In this episode of the People Dividend Podcast, host Mike Horne speaks with John Wang, author of 'Big Asian Energy' and an executive coach, about the journey to bold leadership and empowerment. They discuss the impact of cultural upbringing on leadership styles, the challenges posed by stereotypes, and the importance of embracing one's authentic self. John shares insights on building confidence, the power of vulnerability, and the significance of understanding cultural nuances in communication. The conversation emphasizes that leadership is not just about competence but also about warmth and connection.

Key Points:

• Leadership is about taking initiative and embracing your authentic self.

• Our cultural upbringing shapes our leadership perspectives and how we succumb to or overcome the negative effects of stereotypes.

• Understanding cultural nuances is crucial in communication and being an effective leader.

• John Wang's book 'Big Asian Energy' encourages individuals to own their strengths and challenge limiting beliefs about oneself.

• Self-doubt can be transformed through understanding personal patterns.

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about John Wang: https://www.bigasianenergy.com/about-john-wang 

In this episode of The People Dividend Podcast, host Mike Horne speaks with Celeste Warren, a transformative leader in diversity, equity, and inclusion (DEI). They discuss the true meaning of equity, common misconceptions, and the importance of creating equitable workplaces. Celeste shares her journey from journalism to DEI leadership, her framework for understanding equity through the 'rocks and fence' analogy, and practical steps that everyone can take to foster inclusivity in their organizations. The conversation emphasizes that equity is essential for achieving collective goals and creating a better world for all.

Key Points:

• Equity is not about preferential treatment but meeting people where they are, and this misconception is what often hinders understanding and implementation.

• Celeste Warren's journey highlights the importance of passion in DEI work.

• The 'rocks and fence' framework illustrates the need for equity in overcoming barriers.

• Building trust and demonstrating servant leadership are key to effective leadership.

• Creating an inclusive environment requires active participation from all employees.

• Equity is foundational for true meritocracy in the workplace.

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about Celeste Warren: https://www.linkedin.com/in/celestewarrenllc 

"Leisure has meaning when it's in tension with effort, when it's in tension with something that asks more of us than pure relaxation or fun or just even lighthearted stimulation." - Elizabeth Parsons

In this episode of The People Dividend Podcast, host Mike Horne sits down with Elizabeth Zelenka Parsons, a retirement transition expert and author of Encore: A High Achiever's Guide to Thriving in Retirement. Together, they explore how high achievers can find fulfillment, purpose, and meaning beyond financial success as they transition into retirement.

Elizabeth challenges the traditional view of retirement as "the end" of productivity, reframing it as a new chapter of growth and contribution. She explains why redefining success, planning in decades, and building strong relationships are essential for a thriving post-career life.

Whether you're years away from retirement or already planning your next act, this episode will inspire you to approach the future with curiosity, purpose, and balance.

Key Points:

• Redefine success: Learn how high achievers can shift from accomplishment-driven goals to purpose-driven living.

• Start early: Plan for retirement in 10-year increments to build a more intentional and fulfilling future.

• Look beyond money: True fulfillment comes from relationships, community, and meaningful engagement—not just financial security.

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about Elizabeth Parsons:

http://www.zelinkaparsons.com/ or https://www.encoraco.com/.or https://www.linkedin.com/in/elizabeth-zelinka-parsons-3b58a52/

Corporate speak often masks more than it reveals – how can leaders navigate this to foster genuine dialogue and integrity? In this episode of the Authentic Change Podcast, host Mike Horne delves into this challenging aspect of organizational communication. He examines how the nuanced use of language in corporate settings often leans towards debate-style interactions, rather than fostering authentic dialogue and meaningful connections.

Mike explores the essential role of integrity in leadership and organizational development. He introduces a thought-provoking model that categorizes dialogic encounters into rational and emotional types. Rational encounters typically involve formal, structured exchanges where breaches in integrity are addressed through organizational systems. Emotional encounters, in contrast, bring personal reactions and feelings into the conversation, highlighting the importance of authenticity and emotional intelligence in leadership.

Throughout the episode, Mike emphasizes the critical nature of language in corporate dialogue. He discusses how common phrases in business communication can inadvertently obscure underlying issues, and stresses the importance of leaders being mindful of their language to ensure that it promotes transparency and genuine understanding.

Reflecting on how conversations around integrity are conducted in the workplace, Mike urges leaders to consider how they can encourage open discussions about integrity in their daily interactions. He suggests that approaching these discussions with bravery, sincerity, and a mindset of love and gratitude can lead to more positive and impactful outcomes.

The episode concludes with Mike encouraging listeners to embrace opportunities to bring more authenticity to their interactions with bosses and co-workers, thereby nurturing a culture of integrity. He reminds listeners of the power they hold in shaping the organizational environment through their everyday conversations and actions.

Quotes:

"Without integrity, you really can't lead, and without leading, you can't expect people to follow you." (4:16 | Mike Horne) 

"What do we do to make dialogic encounters better? I think it starts with being brave. It starts with standing up for what you believe is right without considering the costs and to be sincere about it." (12:11 | Mike Horne)

"So there are plenty of opportunities that we have to discuss integrity, to think about the congruency of our thoughts, words, and actions, and to honor the principles of integrity. So my recommendation is, let's seize those opportunities to bring more of who we are to what we do, to speak up to think about dialogue and to create cultures where people effectively listen, as well. Because at the end of the day, the ability to listen can have a profound impact on the behaviors that we take and that's what people will see." (14:07 | Mike Horne) 

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

In the 124th episode of the Authentic Change Podcast, host Mike Horn takes a moment to reflect on the podcast's journey, celebrating its evolution over five seasons. This special episode delves into the podcast's heart - providing leaders and coaches with fresh, authentic perspectives, particularly for those striving to make a difference but grappling with challenges.

Mike acknowledges the common quest among leaders for growth and the hurdles in finding the right paths and resources. The podcast's dedication to exploring authentic leadership is highlighted, featuring a rich array of experts who shed light on this vital aspect of leadership and personal development.

With a history spanning over 31 months and encompassing more than 120 episodes, the podcast has become a haven for both new and returning listeners seeking guidance and inspiration. Mike looks back at the podcast's initial mission to empower culture leaders in creating dynamic and thriving workplace environments.

Throughout its five seasons, the podcast has ventured into diverse themes, with a spotlight on leadership development and the practice of authentic leadership. The array of guests, including academics and industry practitioners, reflects Mike's own path as an organization development practitioner and enriches the podcast with varied perspectives.

Leadership development and diversity, equity, and inclusion have emerged as recurring and pivotal themes. Their relevance to today's organizational and executive development landscapes is underscored, highlighting their alignment with Mike's current focus areas.

Feedback from listeners paints the podcast as a treasure trove of knowledge, akin to "coaching in a box," and applauds the diverse range of thought leaders featured. This appreciation fuels Mike's enthusiasm for continued engagement and collaboration with listeners.

The episode also unveils the next chapter for the podcast, transitioning to a new focus: "The People Dividend." Mike shares his excitement for this upcoming series and his vision for the podcast's future, aiming to continue it for many more seasons. Expanding the podcast's reach, a YouTube channel echoing the podcast's content has been launched, offering listeners another avenue to engage with these invaluable leadership insights.

In closing, Mike expresses profound gratitude to all the listeners and guests who have contributed to the Authentic Change Podcast's journey. He anticipates the continuation of this journey, with a renewed commitment to enhancing workplace environments and aiding leaders in fostering organizations where people thrive!

Quotes:

• "We are helping people and culture leaders, whether you're an HR professional, a scientist, an engineer, a technologist, to prosper in every situation, to bring more of who you are to what you do." (2:41 | Mike Horne)  

• I'm full of gratitude for all of our listeners for their support, for their engagement, and the deep commitment that all of our audience and our guests have fostered on how we contribute to changing authentically, to authentic change, to building workplaces that are better for everyone. (11:31 | Mike Horne) 
  
  

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

Reflecting on Leadership and Change: A Journey Through 121 Episodes. In this special episode of the Authentic Change Podcast, host Mike Horne takes listeners on a retrospective journey through the past 121 episodes recorded over five seasons. He starts by reiterating the podcast's mission to provide fresh perspectives on living and leading authentically, addressing the common challenges leaders face in their quest for growth and impact.

Mike then navigates through the five main themes that have surfaced throughout the podcast:

1. Authentic Leadership: Mike revisits episodes like "Authentic Leadership for Everyday People" and "Multiculturalism and Authentic Leadership," highlighting the crucial role of genuineness and transparency in leadership. These conversations underscore authenticity as the cornerstone of trust and engagement.

2. Workplace Culture and Employee Well-being: In episodes such as "Humanizing the Workplace" and "Slowing the Great Resignation," the focus shifts to creating positive, inclusive work environments. Mike discusses how these aspects are key in enhancing employee morale and productivity while addressing burnout and fostering workplace joy.

3. Transformation and Change Management: Reflecting on episodes like "Organization Development and Culture Change" and "Continuity and Change," Mike emphasizes the delicate balance between maintaining continuity and managing change, stressing the need for honesty and transparency in these processes.

4. Personal Development and Self-realization: Episodes such as "Discover Your Authentic Creative Self" and "Find the Leader Within You" delve into personal growth and self-awareness. Mike highlights how understanding and leveraging personal strengths can lead to more effective leadership and personal fulfillment.

5. Communication and Empathy: Mike revisits discussions on the importance of empathy and open communication in leadership, as seen in episodes like "Empathy from Leadership" and "Unleash Personal Mastery." These principles are fundamental in building positive relationships and establishing strong organizational values.

Looking to the future, Mike introduces "The People Dividend," a new podcast series focusing on the human aspect of business. This series will explore talent development, employee engagement, and building organizational culture, with episodes like "Investing in People for Business Success" and "Creating a Culture of Learning and Development."  He emphasizes the significance of people-centered management and leadership and looks forward to deepening these conversations in the upcoming "The People Dividend" series.

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

Reflecting on Season 5, host Mike Horne revisits three core themes that shaped the season's narrative: diversity and inclusion, effective communication and conflict resolution, and personal and professional development. He handpicks listener's favorite episodes within each theme, spotlighting their unique contributions to the leadership discourse.

Under diversity and inclusion, Mike underscores the critical need for a sense of belonging in the workplace. He points to episodes 110 and 111 as key discussions highlight the need for organizations to foster environments that value diverse perspectives and backgrounds and to identify and address systemic discrimination, which are critical considerations for everyone in our audience and for all of the leaders in HR.

The focus then shifts to effective communication and conflict resolution. Episodes such as 103 and 106 are highlighted for their practical approaches to managing conflicts and enhancing communication, essential for a harmonious workplace.

In discussing personal and professional development, Mike draws attention to episodes like 104, 108 and 109. These segments delve into self-improvement, goal achievement, and aligning personal growth with career advancement, offering listeners actionable strategies for their developmental journey.

Mike wraps up the episode with a call to action for listeners to apply the strategies discussed and to view authentic leadership as an ongoing process of learning, introspection, and adaptation. He emphasizes the need to challenge established norms, foster inclusive environments, and prioritize continuous personal and professional development.

This episode not only encapsulates the rich insights of Season 5 but also serves as an invaluable guide for leaders and coaches seeking to deepen their understanding and practice of authentic leadership and personal growth. For listeners should visit www.mike-horne.com to sign up for Mike's newsletter and to get access to Mike's free e-books. 

Links:

Diversity & Inclusion Episodes:

EP 110: Addressing Systemic Discrimination by Reframing The Problem

https://podcasts.apple.com/us/podcast/episode-110-addressing-systemic-discrimination-by-reframing/id1557124313?i=1000630789823

EP 111: Sustainable Sales: Diversity, Inclusion & Belonging

https://podcasts.apple.com/us/podcast/episode-111-sustainable-sales-diversity-inclusion-and/id1557124313?i=1000631569424

Effective Communication & Conflict Resolution Episodes:
EP 103: Connecting The Power of Research & Theory with Dr. Leonel A. Pena
https://podcasts.apple.com/us/podcast/episode-103-connecting-the-power-of-research-theory/id1557124313?i=1000625225774

EP 106: Resolving Conflict and Diffusing Tension with Hesha Abrams
https://podcasts.apple.com/us/podcast/episode-106-resolving-conflict-and-defusing-tension/id1557124313?i=1000627564073

Personal & Professional Development Episodes:

EP104: Who Are You, Really? With Ray LeCara, MCLC

https://podcasts.apple.com/us/podcast/episode-104-who-are-you-really-with-ray-lecara-jr-mclc/id1557124313?i=1000626044327

EP108: Become An Achiever with Ram V. Iyer

https://podcasts.apple.com/us/podcast/episode-108-become-an-achiever-with-ram-v-iyer/id1557124313?i=1000629164466

EP109: Jump Start Your Culture with Eric D. Stone

https://podcasts.apple.com/us/podcast/episode-109-jump-start-your-culture-with-eric-d-stone/id1557124313?i=1000630002736

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

"HR Leaders, are you nurturing authenticity in your teams?" This pivotal question opens the latest episode of the Authentic Change Podcast, where host Mike Horne engages HR professionals in a thought-provoking discussion on the impact of authenticity on team and organizational performance. Mike delves into the realm of authentic leadership, emphasizing its vital role in fostering environments that are not only healthy and productive, but also deeply meaningful.

