Jackie Dube has over two decades of human resources and talent optimization experience. She has dedicated her career to the belief that the heart of any successful business lies in its people. Currently serving as the Chief People Officer at the Predictive Index, she applies a mix of analytical rigor and human centric strategy to build high-impact, high performing teams. She is a staunch advocate for proactive people management focusing on driving results by equipping companies with the tools to attract, retain and develop top talent - all within the framework of an inspiring, fun and vibrant company culture.

A graduate from the University of Rhode Island with a B.S. in Human Development and Family Studies, as well as Psychology, she relishes the opportunity to cultivate the full potential of every employee she works with.

Top 3 Takeaways

1. Proceed with caution. There are bad actors out there who take advantage of job seekers. Always ensure the opportunity is legit before you invest too much or share sensitive info.
2. Raise your game. Never get complacent with your candidate experience. Take a fresh look and collect gobs of feedback to make a steady stream of improvements over time.
3. Have the conversation. Whenever workplace friction crops up, don’t do your laundry as a team. Have the one-on-one conversation with an open mind and negotiate a better way of working together.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“Most confidential searches are usually run through a retained search or some type of recruiting firm. So verify where it's coming from, and if it's coming from a recruiting agency, it's probably an appropriate position that the company is not ready to share certain information.”

“Any questions around nationality and age violate the age discrimination and Title VII of the Civil Rights Act. So employers—in the U.S. at least—are not allowed to ask questions or make decisions for the most case on those things.”

“We've evolved our process tremendously based on candidate feedback. We always ask for a candidate’s experience with their interview with us.“

“We also have an interview based on our core values. So someone will conduct an interview that's not on the team the person would be joining. That is an interview where they can really find out what it's like to work at the company in addition to the team that they'll be on and really ask all of the cultural questions that they want.”

“I say self awareness is one of the most important pieces of leadership. This boss might not realize that they're having an impact on their employee like this, and sometimes just let them know. because they might adjust their style if they do.”

“In a lot of these situations, we look for right or wrong, and I don't think that there's really a wrong, but it's more about communication and how intentions can be perceived and perceived differently.”

Connect with Jackie

Website: http://www.predictiveindex.com

LinkedIn: https://www.linkedin.com/in/jackie-dube

Become Your CEO’s Most Valuable Partner (report): http://predictiveindex.com/learn

One of the world’s leading business thinkers, David’s forward-thinking ideas and bestselling books are changing how companies approach leadership, teamwork, and collaboration. A skilled researcher and inspiring communicator, Dr. David Burkus is the best-selling author of five books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. Since 2017, David has been ranked multiple times as one of the world’s top business thought leaders. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, The New York Times, CNN, the BBC, NPR, and CBS This Morning. A former business school professor, David now works with leaders from organizations across all industries, including PepsiCo, Fidelity, Adobe, and NASA.

Top 3 Takeaways

1. Empathize early and often. Develop a sincere appreciation for others’ working styles and how they’re similar to or different from your own. Don’t expect others to conform to your preferences.
2. Build the foundation. Psychological safety and trust are essential for proper teamwork. Putting in the early effort upfront will pay dividends when you need it later.
3. Pause and ask. When a team member brings you a problem, don’t take the bait. Rather than jump to solution mode, honor their vulnerability then ask questions to uncover the deeper source of the problem.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“All of the easy problems have been solved, and so, yes, we are dealing with information overload when we're talking about one brain, but all that really means is all of our work now requires teamwork and interdependence which is a good thing.”

“Most of the time when you have a cross functional team, we speed way too fast into trying to work and not enough time talking about how we're going to work.”

“Your high performers want to know what their expectations are, and they want to be held accountable to them, because you can't exceed expectations if you don't know what they are.”

“We've all been in those situations where we got really excited to share a crazy idea, and it was shot down immediately. What happened? Well, we didn't share our crazy ideas anymore.”

“What you see when you have that sense of prosocial purpose is not only increased with individual motivation, but an increase in people's willingness to put their own agendas aside… Their egos, agendas, they tend to put that aside much more often and put what I like to say, put we over me, take their own agendas and put them subservient to the needs in the agendas of the team.”

“Easiest, simplest, fastest thing you can do to hit all three right as a leader is the next time your person is sharing something with you—and you sense that it takes any amount of vulnerability to share that—just say to yourself as they're talking, pause and ask, pause and ask. And then when they're finished talking, don't jump into what you wanted to say. Pause and ask them a follow up question based on what you heard.”

Connect with David

Website: https://davidburkus.com

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

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

Andrew is a first-generation Nigerian American from South Bend, Indiana, and the CEO & Founder of AAA Solutions; a consulting firm that provides workplace culture and Diversity, Equity & Inclusion (DEI) consulting and training services. Andrew obtained his bachelor's degree in Entrepreneurship and Corporate Innovation from the Kelley School of Business at Indiana University Bloomington. He then went on to complete his Master of Science from Michigan State University in Management, Strategy & Leadership. Lastly, Andrew received a certificate in DEI in the Workplace from The Muma College of Business at The University of South Florida.

With over 10 years of executive level management experience, Andrew has helped dozens of clients improve their employee engagement and create a sense of belonging within their organizations. Andrew currently resides just outside of Indianapolis, Indiana with his wife and three children.

He published his first book titled The Circle of Leadership in the Summer of 2020. The book serves as an entrepreneurial framework on how to create and leverage culture. Andrew released his second book titled The Building Blocks of Belonging in January 2024. The book explores the intersection of workplace culture and DEI.

Top 3 Takeaways

1. Stay the course. While there’s a highly visible tug-of-war happening when it comes to DEI, the worst thing we can do is shut down dialogue. Don’t stop at the headlines and miss the opportunity to reach the heart of the matter.
2. Measure up. It’s hard to know what to believe without having access to credible data. Aggregate results are useful, but be sure to drill down to discover what the employee experience is like for every major grouping of workers.
3. Boost the belonging. We all want to feel a sense of connection to our work and those around us. This drives our motivation and our engagement. Make sure to make time to nurture this type of connection through your people-first leadership.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“We do want to make sure it's fair. We do want to make sure that we have diverse organizations because that helps with innovation and attracting, retaining top talent. The problem is a lot of hiring processes are broken. There's bias that permeates all throughout workplaces, and it leads to cultures that aren't diverse, that aren't inclusive. DEI aims to level that playing field.”

“The problem is people didn't take the right steps to really lay a foundation and educate their workforce on why this matters. And I think ultimately they looked back and said, ‘We're not sure we moved the needle with the work that we did.’”

“Most of the clients we're working with, they're not contemplating not doing DEI. They're just trying to figure out what's the next level. And I think they're just not as vocal as the people who are against it.”

“We want to make sure this work is data-driven and not just emotionally-driven, and that can come in the form of surveys or focus groups. Having a third party come in and provide a fresh perspective or town hall discussions that allow you to just get an overwhelming amount of data to be able to say, ‘All right, what insights do we see here? What themes do we see here?’ And that will help prioritize and narrow down the focus that an organization should have.”

“Most organizations have data. The question is, is it good enough data to draw the type of insights we need?”

“We spend so much time at work, and to have poor cultures is really just unacceptable from my perspective. That's why I'm so passionate about this work.”

“People who don't feel like they belong, they're not going the extra mile. They're not showing up to the optional meetings. They're not going to the optional happy hours. They're not overly communicating in team meetings. They're withholding some of their thoughts. They may visibly look disengaged in team meetings and things like that.”

Connect with Andrew

Website: https://www.andrewadeniyi.com

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

The Circle of Leadership (book): https://amzn.to/4bWIJQq

The Building Blocks of Belonging (book): https://amzn.to/4bWDCzB

Sara Murray is an advisor, consultant, and speaker working with leaders and sales teams to unlock the untapped potential in their prospecting and business development efforts. With a focus on hospitality, construction, real estate, design, and technology industries, Sara empowers professionals via her virtual and in-person workshops to enhance their communication skills, approach prospecting creatively, and effectively address business needs rather than simply push products.

As the host of the popular podcast "Prospecting on Purpose", Sara provides a valuable platform for discussions on prospecting, sales, business strategies, and mindset, leaving listeners with tangible takeaways and increased confidence.

Top 3 Takeaways

1. Fear not. While selling products, services or ideas involves the possibility of rejection, we don’t have to hesitate to take on this role if we approach it with a mindset of authenticity and service.
2. Level up. Rather than put others on a pedestal, we can bring ourselves up to meet them. By making them feel safe to be authentic with us and always creating value for them, we can engage as equals.
3. Relationships matter. It’s easier than ever to build and maintain relationships so long as we have a genuine interest in connecting and helping. Look for clues to what others want most, and be sure to meet their needs before sharing your interests.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“The real problem is that one of the greatest human fears is a fear of rejection, a fear of failure.”

“We're always influencing others, and so if you can be confident in where you're coming from—when you start that—it's going to make everything else more seamless.”

“If you approach any type of conversation from a place of authenticity—and that's just really being your authentic self—it’s going to allow other people to be their authentic selves and you're showing you're secure enough in who you are, and that just opens the door for other people to meet you where you're at.”

“When I look at values, they can be different based on your different buckets of life.”

“How do you want people to feel when they work with you? What are they saying when you're not in the room?”

“One of the things that we forget when we show up in a work setting sometimes is that our passions are allowed to be brought into our work.”

