially influential individuals, requires empathy, curiosity, and psychological safety to foster trust and open communication.

10.  The psychological impact of change on employees must be considered and nurtured throughout the project to build a positive culture.

Additionally, the conversation provided the following insights on effective communication and the role of change teams and champions:

1.     Effective communication requires considering different channels and subcultures within the organization to reach all stakeholders.

2.     Holistic change management goes beyond just training and communications, involving intentional communities like engagement networks and change agent groups.

3.     Ensure that change teams and champions understand their remit and have visible support from senior leaders to increase their effectiveness.

Top 3 Takeaways:

1.     If you are a leader responsible for change at your organization, make sure you really focus on the "why."

2.     There is a cost to addressing change, but a bigger cost to not implemented change. 

3.     Assume positive intent for people going into these programs. There is a reason they are resisting change.

How to get in touch with Jennifer:

LinkedIn: https://www.linkedin.com/in/jennifercahillayres/
Website:  https://senscientglobal.com/
Email: hello@sencientglobal.com

On today's episode, we discuss how organizations need to adapt or die.

Angela Johnson is a “professional people geek” with over 25+ years of experience working with teams and leaders in both project management and Agile environments. As a Scrum Master, she found her passion in helping teams and leaders work together more effectively. In 2010, she founded Collaborative Leadership Team, offering Agile education and coaching services to start-ups, Fortune 100 and 500 companies. Angela's expertise extends beyond Scrum to include Kanban, eXtreme Programming, Facilitation, and Organizational Change. She is a Certified Scrum Trainer® and Certified LeSS Practitioner with a background in Communication and Management. Based in Minneapolis, Minnesota, Angela is a proud mom, wife, and teammate.

Key Takeaways:

Agile and Scrum methodologies were developed to address challenges in delivering value faster and reducing rework. They have become popular in the technology world for their ability to adapt to changing needs.Agile frameworks like Scrum promote transparency, making work visible and breaking down silos. This enhances communication, avoids misunderstandings, and minimizes wasted time and rework.Agile emphasizes breaking work into smaller, manageable chunks, allowing for faster feedback loops and early issue identification. This enables quicker value delivery and eliminates the need for lengthy development cycles.Agile and Scrum enable organizations to adapt quickly to market changes. By pivoting based on real-time feedback, organizations reduce the risk of delivering products or services that no longer meet market demands.Agile and Scrum value effective communication and collaboration, while still emphasizing the importance of documenting shared understanding and agreements.Agile is not a one-size-fits-all solution. It's important to assess whether Agile methodologies align with the specific business problem and context. Instead of blindly following Agile methods, organizations should identify their actual problem and goals, ensuring the chosen approach serves their purpose.Agile principles, such as transparency, iteration, and daily check-ins, can benefit various organizational contexts beyond software development, improving communication and efficiency.Limiting work in progress and prioritizing tasks effectively enhances productivity and value delivery, avoiding the scenario where everything is a priority, but nothing gets done effectively.Empowering teams and fostering shared knowledge leads to higher engagement and productivity. Cross-training and trust reduce dependency on individual expertise and prevent bottlenecks.Transparency and adaptability are crucial in times of change and challenge. By being transparent, exploring options, and adapting together, organizations can successfully navigate obstacles and ensure their survival and success

Top 3 Takeaways:

1. If everything is “priority”, nothing is. Pick one thing that's going to get you focused and you're going to see more productivity.

2. Schedule more frequent check-ins. Be more transparent. 

3. Team = we, not me. If you deem yourself an expert in something you should be able to teach.

How to connect with Angela:

Website: https://thescrummasterfiles.com/

LinkedIn: https://www.linkedin.com/in/angelajohnsonscrumtrainer/

On today's show we talk about how to drive hypergrowth within organizations. 

Kurt Uhlir is a globally recognized marketer, operator, and speaker. With extensive speaking experience, he has delivered dynamic speeches across the US and Europe, including notable events like PPAI, GDC, and the White House. Kurt advises leaders, from startup founders to CEOs and even the US President. He is a popular commentator, having appeared on national TV shows and in publications such as Wired, TechCrunch, and USA Today. Kurt's accomplishments include building multimillion-dollar businesses, leading IPOs, and engaging in acquisitions. He is known for his ability to develop early-stage initiatives into successful enterprises through the power of B2B storytelling. Outside of work, Kurt is dedicated to mentoring and coaching individuals and groups, aiming to create supportive environments for personal growth.

Hypergrowth: Hypergrowth refers to a significant increase in revenue within a short period, such as 10x or even 50x or 100x growth. It involves scaling a business rapidly and requires careful planning and preparation.Assessing scalability: Companies need to assess whether they have the potential to scale their operations. This assessment involves identifying potential bottlenecks or areas that would break if there was a massive inflow of customers or revenue. Customer success as a starting point: When preparing for hypergrowth, it is important to prioritize customer success. Evaluating and improving customer success processes, such as account management and training, can lay the foundation for scaling the business effectively. Infrastructure and support: Scaling a business requires a solid infrastructure to support the increased demand. This includes considerations such as supply chain, customer support, banking relationships, and automation. Employee retention and development: Hypergrowth can lead to attrition and employee burnout if not managed properly. Investing in employee growth and development, including training and leadership programs, is crucial to retain and support the existing team.Undervaluing products/services: Don't undervalue what you offer, especially for small companies. The idea of continuously raising prices until people no longer buy can be a strategy to test the perceived value of your product.Cultivating diverse perspectives: Having peers or team members with different backgrounds and experiences can provide valuable insights and help identify blind spots in your business. By sharing knowledge and learning from others, you can gain a fresh perspective and improve your operations.Adapting culture for growth: Larger organizations may face challenges in achieving hypergrowth if they have a culture of micromanagement and lack a permission structure for trying new things. To unlock hypergrowth, such companies may need to undergo a significant culture change, which often requires a change in leadership.Vision alignment and individual meaning: To ensure everyone is aligned and committed to achieving hypergrowth, leaders must communicate the company's vision and help individuals identify their personal reasons for being part of the organization. Balancing structure and agility: Having structured processes and systems is important for scaling and managing rapid growth. However, maintaining agility and responsiveness is also crucial. Balancing the two requires hiring individuals with complementary skills.

Top 3 Takeaways:

Adopt a high achieving servant leadership approach. Start net weaving over networking.Do for one what you wish you could do for many. 

Connect with Kurt:
Website: www.kurtuhlir.com
LinkedIn: www.linkedin.com/in/kurtuhlir

On today’s show we talk about how to have staying power.  

Steven Gaffney is the founder, president, and CEO of the Steven Gaffney Company, a leading specialist in internal communication tactics that help manage and maintain change. He works with top executives and leaders in industry and government, helping organizations like NASA and Citigroup increase morale and productivity to collaborate and succeed in their goals. Steven is the author of six books, including Be a Change Champion: 10 Factors for Sustaining the Boom and Avoiding the Bust of Change. 

Key Takeaways:

Unspoken Communication: Addressing the unsaid is crucial for improving communication and organizational dynamics. By encouraging open dialogue and addressing underlying issues, organizations can foster better understanding and collaboration among team members.Conditionally Powerful vs. Unconditionally Powerful: Being unconditionally powerful means focusing on what can be done to overcome challenges, regardless of existing conditions. It involves taking proactive actions and not letting external factors limit one's capabilities and potential for success.Awareness and Responsibility: Making individuals aware of their conditional mindset empowers them to take 100% responsibility for their actions and reactions. By recognizing the influence, they have over their own lives, individuals can proactively make changes and take control of their outcomes.Controlling the Self: The only thing individuals can truly control is themselves. By focusing on their own behavior and reactions, individuals can positively influence the dynamics around them and contribute to a more positive and productive environment.Quitting vs. Persevering: The decision to quit or persevere is personal, but claiming to have tried everything can limit potential growth. It is important to remain open to new possibilities, solutions, and experiences, even when faced with challenges, in order to continue progressing and achieving goals.Learning from experiences: Analyzing past successes and failures helps identify what works and what doesn't. By drawing lessons from experiences, individuals and organizations can improve their strategies and approaches in the future.Expanding the frame: Considering the bigger picture and ultimate goals when facing challenges allows for the exploration of new possibilities and alternative approaches. By broadening the perspective, individuals can find innovative solutions and make better decisions.Taking action and iterating: High-performing teams prioritize taking action and iterating quickly. They value progress over endless discussions, enabling them to test different approaches, gather feedback, and make adjustments for continuous improvement.Motivation through speed: Taking action and making progress, even if imperfect, creates momentum and a sense of achievement. Speed can inspire and energize individuals and teams, leading to improved quality and market responsiveness through faster feedback loops.Bias for action: Having a bias for action involves prioritizing tangible steps forward over excessive planning or indecision. It encourages a mindset of agility, adaptability, and continuous improvement.

Top Three Takeaways:

1. Be unconditionally powerful – make the unaware aware. 
2. Focus on honest communication. Get that unsaid said. 
3.  Create high achieving teams versus high performing teams. 

How to get in touch with Steven:

Email: info@stevengaffney.com
Website: https://www.stevengaffney.com/
LinkedIn: https://www.linkedin.com/in/stevengaffneycompany       

Sean Campbell is a well-regarded consultant, speaker, author, trainer, mentor, educator, founder and CEO of Cascade Insights. He's delivered talks for Fortune 50 companies and top tier conferences around the world and has written extensively on technology and business topics.

He's been a professional services firm owner for more than 20 years. He specializes in helping organizations find success and opportunity in the B2B tech sector via market research insights, smart strategy, and powerful messaging.

Top Takeaways:

Effective writing skills are crucial in remote sales as there is less face-to-face contact with potential clients. Many sellers lack the ability to write persuasively and concisely in their emails, which hinders their success.Remote sales require sellers to rely more on written communication to convince prospects, schedule meetings, and convey their value proposition. The ability to write cogent and compelling emails becomes essential in establishing meaningful connections.The shift to remote sales revealed a lack of writing proficiency among some sales professionals. The absence of in-person interactions exposed the limited writing skills of colleagues who relied on face-to-face communication to get their message across.Specialization and narrow focus are key to standing out among the overwhelming volume of emails prospects receive. Instead of attempting to sell multiple offerings in a single email, sellers should identify the one thing they do exceptionally well and align it with the prospects' pain points or objectives.Understanding the reader is crucial in writing effective sales emails. Sellers should prioritize researching and studying their prospects to create personalized messages that address their specific needs, challenges, and interests. The value of an email is determined by the reader's perception, and tailoring the message to resonate with their priorities is paramount.The ability to sell virtually is becoming a crucial skill that salespeople will need to have permanently. Virtual selling provides opportunities for efficiency and effectiveness, even if face-to-face meetings are possible.Building relationships and connections can still be done virtually, but there is value in in-person interactions, especially for brainstorming sessions or complicated projects. Being in proximity with one another allows for organic conversations and relationship building that is harder to replicate digitally.Virtual communication requires different management skills. Managers need to learn how to effectively manage teams remotely and create an environment where employees feel comfortable admitting when they don't know something. This encourages open communication and problem-solving.The productivity challenges during remote work may not be solely attributed to employees' time management but can also be a result of the loss of in-person interactions and relationships. Companies need to find ways to bridge this gap and foster collaboration and connection in a virtual environment.The return to the office debate should consider both the advantages of in-person interactions and the skills that can be developed and leveraged in a virtual setting. There are valid arguments for both remote work and office-based work, and finding a balance that suits the needs of the organization and its employees is essential.

Top 3 Takeaways:
1.     Read and watch things you disagree with. 
2.     Learn how to write better. 
3.     If you’re remote, pick up the phone. 

Connect with Sean:
Linkedin: https://www.linkedin.com/in/seancampbell/
Website: https://www.cascadeinsights.com
Email: sean@cascadeinsights.com&l

Antonio Garrido has over twenty-five years in senior leadership positions with world-class businesses. He is an expert in leadership transformation: shaping high-performance leaders out of highly stressed and overworked leaders. Antonio blends his own vast commercial experience with proven techniques to embed a unique brand of leadership development. He is a serial entrepreneur, successful business coach, charismatic speaker, and leader from small private businesses, right up to Fortune-60 size. 

Takeaways: 

Top 3 Takeaways:

Leaders:
1. Start journaling to increase your self-awareness – go to mydailyleadership.com to help start journaling.
2. Take a subjective assessment to find your weaknesses and strengths.
3. Encourage people to collaborate to make the world a better place. 