In this episode, Mike brings to light the insights from Hortense Le Gentil's "The Unlocked Leader," complementing them with themes from his own publication, "Integrity by Design." He explores how Le Gentil's book beautifully underscores the significance of vulnerability, empathy, and authenticity in leadership. These qualities, Mike argues, are key to breaking free from conventional molds of leadership and unlocking the potential within teams and organizations.

Challenging HR leaders to reevaluate their leadership approaches, Mike advocates for a shift towards a culture that encourages individual authenticity. He shares his extensive experience in conflict resolution and pair coaching, illustrating how genuine, authentic connections can transform team dynamics for the better.

As the episode concludes, Mike extends an invitation to his listeners to explore further resources available on his website and welcomes feedback and suggestions for future topics. Mike also shares a preview into a content shift in Season 6 of the podcast to The People Dividend.  In this shift, Mike will explore how we enrich our own lives, how we pay dividends by authentic leadership, how these dividends pay yields to our influence and our impact on teams, how they benefit our organizations and their ability to do well in the world financially, socially, and in all the ways that are important to the communities in which we live.

Quotes:

• "I describe authenticity as congruency. The ability to make sure that our words and actions, and even better, our thoughts, words, and actions align." (6:15 | Mike Horne) 

• "I'm always reminded that innovation doesn't occur because somebody has a bright light bulb that goes off. It is often because of work in pairs, work in trios, in some small groups. And I think we underestimate that." (13:27 | Mike Horne)

• "The extent to which you are able to reflect on your leadership style is a way that you can begin to unlock your authentic self, get to know your values, and as you do, you'll begin to identify perhaps where there are conflicts in the expression of those values and what's holding you back from bringing more of who you are to what you do." (14:47 | Mike Horne) 

• "Before it used to be all about experience and credentials in terms of climbing a corporate ladder, and today we know it's about learning and agility that are ways of defining career success." (16:28 | Mike Horne)

Links:

Website: mike-horne.com

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

Embracing an inclusive approach to innovation at all levels can be a game-changer for businesses. In this engaging episode of the Authentic Change Podcast, host Mike Horne is joined by Jim Verquist, an expert in business innovation and people performance, to tackle this question. Jim brings a wealth of experience from his time in Silicon Valley startups and major corporations, offering a unique perspective on the varying cultures and approaches to innovation.

Throughout their conversation, Mike and Jim challenge common misconceptions about innovation. They suggest a significant mindset shift is needed: innovation shouldn't be seen as a function limited to a specific team, but rather as a mindset that all employees can adopt. They also discuss how often the most impactful ideas can emerge from the most unexpected places, underlining the role of serendipity in the process of innovation.

So what role do managers have in nurturing an innovative environment? Jim highlights the importance of creating a space where employees can experiment and bring their ideas to life, even as they handle their regular tasks. He stresses that treating team members with respect and support, and giving them the freedom to be proactive, is vital. Jim suggests that managers should encourage employees to be both innovators and, at times, corporate rebels. He believes that everyone has the desire to make a meaningful impact and that empowering employees to act on their ideas can unlock immense talent and energy, propelling innovation within the organization.

This engaging conversation offers practical insights into the essence of innovation, the pivotal role of management in fostering it, and the importance of cultivating a workplace culture that actively supports and encourages creative thinking. It's a look into how organizations can unlock their employees' potential to drive growth and adapt to the dynamic business world.

Quotes:

• "Innovation tends to be thought of as something different. In fact, in a lot of circles, it's almost a bad word." (05:02 | Jim Verquist)

• "Breakthroughs are things that take people by surprise. They're ideas that everybody hates until they work." (07:11 | Jim Verquist) 

• "Every human being wants to make a difference in the world. We want to work on something that's bigger than ourselves." (23:46 | Jim Verquist)

• "Your employees want to be corporate rebels. They want to be innovators. They want to make a difference in the world. So let them." (28:49 | Jim Verquist)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Jim Verquist:

https://engine2.us/

Learn more about Jim Verquist on LinkedIn.

Podcast production and show notes provided by HiveCast.fm

Can your intuition be the secret to gaining respect and fulfillment in both your career and personal life? Tune into this episode of the Authentic Change Podcast, where host Mike Horne sits down with Dr. Veronica Anderson, author of "Get the Respect You Deserve: Seven Secrets to Getting Heard in Your Job and in Your Relationship." Dr. Veronica isn't your typical guest; she's an Ivy-educated eye surgeon, a practicing psychic, a human design relationship coach, and a third-degree black belt in taekwondo. In this episode, she shares her personal story of feeling overlooked and underappreciated, despite her impressive credentials, and how this led to burnout in her ophthalmology career.

Dr. Veronica discusses the challenge many high-achieving women face in finding recognition and respect in their professional lives. She talks about the necessity for leaders to look after their physical, emotional, and spiritual well-being and the power of trusting one's intuition. She also introduces the concept of human design, a tool to help understand individual strengths and navigate the world more effectively.

The conversation then turns to intuition in decision-making and problem-solving, particularly in improving personal and professional relationships. Dr. Veronica explains that while everyone has intuition, many haven't learned to use or trust it. She shares her experiences as a medical intuitive, where she offers insights and guidance beyond what traditional Western medicine provides. Dr. Veronica highlights tools like the Kolbe Index for enhancing talent acquisition and team building by understanding cognitive abilities and natural action styles. She stresses the importance of self-understanding and understanding others to foster productive work environments.

Overall, this episode sheds light on the intersection of intuition and authenticity in professional and personal development. Dr. Veronica's unique blend of experiences and professional training provides a unique perspective on finding respect and fulfillment in life.

Quotes:

• "I'm what's called a quick start, which means I'm a visionary, innovator, fire, aim, ready type person. I come up with ideas. I'm very impulsive. I am naturally intuitive in my brain and in my energy. And so being a doctor where you got to stay in the box, was boring but also just hard work for me because I wasn't in the flow of where I should be. And this is important for HR professionals to hear because you will see somebody that looks like a superstar and then they seem to crash and burn." (9:30 | Dr. Veronica Anderson)

• "Every illness and injury or mental problem that you're having is a signal from the universe of some kind of spiritual issue that's going on in you." (18:30 | Dr. Veronica Anderson)

• "Trust, learn about your intuition and use it and follow it above everything else. It will never fail you." (36:59 | Dr. Veronica Anderson)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Dr. Veronica Anderson

Website: drveronica.com

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

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

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

Twitter: https://twitter.com/drveronicaeyemd

Podcast production and show notes provided by HiveCast.fm

In this inspiring episode of the Authentic Change Podcast, host Mike Horne sits down with entrepreneur Robert Indries. Robert's journey from a humble family in Romania to the helm of multiple seven-figure businesses is nothing short of remarkable. He delves into his initial dreams of engineering and how a dissatisfaction with corporate leadership and culture pivoted him towards entrepreneurship.

Robert opens up about the formidable early years of his business venture, where profits were virtually non-existent for the first three years. Yet, in a dramatic turn during the fourth year, his business skyrocketed, hitting over a million dollars in revenue. The key, he reveals, was fostering a workplace culture that empowers employees to think and act like entrepreneurs, focusing on their overall well-being.

The conversation takes a personal turn as Robert discusses how he overcame dyslexia. He shares his love for extensive reading and writing articles as a means to conquer this challenge. Robert also offers a glimpse into his lifestyle choices that contribute to his success - from abstaining from smoking to limiting coffee and sugar and embracing a mostly vegan diet.

Robert emphasizes the significance of small, consistent actions in the pursuit of success. He advocates for setting clear visions, identifying strategic priorities, and establishing quarterly goals to steadily advance towards these objectives. He highlights the importance of mindfulness and finding joy in the journey, rather than depending solely on habits.

Robert imparts valuable advice on productivity and time management. He encourages listeners to prioritize their objectives, break them into smaller, actionable tasks, and concentrate on activities that directly drive towards their goals. This approach, he shares, has been instrumental in the success of both his businesses and personal life.

Listeners are left with a wealth of insights into not just building a thriving business, but also overcoming life's hurdles and living a balanced, fulfilling life. This episode is a testament to the power of resilience, vision, and strategic action in achieving entrepreneurial success and personal well-being.

Quotes:

"Okay, I'm going to cure this, I'm going to literally put in the time to read all of these books, write all of these articles, practice reading, practice writing like crazy for one to two years or more, as much as it takes so that I don't have this issue any longer." (9:19 | Robert Indries)

"Many people feel that they have to choose. It's either career or health or it's either career or children or family or whatever, things of that nature. I always believe it's both. You can have an amazing career. You can be very successful financially. You can have an amazing relationship with your spouse and family. You can be very, very healthy and so on and so forth. As long as you implement the correct systems in your life, you should be able to have all of that." (17:04 | Robert Indries) 

"Anything you can do, write it down, and then you do it one day at a time." (25:04 | Robert Indries) 

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Robert Indries

Website: https://robertindries.com/

Podcast production and show notes provided by HiveCast.fm

Great leaders are made, not born, and it starts with becoming coachable. In this solo episode of the Authentic Change Podcast, host Mike Horne, dives into the transformative world of leadership with insights from the book "Becoming Coachable" by Scott Osmond, Jacqueline Lane, and Marshall Goldsmith. Mike, with his rich experience providing leadership coaching to technical leaders and their teams, expertly navigates through the crucial aspects of personal growth and leadership development.

Bringing his vast experience in executive coaching and organizational development to the forefront, Mike discusses the changing landscape of modern workplaces. He emphasizes the need for building trust and strong relationships in an era increasingly shaped by technologies like artificial intelligence. Challenging conventional work-life balance notions, he advocates for a more integrated approach, blending personal and professional lives seamlessly.

A significant focus of the episode is on the power of self-awareness in leadership. Mike, with his credentials in various coaching methodologies and leadership programs, underscores the importance of authenticity and the alignment of thoughts, words, and actions for achieving personal satisfaction and professional success. Drawing from his own book, "Integrity by Design," Mike shares insights into living and working with authenticity.

Mike also commends "Becoming Coachable" for its deep dive into leadership styles, the intricacies of coaching relationships, and adaptability to change. He highlights the critical role of creating a culture of coachability and self-discovery within organizations, a concept crucial for HR leaders and professionals.

Visit Mike-Horne.com for more information and to access valuable resources, including a sample chapter of "Integrity by Design" and the 52 Meditations guides. Join the community of people-centered leadership and strive for a world where integrity, authenticity, and growth are at the core of all actions and decisions.

Quotes:

• "If you want to be a decent leader, you need to be known for managing your teams effectively, promoting growth, exhibiting confidence in your authority and your power and accountability. Because working with remarkable people comes an enormous continuous cycle of self-improvement where coaching comes into play and operating at a peak efficiency. It's not just something that we desire. It's almost downright necessary in the pace, in the speed at which innovation occurs." (13:13 | Mike Horne)

• "What I have found among certainly influential leaders worldwide with whom I have worked is recognition of the power of coachability." (13:52 | Mike Horne) 

• "We are always talking, as does Becoming Coachable, about the power of self-awareness and how it's so important to know yourself in order to grow others. And there are plenty of examples that they bring and some techniques that will help you on this journey of self-discovery that I think you can only get when you work directly one-on-one with a coach like myself. And that's what I'd encourage." (15:59 | Mike Horne) 

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Website: mike-horne.com

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Podcast production and show notes provided by HiveCast.fm

Step into the world of neurosurgery and discover the unexpected intersection of medical challenges, personal resilience, and the subtle art of kindness in our latest Authentic Change Podcast episode with Gary R. Simonds. In this engaging episode, host Mike Horne joins Gary, a neurosurgeon, writer, educator, and speaker in conversation. Gary shares his unique perspective on a range of topics, from the demanding world of neurosurgery to the crucial concepts of burnout and resilience, and the significant role of kindness.

Gary talks about his foray into writing with his novel, "Death's Pale Flag," motivated by his desire to offer a behind-the-scenes look into neurosurgery and to honor the courage of patients and their families. He also shares his extensive work on burnout and resilience, initiated by concerns within his neurosurgery team, leading to collaboration with a clinical psychologist to foster resilience and wellness in healthcare professionals.

The conversation then turns to the dynamics of power and authority in medicine. Gary emphasizes the importance of clear communication and educational skills, particularly in delivering difficult news to patients and their families. He also discusses the need for self-awareness and emotional intelligence when navigating complex situations in healthcare. Gary highlights how kindness not only benefits others but also positively impacts the person performing the act. He encourages a conscious effort to recognize and appreciate positive experiences and acts of kindness in professional and personal settings.