“If you start to figure out ways you can add value and it does not have to cost money, that's when you're going to see everything shift for you because then the rest of this becomes easy.”

“People are telling us how they want to work with us, how they want to be sold to. They're telling us how you communicate with them. It's our job to pay attention and add value.”

Connect with Sara

Website: http://www.saramurray.com

Prospecting on Purpose (podcast): https://www.saramurray.com/podcast

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

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

Drew Fortin is a people-first, values-driven leader with nearly 20 years of growth strategy and team-building experience across retail, marketing technology, local media, and HR tech. He spent eight years at The Predictive Index, where he was Chief Growth Officer responsible for the company's strategy to build the world's first talent optimization platform. Drew is obsessed with the shift that AI, robotics, and web3 have on the employer-employee relationship and the good things it means for humans in the future of work. This led him to found Lever Talent. He is also co-creator and host of "The Lever Show with Drew Fortin."

Top 3 Takeaways 

1. Business is human. In our earliest days, commerce was intensely human. While we’ve recently learned to boost automation and scale, business remains human when we get it right.
2. Play the long game. While splashy headlines abound, realizing the benefits of technologies like AI is going to take time. Don’t rush your strategy and implementation, but opt for steady progress.
3. Seek leverage. I’m fascinated by Drew’s recognition that technology has the potential to help us renew our humanity by freeing us up to spend more time and energy on what matters most. Let’s lean into this.

From Our Sponsor 

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source 

“We rarely talk about the human element and every business has some element of a defensive moat internally. How can we actually bring that to life?”

“If you think about the essence of business, it predates investor evolution, right? Two individuals sharing goods, sharing value and realizing that, ‘Hey, if I give you this and you give me that, it creates more value in my life than I could ever bring it to myself.’ And in turn, it creates more value in the world than we could ever create individually.  That is human.”

“If we can continue to help businesses realize that this macro level shift is happening,  we can empower more individuals while also helping businesses succeed in this new future and in turn at a really high level,  making business more human because that is the differentiator.”

“The next big platform shift, which we're on the precipice of right now, is this evolution of AI and ‘What does this mean?’”

“As the proliferation of automation and AI takes off, the need for human judgment increases because we have more things that are automated and out there running on their own. So you need more checks and balances. You need humans involved.”

“There are examples of tech companies, especially larger ones, saying ‘We're going to mandate that we're going to cut because we're investing in AI. So we're just not going to backfill the positions.’ They almost need to prove that AI is working.”

“You have time to plan for the impact that AI is going to have in your business and to plan it in a positive way. And you don't need a strategy right now, today. You need to develop a strategy over the next two to three years so you can start to build.”

“The gift of the last platform shift—which is digitization, the ability to create automation—is allowing us to implement technologies internally that can make it so that we can customize the employee experience,  tailor it not just to the individual's needs, but to the business needs.”

“The imperative today really comes down to ‘What data are we actually collecting? What is our strategy and plan?’”

Connect with Drew

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

Website: https://levertalent.com

Few can match Lyn Wineman's passion for marketing or for helping change-makers do more good in the world. As the founder, president, and chief strategist of the full-service advertising agency KidGlov, she has created a space where both of these passions flourish. Lyn’s talented team is known for putting the megaphone in front of those leading positive change. KidGlov earned its Certified B-Corp status in 2021, proof of their commitment to social and environmental excellence. Lyn is also the host of the Agency for Change podcast, yet another forum to amplify the voice of changemakers everywhere.

Top 3 Takeaways

1. Find your fit. Despite having early success, Lyn grew to feel hollow and out of alignment. She plucked her courage, set out on a more intentional path, and she hasn’t looked back.
2. Get over the guilt. So many times, we feel overwhelmed by life’s shoulds. We may not want to disappoint the people in our lives, but if we’re making a necessary and thoughtful change, we’re honoring ourselves—and this is exactly what they want most.
3. Prove your love. Becoming a certified B Corp gave Lyn the opportunity to validate her emphasis on building an intentional business. It also put her in direct contact with like-minded holistic business builders. How can you put your intentions on full display?

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“When I started my career, Matt, I thought I was going after money, titles, advancement. I wanted to run a company. I was very brash, bold. I worked hard. About 20 years in, I woke up one day and said, this doesn't feel right. It feels hollow.“

“People who have a purpose tend to be happier. Many of us derive our purpose from our work.” “It is, I think, very courageous work to really lean into and and have convictions related to your personal purpose. And if you're a leader or a founder or an owner, your cultural purpose as well.”

“I woke up one day and just realized, ‘This isn't good. I am unhappy. I'm on a bad path.’ Like I thought this is what I wanted, but I am experiencing no joy, right? And not only am I experiencing no joy, what I am giving to my family and my friends and even the people I work with during the day is I'm sucking their joy away also, right? This is not where I want to be 20 years from now.”

“I am looking for purpose-aligned work, and I'm looking for a culture that supports humans and supports doing that kind of work. That is what KidGlov is all about.”

“I think back to the pandemic when the world was crazy and we were all working from home overnight and just trying to figure it out. Like for us and our team, it was so rewarding to know that. ‘Hey, the world's gone a little bit crazy here. But every day I get up, I'm helping kids. I'm helping seniors. I'm helping families. You know, I'm, I'm helping advance the arts.’ It makes coming to work that much more rewarding.”

“We have chosen this space because this is the space that we love.”

"As we went through the rigorous process and the certification and the verification, We became a better company because it pointed out some areas where we could improve. And now we've just recertified at even a higher score.”

Connect with Lyn

Website: https://www.kidglov.com

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

Agency for Change—The Podcast that Inspires: https://kidglov.com/podcasts

Nikki Lewallen Gregory is the Founder and Chief Meaningful Work Officer at PeopleForward Network, a pioneering consultancy dedicated to transforming workplaces through purpose-driven strategies. With a deep-rooted belief in the power of meaningful work, Nikki has cultivated a career centered on aligning organizational goals with individual fulfillment.

Under Nikki's visionary leadership, PeopleForward Network has become a beacon for businesses seeking to enhance employee engagement and cultivate thriving workplace cultures. Her approach empowers companies to unlock their full potential by prioritizing people and workplace purpose and strength. The network has experienced fast growth and is currently impacting thousands of leaders with over 1.6 million listens across the network.

Top 3 Takeaways

1. Keep everything in focus. We’ve long been told to start with why, but are we asking this question often enough? Old habits, long standing meetings, and workplace routines can always be put to the why test.
2. Know your code. I love how Nikki described her organization’s culture code as a “lived way of being.” This really underscores just how meaningful their intentions are to how they operate and hold one another accountable.
3. Leaders take an oath. Leadership means being responsible for the welfare of others. This should not be taken lightly. Do the work to learn the craft and push through your own boundaries to do it well.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“It's like the question I ask every team member before hiring them or regular check ins: ‘What is the why now?’ because that can change over time, but we have to be rooted in the why.”

“Life goes so fast. And we all can see seasons in our life where we're like, ‘How is that? Is this year already at this point?’ It just gets faster as you get older and you have to be present. You only get this one shot.”

“So you’ve got your mission and vision, and then you've got your values, but then your lived way of being is what I would call a culture code.”

“I love the people-first way of showing up. The mentality of ‘people first,’ I love that. It is sometimes overused. People forward is the outcome. We did the work. We are moving people forward through our mentality and the way of showing up. And that is where the name comes from.”

“At the end of the day, that person is also going to benefit from you walking them not only out the door but helping them to get to their next place that's a good fit.”

“You took the oath that said, ‘I'm here to lead people. I have a responsibility and therefore the first thing is self-awareness and accountability. Am I doing that? Or am I, am I sitting in the seat?’”

“I am empathetic to changing 30 years in. Having to do that is hard. A tech change and all the way that we do things on the backend. It's so hard.”

Connect with Nikki

Website: http://www.peopleforwardnetwork.com

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

Melissa Doman, MA is an Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here’s Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She’s spoken at SXSW and has been featured as a subject matter expert in CNN, Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn’s 2022 Top 10 Voices on Mental Health. Having lived abroad in South Korea, England, Australia and traveled to 45+ countries, Melissa calls upon her global experiences to inform how she works with companies around the world. She has one core goal: to equip companies, individuals, and leaders to have constructive conversations about mental health, team dynamics, and communication in the workplace. Her work and book aim to accomplish just that. To learn more about Melissa, her work, or the book - please visit www.melissadoman.com.

Top 3 Takeaways

1. Build the foundation. There are few workplace topics more important than mental health yet for a variety of reasons, we often shy away from having them. We can start making progress by developing a strong foundation of education and understanding.
2. Have the conversation. Mental well-being is a dynamic and complex topic. This means we need to get comfortable engaging with others to disclose our information, discover theirs, and thoughtfully and effectively support one another.
3. Get real. Feeling pressure to feel okay all the time is not a proper definition of wellness. It’s natural to not feel okay all the time. If we’re in too much of a rush to brush aside negativity, we may inadvertently create a bigger challenge.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“We're not trying to create an open playing field or an iron wall. We're trying to create a fence. You decide what you let through. You decide what you don't let through.”

“I didn't see anything out there and I was like, people need a guidebook. They need a playbook on how to do this, what to do if it doesn't go well, how to develop the language, the conversational literacy just like a literacy for any, any other skill.”