Connect with Antonio:
Read his book: www.mydailyleadership.com/book
Email: antonio@mydailyleadership.com
Website: https://www.mydailyleadership.com
LinkedIn: https://www.linkedin.com/in/antoniogarrido

On today’s show we talk about how to get your company to stand out in a crowded marketplace. 

Quinn Curtis has spent the last 15+ years rocking juicy brand and marketing strategy for startups, cool causes, small & large businesses, inspiring entrepreneurs, network marketers, authors, speakers, politicians, e-commerce, charter schools, creatives, and non-profits.

Key Takeaways

What's a purple cow and how can one go about finding one?

What are some of the ways you help a company find their purple cow?

 How do stand out when it feels like every company says the same thing?

 How do you find your target market?

How do you see AI disrupting marketing in general?

What’s most impactful to rise about the noise?

Top 3 takeaways

Connect with Quinn:

Website: https://disruptiveadvertising.com/         
LinkedIn: https://www.linkedin.com/in/quinn-curtis/     

On today’s show we talk about why we can’t expect people to leave their personal life at home.

Natalie Boudou is an executive coach and facilitator working with executives, senior management, and leadership teams from a wide range of corporates and international organizations. She's a specialist in the field of resilience at work. Her expertise covers areas such as agility, positivity, emotional intelligence, and communications skills. She helps clients to define their objectives and needs and to improve their performance at work. Throughout her career she has excelled at coaching teams and getting the best out of people and she brings this passion and skill to her coaching practice. Natalie has worked closely with multinationals, the U.N. and NGO’s developing resilient leaders and highly engaged and collaborative teams.

Key Takeaways

What’s wrong with the philosophy that people should leave their personal life at home?We are complete human beings, and our power is not just how we work, but also what we bring to the workplace. We can’t check our emotions at the door. 

Does having to hide your emotions at work become a burden for employees?Yes, when you can't express your emotions freely there’s an emotional labor that takes a toll.

Is there a problem with people being themselves too much at work?It’s important for people to have emotional intelligence to understand their feelings so they know how to handle their emotions at work. They need to learn how to dial them up or down based on the situation. A lot of this has to do with the organizational culture, are emotions embraced?

Do our emotions ever lie to us? As in, “This is hard so I should just give up.”That's an example of a mindset, which are usually unconscious. Sometimes acknowledging the emotion associated with a way of thinking can be helpful to realize a mindset you have.

What about stereotypes in the workplace?

What are your recommendations for organizations to break down stereotypes?

Create clarity that stereotypes of the past are not valid. Give employees flexible work arrangements to create equal opportunities between genders, especially around family. Get curious about how it feels for people to be at work and what they think could be improve. 

How do encourage employees to share more about how they are really feeling?
1) Ask questions 2) Listen  3) Care about the answer

How do you create an atmosphere of trust?

Advice to be a good listener?

Top 3 takeaways:

Check in and get curious about what people say.Especially with hybrid teams, be more intentional about having an emotional connection with your team members.Take time to listen to people. 

Connect with Natalie:
Website: https://www.human-force.ch/
LinkedIn: https://www.linkedin.com/in/natalieboudouexecutivecoach/

On today’s show we talk about aligning your organization to accelerate your strategic goals. 

Nishika de Rosairois a serial entrepreneur and leader who has spent the last 18 years focused on two key things – people and impact in organizations ranging from Deloitte Consulting to Apple, Cisco, Salesforce, Levi, and others, to the startups of Silicon Valley. On a mission to unlock the human potential of the world, she founded HumanQ to address the pain points felt by both individuals and organizations in having access to the right development opportunities.

Key Takeaways

What are the building blocks for alignment?
• Small companies are usually aligned, but as they grow, they become more siloed and misaligned. As companies grow, leaders need to consistently think about where people need to be aligned.

What are some tips for organizational alignment?
• Don't overcomplicate it. Provide good information that’s easy to understand.
• Build an employee purpose driven company. Individuals are the base layer, and they should receive the most investment from the company.

How does a leader begin to unlock potential in their organization?
• Start with strategic priorities. Are your people equipped to fulfill the company’s charter?
• Initiate a discovery session to ask key questions.
• Work with a leadership coach to challenge your mental paradigms.

How do you approach organizations losing alignment because they are doing too much at one time?
It’s about focused attention. It’s one thing to take an action and have it result in one outcome, it's another to take an action and have it result in many outcomes. The latter is a mindset change to increase capacity in an individual.

What are the things that stand in the way of unlocking potential of an individual.
• Company culture and the sense of psychological safety.
• Leaders can't be everything to everyone, so it’s important organizations invest in employees with a growth mindset who can coach themselves and others as well.
• Don’t be tied to old practices. Is there a new and better way to do something? Always be open to be inspired to change things up.

Any advice for how to change soft skills?
• Know the difference between training vs coaching. Coaching is focused on changing thinking.
• Consider the benefits of group versus individual coaching. The right type of development is key to change.
• It’s all about keeping up the momentum of change with ongoing coaching. Think of coaching like tuning a piano…

What does group coaching look like?
• No longer than one hour. Call this the “golden hour.”
• Utilize assessments to track metrics.
• Create one action item people can walk away with.

What are some myths are coaching?
From the employee, coaching is only for when you aren’t performing well. However, it can be a regular activity that's positive and transformational.  From a leadership perspective, HR is seen as a slow-moving administrative support function. Instead, HR can be a more dynamic and innovative function of the organization that challenges existing models.

Within coaching, how long until a leader will see results from their team?
6 weeks but it is recommended to keep going for 12 months. Constant momentum is important. The biggest mistake is to approach coaching as one and done.

Top Takeaways:
• Challenge your way of thinking around development and what it really takes to win as a company.
• Question what has worked in the past to see what could increase your ROI and realize your organizational charter. 

How to Connect with Nishika:
Website: www.humanq.com
Email: Nishika@humanq.com
LinkedIn: https://www.linkedin.com/in/nishikaderosairo/

On today’s show we talk about the power of perspective.

Robin Osborn has a 33-year history of being at the helm of her small family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21! She managed over 40 employees with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employee’s and customer’s needs.

As a consultant, she provides the secrets to strengthening key components of a business. She helps leaders discover a simple yet powerful way to run a company providing a path for more focus, growth, and enjoyment.

Key Takeaways

How we get ahead of fire fighting in organizations?

What can leaders do about false alarm emergencies? 

 How to get to root cause of problems organizations face?

Why do people avoid have difficult conversations?

How do you turn around unhealthy behaviors from employees without seeming negative?

 How can an organization hire for culture as well as skill set?

How do you approach someone with a different conversation style?

Top Takeaways 

Ways to Connect with Robin Osborn:
Website: https://robinosborn.com/
LinkedIn: https://www.linkedin.com/in/robinosborn/

On today's show, we discuss getting unstuck and out of your own way.

Theresa Lear Levine’s personal struggles with trauma, high-functioning anxiety, and ADHD kept her in a holding pattern of dissatisfaction and stress for longer than she likes to admit. Eventually, it led to exhaustion, insomnia, and major difficulty being present in her own life. All those negative feelings melted away when she cracked the code to her nervous system, taking responsibility for her own well-being, and elevating her consciousness in ways that truly restored her feelings of calm, clarity, and confidence. 

 Theresa is an EFT Master Practitioner, Law of Attraction coach, and Energy Strategist. She’s the founder of Becoming More Me where she helps professional women to get out of their own way and resolve their innermost pains, traumas, and challenges so they can fully enjoy their success and present moments. 

Key Takeaways:

 What is EFT?

Emotional Freedom Techniques regulate our nervous system utilizing our Meridian system, which is the same system and end points that would be accessed for a deep tissue massage or acupuncture. In the same way that these techniques can release physical pain, we can use techniques to release negative emotions and beliefs. We can release these things by thinking a negative thought and then tapping on various points located all over the body. By focusing on the negative and doing this in a certain sequence, we can elevate to a new perspective. There are many scientific studies about this, showing that it can change the way you feel physically or emotionally about current issues, past traumas, or worries about the future.

 How do you identify that you have a problem that could be helped by EFT? How do you determine the source of the problem?

There's usually something you've identified that keeps happening over and over that you don't like and wish you could get past. We work backward as far as possible to earliest negative memories. At the end of any real work is the finding of true love, acceptance, and forgiveness, which completely shifts and changes our feelings physically and emotionally about everything.

 What does the process look like?

You'll think about a negative issue, such as a headache. You'll say something expressing how much you don't like the headache, but you want to love, accept, and forgive yourself. Then tap on the specific points that have been shown to release these feelings as you express the negative. It may need to be repeated. The process is the same for a physical issue or an emotional one. 

3 Top Takeaways:

If you'd like to experience what it's like to do EFT Tapping with Theresa, you can access the session we did together by requesting her private sessions resource absolutely free at theprivatesessions.com You'll receive access to dozens of EFT sessions that are packed with value, nervous system regulation, and therapeutic breakthroughs!

More ways to connect with Theresa Lear Levine:

Website theresalearlevine.com 

The Becoming More Me Podcast Becomingmoreme.com 

Instagram @theresalearlevine 

On today's show, we discuss the value of optimizing your organization.

Anne Hill a certified Director of Operations, a business owner, wife, and mother. She took her experience building processes, teams and businesses in the healthcare space and started her own. And while she started as a Physical Therapist and Rehab Manager, she now spends her days rehabbing and restoring businesses. 

For the last 10 years, she has helped entrepreneurs set their businesses up for success by building teams and processes that work…even when they are not around. She helps people feel less pain and more joy as an entrepreneur (isn’t it funny how life can take a turn, only to come full circle again?). 

She can help you create realistic SOPs…or hire a kick-ass team…or figure out how the heck to build the business you’re dreaming of…so you can step away – whether it’s for a morning off or a desperately-needed family vacation. 

Key Takeaways:

What contributes to the lack of efficiency and effectiveness of a business?

Growth causes communication issues and role changes. Businesses have to evolve and adapt processes as they grow.

What are some preventative measures businesses can take as they scale?

Company-wide training helps to make sure everyone is on the same page and working toward the same goals.

What are some tools to help create that alignment?

Leadership should first be aligned in business goals and values. Then, they will more likely hire people aligned with those things and train them in that way.

What are some symptoms for a larger company to identify that may mean there is a problem?

How does a company know where to start with improving?

How do you determine what the future state of the business should look like?

It's about learning what the vision is from conversations with the leadership and the team members. Then we can reverse engineer processes that will get the company to that future state.

What is the biggest pitfall?

The biggest pitfall is when a business focuses all its energy on putting out fires rather than taking the time to really look at ways to improve.

Teams with structure are more efficient. To operate effectively, a team needs to know:

Process documentation is important at any company size. It's vital that the documentation provides an overall framework while still allowing for creativity for employees.

What about KPIs?

Every department should have KPIs. If we don't track things, they won't get enough attention. For the business as a whole, we should limit them to 3-5 to stay focused.

3 Top Takeaways:

Connect with Anne Hill:

Website: https://hilltopoperations.com 

LinkedIn: https://www.linkedin.com/in/annehill/ 

On today's show we discuss what to do when you're not getting the results you need.  

Jason Scott founded of 120VC to help people, leaders, and teams get things done that really matter. He's uncovered some universal truths along the way: organizations are optimized for the results they're getting, and to get different results, humans need to perform their jobs differently. He is also the founder of  the Transformational Leadership Academy, a bestselling author, and a keynote speaker.

When a high functioning team is not performing well, how do you go about diagnosing the problem?
·       Figure out who is struggling on the team. The problem is almost always a person.  

·       Find out what that person is missing to be successful at their job and help them find it.  

·       If they are unable or unwilling to work together on what is missing, the leader can help them move into another role where they can be successful.

When an individual in a team is not performing well, what advice do you have for them?

·       When an individual feels like they are not succeeding, they're miserable. A good leader is going to work to help find out what's missing for the individual.

What are your thoughts on failing projects: 

·       Projects fail due to poor leadership, period.

·       If you're not getting the results you need from a team, try something different with the team and then measure if that improves or diminishes the desired result.

Best practices to reach best project outcomes (KPIs):

·       Make sure you can articulate why the change needs to be done. 

·       If you ask humans to their jobs differently, they must understand and feel the problem we are solving is important enough to put themself at risk and be vulnerable.  

·       When you have a change project, start by asking: Who are we going to ask to do their jobs differently? Who is going to be doing the work?

It's about commitment not compliance or agreement. 

·       As a leader, don’t ask for people to agree – which is from their head, ask them to commit, which is from their heart. 

·       Lead by giving people the ability to choose their own path.  Allow people to choose to follow you.