Quotes:

• "It's important to actually rehearse and look for best practices, get critique from your colleagues, and really work on your skills of communication. Communication skills are obviously absolutely critical here." (24:45 | Gary Simonds)

• "The better job we do at working with the family, working with the patient, the more suffering we're potentially easing. One of the central points of being a physician is trying to help with human suffering."  (27:39 | Gary Simonds)

• "There is even neuroscience evidence that repeated acts of kindness will strengthen the reward centers of your brain and bring you more joy and happiness." (29:35 | Gary Simonds)

• "We would tell people, you know, write down five a day for a while, for two weeks, write down five things that went well today. Or, you know, even just a nice song on the radio that brought you, you know, positive waves. Well, what happens is if you do that, if you force yourself to do it, what happens after a while is your brain will just start seeking the stuff out itself. You don't have to tell it after a while, it'll start noticing it." (32:45 | Gary Simonds) 

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Gary R Simonds MD MS FAANS

LinkedIn: https://www.linkedin.com/in/gary-simonds-5b0225a/

Website: https://garyrsimonds.com/

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

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

TikTok: https://www.tiktok.com/@garyrsimonds

Pinterest: https://www.pinterest.com/garyrsimonds/

Books:

https://www.psychologytoday.com/us/contributors/gary-r-simonds-md-ms-faans

https://www.amazon.com/stores/Gary%20R.%20Simonds/author/B09XY5FTWF

https://www.goodreads.com/author/show/18487107.Gary_R_Simonds?from_search=true&from_srp=true

https://www.librarything.com/author/simondsgary

Podcast production and show notes provided by HiveCast.fm

"I'm a technologist at heart. I was a computer dork as a kid, and then I decided, I think it'd be really cool and you can make money building technology that just makes people's lives less hard."

 - Adam Jackson

In this episode of The People Dividend Podcast, host Mike Horne sits down with Adam Jackson, tech entrepreneur and CEO of BrainTrust, a decentralized talent marketplace using AI to transform hiring. Adam shares how BrainTrust connects global talent with career opportunities faster, fairer, and more inclusively, by eliminating bias and streamlining recruitment through large language model (LLM) technology.

From his early days as a self-described "computer dork" to launching several successful ventures, Adam dives into the challenges of hiring at scale and how AI-powered recruitment tools are shaping the future of work for both employers and job seekers.

Key Takeaways:

• How BrainTrust uses AI to match top talent with the right roles.

• Why inclusive, bias-free recruiting is the future of hiring.

• How AI is improving the speed and quality of the hiring process.

• The power of technology to make work more human, not harder.

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about Adam Jackson

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

https://www.usebraintrust.com/about

https://www.crunchbase.com/person/adam-jackson

Is it really possible to use technology to improve people performance?  Join Mike Horne in conversation with Jeremy Littlejohn, the visionary CEO and co-founder of Loopingback.ai. With a wealth of leadership experience in the IT sector, Jeremy recounts his professional evolution, tracing the path from his 13-year leadership at Risk Networks through its acquisition by Flexera to the founding of HR Data Solutions and Team Rocket.

Can you predict engagement and performance in teams? Jeremy unveils a predictive analytics model originally crafted for sales teams. Boasting a 75-80% success rate in forecasting employee performance, he discusses the hurdles faced, particularly regarding data inconsistency and skepticism towards AI in HR processes, which ultimately steered him towards Loopingback.ai.

This new venture, Loopingback.ai, promises a revolution in leader-to-employee communication, leveraging asynchronous video tools for a more nuanced and impactful exchange. Jeremy elaborates on its application in performance assessments, executive updates, and client relations, advocating for its less stressful and more personable approach.

In wrapping up, Jeremy imparts two foundational tips for entrepreneurial spirits: the criticality of enduring commitment to one's vision, and the imperative for leaders to personify the attributes they seek in their teams. He champions the concept of leading from the front, challenging HR executives to instill this ethos at the heart of corporate culture.

Quotes:

• "Today we're focused heavily on really helping both leaders for their employees, and also marketers for their customers, put their authentic selfs out there." (03:31 | Jeremy Littlejohn)

• "Performance reviews had become these things that were either solely so that I could remove an employee. I needed to do a performance review so that I can give you a bad review so that I can play a paper trail to move you out of the business. Or they were always tied to compensation. It was like, your performance review is really my decision about whether you're getting a raise or not, or a bonus. It wasn't really what performance reviews were designed to do, which was to say, let's have a talk about what the goals are and how we can improve or how I can help you." (20:06 | Jeremy Littlejohn)

• "The concept of AI or machine learning making a prediction about someone's future is uncomfortable." (18:31 | Jeremy Littlejohn) 

• "Whether it's being authentic, whether it's demonstrating core values for your business, whether it's being on video, it doesn't matter. If the leader doesn't do it, the employees are never going to do it. (33:14 | Jeremy Littlejohn)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Jeremy Littlejohn:

LinkedIn: https://www.linkedin.com/in/jeremy-littlejohn/

Podcast production and show notes provided by HiveCast.fm

Gentleman, have you ever felt like you're drifting through life without a clear direction or purpose? In the latest episode of the Authentic Change Podcast, host Mike Horne dives into this issue with Nico Lagan, entrepreneur, men's coach, and host of The Nico Lagan Show. Together, they explore Nico's transformative journey, recounting the pivotal moments that led him to champion the cause of helping men rediscover their true masculinity and purpose. 

Nico points out that many men today, feeling lost, often face feelings of depression and lack of direction. He believes that men's purpose coaching can offer a lifeline, guiding men to rediscover their strength and drive. Nico believes there are  five essential virtues for men: courage, protection, provision, temperance, and faith. He talks about how courage is the foundation for all other virtues, highlighting the importance of being reliable and standing up for what's right. He also discusses the broader concept of protection, emphasizing the role of men in creating a supportive environment for their families. Provision, according to Nico, is about ensuring the well-being of one's family, both emotionally and financially. Lastly, temperance and faith underscore the importance of emotional balance and self-belief. 

Nico consistently stresses the importance of self-awareness and the need for regular self-reflection. He encourages men to reduce distractions, spend time outdoors, and prioritize their well-being. By doing this, he suggests, men can live more aligned and genuine lives. 

Quotes:

• "The first step is always the same. Admit that there's a problem and the problem is you. And this is what I do. We started, we, we just, we just, we will deconstruct everything that you've built to make excuses. Once you accept the fact that your life is in the situation that it is in because of you, you can reclaim that power and say, with that in mind, what do I control?" (6:40 | Nico Lagan) 

• "If I cannot trust that you're courageous, I cannot trust you as an individual because I never know who's going to show up depending on the situation in which we find ourselves in." (33:06 | Nico Lagan)

• "If you're not tempered, you're easily controllable. That means anybody out there can play with your feelings and make you react in a negative way because you're not controlled yet." (41:37 | Nico Lagan) 

• "How can you ever build self-confidence if you don't first believe in yourself? How can I create a new relationship with someone if I don't first believe that they are the person they say they are? And how can I ever find purpose in my life if I don't first believe that I was put here for a reason? This is what faith is to me." (42:27 | Nico Lagan) 

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn more about Nico Lagan:

YouTube: nicolagan

IG: @realnicolagan

FB: @realnicolagan

TK: @realnicolagan

Website: www.nicolagan.com

 Podcast production and show notes provided by HiveCast.fm

Ever felt a nagging voice inside holding you back just as you're about to take a leap forward? What if you could identify and overcome these internal adversaries to unlock your true potential? In this inaugural "solo" episode of Authentic Change, Mike Horne dives into the transformative power of 'Positive Intelligence' and reveals how to conquer these silent saboteurs. Drawing from the work of Shirzad Chamine's book, "Positive Intelligence", Mike explores the power of positive psychology and its impact on personal transformation and leadership development. This episode should be useful for anyone seeking to foster a more positive and resilient mindset in their personal and professional lives.

Mike's expertise as a leadership coach shines through as he discusses the concept of mental saboteurs and how they obstruct professional success and personal happiness. He not only identifies these saboteurs but also provides practical techniques to conquer negative thought patterns and develop a sage perspective characterized by empathy, creativity, and resilience. HR leaders will find value in this episode, as Mike suggests ways to incorporate positive intelligence into leadership team development and organizational culture, fostering a more positive, productive, and resilient workforce.

In addition to exploring positive intelligence, Mike also draws a comparison to the immunity to change work by Bob Keegan and Lisa Leahy. While positive intelligence focuses on overcoming mental saboteurs and fostering a sage perspective, immunity to change delves into subconscious resistances that hinder personal and professional growth. Both approaches offer valuable tools for personal transformation, with positive intelligence enhancing mental resilience and positivity, and immunity to change targeting hidden commitments and assumptions that contradict change goals.

Whether you're a leader seeking personal transformation or an HR leader looking to create a more positive and resilient organizational culture, positive intelligence can be a valuable resource.

Quotes:

• "We can work together to understand how saboteurs obstruct this personal happiness, this congruency, and we'll do it with some practical techniques, as suggested by Chamine, to conquer negative thought patterns. The other thing that I can do in a coaching relationship now is to really help clients to develop their sage perspective to foster empathy, creativity, and exploratory mindset that encourages a more positive response to challenges, enhances, I think, resilience, enhances performance, and particularly in these very demanding executive roles and leadership roles that my clients face and our clients face." (6:43 | Mike Horne)

• "An HR leader can implement strategies that really foster and support mental health and foster a more positive and resilient workforce. And you could even incorporate it into your conflict resolution strategies. By helping individuals understand their saboteurs and develop the sage mindset, perhaps they can resolve conflicts more constructively and relationships within teams can be strengthened. (10:24 | Mike Horne) 

• "Positive intelligence focuses on enhancing mental resilience and positivity." (12:33 | Mike Horne)

• "Positive intelligence is the measure of the degree to which your mind is serving you versus sabotaging you." (14:13 | Mike Horne)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike 

Podcast production and show notes provided by HiveCast.fm

Unlocking personal power can be a game-changer in an executive's journey. In this engaging episode, Mike Horne is in conversation with Stephen Gaffney, the author of 'Unconditional Power: Thriving in Any Situation.' Stephen offers a fresh take on harnessing this power. Ever found moods impeding your productivity? Gaffney breaks down the three primary moods and illustrates how one can pivot from feeling constrained to embodying unconditional power. He provides concrete strategies designed for disrupting detrimental patterns, reframing challenges, and adopting an expansive mindset. 

Stephen emphasizes the transformative potential of holding a belief in limitless possibilities. He also stresses the importance of cultivating gratitude, illustrating how this simple shift can alter perspectives and deepen appreciation for both personal accomplishments and team contributions. 

Quotes:

• "Have you ever noticed that when you're in a good mood, you're smarter?" (03:53 |  Stephen Gaffney) 

• "I believe that all problems have opportunities inside of them. But the question is, what do we focus on? We focus on the opportunities or we focus on the problem." (12:14 | Stephen Gaffney) 

• "Have you ever presented somebody with a lot of data, a lot of information that clearly makes your argument and yet they don't move on it? Or things that we know, gosh, it makes so much sense, but we don't move on it. What makes people move is emotions, and then they need that information, that logic, to justify it." (17:43 | Stephen Gaffney)

• "You don't have to wait for other people to change and we don't have to wait for ourselves to change - change can happen in an instant. So it's like flipping that switch. And that's what I say about, you know, unconditional power and breakneck speed, because you can really move this fast and make a huge difference now." (20:12 | Stephen Gaffney)
  
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Steven Gaffney:

Website: stevengaffney.com

Podcast production and show notes provided by HiveCast.fm

"The secret to your success is really about how well you take care of yourself," says Luis Baez.

In this episode of the Authentic Change Podcast, host Mike Horne welcomes a special guest, Luis Baez, a Bronx-raised, proud gay, Puerto Rican-American, and former Silicon Valley C-suite professional. Luis is dedicated to serving online business owners, including consultants, coaches, B2B startups, and SaaS companies. With over 14 years of experience in sales and marketing, Luis brings a wealth of knowledge and expertise to the table.

As an introvert, Luis shares his unique perspective on sales and entrepreneurship. Despite his natural inclination towards the background, he has found success by focusing on connecting with people, earning their trust, and stepping into a consultative and coaching role. Luis emphasizes the importance of authenticity in sales, encouraging professionals to be themselves and have the courage to admit when they don't have all the answers.

Throughout the episode, Luis discusses the changing landscape of business-to-business sales, particularly in the virtual realm. He highlights the need for personalized and engaging customer experiences, as well as the importance of surprising and delighting customers along their buying journey. Luis also shares his insights on the initial conversation between a coach and a prospect, emphasizing the need to focus on the prospect's needs and goals. Luis's ultimate goal is to empower and enable sales reps to take ownership of their book of business and create meaningful connections with customers.

Mike and Luis discuss the benefits of having a sales coach, including consistent growth, a flexible schedule, work-life balance, and a healthier lifestyle. Luis encourages listeners to prioritize self-care and take care of their mental and physical well-being, as it directly impacts their success in sales.