“It is really tough in here. It's really tough out there. And that's not going to change. I'm not trying to be negative. I'm trying to be realistic.”

“When you think about intergenerational conversations about mental health at work—that's a doozy—I think that finger pointing is just so unhelpful. And that's what people tend to do really easily because it's, it's easy and it's patterned and that's what different generations do.”

“Even though there are more resources than ever and more people are getting help than ever, our global mental health and rates of mental illness are worse than ever.”

“When you feel like you have some semblance of control over something, or you have the ability or the self efficacy to be able to develop the skills to be able to handle that, in an uncertain and chaotic world, that should feel like a nice cozy blanket.”

Connect with Melissa

Website: http://www.melissadoman.com

LinkedIn: https://www.linkedin.com/in/melissadoman1

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

Lisa is a global leader of executive development, organizational change, and strategic planning. She leads visionary work as an executive in Fortune 100 companies as well as in education, nonprofit, and startups for over 20 years. She is also the founder of Take the Risk Leadership Group, a leadership consulting firm that focuses on helping individuals, teams, and businesses thrive. Her expertise in leadership and her passion for leading change is rooted in her unwavering commitment to make this world better through the tenets of courage, curiosity, vulnerability, respect, diversity, inclusion, and belonging. Lately, she’s been thinking a lot about being middle-aged, and the vulnerability and bravery it takes to create the life of one's dreams. She loves spending time with her young family, taking them around the globe in pursuit of new adventures and to find the best chocolate chip cookie.

Top 3 Takeaways

1. Give yourself permission. If you find yourself frequently looking to others to validate your choices, why not look inward for permission? Yours is the vote that counts the most.
2. Get still. When faced with a big work or life decision, it’s important to hit the pause button. Give yourself the time and space to quiet down and practice discernment. The answer will become that much more clear.
3. Be a work in progress. What you want and need from your career will likely evolve over time. Match your activities to your current stage by gaining exposure early before getting picky mid-career and then thinking of your legacy much later on.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

From the Source

“Something I've been exploring a lot is this idea of permission and this idea about whether we’re waiting for permission from others to say yes to ourselves.”

“Sometimes we have such limiting beliefs that we don't even go for the thing. We don't even have that conversation. We write something off before we're even there.”

“There is this situation sometimes where either we've been at a place for a long time or maybe something changes in our life or they just hit this pivotal point like it's time to make a change.”

“It is hard to pause in this world. It is hard. We are expected to make all these decisions all the time, and the world is changing faster than our brains and our bodies are really meant to do this.”

“There's something so powerful when we take those moments, especially those pivotal times, we get to know ourselves better. We get to know more. We get more and more in tune with what we want for our lives when we take that time.”

“You're in this job where you do this work and you try to rise as fast as you can. You do the best that you can. You get there. ‘Wait a second. Am I, am I still aligned? Am I still doing, do I want to be doing this? Is this going to work for 30 more years for me?’”

Connect with Lisa

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

Website: http://www.taketheriskleadership.com

A dynamic keynote speaker, Jason Lauritsen is a true thought leader in the world of work and employee engagement who is dedicated to revolutionizing the way we Lead With Relationship™. He fearlessly challenges traditional norms to reshape the employee experience by consistently placing authentic human connection at the heart of leadership. Jason is the author of two books, Unlocking High Performance and Social Gravity. His thought leadership has been featured in Forbes, Fast Company, Talent Management magazine, HR Executive magazine, and SHRM publications.

Top 3 Takeaways

1. Don’t look back. While we saw an uptick in managers taking a distinctly human approach during the pandemic, many have regressed to prior levels which is fueling burnout. Let’s not lose the progress we gained.
2. We’re in a relationship. What we expect from work and what we expect from relationships are strikingly similar. Make sure you’re doing everything you can to ensure that the dynamic is as healthy as possible at all times.
3. Be curious. As leaders, we need to ask our humans human questions. Be sure to ask questions that can’t be answered too easily. You’re after the type of conversation starters that deepen and strengthen relationships.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“Anyone who has friends, family, colleagues that work for someone else probably has heard a story recently about something at work that's not working—a boss that doesn't treat them well, a place that they don't feel valued, where they don't feel like their voice is heard.”

“Employees want to be fully engaged, to be leaning in, to be giving their best, to be committed and loyal and all the things we want as employers. They are experiencing work as a relationship, and they need that relationship to be healthy.”

“We've had a lot of people that kind of have emotionally and on some level psychologically, disengaged from the organization, but they keep showing up to work. They keep doing just enough.”

“A big percentage of how the employee feels about their relationship with work has an awful lot to do with their relationship with you as their manager.”

“One of the things that has shifted over the last ten or fifteen years is the importance of the peer-to-peer relationship in impacting engagement. 'How I feel about the work relationship' has actually been on the rise. 'How connected I feel to my peers' is almost as important to my overall engagement satisfaction as my relationship with my manager.”

“You can't fix everything. You can't solve all the problems that they're going to be exposed to, but I think it doesn't take away our responsibility to be leaders.”

Connect with Jason

LinkedIn Profile: https://www.linkedin.com/in/jasonlauritsen

Website: http://www.jasonlauritsen.com

Better Relationship Better Work (Podcast)

Apple: https://podcasts.apple.com/us/podcast/better-relationships-better-work-with-jason-lauritsen/id1746751396

Spotify: https://open.spotify.com/show/1BLxdnQMAVDfAImrL3atrD

About Kristie Pappal

Kristie Pappal serves as the Vice President of Human Resources with the Philadelphia Eagles where she provides comprehensive human resources leadership including developing and leading HR strategy and policy, cultivating a positive and productive work environment, engagement and inclusion, internal communications, talent acquisition, employee relations, benefits and wellness, compensation, and organizational development.

About Jodie Cunningham

Jodie J. Cunningham is the CEO and talent optimization expert at Optimus Talent Partners. As a Predictive Index Certified Partner, she specializes in workforce analytics, helping organizations get the right people in the right roles and grow their exceptional talent. Jodie is also a Talent Strategist and Search Consultant for Kopplin, Kuebler and Wallace, where she provides Human Resources executive placement services for luxury country clubs, golf clubs and resorts throughout the United States.

Top 3 Takeaways

1.  Every business is a people business. A sports franchise depends on its people just like every other business. Yours may not be as high-profile as an NFL team, but you need to set your people up for success.
2. Make the case. Don’t presume that everybody is as excited about your proposal as you are. Tie your recommendation to issues in the business and demonstrate how it will deliver real results.
3. Slow and steady. When introducing a new program or solution, resist the urge to move too quickly. Allow those you need to absorb the change so they don’t get overwhelmed. They’ll catch up to you in time.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source(s)

Kristie:

“One thing every day that I remind myself is that there's 32 opportunities across the NFL. There's certain perceptions—people really do only see what's on the field—but I'm really proud when people join the team and see what a robust business that this sports organization is.”

“We talked about having these quick little sessions that were virtual and, and people could sign in from their own computers on their own times to, um, you know, to build that muscle for themselves.”

“You need to make sure that people are really prepared and have the tools to lead other people.”

“Embracing that crawl, walk, run philosophy of people recognized the value and they started to talk about it and then it built that curiosity and from there. It's opened more departments that have been interested and it's more of a pull that our managers are coming forward and asking for this or they're curious about what this looks like.”

Jodie:

“HR and talent, no matter what the industry, we all have a lot of the same challenges. And so being able to share best practices from industry to industry is important.”

“Managers are craving leadership development. Many times, no matter what industry, managers are promoted because they were great at doing the job, but now their job is to lead people, and they don't necessarily have those tools in their toolbox to be able to do that. Nobody really taught them, or they've never been through a class to learn how to lead. And so being able to use and learn PI as a language, as a basis, as a foundation to start really developing a leadership style to get the most out of the team to be able to achieve the business objectives.”

“Half of the building is all about coaching: giving feedback in the moment, positive or constructive, making sure that players understand where they stand in terms of their performance. That happens naturally on that side of the building, but what I often I found as a wow when I joined the NFL is how that doesn't always happen on the business side of the building because those those leaders haven't gained those knowledges and skills and experience to be able to give that feedback in real time, making sure that that we're driving the game for the performance that we're looking for. And so also being able to share that knowledge across the building is an important component of kind of driving that talent optimization.”

Connect with Kristie

LinkedIn: https://www.linkedin.com/in/kristie-pappal/

Website: https://www.philadelphiaeagles.com/

Eagles Autism Challenge: https://www.eaglesautismchallenge.org/

Connect with Jodie

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

Website: https://www.optimustalentpartners.com/

Erica is an author, speaker, gender equality crusader, and a C-level leader. With over 15 years of experience in Human Resources, Erica's mission is to bring more women into positions of power and KEEP them there. She is a wife, a mom to two small kids, and a fitness fanatic! She’s also the host of the Glass Ceilings and Sticky Floors podcast and author of a forthcoming book with the same amazing name.

Top 3 Takeaways

1. Embrace the stuck. We all find ourselves mired in a less-than-ideal state from time to time. The first step to break free is recognizing when we’re stuck.
2. Start small. You don’t have to completely overhaul your life in order to make a change. Even small improvements will add up over time.
3. Create the culture. Organizational and individual values are more important than ever. Make it a point to design these intentionally to help clarify the collective win.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

From the Source

“Staying in toxic relationships, maybe drinking too much wine on a Wednesday, maybe scrolling endlessly through TikTok … all of those things, seemingly innocent sometimes, can really keep you stuck.”