What do you do about performance reviews when people are not on board? 

·       Whenever you launch a project you need to rationalize your why. 

·       To get to your why ask what problem are you solving? Does it improve customer satisfaction? Does it improve team satisfaction? Does it improve profitability? 

·       Then ask: Is there demand for this? To test a project demand, create a brief presentation asking: How does this drive company vision? Why do we need to make this change now? What will happen if we don’t make this change? 

·       Ask for people to give you experience shares, not advice or opinions.

Top Takeaways: 

·       You don’t have to be talented to be successful. You just have to do the work. 

·       The meaning of life is people. If you care for people on your team and support them to be as successful as possible, they will succeed for themselves and for you. Control is not necessary. 

Connect with Jason: 

Websites: https://120vc.com/ 

LinkedIn: https://www.linkedin.com/in/jasonscott120vc/ 

On today's show we discuss how to uncover untapped potential in your team.   

Dr. Clint Ladineis a leadership and success coach, author, and former professional basketball player. His clients include renowned restaurateurs, super bowl champions, and C-suite executives. He's delivered coaching leadership development programs in both the profit and not-for-profit realms and he is the author of Power Coaching: Stand Out, Get Unstuck, And Energize Your Leadership.

Clint's credentials include a Master's degree in leadership and a Doctorate degree of Strategic Leadership and Executive Coaching from Bethany University. He holds more than 13 years of organization development experience and 15 years of executive coaching experience.

Clint lives in San Francisco with his wife of 27 years and five kids and has served as the president of the North of Market Community Benefit District and is currently serving on the Stonestown YMCA Board of Directors as the chair of the fundraising committee.

How does coaching in basketball relate to coaching in corporations? 

When you have a team. How do you help them work together? 

What type of things get in the way of coaching or people reaching their potential? 

Do you think leaders still need to be the smartest in the room and know it all? 

What role does leader vulnerably play in building teams? 

What do you do with a toxic team member? 

What are limiting beliefs? 

Do you recommend affirmations? 

Top 3 takeaways
1) Hold on to your vision for yourself personally & professionally. Strive for that vision. 
2) Build others up. Help others fulfill their dreams. 
3) Be kind to yourself. Reframe & continue to build on the positive. 

Connect with Dr. Clint Ladine:
Website:https://www.successfullycoaching.com
LinkedIn:https://www.linkedin.com

On today's show, we discuss why we need a new type of leadership to manage corporate change. 

Lata Hamilton is a change leadership and confidence expert and founder and CEO of Passion Pioneers and creator of the Leading Successful Change program. Her change leadership training Leading Successful Change helps women carve their own paths for change in career, leadership and life. Lata is a Change Management Consultant, Leadership Trainer, Neuro-Linguistic Programming (NLP) Practitioner, and Confidence Coach.

She is based in Sidney, Australia and has led change with some of Australia's biggest companies on their major Transformation and Organisational Change projects with agile, fit-for-purpose, practical Change Management strategies, plans and approaches. She's worked on changes that have impacted over 100,000 people, operating model changes impacting thousands, global cultural transformations, and digital transformation that is literally changing the way that we work.

Key Takeaways

Change management as we know it, has to change: 

• The old standard of change management is regimented and relies on the idea of change projects being a step-by-step process for managing change. Which is not based on real life. 

• Organizational change requires fluidly and flexibility instead of strict processes and timelines so you can add value in the moment. 

• We need to change our mindset from managing change (how are we going to manage a process or project to some desired outcome) to embrace a holistic idea of inspiring change (how are we going to change hearts and minds and engage people through all levels of the organization)

Focus on the experience you want to create with the change, not on specific dates and times: 

• Instead of thinking the change project starts and ends, think about the experience you want to create and the benefits you want to see from the experience. For example - for training, instead of thinking of it from a time/deadline perspective, think of it from an experience perspective and plan out a journey for a particular team member. 

• Focusing on the experience works because the actual delivery of the change is not the success. The success comes from realizing the benefit of the change and using it to engage people correctly, so they are switched on for now and for the future.

How do you prepare an organization for changes caused by automation? 

• Open people’s minds to the possibility of change early on. • Create a change vision at group level and an individual level. 

• Provide inspiration to give people a reason to believe and hope in the future of the organization. 

• Leadership should be highly involved in communication to build trust. If employees trust their leaders, they will follow them through tough/uncertain times.

Top 3 Takeaways: 

• Wake People Up. 
Look to empower people. Take a new approach - how can we focus on getting an emotional shift and emotional transformation now and in the future? 

• Think about the communications you use.
Take every opportunity to build trust when you are in a project or not. Change doesn’t have a start and end date. It’s always rolling, and you are always paving the way for new changes. 

• Leading change is hard.
If you are working in any change leader position, take care of yourself and take time to build your internal confidence. To be able to lead change with other people you need to be able to step up i to your leadership and your internal strength in the process. 

Connect with Lata:

Website: https://www.latahamilton.com
LinkedIn: https://www.linkedin.com/in/lata

On today's show, we discuss what your company should be doing in the wake of a layoff.

Miriam Meima has been a Coach & Facilitator for over twenty years.  She has closely studied the overlap between business and psychology in effort to learn how to support her clients in finding simple ways to be authentic and effective simultaneously.  Miriam has coached founders/executives and supported leadership development strategies at Slack, Twitter, LinkedIn, Hims & Hers, Glassdoor, Glossier and 100s of start-ups of all sizes across industries and regions.  

She has worked closely with the thought leaders studying the link between culture and bottom-line success.  Miriam has a unique ability to understand an entire system and how to most effectively influence change, taking into consideration the infinite complexity of the individual, company and current market conditions. She is well known for her success with cultural change and often speaks on the topic of “How to Preserve your Culture While You Scale.” 

Miriam’s credentials include an MA in Organizational & Management Development, a BA in Business & Psychology. She is a Master Certified Coach with the International Coaching Federation, a Fellow at the Harvard Institute of Coaching and a member of Forbes Coaches Council.  Her work exists in the sweet spot blending left-brain research and right-brain creativity.  

Key Takeaways:

Advice for those in companies that are having to lay off and experiencing fear:

As a manager, how do you help those on your team after a layoff?

Symptoms of problems after a layoff:

 
If the company does need to be leaner, how do you lead employees in the "less is more" mantra?

Top 3 Takeaways:

Connect with Miriam Meima:

Website:https://www.leaderswhosmile.com/

LinkedIn:https://www.linkedin.com/in/miriam-meima/

On today's show, we discuss why leaders are not making an impact in their organizations.

 James Salibais a certified coach, trainer, and public speaker with a BA, MBA, and over thirty years of experience in the leadership world. 

 His career began as a software engineer before being promoted to management in the IT industry, where he eventually became the VP of a $4 billion tech company. He worked tirelessly to gain the knowledge and experience to become a leader employees wanted to follow. He has been in the trenches and has conquered most challenges leaders face throughout their careers. 

 Jim adopted a growth mindset and created an atmosphere where employees were encouraged to experiment and were rewarded for their hard work. Mistakes were not seen as failures but rather as learning opportunities to make changes and improve. He has leveraged his years of experience and experimentation to develop the successful Triple E structure to help his clients get unstuck so they can progress to the next level of leadership. 

Key Takeaways:

Symptoms of a gap between leadership and employees.

People are promoted because of their technical expertise, but they don't have leadership skills, and they aren't being trained in that area.

What do companies experience when this happens?

Top leaders will find themselves having to manage their managers much more to get what they need, rather than being able to focus on the growth and health of the organization. Because management doesn't like to be micro-managed, turnover increases.

What are the skillsets needed for leadership?

Vision and Strategy - Can I build a vision for my team/department? What do I want this to look like one year from now?

Execution and Production - How well am I executing, and am I producing?

People and Processes - Can I make change in my department, or is the corporate culture fighting me in this?

Executive Presence - Can I communicate well,  carry myself well, listen well to understand what's going on, and can I put that information into action?

What should companies do to address this situation?

Coaching / Mentoring tends to be better than Leadership Training so that the employees have a chance to learn something, try it out, and then get feedback and further guidance. Sometimes companies have a hard time justifying the cost of this type of training, but it brings a good ROI in the long run in productivity and creativity.

What would you tell the individual that doesn't feel like the company is investing in them?

Great advice from Brian Tracy - Invest 3% of your salary into yourself and your growth.

How can you get the most out of training?

Be intentional about practicing what you learn as soon as possible. You can also find great training as free content on podcasts or social media platforms. Investing 3% of your time is a great strategy as well.

3 Top Things to Focus on:

Connect with James Saliba:

Website:https://jamessaliba.com/

LinkedIn:https://www.linkedin.com/in/jamessaliba/

Jim's book:The Six-Step Leadership Challenge

On today's show, we discuss what the steps are to building and retaining a solid team.

Mark Oristano has led a life a lot of sports fans would envy spending 30 years in the NFL broadcasting games for the Dallas Cowboys and Houston Oilers. Plus a good portion of that time was spent working several jobs in the front office of one of America’s most famous and successful teams, the original Dallas Cowboys. 

Mark worked under legendary Cowboy president and GM Tex Schramm learning his management style - a style that kept employees engaged and working for the team for decades. Tex also created a front office system that was the envy of the pro sports world. 

Key Takeaways:

What was the measure of success for your team?

Success on the field was winning the Super Bowl. Success off the field was helping the team win the Super Bowl.

During the season, everything was run by checklists and procedures set in place. During the off season, all of the checklists and procedures were re-evaluated to see if they should change or improve based on how the season went.

How do we keep great people?

How do you find the right talent that is a good fit for your organization?You want people who:

How do you set up a new hire for success?

3 Top Takeaways:

Connect with Mark Oristano:

Website:https://www.leadwithprinciple.com/

Mark's course:https://www.leadwithprinciple.com/courses/lead-with-principle

On today's show, we discuss how to optimize operations within your organization.

Tommy Yionoulis has been in the restaurant industry for nearly his entire adult life. He has a BSBA from University of Denver’s Hotel Restaurant school in addition to an MBA. This former stand-up comic turned SaaS founder, has extensive experience helping businesses become more efficient and profitable through process, accountability, and data.  He’s currently the Managing Director of OpsAnalitica, an Operations Analytics platform that focuses on managing and measuring daily team activities for large multi-unit businesses.  Tommy believes that the next big technological disruptor event for many businesses is going to be implementing Operations Management software to shape the future of work and beat our competitors through better, more consistent daily operations.

Key Takeaways:

Why do we need to optimize our operations?

 We are not suffering from a lack of knowledge, but too much information and too many things to track. The human brain can only keep a few things in mind at a time. Leaders have already identified the things that they know they should do to stay on top of things, but they cannot translate that knowledge into consistent action at the location level. Often, an employee missing one step in the middle of a multi-step process will cause the process to fail.

What are the symptoms that indicate a problem? What is the trigger point?

Unfortunately, without implementing operations management software, an organization may not realize they have a problem. KPI indicators will lag. For instance, by the time the sales numbers indicate a problem, the business has been suffering for a while, and it may take years to win customers back.

How does the solution get you more instantaneous feedback? What is being measured and how does an organization know what action to take?

At the location level - It takes the guesswork out of running the business by scheduling a series of tasks and checklists.

At the upper level - It allows teams to be more effective and efficient. Corporate brings on people to manage multiple locations. The solution allows these managers to watch what's happening in real-time. When there are issues, the solution alerts the managers. 

How do you avoid "death by checklist"?

Checklists often need to be done at busy times, so they need to be focused and smart. Real-time collaboration can allow several people to check things together and be more efficient. Randomization helps ensure good coverage over a series of things that need to be checked as well. 

How can a business promote adoption of the system?

Adoption is dependent upon the priority structure of the business. Part of the systems can be time-based to ensure things are done at the optimum time and promote accountability. Process and systems-driven businesses are the ones that succeed. 

Top Takeaways:

Connect with Tommy Yionoulis

Website:https://opsanalitica.com/

On today's show, we discuss how culture impacts the health of your organization and what you can do about it.

Sophie Theen, an award-winning people management expert and author of The Soul of Startups: The Untold Stories of How Founders Affect Culture (Wiley: August 2022), helps business leaders reimagine the role of talent management in the financial services industry. With a deep understanding of how founders can affect culture, Sophie has profiled both successful and unsuccessful founders to offer insight on how a company's cultural paradigm shifts as it grows from a startup to a scale-up to an enterprise. She is a recognized mental health first aider and delivers engaging and insightful presentations on creating an immersive recruitment and onboarding experience, diversity and inclusion, and getting executive and investor buy-in for HR initiatives.