Quotes:

• "We want to be thinking about, of course, designing customer experiences that meet them exactly where they expect to be met, but also think about the element or the opportunity of surprising and delighting." (13:29 | Luis Baez) 

• "You have to help that person organize the chaos in their mind and articulate the problem, and then help them design the path to getting there." (16:10 | Luis Baez)

• "Authenticity requires the additional layer of courage and making sure that you are expending that energy and showing up as yourself." (21:48 | Luis Baez)

• "The secret to your success is really about how well you take care of yourself. Because the work that you do requires optimal quality of mind and body." (27:53 | Luis Baez)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Luis Báez:

CTA: http://luisbaez.com/videoask

Website: Luisbaez.com

IG: @itsluisbaez

FB: https://www.facebook.com/itsluisbaez

LI: https://www.linkedin.com/in/baezluis

Podcast production and show notes provided by HiveCast.fm

Imagine a world where individuals facing systemic discrimination are empowered to reframe their problems and find solutions that not only benefit themselves but also improve the work environment for everyone. In this episode, Dr. Frank Douglas discusses his journey from academia to leadership roles in the healthcare and pharmaceutical industries. He highlights the importance of equity and inclusion in organizations and emphasizes the need to empower individuals who are aggrieved by discrimination.

One powerful tool Dr. Douglas introduces is the concept of Victors in Overcoming Injustice in their Professions (VIPs). These individuals, who have overcome discrimination themselves, provide support and guidance to those facing similar challenges. By engaging with VIPs, aggrieved individuals feel heard and understood, while also gaining valuable perspectives on issues of equity and inclusion.

Dr. Douglas's approach goes beyond traditional diversity, equity, and inclusion (DEI) programs by focusing on the individual and helping them reframe their problems. Through webinars, workshops, and his book, 'Addressing Systemic Discrimination by Reframing the Problem,' Dr. Douglas offers practical strategies for individuals to navigate and overcome discrimination in their professional lives.

If you're a leader or coach seeking fresh perspectives on authentic leadership and want to make a difference in eradicating systemic discrimination, Dr. Douglas's wisdom and experience will inspire you to challenge the status quo, empower individuals, and create a more inclusive and equitable work environment.

Quotes:

• "So I decided that it would make sense to put a group together where we could focus on the individual and empower that individual to learn how to reframe problems and to find what I call a better problem to solve so that they can have the appropriate dialogue with the manager and come to a resolution that is not only important for them and not only gets them to their desired outcome, but also improves the work group that they're in." (14:13 | Dr. Frank Douglas ) 

• "The reframing process is about getting individuals to see the problems from their grief perspective, to walk in the person's shoes, and then to find a problem that not only meets the desired outcome of the aggrieved individual, but improves also the environment in which that aggrieved individual works." (28:13 | Dr. Frank Douglas) 

• "It is very simple. If an aggrieved individual goes to have a conversation with a manager, and it's about all the problems that are happening to that individual, versus, here's a problem that is affecting the group, and here are some solutions for the group. And by the way, if we did this, it would also solve my problem. That's a different discussion." (28:46 | Dr. Frank Douglas )

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Frank L. Douglas:

Website: https://safehavendialogues-llc.com/

LinkedIn: https://www.linkedin.com/in/dr-frank-l-douglas/

Podcast production and show notes provided by HiveCast.fm

"Culture is this catalyst to execution and getting a group of people to achieve the uncommon, unleashing people's true potential," says Eric Stone.

In this episode of the Authentic Change Podcast, Mike Horne welcomes Eric Stone, a seasoned leader with a special track record for creating high-performance cultures. With a 26-year career at Enterprise Holdings, one of North America's largest privately held companies, Eric shares his insights on what it takes to connect with and motivate employees from all generations and demographics to create exceptional results.

In his new book, "Jumpstart Your Workplace Culture: A Roadmap for Igniting High Performance," Eric shares practical strategies for creating a strong and engaging culture. He emphasizes the importance of aligning personal and company values, selecting employees based on character, and providing clear goals and expectations. Eric also highlights the significance of employee training, development, recognition, and empowerment in avoiding burnout and fostering memorable customer experiences.

His experiences and insights inspire listeners to embrace their values, develop strong relationships with their teams, and create a culture that drives high performance and success.

Quotes:

• "I look at culture as this catalyst to execution and getting a group of people to achieve the uncommon, unleashing people's true potential." (9:05 | Eric Stone) 

• "So how do you get people to avoid burnout? Well, if you create strong relationships with your team and build initiatives from the beginning through their journey, that's one real important thing. If you supply them with the training, the proper development, the information and equipment, and to get that desired outcome, that's going to be very helpful. If you truly get to develop them personally and professionally, that's important. If you're very clear in communicating your goals and expectations, that's important. And you want to be able to recognize and reward excellence. And when you package those together, the importance of the training one really overlaps a lot of them. And most people tend to get burnt out when they really are in an unknown. They get anxious, frustrated, disengaged when they don't know where they are, where they're standing, or they're getting no guidance. I truly believe people want to do really well. I don't think they show up in corporate America and want to be terrible." (15:02 | Eric Stone)

• "You know, whatever your grading is, whether it's a one to five, whether it's a 'meets/succeeds', thing is, what does it mean to 'meet'? What are those key things that would be consistent along the ranking system? What does it mean to 'exceed' or to be 'outstanding'? And what are some of those numbers that would lead to an outstanding performance? And so to me, it's just really getting defined. So you're having consistency." (27:04 | Eric Stone)

Links:

Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne

Learn more about Eric D. Stone:

LinkedIn: https://www.linkedin.com/in/eric-stone-clear-path/

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

Facebook: https://www.facebook.com/profile.php?id=100040382190383

Website: www.ericdstone.com

Podcast production and show notes provided by HiveCast.fm

"Every one of you is capable of doing a whole lot better than you currently are, period." says Ram V. Iyer.

With an impressive background marked by dual master's degrees and experiences spanning Fortune 100 enterprises to Silicon Valley, distinguished business expert Ram V. Iyer brings a fresh perspective on what keeps "smart" people from being successful. For anyone, especially HR professionals, leaders, and coaches, aiming to improve personal and business performance for clients or teams, this is a must listen.

Ram delves deeply into heightened self-awareness, highlighting its essential role in understanding one's strengths, weaknesses, and the perceptions of others. He also introduces the concept of "smartness," a step beyond mere intelligence, underscoring the importance of effectively applying knowledge in real-world scenarios. Drawing from his assessments, Ram presents intriguing findings on the pitfalls that often beset highly intelligent individuals, notably a lack of action orientation and a tendency towards perfectionism. Navigating these "success inhibitors," he suggests, can unlock immense potential.

The episode also dives into the realm of mindset, with Ram championing the power of a growth perspective. He stresses the value of learning from both triumphs and setbacks, positioning such experiences as foundational to becoming truly unstoppable. Furthermore, he touches upon the significance of fostering a positive relationship with money. Alongside these insights, Ram equips listeners with practical advice and tools to facilitate meaningful transformations in their professional and personal lives.

Quotes:

• "Awareness of self is very different from self-awareness. Self-awareness is simply what you have understood about yourself, but you can also understand and learn a lot about yourself by talking to others who know you well." (11:47 | Ram Iyer) 

• "The number one reason why people who are highly intelligent are not as successful as they'd like to be is they fail to act. They have poor action orientation. They don't act in a timely fashion. That is behavior. But what I found was underlying it? Perfectionism is one of the biggest reasons why. They have high standards. It's not ready yet. By the time you're ready, the market is gone." (18:35 | Ram Iyer) 

• "You have to go and identify your silent killers of success and mitigate them." (20:03 | Ram Iyer)

• "You need to have a growth mindset, meaning you're open to listening to the feedback that the assessments are providing." (23:18 | Ram Iyer)

• "Change takes effort. Change takes time. Change is hard work." (34:47 | Ram Iyer)

• "Knowledge is useful, but unless you take action, it's fairly useless." (36:00 | Ram Iyer)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Ram V. Iyer:

Website: https://www.mitramiyer.com/ 

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

Podcast production and show notes provided by HiveCast.fm

"Resilience is our ability to go into diversity and come out stronger," says Dr. Marie-Helene, an award-winning practicing psychologist with over 20 years experience in clinical psychology and advisory workplace psychology. Dr. Marie-Helene's forthcoming book will help you to form your own resilience plan based on your core values both personal and professional and the various demands and sources of supply around you both positive and negative. A cookie cutter approach, she explains, is not effective. Instead, you must build a strategy that is realistically implementable and individualized. 

Resilience is not a personality trait, nor does it provide immunity to troubles. Rather, anyone can build resilience over time and is a strong protective factor to our mental health and provides healing from burnout, creating more space for happiness. It also changes over time, influenced by various factors represented in our daily lives. 

On today's episode of Authentic Change, Dr. Marie-Helene offers steps to take to create your own resilience strategy, which considers physical health and nutrition, protecting our relationships, and elements such as time spent in nature or volunteering. The sooner you start building and nurturing your resilience resource the faster you will begin to heal, and with just a small investment of time, you'll soon be on your way!

Quotes:

• "Things are continuing to change, and the level of change, the pace of change is continuing probably to increase, which in itself, if that's the reality, that's the reality, what's most important is that we just adapt how we work with it and become agile in creating plans that are that we can modify and evolve over time." (6:11 | Dr. Marie-Helene)

• "A cookie cutter approach is not working. We're still seeing the burnout rates, we're still seeing increases. And so in burnout in mental health challenges in general. So just having this information is not cutting it. We need to be strategic about it." (8:24 | Dr. Marie-Helene)

• "Resilience is not immunity, I would call it a protective factor. It's protecting us. But it's not solid immunity." (16:03 | Dr. Marie-Helene) 

• "The key to experiencing that sense of flow and happiness is being clear on what our values are–and everyone is clear on a few values. I'm talking about many of your values– going a bit broader and deeper. Because that clarity, then, and the alignment between that clarity and how we build our daily, weekly, monthly yearly life, will then have an impact on our sense of happiness." (23:20 | Dr. Marie-Helene) 

• "What I say in my work is that unhelpful thoughts will eat your best intentions for breakfast." (29:36 | Dr. Marie-Helene)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Dr. Marie-Helene Pelletier:

Join the Book Launch Team: https://drmarie-helene.com/join-the-book-launch-team/

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

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

Website: https://drmarie-helene.com/

Pre-Order the Book: http://drmarie-helene.com/new-book/

Podcast production and show notes provided by HiveCast.fm

In this episode, Mike Horne sits down with Hesha Abrams, an internationally acclaimed master attorney, mediator, negotiator, and dealmaker. With over 30 years of experience, Hesha is renowned for her success in resolving high-profile and difficult matters.

The conversation dives deep into the topic of conflict and how to effectively resolve it. Hesha shares her expertise on mediation, a process that involves a third party facilitating a negotiated settlement between conflicting parties. She emphasizes the importance of addressing conflict early on, well before it becomes old and moldy, and offers practical strategies for defusing tension and resolving conflicts.

What sets Hesha apart is her ability to hold the calm in any situation. She understands that conflict often stems from a feeling of tension and powerlessness, and her goal is to empower individuals to navigate conflicts with grace and effectiveness. She encourages listeners to shift their mindset from power over to power with, and to see power as an expandable pie rather than a divisible one.

Throughout the episode, Hesha shares real-life examples and anecdotes, showcasing the power of mediation and the impact it can have on individuals, teams, and organizations. She emphasizes the importance of understanding the ears you're speaking into and tailoring your approach accordingly. Hesha's insights and techniques are not only applicable in professional settings but also in personal relationships, making this episode a valuable resource for anyone seeking to improve their conflict resolution skills.

Mike and Hesha's conversation is engaging, inspiring, and filled with practical wisdom. They discuss the power of holding the calm, the importance of active listening, and the role of empathy in conflict resolution. Hesha's approach is grounded in real-life experiences and the complexities of human psychology, making her insights relatable and actionable.

Quotes:

• "Mediation is a negotiated settlement with a third party, somebody who will listen to both sides, who has confidentiality and is willing to try to be a dealmaker." (10:31 | Hesha Abrams)

• "Smart lawyers and smart companies mediate early, early, early, even before a lawsuit is filed or a grievance or a union early, early, early. It's free discovery." (14:44 | Hesha Abrams) 

• "When you talk to somebody in a way that they think you think they're stupid, they're not very likely to agree to anything or cooperate with you." (31:11 | Hesha Abrams) 

• "How skillful can I get? How big can I get? How much, you know, if I want to be more loving or more forgiving or more aggressive or more entrepreneurial or more assertive, how much more can I get?" (35:32 | Hesha Abrams)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Hesha Abrams:

Nancy@HeshaAbramsMediation.com

www.HeshaAbramsMediation.com

www.HoldingTheCalm.com

www.facebook.com/HeshaAbramsHoldingTheCalm

Podcast production and show notes provided by HiveCast.fm

Feeling stuck in your career or unsure about your next move? In this episode of The People Dividend, host Mike Horne sits down with career coach Michelle Schafer to explore what it really takes to make a meaningful career change.