“I choose to face my sticky floors, to clean up my sticky floors, so that I can bust through the glass ceilings.”

“It's all about taking that sticky floor, recognizing it for what it is, digging deep into that unconscious mind to figure out why do we do the things we do and then pivot that thought.”

“The reason I struggled with perfectionism was because I cared so much about what people thought. Why did I care so much about what those people thought? It was because I worried that if they didn't like me, I wasn't worthy.”

“We don't have to go from being in this negative space to all rainbows and butterflies and unicorns. You can take a baby step.”

"We get caught up in this Instagramable worthy life that everybody who's a leader knows exactly how to be a leader and they make no mistakes.”

“We have to get outside of these zones of comfort that we are so used to to truly create those pockets in those environments where people feel comfortable, they feel safe, but they also feel like it's an even playing field.”

“What I love about today's workforce being as diverse and complex as it is, is that it is challenging us to really get creative, because we are having to satisfy the boomers and the Gen Zers and the Gen Xers and everyone else in between. It's causing us to really kind of come together as that melting pot that we really are.”

“You need to pull all of the leaders together—like the executive team, the senior leadership team, whatever it is—and you need to get them in a room and you need for them to settle in on some core values.”

“It's important if you are at the top of the ladder that you lead by example. You don't try to put up a little green screen and be fancy to hide it. Show your real authentic self so that people across the company can do the same.’’

Connect with Erica

Website: http://www.ericaandersonrooney.com

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

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

Podcast: https://podcasts.apple.com/ca/podcast/glass-ceilings-and-sticky-floors-shatter-limiting/id1619692554

Archie L. Jones, Jr. is an accomplished author, educator, speaker, advisor and investor. As the founder and CEO of NxGen COACH Network™ , he draws from his own leadership journey to empower and coach the next generation of global leaders through speaking engagements, workshops, his podcast, and new book, The Treasure You Seek: A Guide to Developing and Leveraging Your Leadership Capital. In this book, available now, Archie shares deeper insights and expertise in leadership capital to coach aspiring and seasoned leaders towards their dreams.

Top 3 Takeaways

1. Invest wisely. Leadership capital is a type of currency you can invest to make all the other types of capital such as financial and social capital more valuable. It’s truly a multiplier.
2. Open up. Being a leader doesn’t mean you have to have all the answers. You may feel that way, but those around you don’t. Draw them in to solve the big problems together.
3. Make time. It may be counterintuitive, but be sure to spend some work time not working. Use it as an opportunity to get to know your team and engage in quality activities that will later enhance the work you do together.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“Leadership capital is the currency, and you're going to invest your leadership capital in other people and they're going to invest their leadership capital in you against an aligned set of goals.”

“I had to get creative once I discovered what it was. ‘How do I apply that? How do I turn that into something that I can lean into and leverage?’”

“Those of us who are in a leadership position, the expectation is that you're supposed to have all the answers. And to have the humility to say, ‘I don't know’ and to actually then lean into where we're going with connections, lean into the broader team, lean into the collective to bring their experiences, bring their superpowers to bear in that versus trying to solve it on our own or to have to be the one to come up with the answer."

“We actually have to work at finding time to get to know the people who we're working with. If you're not careful you can end up in such transactional relationships.”

“It's not around trying to sell more, spend less today, but actually get to know each other a little better and know who we are and what our individual goals, ambitions, and missions are so that we can lead.”

“Self confidence is not taught. It's built over time.”

“So much of the problem with imposter syndrome is you take yourself out of opportunities. No one's even said anything to you yet, right? They made the right decision to put you in the room. Your job is to stay in the room until somebody actually comes and gets you out of the room.”

Connect with Archie

Website: https://archieljonesjr.com

Training Camp for Leaders (podcast): https://archieljonesjr.com/podcast

The Treasure You Seek (book): https://amzn.to/3XeiMX6

NxGen COACH Network: http://nxgencoachnetwork.com

Kelly Mackin is the author of Work Life Well-Lived: The Motives Met Pathway to No-B.S. Well-Being at Work and cofounder and CEO of the Motives Met Platform and Human Needs Assessment which empowers people to create their best work life and workplace. Kellys journey from ill-being to well-being at work ignited her passion and dedication for helping people create health and happiness in their lives through a unique blend of skills. Kelly’s mission is to create a work world where we are human first and well-being is a right, not a privilege. She built Motives Met to achieve the attainable dream of a work life well-lived for all.

Top 3 Takeaways

1. Motives matter. Each of us experiences a variety of workplace needs to different degrees and at different times over the course of our careers. Understanding these at an individual level is critical.
2. Get real. Wishing alone won’t create more human and effective workplaces. We need to give managers the tools, training, and resources they need to drive the business and people outcomes we most want.
3. Team up. When we’re transparent about our motives and our collective need to help one another satisfy them, we’re all a part of the co-creation process. Heightened compassion, understanding, and accountability are the inevitable result.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“A human work world is one in which our human needs are healthy and ideally thriving at work.”

“I grew up really being taught that professionalism equals dehumanization, that we have to shut off those emotions, shut down our needs, put on that workplace armor, as Brené Brown loves to call it, and try to hit the off button on our humanity. When we go to work, that's just not possible. We cannot do that.”

“What research has found is that people actually want to show up and be human at work and treat others as human and have those values and virtues that we seem to hold so dear outside of work. That they actually want to bring those to work, but that we feel we can't do that.”

“We tend to take a more passive and reactive approach to well-being at work than a proactive or preventative one.”

“It is tough because leaders aren't given the time, tools, and resources, as I put it to, to do this well. So you can't expect well-being at work. You can't expect, ‘Oh, go have a people first culture, but we're not going to put any time, resources, dollars, or tools to do it.’ That's just completely unrealistic for everybody.”

“These 28 needs really give us a great framework and a picture to understand the building blocks of thriving at work, but we're going to have to focus if we want to optimize our work life and our teams.”

“Well-being is messy. It's hard. It's personal. It's multifaceted. It's evolving. We call it the ugly truth because it is. It's not as simple as wrapping it in a little bow and, ‘Oh, you just get to this destination and then you're well at work and then your team is well and performs well at work.’ It's constantly something that's going to evolve.” “Well-being is personal. So you cannot take this one size fits all approach.”

“Needs do hold friction with one another like we just talked about. So it's really learning to live in the tension of these needs.”

“A really beneficial thing that happens when you do that—when you start to put more of that ownership and accountability and that idea of co-creation with everybody—is that employees and team members have more compassion for you.”

Connect with Kelly

LinkedIn: https://www.linkedin.com/in/kelly-mackin-52793110/

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

Website: http://www.motivesmet.com

Work Life Well-Lived (Book): https://amzn.to/3RkZxsW

Jackie Insinger is a Bestselling Author, Keynote Speaker, and a sought-after Leadership and Team Dynamics Consultant.

Jackie combines the science of positive psychology and neuroscience with current global data to simplify the messiness of leadership in today’s complex climate. Always results-focused, Jackie’s programs are designed to measurably impact the leader, their teams, and the company – leveraging soft skills for hard results.

Jackie’s signature Spark Brilliance Leadership Accelerator has created a powerful movement in the corporate world, leading to measurable increases in productivity, positivity, performance, belonging, psychological safety, and engagement within an overall enhanced culture. And in turn, a positive ROI to the Company’s bottom line.

Top 3 Takeaways

1. Get current. Everything in our world of work has changed…except the way we lead. Invest in next-level leadership development in order to develop the core capabilities now needed for holistic success.
2. Beware of burnout. We’re in a challenging time when our level-down leaders are experiencing unprecedented burnout. Before we ask leaders and teams to take on more, we have to ensure they have the capacity to do so.
3. Stay evergreen. Leaders are accountable for learning and growth. This pertains to our followers, but also to ourselves. Ask yourself, “What am I actively learning and intentionally practicing?”

From Our Sponsor

Get your copy of the report, “5 critical actions to enable your people leaders to succeed” at http://trypi.com/report.

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“What I always noticed was what are the gaps, right? What are the things that they don't even realize that are missing because they're too busy to figure it out. Most leaders don't even realize what's missing. They're just trying to get through the day.”

“If leaders are not trained on how to lead today—if a company has not done a leadership development kind of Up level, upgrade, up skill, iteration, something in the past three years—it's really putting their company at a disadvantage.”

“People leaders are the most disengaged of any employee population. And so they're incredibly burned out and the most disengaged and their energy and outlook is contagious.”

“All results come through your people. Everything comes through your people, so if you don't effectively and meaningfully lead your people today, it's going to be really hard to get through this time.”

“I always say ‘Clarity is kind. Context is key.’ We have to make sure people understand what success looks like here because the only thing that matters is the leader's version of success.”

“When leaders develop a trusting, authentically connected relationship with their employees, they see so much better positive, positive influence. They see better outcomes. They see more follow through because of that influence and relationship.”

“Leaders also need to up level, upgrade, feel more fulfilled, feel less burned out, feel more committed and energized, and continue to grow. Not just to grow their team, but to grow themselves.”