Key Takeaways:

Founders have an impact on shaping the culture of the company throughout the life of the company, but especially in the beginning stages. They should be intentional and ask themselves:

Then, every action a founder takes needs to help usher people in that direction.

Founders lacking certain soft skills in areas they want to create are smart to hire people with those skills to help create the culture they desire.

Culture change management - To change a failing culture, identify:

How do you approach change regarding behaviors in your culture?

What should a founder put in place as the company scales to keep the culture on the right track?

Recommendations for HR people

3 Top Takeaways:

Connect with Sophie:

Website:https://www.sophietheen.com/

Book:The Soul of Startups

On today's show, we discuss how stress is potentially costing your organization millions of dollars.

Ed Beltran is a contributor for Forbes and Fast Company where he writes about employee reboarding, the relationship between stress and performance, and how the Metaverse will shape business. He brings 20 years of expertise in finance and operations and has been a leader at Fierce since 2017, a leading communications firm that has worked with 300 of the fortune 500 companies. 

He holds two Bachelor of Science degrees from Arizona State University in Accounting and Computer Information Systems, and an MBA from the University of Michigan. He has held an active CPA license since 2004 and holds certificates in Entrepreneurship from Wharton and Harvard. Prior to joining Fierce, Ed was Head of Finance with large multinational organizations such as Agilent Technologies, Avnet Inc., PricewaterhouseCoopers, Arthur Andersen as well as advising and supporting start-ups and early-stage companies. 

Ed is an avid road bike cyclist clocking 120+ miles a week year-round helping his mental, physical, and spiritual balance as he puts it. He is passionate about helping those who don’t have the privilege, background, or resources to be fully prepared to engage in effective conversations at different levels in life (College, Professional, Personal, Parenthood). 

Key Takeaways:

If someone says something offensive to you, you have three options.

How can you identify the source of the stress?

In a Harvard Business Review study, respondents answered this question - What is your biggest drain on resilience at work? These are the tangible interactions people are having that create stress and impact their resilience. Having skills to deal with each of these situations will increase resiliency and improve productivity. 

Top Takeaway:

Every day you wake up with things on your mind that you need to address. These are your top stressors. Tackle them right away with tried and true skills to decrease your stress level.

Connect with Edward Beltran:

Website:https://fierceinc.com/

Linkedin:https://www.linkedin.com/in/edwardjbeltrancpa/

On today's show, we discuss how to develop an organizational strategy for user-centric innovations.

Prior to founding UXReactor, Satyam Kantamneni led various in-house design organizations such as Citrix and PayPal. He is also an alumnus of Harvard Business School. While at Harvard, Satyam realized that most businesses aren’t leveraging the full power of User Experience (UX) Design as an engine for strategic growth. So, he resolved to change that. Through UXReactor, Satyam demonstrated that UX can and should drive enterprise-wide innovation and business outcomes. UXReactor has enabled its clients-partners to generate hundreds of millions in additional revenue from user-cen- tered innovation. Satyam is passionate about user-centered innovation and he is authoring a book titled User Experience Playbook: A Practical to Fuel Business Growth, which will be released in April 2022. 

Key Takeaways:

4 questions to ask anyone in the organization to see if you are user-centric:

Successful organizations have the:

Getting feedback from users requires the right people. Researching is not just talking to users. There are three types of research:

How do you cross the gap between what the user thinks they want and what they really need?

How to balance innovation and stability

Should you ever focus on your competition, rather than your user?

Know your competition, but focus on how what they are doing relates to what your users care about.

Top Takeaways:

Connect with Satyam Kantamneni:

Website:https://uxreactor.com/

Linkedin:https://www.linkedin.com/in/kantamneni/

Email:satyam@uxreactor.com

Book:User Experience Design: A Practical Playbook to Fuel Business Growth

On today's show, we discuss how to have an effective revenue strategy.

Falkon CEO and Co-founder Mona Akmal is a product and engineering veteran who builds resourceful, kind, and output-driven teams that create and scale success-enabling products. With a passion for crafting elegant solutions to technically difficult problems, she has grown teams, businesses, and many products at Microsoft, Amperity, Code.org, and Zulily. 

The impact of Mona’s work includes ramping from $0 to $11M in ARR and 15 household brands as happy customers at Amperity; from 10M to 100M students learning computer science on the Code.org platform; and from 1M to 1B docs in the cloud with OneDrive and Office. 

Key Takeaways:

Top Takeaways:

Connect with Mona Akmal:

Website:http://falkon.ai

LinkedIn Falkon: https://www.linkedin.com/company/falkonai/

LinkedIn Mona: https://www.linkedin.com/in/mona-akmal/

The expert guest was booked via The Expert Bookers,www.expertbookers.com. 

On today's show, we discuss the new era of work and how companies can navigate it to stay relevant.

Emma Giles is one of the founders of SoWork, a product that helps digital-first teams do great work, no matter when they work or where they work from. 

Emma leads product and spends her time working directly with SoWork customers who are leaders of organizations trying to navigate the digital-first work shift. This gives her a unique perspective on how the landscape of work is evolving, what leaders and their teams are struggling with, and how to solve the most pressing challenges with technology. 

In her past life, she was a crisis counselor and a scientist. She dropped out of a PhD from Harvard/MIT in computational neuroscience to build a business, spent a year at Khan Academy creating free medical content for medical students, and scaled data initiatives for the WHO. Today, running a digital company allows her to live on Vancouver Island, where she spends her personal time hiking and running ultramarathons. 

Key Takeaways:

Top Takeaways:

Connect with Emma Giles:

Website: https://sowork.com/

On today's show, we discuss how mindfulness can affect our organization's ability to be successful.

 
Dr. Eric J. Holsappleis a successful developer and entrepreneur who has used mindfulness to transform his life and business, and helps others to do the same. 

Eric has a PhD in Economics, has been a real estate CEO and developer for nearly 40 years, lectured real estate at Colorado State University for 20 years, and practiced yoga and meditation for 30 years. Eric was awarded The Colorado State University Real Estate Entrepreneur of the Year in 2010; and Bizwest Bravo Entrepreneur of the year award for Loveland, CO in 2015. Holsapple has a unique perspective on how merging business and mindfulness can be a catalyst in changing lives. Eric is the Founder of Living In The Gap. His popular workshops teach CEOs and professionals a different way to operate mindfully while improving the bottom line. 

Eric has written numerous published articles in real estate and economics, and a book entitled Profit with Presencethat will be published in early 2023. He is a regular speaker at public and private events, and a popular guest on business podcasts. 

Key Takeaways: 

Pitfalls to mindfulness:

Top Takeaways:

Connect with Eric Holsapple: 

 Paid programs and free resources available at:  https://livinginthegap.org/

 Eric's book launches Mar 7 on Amazon - 

Profit With Presence - The 12 Pillars of Mindful Leadership

On today's show, we discuss the impact of financial asset management to your success.

Devon Drew’s track record speaks for itself: As a senior executive at Vanguard he raised over $20 billion in assets for Vanguard’s proprietary ETFs and mutual funds within Texas. 

When the world experienced the “George Floyd Moment,” Drew began to question his professional impact and got to work, collaborating with some of his fellow data and tech gurus, to create DFD Partners, a SaaS platform that is designed to allow diverse asset management firms effectively scale by leveraging data automation and machine learning. 

Drew and his team have proved their concept, with already just under 100M raised and 70B in aggregate platform AUM. They are currently focused on helping small and diverse funds increase their AUM by 1 trillion by 2028. 

Since launching the platform in Summer of 2022, DFD Partners is already amongst the fastest growing fintech companies this year. Within the past few months, they have been named One of the Top 10 Rising Fintech Companies by Future Proof and have sat on several panels, including the Keynote Panel at LG Innovation Summit alongside Meta, Google, Tesla and Amazon, and the Emerging Manager Panel at Tide Spark Conference.

Key Takeaways:

Top Takeaways:

Connect with Devon Drew:

Website:  https://dfd.ai

LinkedIn:   https://www.linkedin.com/company/dfd-partners/

Twitter: dfdpartners

Facebook:https://www.facebook.com/dfdpartners

Instagram: https://www.instagram.com/dfdpartners/

On today's show, we discuss the pace of change in organizations and the impact it is having on leaders.

Julie Noonanbelieves in unapologetic authenticity, candor, integrity and humor. She will tell you the TRUTH, even if it stings. Her strengths include:

Julie has years of executive-level experience in consulting in both the private and public sectors, as well as years of experience as a corporate employee. She has spent her career coaching leaders at all levels in many industries and through many challenges – both professional and personal.

Key Takeaways:

Top 3 Takeaways:

Connect with Julie Noonan:

Website:https://www.jnoonanconsulting.com/

LinkedIn: https://www.linkedin.com/in/jnoonanconsulting/

On today's show, we discuss how communication biases are impacting your organization and the most effective intervention you can take.

Heather Hansen helps top global professionals show up, speak up, and inspire action in a changing world. She is on a mission to empower global voices to contribute to conversations that matter – in business, politics, and life. Only through conscious, confident, and connected communication can we achieve our collective potential and peacefully solve the world’s greatest challenges.

Heather is a leader in the field of global English communication where she is known for being an outspoken advocate for global voices. She fights against micro inequities related to language and accent in international teams, and helps companies build communication cultures where every voice is heard. She is called upon by some of the world’s largest companies to unmute leaders and teams so they can be more innovative, inclusive and efficient while adapting to modern challenges.

Key Takeaways:

Top 3 Takeaways:

Connect with Heather Hansen:

Website:https://heatherhansen.com/https://globalspeechacademy.com/

LinkedIn: https://www.linkedin.com/in/hansenheather/

On today's show, we discuss how average employees are impacting your profitability.

Danielle Mulvey is a former flight attendant-turned-entrepreneur who has cracked the code on recruiting and retaining what she refers to as “5-Star Employees”: game-changing, dedicated, hardworking people who make big plays and get real, consistent results. Never one to settle for average, Danielle has scaled her several companies to over $50 million in annual revenue while spending less than 10 hours each week overseeing their operations. Danielle’s own team of trusted 5-Star Employees provides her with the freedom to spend the rest of her workweek guiding other entrepreneurs through podcasting, workshops, and community curating. 

Key Takeaways:

5 Star Employee Rating System

How do the 1,2,3-star employees impact profitability?

What should you do if you find yourself with a 1,2,3-star employee?

Transition them to alumni status. If it's not a good fit for them, they will likely be happier somewhere else. These employees will also begin to cause resentment in your 5-star employees if they stay and under-perform.

Top 3 Takeaways:

To get the guide on how to hire 5-star employees:

Text NeverSettle to 411321

Connect with Danielle Mulvey:

Website:www.5staremployees.com/

LinkedIn:/in/danielle-mulvey-66a315/ 

Instagram:/danielle__mulvey/

On today's show, we discuss how companies can prepare for IPO and ensure their employees benefit.

As an attorney, a CPA, and a CFP®, Aaron Rubin runs a wealth management practice that integrates tax, financial planning and investing. Aaron helps his client minimize

their tax liability and keep more of their equity compensation so they can support the people they love and the causes they care about most. Whether in Silicon Valley, Austin, or the Tech Triangle, he works with pre-IPO executives and early employees at late-state tech companies. 

Aaron received his BA in Economics-Accounting-Spanish Literature from Claremont McKenna College, and his Juris Doctorate from the University of Illinois. He formerly worked in Deloitte’s Private Client Advisory Department and spent three years in public accounting working on individuals, trusts, and estates before switching over to wealth management. He became a CPA in 2008, and a CFP® in 2010. In 2019, Aaron published his first book “Financial Adulting’’ as a guide to help young professionals navigate tax, investment, and estate planning. 

He lives in the San Francisco Bay Area with his wife, three daughters, two goldendoodles, and five chickens. 

Key Takeaways:

Equity compensation is really important both to attract talent and to retain employees.

Recommendations for employers:

Recommendations for employees: 

Connect with Aaron Rubin

Website:wrpwealth.com

LinkedIn:www.linkedin.com/in/stockoptionswhisperer

Facebook: https://www.facebook.com/WRPWealth

Twitter:@WRPWEalth

Tiktok: ipographs

On today's show, we discuss how to crack the code of a great culture and also how to make it scalable.

Darrin Jahnel is the founder and CEO of Jahnel Group, a 150-person software consulting company headquartered in Schenectady, NY. Darrin leads with energy and is maniacally focused on creating an amazing work environment for his team.