From aligning your work with your values to using storytelling to stand out on your resume and LinkedIn profile, Michelle offers actionable strategies to help you pivot with purpose and confidence. Whether you're launching a job search, contemplating a career shift, or redefining success on your terms, this episode is packed with career coaching wisdom to help you move forward with clarity.

What You'll Learn:

How to align your career with your personal values for lasting fulfillment
Why storytelling is your greatest asset on your resume and LinkedIn
How to turn career pivots into proof of resilience, growth, and value

Links: 

Learn more about Mike Horne on Linkedin
Email Mike at mike@mike-horne.com
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor 
Instagram: https://www.instagram.com/mikehorneauthor/, 
LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about MIchelle Schaefer:

https://mschafercoaching.ca/cultivatingcareergrowth/, https://www.linkedin.com/in/michelleschafercoaching/

"If you think of an organization as a machine, you're going to try to engineer your way out of the problems." says Marty Goldberg.

In this episode, host Mike Horn interviews Martin Goldberg, a leader in the field of organization development, about his new book "Out of the Workplace Trap: A Theory and Therapy of Organizations Based on the Work of Wilhelm Reich." Goldberg shares his insights on what it means to truly understand and intervene in organizations. He challenges traditional notions of organizations as mechanical systems or purely social entities, and instead presents them as natural energy systems. Drawing from the work of Wilhelm Reich, Goldberg explores the role of emotional energy in organizations and how it can become trapped, leading to dysfunction and stagnation.

Throughout the conversation, Goldberg emphasizes the importance of understanding the natural function of an organization and how its energy flows. He highlights the need for leaders and practitioners to go beyond surface-level interventions and address the underlying emotional energy that drives the system. By doing so, organizations can break free from the workplace trap and unleash their full potential.

This episode offers a fresh perspective on organization development and provides practical insights for leaders and coaches who want to create meaningful change. It challenges conventional wisdom and encourages listeners to embrace a more holistic approach to understanding and leading organizations. Discover how understanding and harnessing emotional energy can revolutionize the way you lead and transform your organization.

Quotes:

• "Organizations are conceived and born and they are born to fulfill some function." (06:32 | Martin Goldberg)

• "There's an energy streaming in the system that is in the human animal. They come together to do some common things based on what the system is constituted to do and there's emotional energy associated with it like, when founders found an organization there's almost always excitement. That was sort of missing in the classical formulations - the emotional energy of the excitement." (6:28 | Martin Goldberg) 

• "In some ways the more networked we are, the less emotionally present we are." (33:55 | Martin Goldberg) 

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Martin Goldberg:

Email: mgdistantdrummer@gmail.com

LinkedIn: https://www.linkedin.com/in/martin-goldberg-a447816/

Podcast production and show notes provided by HiveCast.fm

"The more authentic you can be, then you're not having to try to do something or be someone that you're not," says Ray LeCara, Jr., certified life coach and educational consultant, "And it really touches each part of our lives." Indeed, answering the basic question of "Who are you, really?" (which is the title of Ray's book) helps align ourselves with our best career path, and the best education to help us reach our goals. It then leads to further important questions such as "Why am I doing this?" "Why is this important" and whether what we're doing is serving our current purpose and needs. The answers help us hone in on our true passions and purpose in life, leading to a life imbued with more meaning and improvement in all areas from leadership at work, to personal relationships, and even time management. 

An advocate of lifelong learning, Ray has watched many people pursue all types of education at all stages of life. Still so many adults report struggling to complete their goals because they are not honest about who they really are and what they really want to do. Ray founded Authentic Embassy Consulting following a move to the West Coast which was part of his and his wife's shared mission to live with intent and included Ray supporting his wife while she studied to become a sous chef. 

In addition to helping others see their own creative goals come to fruition, Ray writes fiction, including a torn timeline series in which the protagonist seeks to find his true purpose in life. By coming more in line with who you truly are and what you want, you, too, can learn to become the hero of your own story, and as Ray puts it,  "live, love, lead and learn profoundly." 

Quotes:

• "I believe that life is really about empowering others, especially if you can help them to access their most authentic selves. Because it's through that, that we're able to live, love, lead and even learn." (4:21 | Ray)

• "The more authentic you can be, then you won't have to try to do something or be someone that you're not." (13:03 | Ray) 

• "Being authentic is really about recognizing those things that mean something to you, and then passing them on to other people and recognizing that. It's the same thing with learning at all ages." (13:49 | Ray)

• "That same thing with learning at all ages is, 'Why am I doing this? What's the purpose of an education..and does it tap into that student's authentic self?" (13:58 | Ray)

• "It's really about articulating what it is that we do and finding meaning in that understanding that your life, your voice, everything is really important. We just don't own up to that." (22:57 | Ray)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Ray LeCara Jr:

Website: authenticembassy.com 

Twitter/IG: @BAuthenticBU 

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

Podcast production and show notes provided by HiveCast.fm

At the heart of thriving organizations lies trust, the cornerstone that upholds enduring success. By prioritizing communication, integration, and empowerment, leaders create an environment where trust flourishes, paving the way for lasting achievements. Dr. Leonel Peña, a retired Lieutenant Colonel from the US Army and co-founder of the Brigify Group, delves into this topic in the Authentic Change Podcast.

Drawing from his journey, Dr. Peña emphasizes effective communication and integration across departments. This synergy dismantles silos and fosters a harmonious environment, allowing trust to thrive. Dr. Peña champions well-rounded leadership and strategic succession planning. Nurturing individuals who embody trust and possess diverse skills empowers organizations to navigate the future with confidence.

With trust at the core, coupled with open communication, organizations can redefine their trajectories for enduring success. Tune in to the Authentic Change Podcast for a journey redefining leadership and organizational development.

Quotes:

• Trust is one of those primary keys. You've got to have trust and good communication. And so that when you make a decision, everybody knows and understands that all the various facets of that decision were considered." (07:03 | Dr. Leonel Peña)

•  "Empowerment is another way to combat that zero trust." (16:10 | Dr. Leonel Peña)

•  "Leadership is our business. The Army has been in the leadership business for over 239 years." (28:18 | Dr. Leonel Peña)

•  "It's basically good business for everybody to understand each other and everybody be able to understand where everybody's coming from in terms of cultural aspects." (30:59 | Dr. Leonel Peña)

•  "Trust is huge. And the research has shown that organizations that score high in trust, score high all around, specifically in their success and in their bottom line too." (33:44 | Dr. Leonel Peña) 

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Dr. Leonel A. Peña

thebridgifygroup.com

leo@thebridgifygroup.com

Podcast production and show notes provided by HiveCast.fm

"Being true and real to yourself is a really genuine asset of being an authentic leader. And I think demonstrating that 24/7 can be a truly difficult thing to do but something that we need to work on every single day," says Jennifer Krippner, the Chief Experience Officer at the Institute for Healthcare Excellence. Join us as Mike and Jennifer have an insightful conversation discussing the vital role of authentic leadership and human-centered care in the healthcare industry. Jennifer's passion for building and nurturing relationships shines as she explores how to foster genuine connections among leaders, physicians, nurses, and patients, creating an environment where everyone thrives.

Being a true leader can be challenging. As we are all just human, we can make mistakes. There is a constant need from leaders to maintain authenticity in the face of demanding schedules and productivity measures. Delving into the concept of experiential learning, today's conversation highlights the value of practicing essential skills, such as mindfulness, presence, and reflective listening. With a focus on authentic leadership and human-centered care, Jennifer shares her wealth of expertise from over 25 years in the healthcare industry. 

Together, Mike and Jennifer explore how cultivating positive emotions, like gratitude and inspiration can contribute to a thriving workplace culture while countering the prevalent issue of burnout. The episode offers valuable insights for leaders and professionals seeking to foster an environment of human-centered care and authentic leadership within the healthcare industry.

Quotes:

• "I think it takes the leader from the very top to really show that resilient, accountable, human centered focus, to kind of walk the walk, talk the talk, and show that it is okay to show up and have some of those essential skills like being present and being visible with your teams." (07:17 |Jennifer Krippner)

• "How do we enhance the skills that we have as a team, and how can we truly nurture one another in a way that builds each other up so that when it comes to receiving those patients and families in healthcare, we are at our best, we're in a state of thriving as a team. Regardless of our specialty, regardless of our gender, regardless of our ethnic background, we are truly working together, kind of in that optimal flow." (15:40 |Jennifer Krippner)

• "I think practicing mindfulness and presence is such the core and the foundation of really being your best self. And bringing your authentic self right to your work into your life." (26:23 |Jennifer Krippner)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Jennifer Krippner:

LinkedIn: linkedin.com/in/jkrippner

Website: https://www.iheteam.com/

Podcast production and show notes provided by HiveCast.fm

"In Episode 101 of Authentic Change, I am absolutely delighted to usher in season five," says Mike Horne. He expresses his gratitude for the guests who appeared during season four and their valuable insights on living and leading authentically. Mike announces that the new season will begin with Episode 101 and highlights the 14 guests who appeared in the latter half of season four. He also references the previous episode, Episode 100, which provided highlights from the first half of season four, and encourages listeners to stay tuned for upcoming episodes in season five.

In Episodes 86 to 99, various guests shared valuable insights on leadership and personal growth. From addressing generational divides to fostering positive change, each episode emphasized different aspects of effective leadership. Themes like courage, authenticity, humility, and open communication emerged as crucial elements in building successful careers and organizations. The guests highlighted the importance of understanding and embracing failure, while also emphasizing the significance of deep listening, building networks, and considering the people side of change. Together, these episodes offered a comprehensive guide to becoming better leaders and creating a more authentic and fulfilling life.

Each guest in season four shared valuable insights that will undoubtedly inspire leaders and coaches to approach their roles with renewed understanding and purpose. As the new season commences with Episode 101, Mike Horne encourages listeners to continue their journey of authentic change with engaging discussions and expert interviews. Be sure to subscribe to the podcast, check out the show notes for further resources, and stay tuned for more thought-provoking episodes that will empower you to live and lead authentically.

Quotes:

• "We're dealing with multifaceted, really challenging problems on several different fronts. And it just gets very hard to focus on them and the day to day fires that are burning in our organization." (03:27 | Caleb Gardner)

• "If you look at the type of high performer, high achiever personality, at the top of the pyramid of performers... they will also have very similar purposes behind why they are achieving at a very high level. And usually, it's not a very positive reason." (04:27 | Arsalan Al Hashimi)

• "I think what happened Mike is, we didn't fully acknowledge that the people side of the change coin was always there." (08:17 | Tim Creasey)

• "Any leader needs to be aware of how people are behaving behind the scenes, what they're saying when the boss leaves the room, and using tactics to create more openness." (10:32 | Sophia Kristjansson)

#AuthenticChangePodcast #LeadershipInsights #SeasonFiveOpener #LivingAuthentically #EmbracingFailureAndGrowth

Links:

Mentioned in this episode:

@mikehorneauthor

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Podcast production and show notes provided by HiveCast.fm

"As leaders no matter what business you're in, you're tasked with leading change," states host Mike Horne. The first half of season four has contained many valuable insights from guests who are leaders of authentic change within their organizations. They have spoken on everything from coaching to organizational and executive development, diversity and inclusion, and the ai revolution. Today, Mike shares highlights from episodes 72 through 85 for this special 100th episode celebration of Authentic Change Podcast. 

In Episode 72, Dr. Toby Travis spoke on the high level of trust required for those in leadership roles to be successful. Then, in Episode 73, Dr. Beth Banks shared her tips for architecting change on an organizational level. In Episode 74, John Sanders talked about the importance of building and optimizing teams, explaining that leaders regardless of industry are always responsible for leading change. Next, Gina Riley spoke about the importance of networking and the types of things that can derail the career transition process. In Episode 76, Kevin Palmieri shared his love of podcasting, discovered while falling out of love with his corporate career. In 77, Fatima Mirza discussed AI and the tools that are available to assist people with their job searches. Then, Brenda Pack spoke about designing inclusive workspaces and the unfortunately common experience of feeling like an outsider as a minority woman in the workplace. In Episode 79, Hortense la Gentil spoke on being authentic and connecting with your true self, flowing into an episode with Laurie Smith on utilizing the power of your voice to unleash executive presence. In Episode 82, Douglas Spencer shared personal branding strategies, explaining how the generations differ in their approach to brand loyalty. In 83, Robert White shares that good leadership is based on good relationships. Then, in 84, Dr. Jan Freed discussed leaving a breadcrumb legacy. Lastly, episode 85 featured Beth Ridley who went into a deeper explanation of diversity and the importance of recognizing all the things that make each person unique. 