Connect with Jackie

Website: https://www.sparkbrilliance.com/

Spark Memos (Newsletter): https://academy.sparkbrilliance.com/spark-memos

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

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

Jim currently leads the revenue team for The Predictive Index (PI), a firm focused on the Talent Optimization discipline. Before joining PI, Jim built and ran the velocity sales team at Black Duck Software, an application security company. Jim has been in software sales for longer than he cares to talk about. In his spare time he is raising three children and a cat. When he is allowed out of the house, Jim likes to hike, snowboard and pursue his passion for the Onewheel.

Top 3 Takeaways

1. Choose wisely. After experiencing an excruciating level of voluntary turnover, Jim examined and redefined his philosophy. Now, he’s able to tap into a larger talent pool and boost retention in the process.
2. Mind your mindset. When sellers and any other workers feel too tied to the outcomes they produce, they’re walking along a slippery slope. Raise attention to the wholeness of being a successful human and watch the results follow.
3. Leaders listen. The active listening skills Jim teaches his sellers are the same that make for effective leaders. Rather than push ideas and solutions onto others, quiet down and ask insightful questions that lead you both to the right outcome.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

From the Source

“In sales, you often tend to hire extroverts. And there's nothing wrong with being extroverted, but extroversion does tend to lead to a behavior that looks like talking a lot. And at least in my view, sales is better if there's a mix between listening and talking.”

“A lot of salespeople actually come to the table with the exact wrong mindset and belief system. And while they may still get results, they're not as optimal as they could be if they would shift gears.”

“It's much like the difference between going to see a therapist and feeling like that therapist is pushing their ideas on you and going to a therapist and feeling like ‘This therapist is listening to me. They're hearing about my concerns. They're letting me do the talking. And together we come up with a plan of attack for whatever problem or challenge I face.’ And so the mindset is becoming ‘I'm not a salesperson, I'm a business therapist.’”

“Leaders need to focus on developing mastery, allowing autonomy, and the sense of purpose that comes with being a part of your organization and being on your team or representing your product line. What is that sense of purpose and how do you connect your people to it?”

“The 1-to-1 is sacred time for the person being led, the employee. It's their sacred time to be heard, to be listened to, for you to understand what their pain is, for them to communicate up to you what is making their job harder. And then your job is to listen.”

“We weren't experiencing anywhere near the level of people quitting because they weren't the right fit for what we were trying to do. Instead we were able to grow a team of nine inside sellers to about 150 inside sellers going from mostly a lead gen team to a team that was generating half of the net new ACV or annual contract value that the company was building.”

Connect with Jim

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

Website: http://www.predictiveindex.com

Deb Smolensky is a #1 best-selling author, speaker, and award-winning thought leader in the area of human performance at work. She serves as NFP’s Global Well-being and Engagement Practice Leader, and for the past 25 years has worked with hundreds of employers, including Fortune 500 companies, developing strategies, programs and practices that empower employees and leaders to lead healthy, productive lives at work through innovative, meaningful, and highly engaging solutions.

Top 3 Takeaways

1. Mind your brain. We don’t often stop to think about how our brain works, but it’s impossible to realize our full potential without doing so. Commit to learning about brain basics.
2. Beware of the default. We spend a great percentage of our day on autopilot, but we don’t appreciate how our default patterns of thought may actually be inhibiting our success. Make the switch to Brain On! early and often.
3. Take responsibility. You’re not managing robots, you’re managing others’ brains. We must accept that our behaviors and decisions take root in the brain chemistry and functioning of the collective brain around us.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

From the Source

“I decided to present to the executive committee on the stress response system. While others in my field at the time I was an accountant started presenting on the general ledgers, the financial journals, and all the leaders really took to it as, ‘Wow, we had no idea.’ I became kind of a stress management expert as I was navigating my career path.”

“I like to think of our brain as the computer. I've always looked at what's going on through the lens of ‘I can control my thoughts and my experiences through my brain.’”

“Over the years—especially through the pandemic—I've come to really believe that everything hinges on our thoughts and emotions.”

“Put whatever you have hardest at the beginning then insert those menial tasks as we go, preserving brain power, which is a finite resource every day.”

“Our brain always approaches things as a threat that's going to kill us until proven innocent. So we always show up Brain Off, and the goal is to quickly show up Brain On as as much as we can.”

“Companies won't survive if they're not mentally strong now, since most of the work is now human work. Soft skills, power skills, whatever you want to call it. That's what's going to start making and driving whether you're successful or not as a business, as a collective brain.”

Connect with Deb

Book: https://www.amazon.com/Brain-Fitness-Strategies-Sharpening-Boosting/dp/1637556640/

Website: https://debsmolensky.com/

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

Joshua Berry is a world-class facilitator of change. As an author, speaker, entrepreneur, and director of Econic, Joshua has spent the last two decades evolving the what, who, and why of Fortune 500 companies and venture-backed startups.

Along with his team, Joshua has sparked change in organizations like US Bank, John Deere, Procter & Gamble, Nelnet, Ameritas, Omaha Public Power District, Farm Credit Services of America, and Blue Cross Blue Shield of Nebraska, among others. 

Top 3 Takeaways

1. Get quiet. Sometimes the thoughts and voices in your head can drown out the deeper wisdom and inspiration that lies within. Take the opportunity to get still and listen.
2. Ease up. Too often, we’re tempted to label our intuition as naive or impractical. In fact, some of the biggest breakthroughs have come from those who had a willingness to eschew conventional lines of thinking.
3. People for the win. It’s a lot easier to say people come first than to actually operate this way. Always ensure alignment with business priorities, but after that, keep the conditionals to a minimum and give priority to people-related decisions and investments.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“It wasn't until some of the time stubbing my toes in those ways that I started to learn that this intentional desire to maybe not quiet those voices that sometimes came up in my head that others might deem as naive but actually might be coming from a deeper spot within me. Those were the things that actually made me unique and were some of the best ideas that were brought out into the world.”

“There was a common pattern that a lot of those leaders told me in the interviews, ‘Uh, this might sound naive, but…”, and then they started to share an interesting idea or business philosophy or whatnot.”

“Beliefs are merely a mental model. There are best guesses at how the world works, and until you can understand that, I don't think you can truly appreciate the diversity of another person's view or beliefs and that there's some validity that's coming from that too.”

“Most decent organizations will say ‘we put our people first’. Or ‘people are important.’ But it almost always ends up as ‘as long as the business is successful.’ And what I challenge in that chapter, and provide some research and stories around this, is what happens when some organizations actually put the growth of their people even ahead of business growth and those goals.”

“When you start to have people that you trust and they start to see, ‘Oh, if I make this decision, that actually hurts what we could do over here and that hurts this other person over here,’  you just create greater alignment in that and eventually you sometimes get business growth that comes out of that too.”

Connect with Joshua

Book: http://www.daretobenaive.com

Website: https://www.econic.co/joshua

Website: http://www.joshuaberry.com

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

Adam is the Chief Product Officer of The Predictive Index. He joined PI when the talent optimization leader acquired Charma where he was co-founder and CEO. Previously, Adam was part of the founding team and President/CMO of NextRoll which he helped build from 3 to over 500 employees and $0 to over $200m in revenue.

Top 3 Takeaways

1. Growing pains are real. As we find success and add more customers and employees, things get complex in a hurry. Be vigilant around breakdowns in communication and execution as you grow.
2. Don’t make assumptions. When we promote high-potential people into management roles, we often assume they will be natural leaders. Instead, we need to give them the training, tools, and templates they need to succeed in this new people-first role.
3. Make it easy. Being a manager is stressful. When we provide them with solutions that streamline and automate certain aspects of their role, we preserve their energy and enthusiasm to execute the strategy and engage their people.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

From the Source

“The thing that I really found challenging is that as we grew, the expectations evolved from being in that swim lane and focusing on your expertise—and I'm kind of a product minded entrepreneur—to evolving to start to manage teams and then not just manage teams, but manage managers who are managing teams. And that scaling process is pretty unnatural.”

“The skillset of being a manager is that just that: it's an actual skillset and it's not just, ‘Oh, you do your regular job and then manage people on the side.’”

“The skillset of being a manager is not something that's automatic. It's not something that's necessarily always obvious, and it's a place where software could play a role in guiding people to best practices and guiding them to do the things that would help them be a better manager.”

“People want predictability. They want to know that these activities in terms of check-ins and, having one on ones and follow through and commitments and feedback and guidance and clarity on their objectives and priorities… Those are just universal, no matter how or where you work.”

“One of our core principles is making best practices automatic. And so taking that mental overhead and friction off of doing the things that you should be doing as a manager. Having to wing it every time and feel like you're kind of entering into a freestyle rap battle, every time you go into a one on one is stressful.”

Connect with Adam

Website: http://www.predictiveindex.com/perform

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

AmberLyn Bryant is a passionate advocate for transforming workplaces into havens where employees are not just heard, but truly valued and empowered. Drawing from her personal journey navigating toxic and thriving work environments, she is on a mission to guide businesses in creating intentional employee experiences that fuel growth, engagement, and loyalty.