Darrin earned an undergraduate degree in Business Administration from the University at Albany and a Master’s Degree in Information Systems from NYU’s Stern School of Business.

Prior to starting the company in 2012, Darrin worked as a Senior Software Engineer on Wall Street. Darrin has led numerous engineering teams on multi-million dollar projects and is a member of MENSA.

He is happily married and has 4 children (2 adopted children and 2 birth sons). Darrin’s oldest son, Gideon, is from Nigeria. Although Darrin and his wife refer to Gideon as their son, they were not able to officially adopt him. Gideon has parents and 5 siblings back in Nigeria. Last year, Gideon worked 60 hours a week, all summer long and earned enough money to buy his family a house back in Nigeria!

Outside of work, Darrin enjoys working out, coaching basketball, drinking beer, and woodworking.

Key Takeaways:

Top Takeaway:

There are still superstars out there, even in this market. Step up your recruiting efforts.

Connect with Darrin Jahnel

Website:https://jahnelgroup.com/

On today's show, we discuss how doing less is more in realizing project benefits.

Antonio Nieto-Rodriguez - Author of the Harvard Business Review Project Management Handbook, the featured HBR article The Project Economy Has Arrived, and four other books, Antonio is the creator of concepts such as the Project Economy and the Project Manifesto. His research and global impact on modern management have been recognized by Thinkers50. Fellow and Former Chairman of the Project Management Institute, he is the founder of Projects&Co and the Strategy Implementation Institute. Born in Madrid, Spain, and educated in Germany, Mexico, Italy, and the United States, Antonio is fluent in five languages. He has an MBA from London Business School. He is a member of Marshall Goldsmith 100 coaches. You can follow Antonio through his LinkedIn Newsletter - Lead Projects Successfully, his popular online course Project Management Reinvented for Non-Project Managers and his website.

Key Takeaways:

What causes overburdening of projects in organizations?

How do you decide which projects to focus on?

What is the biggest downfall of a company taking on too many projects?

Unclear ROI. We do projects for benefits, and we want to measure this.

How do you define your project benefits?

How do you balance the benefits of having a sense of urgency with employee health?

Employees don't mind working under pressure if it's on just one project with an ambitious goal. It becomes unhealthy when it's multiple projects and continuous pressure.

3 Top Takeaways:

Connect with Antonio Nieto-Rodriguez:

Website:https://antonionietorodriguez.com/

LinkedIn:https://www.linkedin.com/in/antonionietorodriguez/

On today's show, we discuss employee adaptability.

Michelle Boulé is a Transformational Life and Business Coach, Healer, and Dancer who helps creative leaders and entrepreneurs all over the world clarify and manifest their visions with more confidence, impact, and alignment towards their truth. Her work has been featured in The New York Times, Dance Magazine, Thrive Global, Good Day DC, Her Money, and Bloomberg Businessweek.

 She’s the founder of Michelle Boulé Coaching, offering online group programs, private coaching, speaking, teaching, and in-person retreats. She brings a unique methodology to personal transformation that creates profound change, drawing on everything she's learned from her award-winning international career in dance, along with over 25 years of practice in somatic therapies, energy medicine, mindset psychology, and spirituality.

Key Takeaways:

 What are some universal laws that relate to business?

Law of cause and effect

Law of polarity

Law of vibration

Law of sacrifice

 
How do leaders support employees in being adaptable to the changes that they face?

How do we connect these seemingly personal strategies to the business environment?

Growth happens in spaces where people are comfortable. How do we create a space where people can feel seen, whole, and comfortable? Leaders can lead with vulnerability. We create when we feel safe, just as when we were children.

These principle relate well to Ken Blanchard's - The Seven Dynamics of Change. Let's talk about a few.

People will feel awkward, ill at ease, and self-conscious. 

Change causes employees to feel awkward and self-conscious. The confidence, knowledge, and experience of a leader will help them through the uncomfortable change to a place of safety again where they can create. Leaders should always be focused on personal development and focused on self care so they can guide the team well.

People initially focus on what they have to give up.

In order to move to something of a higher nature, you have to let go of something of a lower nature. We want to teach people to lean into faith in the unknown as a means of growth.

People can only handle so much change.

We are all different. Some thrive with change, and others fear it. We need the variety and diversity.

People going through the same change often still feel alone.

There is power in group work. When someone expresses something, others relate and feel less alone. 

3 Top Takeaways:

Connect with Michelle Boulé:

Website:michelleboule.com

LinkedIn:https://www.linkedin.com/in/michelle-boul%C3%A9/

Instagram: https://www.instagram.com/michelle.boule/

Facebook: https://www.facebook.com/MichelleBouleCoaching

On today's show, we discuss strategies for aligning digital strategies to avoid corporate failure.

Jonathon Hensley is co-founder and CEO of Emerge, a digital product consulting firm that works with companies to improve operational agility and customer experience. For more than two decades, Jonathon has helped startups, Fortune 100 brands, technology leaders, large regional health networks, non-profit organizations and more, transform their businesses by turning strategy, user needs and new technologies into valuable digital products and services. Jonathon writes and speaks about his experiences and insights from his career, and regularly hosts in-depth interviews with business leaders and industry insiders. He lives in the Pacific Northwest with his wife and two boys. 

What are the foundational components of a digital strategy?

How can a company be sure they have evaluated the strategy well before moving forward?

 How does a company determine their focus?

A company needs to decide and agree what attributes of the market they can do well and focus on those things. They should choose things that are underrepresented, not try to do everything that the competitors are doing.

 What are the key attributes of companies that succeed?

 Top 3 Takeaways:

 Connect with Jonathon Hensley:

Company:https://www.emergeinteractive.com/

LinkedIn:https://www.linkedin.com/in/jonathonhensley/

Book:Overcoming internal sabotage and digital product failure

On today's show, we discuss strategies for designing corporate benefits in the 21st century.

Jennifer Burnham-Grubbs is CoFounder and CEO of Quantum Insurance Services, an award-winning, commissions-agnostic insurance consulting firm passionate about providing clients with best-in-class insurance designs for Life, Disability, Long-Term Care, Annuities, Commercial Risk & Employee Benefits. Jennifer has become a distinguished thought leader within the insurance industry by specializing in plan designs that maximize value, minimize premiums and tailor coverage exactly around each client’s unique needs. By constantly working to create efficiency, transparency and consumer-first programs within the insurance market, Jennifer helps clients engage safely and successfully with an execution-dependent sector of the financial world that is vital to most portfolios. 

Jennifer also recently co-founded and launched Womxn of Wealth (WOW), a nonprofit organization dedicated to financially empowering women, so they become more comfortable with taking wealth creation firmly into their own hands. 

Key Takeaways:

What is the base thing that every employer needs to be thinking about when it comes to benefits?

During the pandemic, many people used their insurance more, so they really value that benefit. With the tight job market, employers need to provide excellent health insurance. Make sure to provide a Teledoc solution to add value to the employees and also keep some of the visits from affecting your main insurance premiums.

For mid-market companies, how do you maximize the value your employees are getting, but still control the cost so that you can stay profitable?

Health insurance is now the second highest line item for businesses after payroll. The key is in the efficiency of the design. A consultant can help small businesses to put pieces together in a smart way to lower the total package cost. 

A PEO is a professional employment organization that you can join to outsource human resources and payroll functions. They can often get great large group rates and are often very tempting for small businesses just starting out. The down side is that the fees are not always straight-forward, and it can be difficult to understand what you are paying for and how to save moving forward. It's also difficult to break from them later.

Are there newer types of benefits being offered besides the standard things?

A few that we are seeing are group pet insurance, Teladoc for medical and mental health visits, and also fertility benefits.

How does a company design a package that provides what is important to each employee?

If you have a great broker, they can tailor your package to provide many options, not just a few.

What is one mistake you would advise to look out for?

Don't neglect HR laws and regulations. Get HR guidance, an HR consultant, or hire an HR employee.

Top 3 Takeaways:

Contact Jennifer Burnham-Grubbs

Company:www.quantuminsurances.com

Email: info@Teamqis.com or jennifer@teamqis.com

Phone: 424-286-2481

LinkedIn:https://www.linkedin.com/in/jennifer-burnham-grubbs-she-her-99639a58/

On today's show, we discuss the current labor shortage, and what we might expect moving forward.

If there is a crystal ball for what the future of jobs, work, and the workplace look like, it lies in the head ofIra S. Wolfe. Ira has emerged as one of the top 5 Global Thought Leaders in the Future of Work and HR. a visionary thinker in what happens When the Shift Hits Your Plan and How to Thrive on the Never-Normal Journey. 

Key Takeaways:

 The labor shortage isn't going to end anytime soon. Why?

 What should employers consider during this time?

 Do you see the shortage driving companies to be more innovative?

Yes, businesses may alter hours to only profitable times. Businesses will also find ways to automate tasks to be successful with fewer employees. Examples:

 What do employers and employees need to focus on for the future job market?

Employers

Embrace what a good employee experience looks like.  Talk to your employees and make a plan together. 

 Employees

Contact Ira Wolfe

Website: https://www.irawolfe.com/

Book: Recruiting in the Age of Googlization

LinkedIn: https://www.linkedin.com/in/irawolfe/

Coaching: https://www.successperformancesolutions.com/aqplus-growth-mindset/

On today's show, we discuss what it means to have a fearless culture in your organization.

Gustavo Razzetti is CEO and founder of Fearless Culture, a culture design consultancy that helps teams do the best work of their lives. For more than 20 years, Razzetti has helped leaders from Fortune 500s, startups, nonprofits, and everything in between on every continent but Antartica. Gustavo is also the creator of the Culture Design Canvas, a framework used by thousands of teams and organizations across the world to map, assess, and design their culture.

 A prolific writer and author of four books on culture change, Gustavo’s insights have been featured in The New York Times, Psychology Today, Forbes, BBC, and Fortune, among others.

 Gustavo loves to share his knowledge and advice to help make successful leaders and a great work culture.

Key Takeaways:

What does it mean to have a fearless culture?

A fearless culture is not the absence of fear. Fear should be a signal, rather than a barrier. We want a culture where we are courageous despite fear.

Cultures are difficult to influence and change. How do we go about designing this culture?

Design doesn't mean control. Human nature is to resist control. What we can do is define certain parameters or guidelines that people can operate freely within. 

 How can you turn around a toxic culture?

First, define what pieces are truly toxic. Toxicity should be addressed at the senior level. What behaviors are we modeling or tolerating? Consistently identify the behaviors we reward vs the behaviors we punish. The rewarded behaviors should mirror the stated company values.

 What are some of the biggest challenges companies face in implementing their design?

 How does influencing your culture change when talking about remote organizations?

Remote not Distant is a book I just wrote about the remote workforce. Remote workers value freedom and flexibility. Collaboration time needs to be scheduled and prioritized with remote workers. In this scenario, the office will be an off-site for collaboration and building culture, not the place where most of the work gets done.

 Connect with Gustavo Razzetti

Email:gustavo@fearlessculture.design

Website: https://www.fearlessculture.design/

LinkedIn:https://www.linkedin.com/in/gustavo razzetti/

Facebook:  https://www.facebook.com/gusrazzetti/

Twitter:@gusrazzetti

Link to Book:  Get your copy of “Remote, Not Distant”

Some additional links:

Free chapter of Remote, Not Distant

Free download of Culture Design Canvas

On today's show, we discuss how to build a bought-in culture within your workforce.

Brandon Seigel is a published author, internationally recognized consultant, and serial entrepreneur. Seigel is the CEO of Fly High Business Builders, President of Wellness Works Management Partners, and COO of Every Child Achieves. Seigel brings nearly twenty years of executive leadership experience empowering workforces of all sizes in reaching new levels of engagement, empowerment, and success. Throughout his storied career, Seigel has empowered entrepreneurs throughout the United States to streamline operations, build winning teams, implement effective business models, and ultimately transform new ventures for optimum success. 

Seigel’s passion is working with purpose-driven enterprises in the health, wellness, and education sectors in which he has been featured by CBS, MSNBC, Wallstreet Journal, CEO Biz, and more. 

Key Takeaways:

How important is it to focus on your workplace culture?The pandemic has brought about applicants that are looking for a transformational role, rather than a transactional role. Organizational strategies should focus on helping employees:

When employees feel like they are bought-in, they feel like an investor in the organization's purposes.

Starting with recruiting, how can we get the right people on board?

Once we find the right person, what can we do to keep them?Onboarding in the first six months is  important. 