Part one of season four was filled with wisdom from the best leaders in their fields and the second half of the season was no exception. Be sure to subscribe to the Authentic Change Podcast if you have not already to be among the first to listen to Episode 101 which will feature highlights from episodes 86 through 99. 

Quotes:

• "Episode 100 is major milestone for the Authentic Change Podcast." (2:34 | Mike) 

• "One of the things that Toby said that absolutely resonated with me was, without a high level of trust in those who are in leadership positions, organizations do not experience the kind of growth or success that they desire." (3:07 | Mike)

• "As leaders no matter what business you're in, you're tasked with leading change." (4:30 | Mike)

• "You have to be aligned if you want to be authentic, a powerful reminder expressed eloquently by Hortense la Gentil in episode 79 of Authentic Change." (6:51 | Mike)

• "In our episode, organizational culture consulting with Beth Ridley, she says, when we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your talent, you've got to really appreciate everything that makes people unique." (9:11 | Mike) 
  
  

Connect with Mike Horne:

Schedule a meeting with Mike: https://calendly.com/mikehorne/15min

Learn more about Mike Horne on Linkedin https://www.linkedin.com/in/mikehorne1/

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Podcast production and show notes provided by HiveCast.fm

"Technology is fantastic, but sometimes we lose the human touch. And so it's important just to step back for a moment, and to not think that you know everything, and to actually seek knowledge or wisdom from others," explains Bill Brown, Chief People Officer at Think People Culture and author of Don't Suck at Recruiting: Strategies and Techniques for Creating a Better Candidate Experience. Today, Bill leverages his over 20 years of human resources experience to share top recruiting tips for authentic leaders looking to attract and retain top talent.

Recruiting is so important, because the quality of your employees is really what sets your business apart from others. In order to attract the right person for the job, you first need to identify what an ideal candidate looks like. Decide on two or three essential features and use that to qualify candidates. Formulate a job description that is more than just a list of responsibilities or requirements. Instead, try to really give the candidate an idea of what the day to day will look like and how they can achieve success. This will allow them to start envisioning themselves in the role. Bill also recommends reaching out personally to let candidates know exactly what to expect during the recruitment process. While automation certainly has its place within business, there are still areas which are better handled with a human touch. 

Don't let yourself suck at recruiting. Seek out an HR expert like Bill and start building a better candidate experience. Remember that today's employees have different priorities from employees in previous generations. In order to remain competitive and attract top talent, you will need strong branding that aligns with your candidates' values as well as modern benefits like a hybrid work schedule. 

Quotes:

• "A person who is reading this job description needs to be able to visualize themselves in the role." (7:16 | Bill)

• "If we ask the right questions, we can ultimately get to the answer that we're looking for." (10:09 | Bill)

• "There should be a measure of what your ideal candidate looks like, who the most qualified person is, and using those measurement tools to actually make the decision and be fair and equitable." (18:46 | Bill)

• "I want us to ensure as leaders that employees are happy coming to work." (31:48 | Bill) 

• "Technology is fantastic, but sometimes we lose the human touch. And so it's important just to step back for a moment, and to not think that you know everything, and to actually seek knowledge or wisdom from others." (33:01 | Bill)

• "Automation matters as much as people matter, but be efficient in your process." (35:09 | Bill)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Bill Brown:

LinkedIn: linkedin.com/in/tpcbill

Twitter: https://twitter.com/thinkpplculture

Website: thinkpeopleculture.com

Podcast production and show notes provided by HiveCast.fm

"Good things take time. It takes 10 years to become an overnight success. You have to be committed to your goals," shares Rick Elmore, CEO at Simply Noted and retired NFL athlete. As a professional athlete, Rick learned a lot about what it takes to push hard and succeed. He quickly found that those skills transferred over to the corporate world when he decided to start his own robotic software and industrial automation business, Simply Noted. Today, Rick talks about how to unleash purposeful growth through determination, patience, mental toughness, and creative problem solving. 

Rick explains that in order to be a successful entrepreneur, you have to embrace failing and be okay with being uncomfortable. Failure provides an opportunity for learning how to turn your weaknesses into strengths. Instead of shutting down when you do not magically reach success overnight, the most effective entrepreneurs are the ones who keep pushing their business forward, stay patient and focused on their goals, and pivot when they hit a bump in the road. Social media provides an easy temptation to compare your success to others, but it often does not show the full picture. Instead of worrying about what other entrepreneurs have that you do not, direct your focus back onto yourself and your own strengths. 

Along the path to success, you will likely experience countless failures and with those failures, new opportunities for growth. By keeping your goals at the forefront of your mind, showing up consistently and never giving up even when times are tough, you will one day make it to the finish line. 

Quotes:

• "You have to take your weaknesses and turn them into strengths." (10:48-10:50 | Rick)

• "Everybody can think of what they don't have. But if you get stuck on that, it's going to prevent you from moving forward." (13:12-13:19 | Rick) 

• "We use robots that we've built in house to automate and scale sending genuine handwritten notes." (14:09-14:14 | Rick)

• "The open rate with a handwritten envelope is so high, it's like 99%." (15:52-15:55 | Rick)

• "Good things take time. It takes 10 years to become an overnight success. You have to be committed to your goals." (18:34-18:39 | Rick)

• "You have got to put yourself in uncomfortable positions to train your mind, because your mind is going to give up way before your body gives up." (22:16-22:21 | Rick)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Rick Elmore

LinkedIn: https://www.linkedin.com/in/rick-elmore/

Website: https://simplynoted.com/

Facebook: https://www.facebook.com/SimplyNoted1

Podcast production and show notes provided by HiveCast.fm

"In DEI, we tend to categorize people and look at constructs that put us into boxes as a way to try to understand what is going on. And it is far more complicated than that," explains Sophia Kristjansson, founder of Lexicon Lens, published author, and faculty member at the University of Denver's University College. She prides herself in guiding organizations and their leaders to achieve change through building cultures of inclusion and belonging Today, Sophia talks about the organizational changes that leaders can make to prioritize inclusion for all of their people, not just some. 

As a leader, you are responsible for setting the tone for what behaviors are appropriate within your organization. It is up to the leaders to create a work environment that feels psychologically safe for all of their employees to show up as their authentic selves and which fosters a sense of belonging. If employees are behaving appropriately only when the leader is in the room and then engaging in bullying or microaggressions the second their boss leaves, DEI efforts will ultimately fail. Leaders must pay close attention to their team's dynamics, staying aware of how employees behave when the boss is not looking and addressing any instances of discrimination right away. 

Often traditional DEI programs make the mistake of overgeneralizing and dividing everyone into neat boxes for the sake of simplicity. However, people are more complicated than that and true inclusivity has to consider everyone's unique perspectives and backgrounds. When leaders take the time to create a safe environment for all of their employees regardless of whatever box they might fit into, then real organizational change can occur. 

Quotes:

• "Organizational leaders have a responsibility to create a psychologically safe place for their employees, all of their employees, to show their own uniqueness, and to feel a sense of belonging, thus, creating the feeling of inclusion among their peers, colleagues, their tribe, so to speak at work." (9:26-9:54 | Sophia)

• "Change takes time. We can't do everything right away. It's a marathon, it is not a sprint, and it's going to take multiple years to achieve the goals that we're looking for." (10:52-11:02 | Sophia)

• "Leadership has that ultimate responsibility to set the tone for what behavior is accepted and not accepted." (13:49-13:59 | Sophia) 

• "Brown and Black people, women, women of color, etc, leave organizations more quickly than white males. And I believe that is because the cultural environment is not sustainable for these individuals." (16:33-16:51 | Sophia)

• "I believe that everybody must be included, including white males." (19:18-19:24 | Sophia)

• "In DEI, we tend to categorize people and look at constructs that put us into boxes as a way to try to understand what is going on. And it is far more complicated than that." (20:38-20:55 | Sophia)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Sophia Kristjansson

Website: lexiconlens.com

LinkedIn: linkedin.com/in/sophiakristjansson

Podcast production and show notes provided by HiveCast.fm

"You have to be aware of the fact that we are in front of a lot of different people who have a lot of different viewpoints and perspectives, quite frankly, that all needs to be and should be respected," explains Kevin Wayne Johnson, founder and CEO of the Johnson Leadership Group. Today, he talks about what it takes to be a great leader.

Many leaders make the mistake of thinking that they have to have all the answers and be the smartest person in the room. It's more authentic to have the humility to admit that you do not know everything and seek input from your team. Being a leader is all about understanding relationships, building trust, and leaving your personal agenda at the door. Everyone has different strengths and weaknesses, and as the leader you must be able to create balanced teams. When you take the time to really connect with your team members on a personal level, you will begin to see real transformation within your organization.

Authentic leaders who are looking to advance their organizations with high performing teams need to have a strong grasp of how human relationships work. Spend time really listening to your team members, not only about business, but in casual conversations as well. The stronger your relationships, the stronger your team and organization going forward. 

Quotes:

• "When it's all said and done, many of us bring our personal agendas and that really gets in the way, quite frankly, of really having high performing teams, and helping advance the organization forwards." (10:33-10:46 | Kevin)

• "We need to have more leaders to focus on the next generation, because they're the ones that are going to take the baton and run their portion of the race. And we want them to be excellent at what they do. And in order for that to happen, that means you and I have to be available. And we have to sacrifice our time, our effort and our energy to make that happen." (11:58-12:18 | Kevin)

• "It's being relational, being able to connect with people. That's what makes the best leaders." (18:06-18:12 | Kevin)

• "We collectively and individually need to learn to become better listeners. Because we listen at a rate that's much, much faster than what we talk." (18:37-18:49 | Kevin)

• "Have a conversation with someone based upon what they are interested in, not what you're interested in." (19:23-19:35 | Kevin)

• "Every team is made up of individuals who bring their gifts to the game. And so they have to complement each other in order to be the most effective." (22:03-22:13 | Kevin)

• "You have to be aware of the fact that we are in front of a lot of different people who have a lot of different viewpoints and perspectives, quite frankly, that all need to be and should be respected." (32:25-32:41 | Kevin)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Kevin Wayne Johnson:

Website: https://thejohnsonleadershipgroup.com/

Podcast production and show notes provided by HiveCast.fm

"When we start to share our story about our personal purpose, all of a sudden, the commonalities actually rise up. The more human we become." – Gad Nestel

In this episode, host Mike Horne sits down with Gad Nestel, change agent and founder of Monadnock Consulting, for a powerful conversation on leading through uncertainty with empathy, purpose, and clarity. Together, they unpack the leadership trends reshaping teams today, why psychological safety is the foundation of high performance, and how humanistic values can guide sustainable organizational change.

Gad shares coaching insights, stories from the field, and his experience helping leaders and teams navigate transitions with courage and connection.

Key Takeaways:

• Why understanding your team's purpose and function is key to success

• How psychological safety and inclusion foster innovation and trust

• The impact of uncertainty on performance and how to manage it

• How humanistic values like kindness and respect support lasting change

• Why building real relationships in teams leads to deeper collaboration

Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about Gad Nestel 

gad.nestel@monadnockllc.com

415.686.4083

https:// www.linkedin.com/in/gad -nestel-0884021/

monadnockllc.com

"Balance is much more thinking of that image of a surfer on the surfboard riding the wave. Life is going to crash in any number of different directions, but the surfer is there enjoying the ride the entire time," explains Luke Iorio, host of the podcast, On This Walk. Today, he shares his thoughts on the distillation process for getting back to your most authentic core self. 

Part of being your true self is understanding which parts of yourself are actually true to you at your core. If you have always been rewarded for behaving in a certain way or thinking a certain way, you may believe that those values and behaviors are your authentic self. However, they could simply be learned reactions from your environment. Through mindfulness and taking the time to distill yourself down to your core, you can walk away from the old stories that others told you about who you are and replace them with who you know yourself to truly be. Reaching a state of inner balance requires the courage to let go of the inauthentic pieces of yourself and break away from conformity. In doing so, you will open up space for diversity and with it, innovation and creativity. 

It can be intimidating to walk away from the version of yourself that you have become based on the input of those around you. However, taking that first step toward your authentic self is always worth the risk. When you greet your true self on the other side of your journey, you will have less stress and an easier time connecting to and empathizing with others. 

Quotes:

• "We've got to be aware of the things that we're getting rewarded to do." (24:48-24:52 | Luke)

• "We have to be aware of the environment that we are operating within in terms of when that change is best suited." (30:56-31:03 | Luke)

• "Balance is much more thinking of that image of a surfer on the surfboard riding the wave. Life is going to crash in any number of different directions, but the surfer is there enjoying the ride the entire time." (33:14-33:27 | Luke)

• "When you are coming at things from that place that is more centered and more peaceful within yourself, you're going to be a whole lot less reactionary, you're going to have a lot lower level of stress." (35:31-35:40 | Luke) 

• "A reason why most people don't create a whole lot of change inside of their lives is they don't want to risk any form of loss." (36:46-36:52 | Luke)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Luke Iorio:

LinkedIn: linkedin.com/in/lukeiorio

Website: onthiswalk.com

Twitter: lukeiorio

Podcast production and show notes provided by HiveCast.fm

"You can think about profit, you can think about people, and you can think about purpose, and really intersect those three concepts. And the research shows that when you have those, you actually have better performing companies," explains Shaara Roman, CEO of the Silverene Group, a culture consulting firm, and author of The Conscious Workplace: Fortify Your Culture To Thrive In Any Crisis. Today, she discusses ways to be a purpose-driven leader and retain talent in the workplace. 