Top 3 Takeaways

1. Know thyself. Self awareness is a gift. Ensure that you’re creating a culture where workers want to learn about their natural tendencies and potential snags.
2. Slow down to go fast. When welcoming a new hire or standing up a new team, resist the urge to dive right into the work. Take a few minutes to learn about one another to accelerate long-term performance and cohesion.
3. Partner up. Optimal organizations get that way due to a strong partnership between line of business leaders and HR partners. People dynamics are too complex to leave to chance, so work together to help one another succeed.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“I had my fair share of working in those toxic environments and trying to push through and find your way in life and that passion that really fulfills you.”

“What really works, at least for us, is that we really start to understand who a person is. And so then that helps you to be able to approach any one on one meeting, any conflict, any just regular hangout sesh with being able to really personalize information to people, at least for me in an HR way. But then in a meeting situation, it's great because it helps to really understand the whole person.”

“I had an employee that worked at a different position, moved over to another one, and now is partnered with somebody who would be a new manager. And the very first thing I did was get into the PI, talk about the data, and it's really been actually mind blowing… The development has just been so much quicker and they’re so much more on the same page and they know what the other one needs. It's just more clear.”

“The first thing I do is build relationships and make sure that these managers know that they can trust me and that I'm here to help them move forward.”

Connect with AmberLyn

LinkedIn: www.linkedin.com/in/amberlyn-bryant-54178840

Website: www.amberlynsolutions.com

Leveraging two decades of expertise in coaching, talent development, and people operations, Akkshada Maniyan leads Learning and Organizational Development for Innova Solutions, a global digital transformation solutions provider. Akkshada has worked with renowned global firms including IBM, GlobalFoundries, Amazon, and Deloitte driving talent programs for over 50,000 employees. She has optimized her background as a Columbia University Certified Executive Coach and mastery in incorporating various personality assessment tools to impact over 10,000 leaders and learners. A published author, she regularly shares her wisdom on leadership, change, and curiosity with followers across various platforms.

Top 3 Takeaways

1. Seek agility. The future is uncertain, so we need to be flexible. Embrace a culture of testing and iteration that builds on established principles and practices without being constrained by them.
2. Will over have. When building a team, don’t get too hung up on demonstrated experience. High potential performers who have the will to do the job will adapt and persevere when given the chance.
3. Get down to business. As a support function leader, you likely find your work very interesting. Ensure that you can draw a thick line to how what you do drives business results.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“in a company that's not that well established or that is growing, there's much more of a starter mindset. Amazon in particular I want to call out as they have a Day One mindset. Every day is Day One. They like to keep their founder’s mindset and attitude.”

“Companies that tend to go above and beyond to look at learning in a less established way and more of an experimental manner? It tends to be a lot more fun.”

“I chose people not necessarily strong with a learning background, but more of a sociology background, anthropology, or somebody who was interested in learning. People who are passionate about really making a difference in somebody's life. That's all we really looked for.”

“There are no set learning skills. Maybe instructional design. Yes. Right. Maybe some specialized skills within L&D/OD. Yes. But you can coach people. You can really empower your team members to get better.”

“The real magic is finding the will. If anybody who has the will to want to do more, they'll always find a way, and our job is only to enable them.”

“I've implemented a QBR system so each learning business partner, along with the learning delivery lead or the facilitator, they present results on a quarterly basis to the business teams using a dashboard. So we're very metrics driven.”

Connect with Akkshada

Book: https://www.amazon.com/Serial-Influencer-Akkshada-Maniyan-ebook/dp/B0CW2WX86M

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

Krishna Rajagopal served as the Chief Operating Officer and managing partner of a small manufacturing company in the Chicago land area. Now he provides strategic vision, direction, and corporate governance that helps other manufacturers achieve aggressive growth while maintaining profitability. He’s the Chief Facilitator of Great Outcomes at Narish International

Top 3 Takeaways

1. Rise up. While it can be tempting to spend all your time solving day-to-day problems, your role as a business owner is at another level. Make time to work on your business and not just in it.
2. Seek advice. When you spend nearly all your time inside your own four walls, you may lose perspective. It’s very likely that the problems you’re facing have already been solved by somebody else. This is where an outside consultant can help.
3. Play the long game. Manufacturers should emphasize the long-term prospects employees can expect. For the right candidate, stability and consistency are exactly what they want most.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“In small businesses especially, owners tend to be in the weed. So they're constantly working in the business as opposed to on the business.”

“It's really important for business owners and managers to remember that almost everything doesn't have to be invented from scratch.”

“When you're a CEO or president of a company, you tend to think that you're alone. So it's really important to reach out and walk through and talk through processes and ask for help, and if you do not know something, say you do not know.”

“The biggest challenge that I think we have around us is to find the right people to do the right job.”

“For me, it's all about, it's all about making sure we understand the person and making sure we provide the environment that makes them successful.”

Connect with Krishna

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

Website: http://www.narishintl.com

Phil Wesbury is Vice President at Builtech Services, LLC focusing on business development. He leads Builtech’s business development initiatives across the country with an emphasis on delivering sustained growth across all of Builtech’s key verticals and areas of operation. Phil works with local, regional, and national clientele specializing in Retail, Multifamily, Education, Office, Hospitality, and Industrial development. He thrives on Builtech’s entrepreneurial spirit and dedication to doing what’s right.

Top 3 Takeaways

1. Awareness opens doors. Where we lack self-awareness, we invite confusion and frustration. Tools like those from The Predictive Index raise understanding and open dialogue.
2. Hit the pause button. When friction arises, call time out. Ask yourself what’s really contributing to the escalation. Competing styles and goals are often the culprits.
3. Look at all sides. An investment in talent optimization produces a hard return in the form of performance and reduced turnover but don’t sleep on the so-called “soft” benefits of a better working experience for all.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more about Builtech's journey at predictiveindex.com.

From the Source

“If you're okay with being self aware, and you can kind of make fun of yourself a little bit, no matter what PI profile you have, in different situations, you're going to have strengths and weaknesses.”

“When there's a pinch point, and we're having friction, and we're like, ‘My gosh, why aren't we getting along right now?’ then you can kind of point to the fact that, ‘Hey, you're detailed. I'm not.’ And you acknowledging it goes a really long way.”

“We had these flashpoints of stress. Our business cycles really quick, sometimes it can be really slow, and there are so many competing dynamics that affect my world and every other department.”

“If you can drop your unplanned attrition, if you can cut that in half…that’s a pure return.”

“‘Hey, does it feel like we're getting along better?’ Put whatever dollar value you want on it. It's a lot easier to go to work and be productive when you're not stressed through your eyeballs because you're dreading having to battle through a challenge with somebody who doesn't see the world the same as you. And I think that's worth a heck of a lot of money.”

Connect with Phil

Website: http://www.builtechllc.com

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

Dr. Mandolen Mull is the Founder of MullMentum Consulting, a bespoke leadership development firm. Having held leadership roles in healthcare, property preservation, logistical distribution, and higher education prior to founding her consulting firm and authoring several books, Mandolen brings her hybridised background to personalised leadership development training. Heavily mentored by a stonemason entrepreneur father, and as the (favourite) granddaughter of a USAF Col. and Base Commander, her customised approach resonates with leadership audiences across front-line manufacturing, real-estate developers, entrepreneurs, union Ironworkers, education administration, healthcare executives, private equity board members, and other industries in between. Pint-sized, she packs a powerful array of humor, humility, and heart. Having relearned to walk and talk while earning her Ph.D. in Organisational Development and Change, her resilience is her relatability.

True to her robust, polymath background, she also holds an MBA in International Business and a BS in Political Science and Psychology.

Top 3 Takeaways

1. Keep score. Depending on your work, you may not be able to see tangible results of all you do throughout your days and weeks. Get creative and find a way to make your wins more visible.
2. Share the love. Rather than contribute to the isolation and separation that naturally accompanies modern work and life, offer kudos early and often. Recognition draws us together.
3. Get in line. As leaders, we’re part of a lineage that stretches backward through all our mentors and their mentors, as well. Now it’s our turn to invest in those coming up behind us.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

Optimal Leadership Tips Newsletter

How workplace assessments can make you a better leader: https://bit.ly/4h0eWtS

From the Source

“We have employee fatigue happening, so we've got all these different variables happening. And what I fundamentally think it comes down to is that it's really a transactional world that needs to be more transformative.”

“I hear so many people say that they feel like they're doing so much but feel like they're not doing enough in the sense of they just aren't collecting their wins.”

“I think sadly we've got a lot of isolationist environments. We've got a lot of environments focused on competition and comparison. We reward our employee of the year versus a department of the year or something like that. Our value says ‘We're all about teamwork’, but we reward individualism.”

“First and foremost, as leaders, we’ve got to go in and really level with our people letting them know the top three priorities that we're focused on and how to allocate their time on that—making that very demarcated for them—to understand where their efforts need to go. Because that eliminates that role ambiguity, gives them that sense of accomplishment.”

“The antidote to these competitive comparison environments is collaboration and championing each other, ाnd I don't think we get to champion each other. I don't think we do that enough. And I think we've got to get so much better about giving each other kudos.”

“We're in a finite role, but we're making an infinite impact. Understanding that’s our goal is something that I call ‘generational mentorship’. If we can sit there and think about how ur job is to develop leaders who go on to develop other leaders. Someone took a chance on us, gave us opportunities, where are we then passing that torch forward?”

“I really believe my purpose on this earth is to develop leaders who go on to develop other leaders.”