 What are some of the outcomes of creating a bought-in culture? Long-term employees say that what keeps them at their company is work culture - who they are connected to and the DNA of the group. No one wants workplace drama. Creating that DNA will:

Parting thoughts:

Company websites:

Brandon's book - The Private Practice Survival Guide

LinkedIn: https://www.linkedin.com/in/brandonseigel/

Facebook: https://www.fa

Corporate CPR Episode 48: The Hidden Champions Market

On today's show, we discuss the hidden champions market, what their success looks like, what makes them successful, and how you can apply those learnings to your organization.

Hermann Simonis the Founder and Honorary Chairman of Simon-Kucher & Partners, today the world’s leading price consultancy with 41 offices and 1600 employees.  From 1995 to 2009 he served as the CEO and is the firm’s Honorary Chairman today.  

He is an expert in strategy, marketing, and pricing, and the only German in the “Thinkers50 Hall of Fame” of the most influential management thinkers in the world. In German-speaking countries he has been continuously voted the most influential living management thinker. The magazine Cicero ranks him in the top 100 of the 500 most important intellectuals.

Professor Simon has published over 40 books in 30 languages, including world bestsellers on Hidden Champions and price management. His most recent book is True Profit! No Company Ever Went Broke from Turning a Profit. His new book Hidden Champions in the Chinese Century: Ascent and Transformation will be published this spring. 

 Key Takeaways:

What is a Hidden Champion?

A Hidden Champion is a company that is one of the top three in its world market, has a revenue of less than 5 billion Euros, and is not known in the general public. They make up a large part of the economy.

How is it possible that they are hidden? Why don't they come out and be globally known?

It's often part of their culture. They don't want to attract the attention of their competitors. Often, they are suppliers contributing to complex products made by other more visible companies. 

What is the blueprint for success for these companies?

The strategy is built on three pillars.

 What are the main things that cause champions to fail?

What is it about Germany that fosters so many of these types of organizations?

Recent books by Hermann Simon

Contact Hermann Simon

On today's show, we discuss how to best navigate the culture wars in your organization.

Jim Terry is a Strategic Communications Executive with nearly three decades of experience working in the state, local, and federal politics – including serving as the Political Director for the US Presidential campaign. A veteran of Capitol Hill, Jim has a special knack for helping businesses and organizations navigate the turbulence at the intersection of business and politics. From taxes to the culture wars, Jim has a unique approach to communicating in today's outrage-driven environment, including the 5 opportunities most businesses are missing. Jim has appeared on Fox News, CNN, and countless talk radio show across the country and has testified before Congress on multiple occasions.

Key Takeaways:

When did companies becoming more embedded in the social world?

The social media environment has really contributed. Also significant is the role that college campuses have played. Issues are often presented and viewed through a moral lens. The differing opinions are viewed as evil, rather than different or wrong. Students enter the job world believing companies should fight what is perceived as evil. Social media and Hollywood strengthen this pressure. 

Is it better to have no stance in order to avoid having the "wrong" opinion?

As with most things, context matters. It really depends on your industry, your workforce, your customer base, your size, your market, etc. Be deliberate. How important is the issue to you? Are you willing to risk your brand?

 What advice would you give to companies facing this decision?

 What if employees are pressuring you to be involved?

Set expectations proactively by policies and standards.

 Why do you think things are becoming more violent?

Individuals in authority aren't condemning the violence against opposing views. It's a failure of leadership in politics and in the media. Elections are more likely to be able to make corrections. Media tends to show us the extremes, but most Americans are somewhere near the center of the opposing views.

 Do you think there is danger in being quiet about these issues?

In America, we have a lot of options to be active in the process. Shopping and voting are less visible means of making political choices, but very powerful.

 What are your thoughts about the economic impact of taking an unpopular stance on an issue?

Brand damage can have economic consequences. Another aspect of taking a strong stance on issues as a company is the shift of focus from your product and customer experience. If those suffer, you will absolutely have an economic impact.

 Connect with Jim Terry:

www.tdspublicaffairs.com

On today's show, we discuss how changing customer interactions can increase revenue.

National design firm Mancini Duffy – with a 100+-year-old history and tech-forward approach –is a full-service design firm specializing in architecture, planning, and interior design. Headquartered in New York City, the practice complements its century of expertise with contemporary entrepreneurial spirit and technological skill for clients.

Jeff Anderson is an Associate and Design Lab Developer at Mancini Duffy. At Mancini, he conducts design research and develops architectural visualization tools. Jeff’s also an educator, architectural designer, and AR/VR software developer. He currently teaches in the Graduate Architecture & Urban Design program at Pratt Institute and the Graduate Architecture Program at the University of Pennsylvania. 

Jeff is a Co-Founder and Chief Technology Officer of The Toolbelt. A patent-pending software that allows Mancini's clients to explore and manipulate 3D models in Virtual Reality to visualize and make design modifications for their projects together in real-time. Utilizing The Toolbelt, Mancini's designers can do in 3 hours what it takes most 3 weeks to do.

Michael Kipfer is a Principal at Mancini, where he spearheads research and development efforts at Mancini. A co-founder of Mancini's research and development arm, the Design Lab, Michael pushes the boundaries within architecture and design. The Design Lab was born by exploring and adapting technology such as artificial intelligence, augmented and virtual reality, 3D printing, and drones to communicate seamlessly between the client and the architect. The space is where the incubation of ideas merge with technology to develop cutting-edge services and encourage dynamic collaboration with clients. 

In addition, Kipfer works with in-house software developers and designers to integrate technology into the firm's everyday operations using Mancini's unique 360 Design Process and patent-pending The Toolbelt software. 

Key Takeaways:

 How to Connect

Mancini Duffy website: https://www.manciniduffy.com

The Toolbelt website: https://thetoolbelt.com

On today's show, we discuss how to effectively manage global teams.

 Dr. Rajesh Kumar is a consultant and a retired business academic specializing in global business. He has an undergraduate and a Master’s Degree in Economics from the University of Delhi, an MBA from Rutgers University, and a Ph.D. in International Business from the Stern School of Business at New York University. He is also a Certified Global Dexterity Trainer.

Dr. Kumar specializes in the art of doing business across cultural boundaries. As companies go global they must deal with suppliers, customers, and even employees coming from different cultural backgrounds. This impacts all facets of business operations ranging from how you negotiate business deals to how you motivate employees and manage them.

Dr. Kumar has led training programs for global companies on Doing Business in India, Negotiating Cross-Culturally, and Managing Strategic Partnerships. Global Strategic Advisory, of which Dr. Kumar is the principal, offers training programs to companies seeking to enhance their global presence. Dr. Kumar is also part of the Partner-Alliances Collective, a group of professionals involved in managing alliances.

Key Takeaways:

What kinds of challenges have companies faced with multi-national teams?

 For people on a global team, what should they be doing to build trust and help team dynamics?

 In the US, employees are not as familiar with working globally. How do you help facilitate the proper awareness?

 What are some pitfalls companies have when they don't plan for cultural differences?

 To hire the best people to work on an international team, what skills should a manager look for? 

 Top 3 Tips:

Connect with Dr. Kumar

Website: https://globalstrategicadvisory.com

LinkedIn: https://www.linkedin.com/in/rajesh-kumar-81aa6a10/

On today's show, we discuss why adopting AI is critical to the future of your company.

Guillaume Herve, co-founder and CEO of Zetane Systems, is a serial corporate entrepreneur who brings 25 years of leadership experience from technology-driven industries, including aerospace, healthcare, defense and modeling and simulation. He was President and CEO of Presagis, Founder and CEO of CAE Healthcare, held various senior leadership roles at CAE Inc., is a highly sought-after consultant in strategic planning and innovation, and successfully published Winning at Intrapreneurship. Guillaume has also been very active mentoring founders of technology start-ups at FounderFuel, Techstars, Concordia District 3, and CTS Health and is Chairman of the Board of CTS Health and CMLabs.

Key Takeaways:

 What is AI?

In the customer service space, how well does AI work at determining tone?

Culture is a big piece. The AI will have to be trained in differences in geographical regions. That is very difficult and limited in scope.

Three important things to consider in the early stages of deciding to use AI in your company:

Should AI be an internal or external process?

There is a lot of open source material available, providing companies better access to get started. There are models developed by researchers available for free that can be used as a great starting point. However, you will need employees that understand how to use them. A company could choose to:

What are some key failure points?

Explainability - Risky use cases for AI need better explanation. Unlike software development, we can't go to lines of code to explain behavior. We need to be able to explain its decision making to those in charge of the task it will do.

Robustness - We have to understand that AI is not perfect. It needs to be as good or better than a human at a particular task, while being faster and cheaper. Executives need to understand when it will work and when it will fail. 

Top 3 takeaways for businesses regarding AI:

Connect with Guillaume Herve

Company website: https://zetane.com

Email: guillaume@zetane.com

On today's show, we discuss how to operate in tight labor markets. We are certainly in what is called a "candidate's market" right now. How can an organization compete for the best employees? 

With over 20 years of experience in digital marketing, Cindy Klein has started her career working for top firms of the industry. After 15 years of experience in recruitment marketing and sales, she eventually became the SVP of Sales for Talent.com, overseeing the whole North American market. 

Key Takeaways:

What types of things are important to candidates in today's market?

How do you scale while maintaining the "feel" of a startup?

One size does not fit all. Different leadership teams for each country or region helps to maintain a great culture for the area.

What things should companies focus on when trying to compete for the best candidates?

If a company is reviewing their process, how can they self-diagnose?

Look at the process from when a recruiter gets the applications. 

For small to mid-size companies, how do you get known and seen?

Pay per click advertising is affordable. It gives opportunity for mid-market companies to compete. Make sure your job title simple and you have a very strong bulleted job description with relevant keywords for searches.

Where should a company be posting jobs?

Multiple sites. Candidates are likely to visit 8-15 sites to apply for jobs. They may apply for the same job on multiple platforms. Be in front of them multiple times. Examples - Indeed.com, LinkedIn, Talent.com

 Top 3 points:

 Connect with Cindy Klein

LinkedIn - https://www.linkedin.com/in/cindymklein/

Email - cindy@talent.com

On today's show, we discuss insurance and risk management for your organization.

Clay Ogden could easily be described as the ace of the SRA Team. In his role as National Business Development Manager, Clay does it all as he interacts with business owners and advisors to identify risk management strategies. As a former professional Golfer on the Nationwide, Web.com, Canadian and mini-tours, Clay nurtures many of his business relationships on the course and brings more than 12 years in risk mitigation to identify opportunities and consult with clients and representatives. 

Key Takeaways:

Many businesses think they are insured for everything. The pandemic showed us some risks that are actually typically uninsured that could potentially cause a business closure. These include:

How is the 831(b) insurance program different from typical policies like errors and omissions, directors and officers, general liability, workers' compensation?

Utilizing the 831(b) tax code, a business can complement these policies and fill in the gaps with tax-deferred dollars.

How can a business decide if this is right for them?

This is for a business that has some excess funds to set aside. There will be no access to the funds for a 12 month period. Ideally, you want to take excess profits from good years to prepare for bad years. In the first year, funds are only available for claims. In the second year, some surplus funds will be available in the 831(b) to defer, loan from, or dividend from. 

 What is the ratio between investment and coverage?

Typically, the amount of coverage for this type of program is 2x the premium. For the more traditional insurance policies, underwriting will determine coverage limits. This program offers ways to be more efficient with the dollar investment. One example would be raising the deductible on the more traditional policies and setting up a deductible reimbursement through this program.

 What questions should an organization ask when contemplating insurance?

  Top 3 Takeaways

Contact Clay Ogden:

Website: http://831b.com

LinkedIn SRA: https://www.linkedin.com/company/sra-831b/

LinkedIn Clay: https://www.linkedin.com/in/clay-ogden-547123103/

Vimeo: https://vimeo.com/831b

YouTube: https://www.youtube.com/channel/UC8QJwR1FlAzdAgmC8UYsnWg

Facebook: https://www.facebook.com/SRA831b/

Instagram: https://www.instagram.com/sra_831b/

Today, we discuss how you are doing social media wrong and ways to be more effective.

Katie Brinkley is the owner of a successful boutique social media marketing agency with a focus on trending social media platforms and how to leverage them to grow your business. A trained media professional, Katie quickly found her passion for social media with the advent of MySpace and is now the leading Clubhouse coach in the fast-paced, everchanging space of digital marketing. Next Step Social Communications provides a variety of services from training and coaching entrepreneurs on their finer points of social media, to a full-blown, done-for-you social media management. Her expertise is highly regarded and sought-after.  

Especially after the pandemic, we are realizing how important it is to have a presence online. How do you determine how to show up on social media?