Authentic leadership is about transparency and accountability. While leadership in the past was primarily about profit over anything else, now, it is more important to consider your people first in order to ensure long term success. Millennials and Gen Z workers are seeking a different work culture than their parents. The culture and the values of an organization are a main driver for where young people choose to work. So, as CEO it is important to really consider your own values and create an intentional work environment and culture that reflects those values. Lean into the human elements of work like fostering community rather than only worrying about your bottom line. 

Many organizations claim to put people first, but in practice they still are leading from a profit first mentality. In order to really drive authentic change within your organization, as a leader you must really go all in on caring about and nurturing your talent. When you show your employees that you truly value who they are as people, they will be more likely to want to stay and grow alongside you. 

Quotes:

• "You can think about profit, you can think about people, and you can think about purpose, and really intersect those three concepts. And the research shows that when you have those, you actually have better performing companies." (9:42-9:57 | Shaara)

• "The tough times are going to be the times that really send that message about what your culture is, what your values are." (13:43-13:51 | Shaara)

• "As a CEO, it's your job to be paying attention to what signals are happening in the economy." (15:02-15:08 | Shaara)

• "Culture is not fixed. It is all about understanding where you are and continuing to nurture it and take care of it." (19:47-19:55 | Shaara)

• "The more you can share with the people who work for you, and the more context you can give them, the better off you will be." (24:34-24:41 | Shaara) 

• "Millennials and Gen Z's choose work because of the purpose, because of the why of the company." (28:07-28:13 | Shaara)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Shaara Roman:

Website: shaararoman.com,

LinkedIn: www.linkedin.com/in/shaara (@shaararoman)

LinkedIn: www.likedin.com/company/silverenegrouup (@silverenegroup)

Twitter @ShaaraRoman

Instagram @SilvereneGroup

Podcast production and show notes provided by HiveCast.fm

"We can't necessarily control change because organizations are living systems. But we can certainly more effectively manage the journey and impact and ramifications of the changes in our organization," explains Tim Creasey, Chief Innovation Officer at Prosci, an international leader in change management. Today, he discusses new perspectives in the world of change management and what is needed for leaders to drive successful, authentic change within organizations.

Change is both continuous and inevitable, so it is critical that leaders understand how to successfully guide their employees through the process. It is all well and good to make changes to the technical side of your organization, but without getting your people on board, successful change will be much more challenging to achieve. Prosci uses their ADKAR model to navigate constructive resistance to change at the individual level. This model refers to the awareness of the need for change, an individual's own desire for the change, the knowledge required for successful implementation, and the ability to actually implement the change. If one of those pieces is missing, that will cause resistance within the change process. 

When employees understand the purpose for the change and how it will benefit them on an individual level, they are more likely to embrace the journey. Clearly define for your employees what is that the change is meant to accomplish and how it will impact each of them on an individual level. By managing each step of the process and being up front with your team, it will be much easier to navigate change as it occurs. 

Quotes:

• "We can't necessarily control change, because organizations are living systems. But we can certainly more effectively manage the journey and impact and ramifications of the changes in our organization." (6:37-6:50 | Tim)

• "If we don't define the change in terms of the impact it means to the people, we can never hope to help manage and support people through that change journey." (16:28-16:36 | Tim)

• "If we want to set ourselves up for success, we need to define what it is we're setting out to achieve." (20:59-21:03 | Tim)

• "Change is continuous, but change success is accessible with and through our people." (31:43-31:49 | Tim) 
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Tim Creasey:

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

Website: https://www.prosci.com/, 

Book: https://www.amazon.com/Change-Management-People-Side/dp/193088561X/ref=sr_1_1?qid=1676994372&refinements=p_27%3ATimothy+Creasey&s=books&sr=1-1&text=Timothy+Creasey

Podcast production and show notes provided by HiveCast.fm

"There are things there that without that evil, without that pain, without that bad, I would not have a chance to further understand some of the mysteries that are out there for me to continue to grow and experience whatever it is I'm meant to experience next," shares Joshua Berry, Managing Director and co-founder of Econic, an innovation, transformation, and strategy consulting company. Today, he discusses the concept of authenticity in leadership and the importance of prioritizing employees' needs and growth opportunities. 

Joshua shares his passion for unlearning, identifying limiting beliefs, and shifting business practices. He explains that businesses need to adapt to changes and shifts in the market and within their own organization to stay relevant. He also emphasizes the need for leaders to view things as a spectrum rather than falling into the extremes of being too cynical or too naive. While you cannot always control how someone else acts or reacts toward you as a leader, you do have agency over your own actions and reactions toward others.

These stories of companies that have prioritized principles and values over short-term profit highlight the increasing demand for corporate social responsibility and sustainability in both consumers and corporations. As a leader, it is important to be willing to take risks that may seem naive at first in order to make positive changes within the company.

Quotes:

• "I was less excited about the technology and all those futuristic things that we were seeing in innovation and I was more interested in the people." (4:23-4:30 | Joshua)

• "As a leader, every single time, I can control my actions. I can't control how you're going to perceive my actions and how you're going to act. But I can control my actions." (22:57-23:06 | Joshua)

• "There are things there that without that evil, without that pain, without that bad, I would not have a chance to further understand some of the mysteries that are out there for me to continue to grow and experience whatever it is I'm meant to experience next." (29:20-29:32 | Joshua)

• "Seth Godin gave me a blurb for the book, and he said, 'The world is not suffering from a cynicism shortage. In fact, more of a generous naïveté described in Joshua's book is exactly what we need right now'." (30:42-30:55 | Joshua)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Joshua Berry:

Websites: https://joshualeeberry.com/, https://josh-berry.presale.manuscripts.com/ 

Blog: https://www.econic.co/heart-matter 

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

Twitter: https://twitter.com/josh_berry 

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

Podcast production and show notes provided by HiveCast.fm

"A lot of times we don't do it because we're afraid or we think, 'My resume is not right. I haven't interviewed in a long time'. But there are steps that you can take to get ready," explains Susan Collins, certified growth and leadership coach and founder of The Network Concierge. Today, she discusses strategies and tips for breaking free from fear and uncertainty and building the career of your dreams through developing your network.

True authentic leadership requires not only advocating for your own boundaries and happiness, but also advocating for others and investing time and effort into developing your network. Susan explains that at their core, humans want to help one another, and it is never too late to reach out and rebuild relationships. If you are sitting at your corporate job and thinking that something just is not right, you owe it to yourself to see what else is out there. It can be daunting, especially if you have not interviewed in awhile or have not attempted a lateral career move before, but there are several tools available to help make the process easier like GlassDoor and LinkedIn.

Even if you are in a job position that you enjoy, it is always a good idea to plan ahead for what comes next. Susan suggests thinking 12 to 18 months ahead and beginning to plan for a career shift while you are at your current job. Put time into developing your network so that when you are ready for a change, you will have people in your corner ready to help. 

Quotes:

• "A lot of times we don't do it because we're afraid or we think, 'my resume is not right. I haven't interviewed in a long time', but there are steps that you can take to get ready." (4:38-4:46 | Susan)

• "Lateral can be just as impactful as up or forward." (5:23-5:27 | Susan)

• "You have to put effort into your network and even if you feel like it's too late in the moment, it's really never too late to start building your network again." (14:29-14:39 | Susan) 

• "Too often we run from a job instead of to a job." (23:19-23:22 | Susan)

• "Take the time to explore the things that keep coming back into your head and give yourself that opportunity to see if it's worth it." (33:07-33:16 | Susan)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Susan Collins: 

Website: https://www.thenetworkconcierge.com/

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

The Network Concierge on LinkedIn: https://www.linkedin.com/company/the-network-concierge

Podcast production and show notes provided by HiveCast.fm

"My greatest gift is actually being an advocate versus a champion, which is looking somebody in the eye and believing in them, and then challenging them, and summoning them to the surface and inviting them to have their finest hour," shares Adrian Koehler, leadership engagement expert and senior partner at the executive coaching firm, Take New Ground. Today, he discusses how to be a more authentic leader through being courageous enough to have difficult conversations and challenging yourself to step beyond your comfort zone.

Being a leader means thinking about more than just your own needs. The complication comes in when entrepreneurs have to step into that management type role that they never really wanted to have to do in the first place. They wanted to found a company, but that does not mean they wanted to have to manage other people. If you always hold your employees to your own really high standards, you are likely to always find them lacking in some way. Instead of seeing conflict with your team as a nuisance, look for the root cause and try to really listen to the complaints rather than just shrugging them off. 

Authentic leadership comes down to creating a culture of accountability. It is very important for leaders to take accountability for their actions and for the overall success of their business and not just settle for a culture of complaints. 

Quotes:

• "We're always looking for and want to follow the unlikely hero. And, I always want to help people find their own internal hero." (8:06-8:16 | Adrian)

• "My greatest gift is actually being an advocate versus a champion, which is looking somebody in the eye and believing in them, and then challenging them, and summoning them to the surface and inviting them to have their finest hour." (9:02-9:14 | Adrian)

• "You get to set your own bar about what your full potential is." (14:18-14:20 | Adrian)

• "The hard part is most people just settle for complaints and end up having a culture of complaints." (23:53-23:59 | Adrian)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Adrian Koehler:

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

Instagram: https://www.instagram.com/adrian.k/

www.takenewground.com

Podcast production and show notes provided by HiveCast.fm

"To me, being a successful engineer, but hating my life is not success," explains Zach White, founder and CEO of Oasis of Courage, a fast growing company with unique proven coaching programs exclusively for engineers. He is also the host of The Happy Engineer Podcast. Today he discusses how to reach your oasis of courage as an authentic leader through lifestyle engineering.

When Zach started out his engineering career, he threw himself into his work, neglecting his other responsibilities like his relationship with his wife, his faith, and his family values. He was incredibly successful on paper, receiving many promotions and bonuses, but his personal life was suffering. When his wife requested a divorce, he realized he needed to change his mindset about what success actually means. He found immense power in opening up to his sister, telling the truth for the first time in ages, and being vulnerable enough to ask for help. Zach realized that he needed to focus on being present rather than worrying about the past or the future. Using what he learned from rebuilding his life, he created the concept of lifestyle engineering, which essentially means figuring out what you want for the future, why you want it, and then optimizing your life around those dreams. 

Truly authentic leadership requires the courage to step out of your comfort zone. By opening yourself up and telling the truth, you create more freedom in your life. 

Quotes:

• "The power of being fully known, the power of telling the truth creates freedom." (10:47-10:53 | Zach)

• "It took a lot of courage and a lot of missteps along the way to get my life back on track and to grow into the ultimate success that I enjoy now." (11:26-11:34 | Zach)

• "Authenticity is not just about you. It really is in service to the other person because it allows you to guide and lead and create something where they can be at their best." (17:35-17:48 | Zach) 

• "One of the saddest things in the world to me is knowing there's so many unhappy engineers." (24:24-24:28 | Zach)

• "I don't have any power to change the past or the future. The only power I have is to take action in the present. All of my power exists at this moment." (26:12-26:24 | Zach)

• "The more present we become, the more we move towards what we hope for. And the more you're making progress towards those hopes and dreams, the more excited you get about it, and the more likely you are to want to create a habit around presence." (28:05-28:18 | Zach)

• "To me, being a successful engineer but hating my life is not success." (29:21-29:27 | Zach)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Zach White:

Website: https://www.oasisofcourage.com

Podcast Listen: https://plnk.to/the-happy-engineer

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

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

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

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

Podcast production and show notes provided by HiveCast.fm

"Culture is a living organism that we have to tend to and grow every day," explains Dr. Shahrzad Nooravi, PsyD. Dr. Nooravi is both the author of Strategy Meets Performance and a business psychoanalyst who works with company leadership to create engaging workplace cultures. Today, she discusses her methods for helping leaders develop authentic and inviting workplaces.

Much of leading with authenticity begins with self-awareness and personal accountability. A powerful culture starts with a lot of inner work on behalf of the company leaders. It's not enough to just talk a big game, you have to be able to walk the talk. When the employees can see their leaders modeling the values expressed in the company handbook, they feel more confident. Additionally, they will feel more valued when you can put aside your ego and be more receptive to feedback, even if it is negative. When employees feel like their voices are actually being heard by leadership, they are more likely to want to stay. 

With leadership strategy, it comes down to really committing to authenticity. Starting a job is a top 10 life stressor, so anything you can do to create a healthy and engaging workplace culture will go a long way with your team. Remember to speak up for your beliefs even in uncomfortable situations and to always listen more than you talk.