Connect with Mandolen

LinkedIn: http://www.LinkedIn.com/in/Mandolen

Website: https://www.mullmentum.com

“Grit for the Pearl” (book): https://amzn.to/3YkuYX1

Dr. Steven G. Rogelberg, an organizational psychologist, holds the title of Chancellors Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher, has over 200 publications, been cited well-over 10,000 times in the academic literature, and was recipient of the very prestigious Humboldt Award for his research on meetings. Adam Grant has called Steven the world’s leading expert on how to fix meetings.

Dr. Rogelberg's previous book, The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance (Oxford) has been on over 25 best of lists including being recognized by the Washington Post as the #1 leadership book to watch for, His new book, Glad We Met: The Art and Science of 1:1 Meetings came out in January and is already receiving tremendous praise including a SHRM Top 12 Workplace books recognition. He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as President of SIOP, the largest professional organization in the world for organizational psychology.

Top 3 Takeaways

1. Make the time. 1:1 meetings are too often an afterthought. This is a miss since these meetings offer a unique opportunity to boost employee performance and commitment while helping the manager exercise their personal values.
2. Open the door. While the manager should own the meeting cadence, the direct report should be allowed to own the meeting agenda. You can get a status update whenever you like, but the 1:1 offers a unique opportunity for a direct report to have their needs met.
3. Get it in writing. When you document your discussion notes and action items, you’re doing more than practicing good meeting hygiene. You’re demonstrating to your direct report that you sincerely care about their perspective and welfare.

From our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“As an organizational psychologist, I'm just drawn to study pain at work and try to identify science that can help rectify it. And clearly, meetings are a fabulous target when it comes to pain.”

“When I'm talking about a one on one meeting, what I'm talking about is a regular recurring meeting between a manager and their directs that's orchestrated and facilitated by the manager, but it's not for them. It's for their directs.”

“When you do these right, employees are more engaged. They're more successful. They're more aligned. They thrive more. They're good for you! They're really good for managers because when their people are successful, that's a direct reflection on the manager.”

“It often comes from these that the manager says, ‘okay, I'll do X, Y, and Z.’ And the employee says, ‘I'll do X, Y, and Z.’ And then there's just clarity around that handshake of sorts of commitments. And then ideally you take notes, because you want to capture the conversation, but also note taking is a really great signal. When an employee sees you taking notes physically with your hand on a piece of paper, they think that you really cared about that conversation.”

Connect with Steven

Glad We Met (book): https://www.amazon.com/Glad-We-Met-Science-Meetings/dp/0197641873/

Website: http://www.stevenrogelberg.com

LinkedIn: http://www.linkedin.com/in/rogelberg

Before navigating the intricacies of the real estate sector, Andrew made his mark in the legislative landscape, contributing to homeland security-related legislation while working for Congress at the Committee on Homeland Security in Washington D.C and clerking in the judicial system for the Supreme Court in New York. Since graduating law school, and thereafter obtaining a Masters of Laws in real estate he has worked with companies from all parts of the globe adding to his diverse knowledge of workplace meets the workforce dynamics. This unique background equipped him with a multifaceted skill set, laying the foundation for a career where adaptability is paramount.

Top 3 Takeaways

1. Location, location, location. Many companies have begun to return to the office, but we need to ensure that we’re asking WHY workers want to come back and HOW they want to do their work.
2. Make room for HR. While CEOs and CFOs once managed real estate transactions, our people leaders now need to weigh in. The workplace needs to reflect your intentional culture and the needs of your workforce more than ever.
3. Make it count. If you’re counting on collaboration, innovation, and efficiency, your real estate had better be up to the task. While we don’t always run the people-intensive numbers, they show up on our bottom lines all the same.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“Real estate was booming in 2018, 2019. It was the era I call the flexible workspace era. There's a place for everybody to go to work. You know, WeWork became the largest occupier of real estate in Manhattan at that time, and then we kicked off what was called Hudson Yards, right? It sold out faster than a Taylor Swift concert.”

"We've finally entered the rebuild where—’Who wants to come back to work?’. It's been answered the WHY they want to come back to work has been established but not implemented fully and the HOW, right? That’s now at the real estate forefront. How do we get them back to work?”

“If you're going to be on ten different floors when you could be on one or two floors, you might as well be remote. You might as well do everything over zoom or over phone, right? You want to have the ability to interact and be on one floor and see results.”

Connect with Andrew

LinkedIn: https://www.linkedin.com/in/andrew-zang-esq-38023b25/

Website: https://www.savills.us/

David Lahey’s academic background includes an MBA graduate from the Smith School of Business at Queen’s University, Graduate coursework at Harvard University and Graduate Adult Education coursework at the University of Toronto. David has been specializing in predictive leadership development, talent acquisition, change management and productivity with analytics with an improvement for over 25 years across a variety of industries. Under David’s leadership, Predictive Success was awarded to three-time Profit 500 company status. His company was also named to The Globe and Mail’s Fastest Top 400 Growing Companies List in 2019.

Top 3 Takeaways

1. Faith dispels fear. Whether launching a new venture or deciding to advocate for yourself, the best way to push past your fears is by believing in yourself and the positive future you’re building.
2. Build the right team. You may be starting from scratch or you may have inherited a team. Ensure that their natural and potential abilities are a match for what you’ll be asking them to do.
3. Get it in gear. Pit Grit is the tenacity and skill to get an organization moving at top speed. This requires attention to orchestration, communication, and a willingness to do the hard work quickly.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“One of the risks was the fear of the unknown, but I've always said ‘faith versus fear.’ I had faith in the software, faith in my own abilities, and faith in what I saw was the future of predictive analytics.”

“I have ridiculously high expectations and they keep exceeding them every year. But we also celebrate success.”

“I was looking at my team, and I said, ‘All of my doctors are wonderful people, but they are process and precision people, very detailed, very sequential. They're not innovators.’ And I needed an innovative solution to come in and take over because I wasn't going to live.”

“Pit Grit means that you have a team around you that can get you into the race quickly, because we know from my experience that in the business world today, the race is lost in the corners.”

“Do you have a process? Do people have confidence in the role? Do they drop match to the job model and then in certain roles, do they have the tenacity and assertiveness needed to get things done in the, in the scheduled time.”

“Leaders today must act more like scientists. Scientists would only do work after they've got the research done and leaders today are running so fast. They don't have time to hire a chief analytics officer, but they will make time for software that will enhance their decisions and bring the data to them so they can be a scientist of people to execute on what they need done.”

“America is full of great companies as is Canada, but I am worried about the lack of managers that have the training and analytic leadership. Gartner says that analytic training is a top five skill for the next five years. How many companies out there are not aware of that, and they're not training up to that.”

“I always say every year, ‘You're going to ask your manager and leaders for more in the year ahead. That's great. So now what are you going to do to equip them to be able to execute on that?’ If the answer is nothing, then shame on you as a business owner. So that concerns me is that people forget that. That in the future, there's more information that needs to be harnessed, and that information needs to be at the fingertips of your people managers, not just in the HR area.”

Connect with David

Website: www.predictivesuccess.com

From Hire to Inspire (book): https://www.amazon.com/Hire-Inspire-Become-Best-Boss/dp/1770414878/

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

Dean Wegner graduated from West Point in 1993 and served 7 years in the Army as a helicopter pilot and Army Ranger. After the Army, the majority of Dean’s business career was spent in business development, marketing, and strategy with Procter & Gamble and Mars. In 2017, Dean founded Authentically American, a Veteran owned, American made premium apparel brand.

Dean is active in his church and serves on the board of several for-profit and non-profit companies and organizations. Dean and Authentically American are riding a wave of national media exposure having been featured in Forbes, Inc. Magazine, FOX News, MSNBC, Nasdaq, Newsmax TV, and SiriusXM Radio.

Dean and his bride Kelly have been married for 29 years and they have 4 children, with the youngest being adopted from Ethiopia.

Top 3 Takeaways

1. Get to the point. Your mission statement and sentiment aren’t nice to have. Top talent and customers are looking to work with organizations they find meaningful. Emphasize the point your organization exists and distill this into a clear and compelling mission.
2. Get real. If your mission statement is only going to amount to empty words, don’t bother taking the time to create it. Make sure your mission is authentic, tangible, and apparent in all that you do.
3. Share the wealth. Manifesting and reinforcing an organization’s mission isn’t the sole responsibility of the CEO or the executive team. Leaders at every level honor the mission through their decisions, attitude, and actions.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“One of the recruiting posters they sent me at West Point said ‘Much of the history we teach was made by people we taught’ and had pictures of Eisenhower and Grant and Lee, and that really struck home. Just thinking, ‘Wow. I'm walking through the same hallowed halls as former presidents and generals.’”

“As I built this vision over five years, it was really grounded in ‘How do we change an industry? How do we make a difference?’”

“You want it to be real. You just don't want it to be those nice, fancy, pretty posters on the wall.”

“How can you take the context of your current business, your product, or service, and see how you can go ahead and think creatively? Because especially in today's digital age with social media, the power of story, the power of giving back is so impactful.”

“I think the way to [reinforce mission] is not start from the top. I think you turn that pyramid upside down and you say, ‘You know what?’—whether you get a focus group or you have a big town hall, I think you really start to have discussions with your team, with your employees, and understand—‘What is really our culture all about? What do our employees really value?’”