When you don't have a product that is visual, how do you "make a splash" on social media?

Make it personal. Do some live video content. People want to do business with people. Your customers want to get to know you.

How personal should you be when posting for your business?

Make sure you are being personal with a purpose. Post with intention. When someone sees your post and clicks on it to learn more about you, will they still find you relevant? Think about what's in it for the people seeing it. Clearly show: 

Is it bad to reuse content across platforms?

Yes. There are ways to be efficient, but you should be careful with it. Don't leave the watermark from one platform on another. The audio needs to be the platform's native audio. Not all content will translate to other platforms well. 

What about TikTok for businesses?

TikTok has expanded demographically, so it can be valuable to post there if you are comfortable on video. Talking head videos giving short tips work well. TikTok is casual, so your content doesn't need to be overproduced. 

Benefits of Social Audio? 

Top tips for executing a social media strategy:

Connect with Katie Brinkley

Linkedin:linkedin.com/in/katiebrinkley

Instagram: @iamkatiebrinkley 

Podcast:Rocky Mountain Marketing Podcast

On today's show, we discuss how to appropriately balance your company's cyber security with your employee experience. 

Denis O’Shea founded Mobile Mentor in New Zealand in 2004. Since then, the company has helped millions of people unlock the full potential of their technology. In 2017, O’Shea moved to Nashville, Tennessee to launch the company’s US business, with a focus on securing the mobile workforce in industries such as healthcare, education, finance and government services.  

Mobile Mentor is a global leader in the endpoint ecosystem, helping clients to navigate the right balance between security and employee experience. The company was named Microsoft’s 2021 Global Partner of the year for Modern Endpoint Management primarily for their work helping Alive Hospice safely treat patients during COVID 19. In addition to being a top Microsoft partner, they are also certified by Apple and Google. Mobile Mentor has recently worked with Vanderbilt University Medical Center, Michigan Medicine, Mayo Clinic and the US Coast Guard. 

Key Takeaways:

How has the pandemic shifted the way employees work and shifted the balance between employer and employee?

Increase in employees working from homeIncrease in cybercrime with cyber criminals going after healthcare, government, schools, etc.Global chip shortage which brought about the "bring your own laptops" policiesHiring and onboarding done remotelyThe Great Resignation

What is the biggest risk of employees using personal devices?

Password hygiene. - Employees are typically reckless with passwords, writing them in a notebook or in a note on their phone.  We have too many passwords, and we are managing them badly. 

What is the solution to rampant bad password hygiene?

Be password-less. Do away with passwords, and instead use:

How can we combat a lack of balance leaning toward companies being too strict with conditional access policies? 

Remote workers and Generation Z employees both bring about a "Shadow IT" - employees using their own devices and apps/tools. How can we combat a lack of balance leaning toward employees being too lax with cyber security?

What do you see being different in 5 years?

How do we combat security breaches?

Connect with Denis O'Shea:

Research data - https://endpointecosystem.com

Company website -

On today's show, we discuss how mindset can accelerate change in your organization. 

Robert Overweg is the founder of the Adaptable Mindset program. He and his team empower people to develop their own Adaptable Mindset, to develop mental flexibility. 

Robert has over a decade of experience in innovation and digital transformation with clients like Vodafone, Liberty global, eBay, Heineken, a variety of startups, and innovative schools. 

He is also an artist and exhibited at the Centre Pompidou and the media biennial in Seoul. 

As a frequent speaker at institutes like MIT, SXSW, and the European Commission. Robert speaks about ways to use tech to work smarter and add value to the world. 

 Key Takeaways: 

What drives resistance to change?

This is often systemic in our culture. Parents and schools typically encourage compliance, rather than critical thinking and autonomy. We are taught to compartmentalize, and openness is discouraged or punished. We need to begin to shift from factory-worker mentality to mind-worker mentality.

Where do you start in an organization to make change?

Usually with the CTO or head of product. First we assess how the people work and what the biggest challenges are. We may do workshops with teams to connect with what they find meaningful and energizing. Once they are in the right mindset, we can ask questions about what they might like to improve.

How do you make these positive changes individually?

Each person should assess how they are doing. Then think about the possibilities. Small steps, such as turning notifications off for a certain time to allow for deep thoughts. Be courageous to try it out and build on it if it works for you.

Is there a systematic way to move through this and evaluate it?

Quick exercise to use to help get started:

 Connect with Robert Overweg

Website:https://www.adaptablemindset.com

Free masterclass:
How to create brain space, even at a busy work environment.

https://www.adaptablemindset.com/create-brain-space-masterclass

Discount to the full online program as an extra service to our listeners:

Here is a link to a 20% discount for the individual program:

https://www.adaptablemindset.com/offers/CXLXj26R?coupon_code=CORPORATE-CPR

Here is a link to a 20% discount for the corporate program, how to create the right environment for change:

https://www.adaptablemindset.com/offers/Nxv7jxQL?coupon_code=CORPORATE-CPR

On today's show, we discuss financial modeling for your organization.

Ian Schnoor, CRM, CFA is one of the founders of the Financial Modeling Institute in 2017. He oversees the organization including its strategic direction. Ian is also founder of The Marquee Group, a leading provider of financial modeling training, consulting and accreditation. 

Over the last 20 years, Ian has taught thousands of business professionals and university students around the world. Ian is passionate about teaching and brings a hands-on, interactive approach to every course. 

Ian teaches at Queen’s University in Canada and is a recipient of the “Instructor of the Year” award in the Master of Finance program at the Smith School of Business. Previously, Ian spent a number of years in the Investment Banking departments at Citigroup and BMO Capital Markets. Ian completed his Bachelor of Commerce Honours degree with academic distinction from the University of Manitoba and has also attained the Chartered Financial Analyst (CFA) designation. 

Key Takeaways:

Who is impacted by the discipline of financial modeling?

Any role in the organization that will be thinking about forecasting financially for budgeting purposes is concerned about financial modeling. A model cannot perfectly predict the future, but we want to create competence, improving and enhancing decision-making.

 How do you know if you have a good model?

 How can an executive be assured that a business case coming across their desk has meaningful numbers, rather than rough guesses?

Find out what research went into finalizing the numbers. Experience is key. This isn't a job for the new hire. You want the data to be derived from historical data from your own company, past experiences in other companies, or research of other companies. 

How do we know what questions to ask when building a model?

Don't be afraid to ask seemingly obvious questions. Often departments have different ideas about things without realizing. Make sure everyone is aligned. The most important thing is planning and getting the right answers from the appropriate people. Your questions will build from these basic questions:

Connect with Ian Schnoor 

The Marquee Group:https://marqueegroup.ca

Financial Modeling Institute:https://fminstitute.com

Email: ian.schnoor@marqueegroup.ca

LinkedIn:https://www.linkedin.com/in/ianschnoor/

On today's show, we discuss how to breakthrough the noise to recruit great talent. 

Joe Mullings has been building companies and careers for over 30 years. He founded and is Chairman & CEO of The Mullings Group, the world’s leading search firm in the medical device industry. His clients are Fortune 100 companies including Google, Johnson & Johnson, Medtronic, Abbott, and Siemens, as well as emerging startup companies that are bringing futuristic technologies like surgical robotics, tele-robotics, artificial intelligence and Deep Learning to the market.  

Joe is also the Chief Visionary Officer of MRI Networks, the 3rd largest executive recruitment firm with 400 offices worldwide. He is also President & CEO of Dragonfly Stories, which is the production company behind the award-winning docu-series, “TrueFuture” of which he is the host and producer. Joe is also the founder of the media platform TMG360, a medtech news and opinion website. 

Key Takeaways:

What changes have we seen with the new remote workplace?

What about the perception that a remote worker may be less productive? 

As a leader, what strategy should I have for what my workforce is going to be?

Top questions to answer to appeal to a rock-star recruit. Use these in your informational videos and copy on LinkedIn:

What are key steps a manager can take now to recruit the best people for future jobs?

Connect with Joe Mullings

Linkedin: https://www.linkedin.com/in/joemullings/

Website: http://joemullings.com/

On today's show, we discuss how to effectively make data-driven decisions.

Tarush Agarwal is one of the leading experts in leveraging data for exponential growth, with over ten years of experience in the field. After graduating with a degree in Computer Engineering from Carnegie Mellon in 2011, he became the first data engineer on the analytics team at Salesforce.com. Data was in its infancy, and the log metric framework which Tarush built was critical in allowing Salesforce to analyse data across customers and provide benchmarks across different industries and verticals

Most recently Tarush led Data for WeWork, one of the fastest growing companies in the world. WeWork leveraged data to be able to grow 10x in 3 years, supporting a footprint of 800+ offices in 120+ cities in 23+ countries with over 12,000 employees. Tarush scaled the data org from 2 to 100+ and their unique approach allowed them to stay lean while supporting every functional area of the business. In 2019 he moved to China to help establish WeWork’s Asia operations and focus on the hyper growing Chinese market.

Key Takeaways:

What questions should companies be asking themselves? 

How do you decide what data to "serve up" for a decision-maker in the company?

How do we "think big" in the beginning stages to keep from building too small of a foundation?

Separate the data systems from the business systems. There will be many business systems, and the business needs this flexibility. The key is to pull data from anywhere to a central location and then be able to join it, stitch it, and be able to answer the questions the business needs answered.

When should a small company consider investing in more technology to integrate the data?

Once you start having multiple channels, vendors, or departments, centralizing the data becomes very important for better visibility.

What are your top tips for companies wanting to be more data-driven? 

Connect with Tarush Agarwal:

Website: https://5x.co/

Email: hello@5x.co

LinkedIn: https://www.linkedin.com/company/datawith5x

Twitter: https://twitter.com/DataWith5x

YouTube: https://www.youtube.com/channel/UCyOHdgLesV3FesXXl9-8V_w

Instagram: https://www.instagram.com/datawith5x/

Facebook: https://www.facebook.com/DataWith5x

On today's show, we discuss how to make your customer experience so good that your customers send you thank you notes.

Phil Boyer was born and raised in Michigan, and after completing a degree in physics, he began programming computers in a boutique market research start up. His career transitioned to banking and finance IT leadership focused on building and supporting advanced technologies. He started his own business, INSTANT 2290, in 2003. Having bootstrapped INSTANT 2290, he remained a “jobtrepreneur” until the business grew enough to become his full time job in 2010. Today, INSTANT 2290 is the industry-leading provider of HVUT Form 2290 e-filing software having e-filed forms for nearly 3 million vehicles and counting. Phil now lives in Austin, TX with his lovely wife of 35 years, Jacquie, and he has a son and daughter who make him proud every day.

Key Takeaways:

How to establish a customer-focused company mission/philosophy: 

Tools to best handle customer problems: 

Connect with Phil Boyer:

LinkedIn: https://www.linkedin.com/in/philboyer/

On today's show, we discuss how leaders can create a thriving culture to prevent employee burnout in their organizations. 

Michele Molitor is the founder and CEO of Nectar Consulting Inc., and co-author of the best-selling book "Breakthrough Healing". She works with executives and entrepreneurs bringing more than 25 years of experience, intuitive insights, and strategic business savvy to their success. She is an expert at enhancing the capacity of leaders, to build high performing teams and exponentially increase bottom-line results.

Key Takeaways:

Connect with Michele Molitor:

Website: MicheleMolitor.com

Richard Huffmanis the CEO and Founder of Celebree School.He started Celebree Schoolin 1994 and over the course of two decades, grew the brand from a single owned preschool into Maryland’s largest, privately held chain of childcare centers. In 2019, Huffman expanded the Celebree School brand into a franchise model and after just two years, he has been able to award 60 new franchise territories in that time. The franchise brand has already received numerous industry accolades, including the 2021 Fran-Tastic 500 Award by FranServe, and is on track to open to 100 new schools by 2025. 

On today's show, we discuss how employee retention ties back to the bigger vision of the company.

Key takeaways

Connect with Richard Huffman

Company website: https://www.celebree.com/

Email: rhuffman@celebree.com

Jose Herrera is the CEO and co-founder of Horatio, a Customer Experience company for today's fastest-growing brands. Jose sets the strategic vision of Horatio and leads all growth, sales, marketing efforts for the company. Prior to founding Horatio, Jose was a Vice President at Morgan Stanley, overseeing the Latin American Investment Management institutional sales group. Originally hailing from the Dominican Republic, Jose, and his two co-founders Alex Ross and Jared Karson, were inspired to create a company that provides tech-enabled customer support for North America's biggest brands while also creating opportunities locally on Jose's native Island. In 2021, Jose was named by Forbes Magazine on the Next 1000 list of today's entrepreneurs redefining the American Dream. 