Quotes:

• "It's having the courage to speak up and share our voice and share our agency, not just when we're in a room full of people who we know very well and we trust really well, but also in scenarios where it may not be as comfortable." (4:25-4:43 | Dr. Nooravi)

• "When it comes to having the courage to speak up, we have to remember that every time we do, we are planting a seed. And that seed could be what helps an idea or someone else speaking up bloom later." (4:57-5:12 | Dr. Nooravi)

• "A powerful culture starts with you, that inner work leads to that outer success." (8:45-8:51 | Dr. Nooravi) 

• "We need to be rooted and growing. Rooted in our experiences and our wisdom and what brought us to this point and still continue to be growing. And culture is a living organism that we have to tend to and grow every day." (24:16-24:34 | Dr. Nooravi)

• "One attribute of authenticity is deep listening and listening to understand, not listening so that you could speak and give a response." (25:29-25:41 | Dr. Nooravi)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Dr. Shahrzad Nooravi: 

shahrzad@strategymeetsperformance.com

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

instagram.com/dr.shahrzadnooravi/

https://apowerfulculture.com/

Buy a copy of Dr. Shahrzad Nooravi's book: strategymeetsperformance.com, 

Podcast production and show notes provided by HiveCast.fm

"The 10 pillars of life mastery is all about living consciously and sustainably, being conscious of all the pillars of your life, and not leaving anything behind. Because as soon as you leave these things behind, you start stressing yourself out," explains Arsalan Al Hashimi, high performance master coach, serial entrepreneur, former professional athlete, and host of the Chronic Stress to Joy podcast. Today, he discusses his ascension method for learning and applying the 10 pillars of life mastery. 

High achiever types tend to push themselves to achieve at a very high level, which often leads to developing chronic stress. Arsalan himself burned out after running his last IronMan and realized he needed to make a change. As soon as he began dedicating himself to the pursuit of improving his health and reducing stress, he found that the result was more joy each day. Type A people tend to believe that if they keep pushing themselves they will finally be happy when they reach the top, but then they get to that pinnacle and find themselves more stressed than ever. Arsalan reverse engineered his 10 pillars of mastery and ascension method from his own experiences with chronic stress, focusing on teaching others how to live more consciously and sustainably.

If you're a high achiever constantly pushing yourself to the next highest peak, you're likely to experience a lot of stress throughout your life. While some stress can be a good thing, chronic stress can cause a lot of issues, including contributing to physical and mental health conditions. To add more joy back into your life, you will need to surrender the need to force yourself into achieving more and more. Accept things as they come and let go of the stressors that keep joy at bay. 

Quotes:

• "The whole name, high performance master coach, was to attract my ideal client. But in reality, my ulterior motive is to spread more joy in the world." (7:09-7:20 | Arsalan)

• "We've been promised so much joy when we get to the pinnacle, and now I'm here, and I'm more stressed out than ever." (9:19-9:26 | Arsalan) 

• "If it doesn't bring me joy, I will not do it. If I have to do it, I pass it on to somebody that enjoys it." (12:10-12:17 | Arsalan)

• "I took all the steps I needed to kind of fight off chronic stress and come back to health. And then I realized that the result was more joy every day the more I worked on myself." (15:50-16:03 | Arsalan)

• "The 10 pillars of life mastery is all about living consciously and sustainably, being conscious of all the pillars of your life and not leaving anything behind. Because as soon as you leave these things behind, you start stressing yourself out." (16:11-16:24 | Arsalan)

• "We're all only 5% conscious. And if the 95%, there's a program in there that's working against your growth, against your intentions to be the best version of yourself, it doesn't matter what you do, you will always hit a wall." (16:56-17:13 | Arsalan

• "If you calculate your life as a collection of choices and actually just spend a moment thinking about your choice, rather than quickly acting on it, the totality of your life can look very, very differently, and a lot less stressful." (42:48-43:02 | Arsalan)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Arsalan Al Hashimi on Linkedin

https://www.arsalan.co/

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

Podcast production and show notes provided by HiveCast.fm

"We have to constantly be dealing with disruption and dealing with new data, new entry points, new ways of looking at the world that are different. Building that adaptive capability as an organization is something that we need to be thinking about doing all the time," explains Caleb Gardner, co-founder and managing partner of 18 Coffees, an innovation consulting firm. Today he brings his wealth of experience to the table to discuss changing how you think about change.

There are always going to be disruptions to the way a business is being run, whether it's in the form of new data, changing technology, or evolving social consciousness. The most successful businesses are the ones that build adaptive capabilities into their processes, enabling them to keep up with changes and work quickly. Being able to adapt to change and guide a team through adapting to those changes is a mark of great leadership. Leaders must approach change with authenticity and intentionality, prioritizing diversity and inclusion as well as bridging communication gaps between the older and younger generations.

Change is never going to be a one and done situation. Business does not occur in a vacuum and will always be influenced by what is going on in the world such as access to more effective technology and concerns about social justice. This is why an organization should always be thinking about its adaptive capabilities and planning ahead for how to navigate change. 

Quotes:

• "We have to constantly be dealing with disruption and dealing with new data, new entry points, new ways of looking at the world that are different. Building that adaptive capability as an organization is something that we need to be thinking about doing all the time." (8:40-8:57 | Caleb)

• "I think it's harder to do the work of culture building in a workplace in a remote work environment." (13:27-13:32 | Caleb)

• "Workplace culture is an output of the effort that we put in. So as long as we're putting in the right inputs, it's going to end up in a healthy place." (14:05-14:15 | Caleb)

• "Once we get sick of hearing about something and talking about something is usually when it starts to penetrate the people that we are trying to reach." (17:11-17:19 | Caleb) 

• "It's not a one and done thing. We're always going to be learning more about how we should be socially conscious." (21:19-21:24 | Caleb)

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Learn more about Caleb Gardner:

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

Twitter: https://twitter.com/calebgardner

Website: 18coffees.com

Podcast production and show notes provided by HiveCast.fm

"In order to not feel stuck in the future, you cannot wait to get plucked out of obscurity into your next job—unless you have an incredible team of mentors and sponsors who are always advocating for you."

- Gina RileyIn this episode of The People Dividend Podcast, host Mike Horne welcomes back career transition expert Gina Riley, author of Qualified Isn't Enough. Together, they explore how to stand out in today's AI-powered job market, land your next role faster, and build lasting career momentum.

Gina introduces her nine-step model for building career velocity and explains why being qualified isn't enough anymore—you need a clear message, a compelling story, and a strategy that gets you noticed by hiring managers.

What You'll Learn:

• How to craft a personal brand that sets you apart from other candidates

• Why mastering interview storytelling can help you win the job

• How to define and communicate your unique value proposition

• What it takes to build career velocity in a noisy, competitive job market

• How to boost your executive presence and become known for your expertise

• Why thought leadership is the new differentiator in professional growth

Resources & Links: 

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor 

Instagram: https://www.instagram.com/mikehorneauthor/, 

LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/, 

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike  

Learn More about Gina Riley:

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

https://www.talencegroup.com/

"When we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your people, you've got to really appreciate everything that makes people unique," explains Beth Ridley, organizational transformation consultant, speaker, author, and CEO of Ridley Consulting Group. Today, she talks about organizational culture consulting and DEI. 

In order to create a culture of belonging in the workplace, leaders need to be intentional about diversity, equity, and inclusion. When there's a true culture of belonging, employees will feel all four C's, comfort, connection, contribution, and commitment. In order to create this culture, leaders have to get the ball rolling by being an example and sharing what makes them unique. Everyone is diverse in their own ways. And when you can think of diversity from this perspective, it becomes more relatable for all employees. There is more to DEI than just looking at race and gender and when leaders can incorporate that, more employees will feel seen and understood.

Authentic leadership is the foundation of a sustainable DEI strategy. From childhood experiences to the fun hobby you enjoy, you should be sharing what makes you unique. When you open up and are willing to be fully authentic, employees will feel safer to be brave and speak up about their own experiences. 

Quotes:

• "When we think of diversity in the United States, we tend to start and end with the visible things that we can see, race and gender, which are really important. But I think if people really want to get the most out of your talent, you've got to really appreciate everything that makes people unique." (3:45-4:03 | Beth)

• "What we can do is broaden our definition of diversity to make sure that everyone appreciates that everyone is diverse, there's not some diverse people and non diverse people." (11:18-11:28 | Beth)

• "Sometimes caring for others starts with just being more self-reflective." (26:51-26:55 | Beth)

• "It really takes those first couple of folks to come in and not expect that they're going to fit into the culture, but really create a culture where they're proud to stand out." (31:10-31:20 | Beth)

• "The only way to be a little bit more savvy about cultural context is to broaden your data points around the human experience. The more people you know and learn from, you can start to minimize some of those blind spots around the cultural common context and at least, replace it with a little bit more empathy and understanding." (55:19-55:41 | Beth)

• "Authentic leadership is really the foundation for a sustainable diversity, equity, and inclusion strategy. And it really starts in the most simple way of you deciding to be more authentic in sharing who you are and what makes you unique at work." (57:00-57:21 | Beth)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Beth Ridley:

Website: ridleyconsultants.com

LinkedIn: linkedin.com/beth-ridley-a92b8b5

Email: beth@ridleyconsultants.com

Podcast production and show notes provided by HiveCast.fm

"Instead of legacy, think about impact," explains Jann Freed, PhD. Jann is a leadership development and change management consultant with the Genesis group, as well as an author of several books including Living Your Best Life. Today, she talks about leaving a breadcrumb legacy.

Many people mistakenly think legacies are something that people create at the end of something, like after death or after retirement. In truth, you are leaving breadcrumbs of your legacy all the time. You do not have to wait until you're older to think about what kind of legacy you want to leave. Everyone, regardless of fame or fortune, leaves a legacy of some kind, both good and bad. Start to think about the vision you have for your future, what you want to be known for, and what impact you'd like to have on others. When you have a clear vision, you can be more intentional about leaving behind small pieces of your legacy with each action. 

If you are in a leadership role, you likely leave breadcrumbs of your legacy every day without even realizing it. Everyone leaves behind a legacy in the end, so it is best to start thinking about it early on in order to ensure you are leaving behind one you can be proud of.

Quotes:

• "If you have a vision and you have a plan, then it's easier to let go." (15:27-15:31 | Jann)

• "It's important to surround yourself with people that compliment you so that you really do build a team." (18:00-18:07 | Jann)

• "We need to be thinking about our legacy all the time because we are leaving it all the time." (19:53-19:58 | Jann) 

• "Instead of legacy, think about impact. What kind of impact am I having on others? And why wouldn't you want to think about leaving a very intentional impact, rather than just being careless?" (21:44-21:57 | Jann)

• "You can't be defensive, you have to be open to feedback, and you have to want to get better." (30:19-30:24 | Jann)

• "All the research says that when somebody is on their deathbed, they're not thinking about all their accomplishments. They're not thinking about everything they've done, but they're really thinking about did my life matter? Did I make a difference? And that's what legacy is all about." (42:25-42:40 | Jann)
  

Links: 

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Jan Freed:

Website: www.jannfreed.com

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

Facebook: https://www.facebook.com/jann.freed.9

Instagram: @drjannfreed 

Twitter: @freedjann 

Podcast production and show notes provided by HiveCast.fm

"The basis of leadership is good relationships because leadership is about creating something new, about an interruption," explains Robert White, transformational architect, mentor, speaker, bestselling author, and leadership educator. Today, Robert talks about how to architect transformational leadership within a business or organization.

A truly effective leader is one who has great relationships with their team, and great relationships are built on trust. Dishonesty is ingrained in most people as from a young age they are taught to tell little white lies. Each little lie told actually diminishes the strength of that relationship. CEOs and other people in leadership positions often do not actually have a good understanding of the relationship dynamics within their team. It's important for leaders to really reflect on the ingrained beliefs that color how they interact with others in order to form more authentic relationships. When you can act from a place of complete honesty and integrity, that will build trust and create stronger relationships.

In order to be a transformational leader, you have to start by aligning your behavior, feelings, and thought patterns with your authentic or core self. Once you do that, you can form more authentic relationships on a basis of real trust and complete honesty.

Quotes:

• "The basis of leadership is good relationships, because leadership is about creating something new, about an interruption." (10:51-10:58 | Robert)

• "For many of us, we're not even aware of the little lies that we tell and how they diminish trust in those around us." (12:47-12:55 | Robert)

• "Learning to be honest without being hurtful is an art and a skill set that really, really effective people develop." (15:36-15:49 | Robert)

• "When your behavior, your feelings, your thinking, and who you really are are aligned, that's when you begin to create trust." (19:07-19:15 | Robert)
  

Links:

Mentioned in this episode:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Find more about Leading People and Culture with Authenticity

Learn more about Robert White

LinkedIn: http://www.linkedin.com/in/extraordinary-robert-white

Website: https://www.therobertwhite.com/

Podcast production and show notes provided by HiveCast.fm