On today's show we discuss best practices for companies to establish an excellent customer service strategy.

Key Takeaways

Connect with Jose Herrera

Company website - https://hirehoratio.com

Instagram - https://www.instagram.com/hirehoratio/

LinkedIn - https://www.linkedin.com/company/hire-horatio/people/

Tara Davidson is a global human resources leader with Castellan Solutions with a passion for working alongside teams who value people to drive culture, engagement, revenue, and growth. Originally from the northeast, she has lived in the southeast for over 25 years and has 20+ years of experience in the industry of supporting employees, leaders, and managers to make sure they optimize human performance. 

On today's show we discuss ways to connect with employees, both remotely and in person, in order to maximize employee retention.

Key Takeaways 

 Connect with Tara Davidson

LinkedIn - https://www.linkedin.com/in/tara-davidson/

Company website - https://castellanbc.com/about/leadership/

G. Scott Paterson is a Toronto-based technology and media venture capitalist who has been active for 28 years in the investment banking industry. 

 Paterson received his start in the investment industry in 1985 at Dominion Securities Pitfield working at the firm as a retail broker, he quickly ranked #1 in commissions of all the brokers with three years or less of service at the Firm.

 Paterson was later on invited to the then recently formed Midland Walwyn where he cut his teeth as a senior investment banker for four years, where he focussed on banking technology and media companies, becoming the firm's most productive banker (as measured by fees generated). 

 Paterson was later on recruited to Yorkton Securities where he led the firm's transformation from a mining- focussed brokerage firm to Canada's leading technology investment bank focused on technology, internet, biotechnology and film & television. 

 He has also served as CEO of Yorkton Securities for 3 years. 

 Paterson now focuses his attention on his Philanthropic endeavors, and Board & leadership roles at FutureVault, Symbility Solutions, Lionsgate Entertainment and The QYOU.

 On today's episode we'll have a very interesting conversation about what makes a company successful.

Key Takeaways. 

●      The key indicators of a healthy and prosperous organization. 

●      How passion makes it easier to deal with work related obstacles. 

●      Vision as a key theme in business success. 

●      Evaluating a business idea based on the organization’s rhythm and culture. 

●      Why having an operating partner is great for decision making. 

●      The two factors that qualify an idea as an ideal idea; the right management team to enable pivoting and an individual to attract other investors. 

Connect with G. Scott Paterson

LinkedIn - https://www.linkedin.com/in/gscottpaterson/  

Nabila Salem has a wealth of leadership experience in professional services, tech recruitment, and marketing. She is also passionate about equality, diversity, and inclusion. 

She is currently on the Board of Tenth Revolution Group, an award-winning, multi-brand specialist global technology business tackling the cloud skills gap by assigning and creating talent.  

Nabila is also President of Revolent, where she is responsible for creating cloud talent that can thrive in niche technology markets (specializing in Salesforce, AWS, and Microsoft).

Nabila was recognized in Management Today's 35 Women Under 35 List 2019 and is on the Women's Advisory Board in the IT NY Summit Series.

Listen to this inspiring and educational episode as Nabila shares tools for strategic talent development through mentorship.

Key Takeaways

Connect with Nabila

Linkedin - https://www.linkedin.com/in/nabila1/  

Website - https://www.revolentgroup.com/  

Twitter - https://twitter.com/NabilaSalem1  

Learn more about Project Genetics athttps://projectgenetics.com 

As the Co-Founder and CEO of Voices.com, where he oversees finance, operations, and technology, David Ciccarelli has, over the last decade, with the help of his team, grown Voices from the ground up to become the leader in the voice-over industry. 

More recently, he has led the charge through Voices’ transition from a voice-over platform to a creative services marketplace, newly adding translation, audio production, and music composition to the services they offer. 

David is also responsible for setting the vision, executing the growth strategy, creating a vibrant culture, and managing the company daily. He is frequently published in outlets such as The Globe & Mail, Forbes, and The Wall Street Journal.

Join us on the podcast today as David and I talk about the rise and state of remote working and freelancing. 

Key Takeaways

Connect with  David Ciccarelli

Linkedin -    https://www.linkedin.com/in/davidciccarelli/ 

Website -    https://www.voices.com/company/leadership/david-ciccarelli 

Twitter -      https://twitter.com/davidciccarelli 

Facebook-  https://www.facebook.com/davidciccarelli 

Learn more about Project Genetics athttps://projectgenetics.com 

Building better businesses is what lights Irial O'Farrell’s fire.  

Irial is fascinated with what undermines business performance and is energized by figuring out how to change dynamics to unleash better performance.  She has a knack for surfacing unhelpful performance patterns and designing solutions that deliver real change within organizations.

With over 20 years of experience in building high-performance leaders and teams, Irial has concluded that all businesses require; a clear strategy, organizational structure fit for future purpose, a culture that enables the company, and a deep Capability to lead and manage the business.

Join us on the podcast today as Irial and I converse about performance management or, as Irial prefers, performance development.

Key Takeaways

Connect with  Irial O'Farrell

Linkedin - https://www.linkedin.com/in/irialofarrell/

Website - https://www.evolutionconsulting.ie/home/ 

Facebook-https://www.facebook.com/irialofarrellbooks/ 

Twitter -    https://twitter.com/evolution_ary

Learn more about Project Genetics athttps://projectgenetics.com 

Valeria is a passionate scientist and entrepreneur working on applications of artificial intelligence and machine learning to biotechnology, medicine and agriculture. 

She’s the co-founder and CEO of two companies. Fermata, an AgTech company focused on development of AI-based solutions for precise plant monitoring in greenhouses, and also Smartomica; a biotech start-up developing AI-based solutions for personalized medicine.

Leading teams of data scientists and researchers,  Valeria’s main aim is the development of products that improve the quality of human lives. She develops disruptive technologies that bring value to industries by making science a product.

Join us today as Valeria and I discuss disruptive technologies.

Key Takeaways

Connect with Valeria. 

LinkedIn - https://www.linkedin.com/in/valeria-kogan-a843b766/ 

Smartomica - https://www.smartomica.com/ 

Fermata - https://fermata.tech/ 

Learn more about Project Genetics athttps://projectgenetics.com 

Sara Allwood is the director of design and marketing atDifuzed. 

She’s a dynamic leader with more than 15 years of experience in the fashion and lifestyle markets. She has a proven track record of building and transforming brands by implementing sustainable strategies. 

Sara can translate visionary ideas into compelling and commercial strategies and campaigns. She has the vision of a futurist, the craft of a designer, and the curiosity of a scientist. 

She’s a natural and engaging communicator with a talent for building strong teams, with an inspirational leadership style that enhances team performance and drives business results.

Listen in as Sara, and I discuss ways to overcome challenges as a woman in male-dominated industries. 

Key Takeaways. 

Connect with Sara

LinkedIn - https://www.linkedin.com/in/sara-allwood-57291615/ 

Twitter - https://twitter.com/saraoakleyorell  

Learn more about Project Genetics athttps://projectgenetics.com 

Klaus Labecki loves processes and innovation.  

He’s an external idea manager, and supports small and medium-sized companies in ensuring that ideas from the minds of their employees enrich their company as innovations.

Klaus has worked for banks and international asset managers for over 20 years. As a process specialist and project manager, he has analyzed dozens of innovative ideas during this time and brought new processes and products into the world. This also includes the successful establishment of an internal idea management system.

Klaus and I discussed Idea Management on the podcast today. 

Key Takeaways. 

Connect with Klaus

Website - https://klaus-labecki.com/ 

LinkedIn -https://www.linkedin.com/in/klaus-labecki-16436683/ 

Learn more about Project Genetics at https://projectgenetics.com

Shashi Kiran is the Chief Marketing Officer at Aryaka Networks, responsible for Aryaka’s global marketing, product management, and technology partnerships. 

He brings over 20 years of experience in the hi-tech industry across marketing, product management, business development, and partnerships.

Shashi is a former marketing leader at Cisco, where he led worldwide product and solutions marketing teams for several multi-billion dollar portfolios spanning data center, cloud, security, and enterprise networking. From 2011-13 he also led Cisco's $15B+ combined switching portfolio. In addition, he was instrumental in launching the company’s SDN strategy and ramping up its application-centric infrastructure (ACI) offering. Additionally, Shashi was the CMO for Quali, a VC-backed firm focused on Cloud and DevOps automation.

Currently, he serves on the advisory board of The Fabric – an early-stage VC firm, 8VC-backed Ushur and Frontdesk.ai  Shashi is a frequent industry speaker, blogger, and columnist for Forbes and Money Inc.

In our interview today, Shahi shares the technological challenges and solutions of a hybrid workforce.

Key Takeaways. 

Connect with Shashi

LinkedIn - https://www.linkedin.com/in/skiran/  

Twitter - https://twitter.com/netkiran 

Learn more about Project Genetics at https://projectgenetics.com/

Linda Fisk is a multi-award-winning leader, keynote speaker, author, and university professor dedicated to amplifying and extending the success of other high-caliber business leaders. 

She is the CEO and Founder of LeadHERship Global, a community of unstoppable women enhancing their leadership blueprint and embracing their power to be the best version of themselves- in work and life. 

Linda has a Ph.D. and M.A. in Clinical Psychology. She has written extensively on the subjects of social comparison, depression and anxiety, subjective well-being, and personality theory, with a focus on relating scientific research to commonly understood concepts. 

Currently, Linda is interested in influence, persuasion, and negotiation psychology.

In our interview today, Linda and I discuss and share tips on driving profitability in your business, alongside great market listening techniques. 

Key takeaways

Connect with Linda

Website - https://leadhershipglobal.com/   

LinkedIn - https://www.linkedin.com/in/lindafisk/   

Twitter - https://twitter.com/fisk_linda  

Instagram - https://www.instagram.com/leadhershipglobal/  

Facebook - https://www.facebook.com/linda.fisk  

Learn more about Project Genetics athttps://projectgenetics.com

Peter Nieves serves as Chief Commercial Officer for WIN Fertility. 

He is responsible for products and clients, including setting and executing WINFertility’s commercial strategy, initiatives, and earnings growth. 

Peter has 27 years of experience building businesses in employer consulting, population health management, and virtual care services. 

His experiences include P&L management, business planning, partnership development, acquisition optimization, client growth, leadership, building and mentoring high-performing teams, and data analytics and digital enhancements to operations and member experience.

On the show today, Peter and I discuss why compensation and benefits are vital tools in managing today’s workforce. 

Key Takeaways. 

Connect with Peter

LinkedIn - https://www.linkedin.com/in/peter-n-nieves-0906575/ 

Website - https://www.winfertility.com/ 

Learn more about Project Genetics athttps://projectgenetics.com 

Noa Gafni is the Executive Director of the Rutgers Institute for Corporate Social Innovation and a Social Innovation Fellow at the University of Cambridge. 

She began her career as an entrepreneur, founding a social network for women in 2005. 

After completing her MBA, Noa joined the World Economic Forum as a Global Leadership Fellow and the Head of Communications for the Global Shapers Community. Shortly after leaving the World Economic Forum, Noa launched Impact Squared, which works with social causes to elevate their message, motivate people to act, and evaluate their impact.

Noa is passionate about the intersection between social impact and diversity, equity, & inclusion (which she calls inclusive impact).

Today’s show delves into how organizations can become more inclusive in their hiring process, alongside the numerous benefits of embracing diversity.

Key Takeaways

Connect with Noa

Website - https://ricsi.business.rutgers.edu/ 

LinkedIn - https://www.linkedin.com/in/noagafni/ 

Twitter - https://twitter.com/noagafni 

Learn more about Project Genetics athttps://projectgenetics.com 

Land Bridgers has over two decades of experience in the financial services industry, and serves as the CEO of Integrated Financial Group (IFG). 

Land is passionate about empowering independent financial advisors to impact their clients in a positive way, and does this by ensuring that the advisors of IFG have the resources, tools, and time to focus on what matters most: their clients. 

With the goal of each advisor to reach their full potential in mind, Land finds fulfillment in seeing IFG’s advisors hit their goals and targets.

On today's show, we discuss succession planning, and how organisations can start looking into grooming its potential successors.

Key Takeaways; 

Connect with Land Bridgers

Website - https://integrated-financial-group.com/ 

LinkedIn - https://www.linkedin.com/in/landbridgers 

Email - LBridgers@TheBrainTrust.net 

Learn more about Project Genetics athttps://projectgenetics.com