Connect with Dean

Website: http://www.authenticallyamerican.us

LinkedIn: https://www.linkedin.com/in/deanwegner93/

Brian is an Oklahoma native who moved to California with the goal of building leaders and cultivating change around the world after graduating from the University of Oklahoma. With a mix of enterprise recruiting experience at HP and Google with a foundation in agency recruiting at TEKsystems, he has found a love for the industry. As an Executive Recruiter with Hewlett-Packard, he strives to enable the development of better technology for everyone, everywhere highlighting the intersection of his career interests and passions. He is strategically learning ways to connect exceptional talent with their dream careers and passion projects, the type of operations that impact how we relate and interact with people and places across the globe. Each day he is sharpening his skills to promote and maximize professionals' global impact, quality of life, and career aspirations while building lifelong relationships that extend beyond the connection. He is a brother to three siblings, a running enthusiast, and a LinkedIn wizard! If you're seeking some career advice, know of an epic California coffee shop, or are in search of a surfing /skiing buddy, he is happy to connect!

Top 3 Takeaways

1. Seek to understand. Gen Z is bringing a very different emphasis regarding their interests in social impact, sustainability, and work/life balance. Rather than try to change them, first listen and learn about their interests.
2. Coach with caution. Gen Z wants coaching around the things they want and not necessarily around what older more experienced mentors want them to want. Focus on impact and growth.
3. Pay fair. Inexperienced Gen Z workers may not advocate for themselves when it comes to fair pay. Build trust and mutual commitment by ensuring all workers are paid fairly today and tomorrow.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“We're a fun generation. I think we're an opinionated one, and we're a really excited one about the future. And at the end of the day, I think both Gen Z and other generations have the same goal, and that's to make a social impact, to do something empowering and inspiring for this world and something that's gonna really extend beyond just us in our lifetime.”

“With the advancements of technology, we're realizing that maybe we can rely on these new technologies to help us get our work done a little more efficiently. And with some flexibility, we can both live our lives and do our day to day jobs really well.”

“My generation is more skeptical of employers than probably any other generation, and I think it's rightfully so.”

“We need to create a work life balance and a culture around getting to live your life but also be happy at your job. And when you're happy at your job, you live a happier life, and, honestly, your work is better too. So I think when an employer doesn't Immediately take the defensive and kinda push back and get upset and says, ‘This person's challenging our traditional view of work. I've not been challenged like this before, but this is the future. So maybe we need to hear them out and see how we can meet in the middle.’”

Connect with Brian

LinkedIn: https://www.linkedin.com/in/brian-phillips-b00mer/

Vicky's passion for helping entrepreneurs is rooted in her own entrepreneurial journey. After two decades of leadership roles in the corporate world, Vicky founded her own HR consultancy, Idomeneo Enterprises, in 2001. Faced with countless questions and challenges, Vicky realized how valuable a step-by-step guide would be. From these experiences, she developed a vision to offer comprehensive, accessible HR guidance and educational resources - this vision led to the creation of the Leaders Journey Experience, an education program specifically designed to equip entrepreneurs and business professionals with the tools, guidance, and confidence to navigate the sometimes complex world of HR, in a less complex way.

Top 3 Takeaways

1. Don’t go it alone. If you have a business, you have a people business. You can hire, contract, or outsource to meet your strategic human resources needs, but you can’t neglect these.
2. Get clear. Before you bring on an employee, ensure that you can articulate exactly what you need them to do rather than exactly how they need to do it. They may surprise you in a good way!
3. Culture is king. Whether you think you have a distinct culture or not, you actually do. The question is how intentionally you designed it. Partner up with a people pro to shape or reshape your culture as needed.

From our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“Finding and bringing in the right people is a huge concern. Then, what do you do when you get them? How do you get them to continue to support and be committed and really contribute to the organization?”

“Finding the right people starts with knowing what you need, and that starts with fun HR jargon—a job description.”

“You want to say, ‘I knew hiring someone was a bad idea.’ Well, it's not a bad idea. You have to give them a chance. You have to give them a clear roadmap, and then you have to get out of the way and let them do it because they actually will bring different perspectives, different experience. They may bring some innovation to that process that you never even thought about.”

“People say, ‘You know, I want to build a culture. I want to create a culture.’ I have news for you. Your organization already has a culture because it's going to get created whether you contribute or not.”

Connect with Vicky

Gift: http://morehumanmoreresources.info/podcastgift

Website: https://idomeneoinc.com/

Ed Doherty is the founder of One Degree Coaching. One Degree helps leaders create intentional and cohesive cultures. Ed believes that helping employees find fulfillment in their work life is the highest calling for any organization.

Top 3 Takeaways

1. Evolve your approach. Command and control leadership was once all the rage, but times have changed. To drive the highest level of performance and engagement, we must now shift toward servant leadership and related methods.
2. People make the difference. Ed’s staggering results didn’t come from technology innovation or new marketing techniques. He got the people part right and this became a phenomenal engine of growth.
3. Make the connection. Ed did something that is all-too-uncommon among would-be leaders. He made a personal 1:1 connection with each of the team members at his restaurant. His genuine human interest is still appreciated all these years later.

From our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"The transactional nature of the boss and the employee changed during the Great Resignation. So now [workers are] still in the driver's seat. That's starting to abate a little bit, but they now have a little bit more power in what they want from their work, and the bosses are trying to adjust to that.“

“I didn't know what servant leadership was. I wasn't taught that. I didn't know anything. … I didn't have that lesson of how enlightened leadership—which is completely counterintuitive initially—is the way to go to create buy-in and to build a better culture. I just didn't have that lesson, so I had to kinda figure it out the hard way.”

“What I realized is that every organization has a vision statement or some type of vision—where they're gonna go and what they wanna be. Then there's the values, which is the behavioral, the how. The why and the how.”

Connect with Ed

LinkedIn: https://www.linkedin.com/in/ed-doherty-68177a31/

One Degree Coaching (including Ed’s Notes newsletter): https://onedegreecoaching.com/

Maureen Mo Berkner Boyt is the Founder and CEO of The Moxie Exchange. She’s spent over 25 years helping organizations grow by creating inclusive workplaces where talented people can thrive. She has leveraged the power of technology to build scalable, actionable, measurable inclusion tools, including the first-of-its-kind comprehensive diversity and inclusion solution, Everyday Inclusion. Everyday Inclusion was named one of the Top 20 Most Innovative Products of 2020, a solution that infuses DEI into daily operations by Forrester Research and has been called, the future of diversity and inclusion.

Top 3 Takeaways

1. Aim high. Don’t be satisfied with performance and engagement. Set the bar even higher by striving to create a workplace where people can thrive.
2. Run the numbers. We’re beyond the stage of wondering whether inclusion can benefit the business. It simply does. Use readily available calculators to put rationale behind the right thing to do.
3. Trust your brain. Our default behaviors can produce something known as an amygdala hijack. Make the time to recognize the brain science that can help or harm those around us.

From the Source

“How do we create workplaces where every single person can thrive—not just be engaged—but thrive? Because when we do that, we can solve some really big, gnarly global issues like climate change.”

“Whether it's Gallup, Credit Suisse, McKinsey, Korn Ferry, lots of universities including Stanford, the data just continues to pile up. Literally on every measure, inclusive teams outperform.”

“When you're talking about diversity and equity, those are systems level things. Who are we hiring? How are we compensating them? Diversity, equity, inclusion, and belonging is every person, all day long—behaviors, actions, choices, leadership. When you start to break it down in that way, then it's like, ‘Okay, I get it.’”

“Although our brain only takes up a small part of the mass of our body but a lion's share of oxygen, we stay in habit. So to protect that, to protect our big, beautiful brain for that higher level thinking, if we're already in habit, if we want to change a habit, if we can hack into an existing habit loop, we're halfway there.”

“We are, as human beings, hardwired for belonging. Millions of years ago, if we didn't belong, it was a death sentence.”

“We all need belonging. This isn't one group or another group. Fundamentally, we all do. So if we're all walking around what we call nice but clueless—NBC—and we're perpetuating these microaggressions without even knowing it, and people are walking around in constant amygdala hijack, it's no wonder that feelings of exclusion are over 80%.”

“Once people understand the neuroscience of pain, it's unethical to hire and to bring in folks from marginalized, underrepresented, diverse, groups and put them in toxic environments. There's a race for diversity without inclusion. Those are disastrous results.”

Connect with Mo

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

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

The Moxie Exchange: https://themoxieexchange.com/

About Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Jessica Ivins is a veteran User Experience (UX) researcher. She leads UX research and research operations at The Predictive Index. Before joining The Predictive Index, Jessica honed her skills through a variety of roles in UX research and design. She’s dedicated much of her time to the UX community, presenting at conferences, appearing on podcasts, and writing many blog posts.

Top 3 Takeaways

1. Words matter. There’s ample confusion about the difference between management and leadership. The most important definition of leadership is your own.
2. Lead by example. As a leader, all eyes are on you. You’re always in control of how you comport yourself through modeling your attitudes and behaviors in any situation.
3. Go for growth. A fixed mindset may be common, but it’s not the only option. A growth mindset is not only possible, it’s preferred.

From the Source

“To be a manager, you have to be given a title with management responsibilities, and at the core of your responsibility as a manager is you're responsible, responsible for retention and results.”

“A leader can be just about anybody, and as a leader, you're moving other people toward change and hopefully positive change.”

“ I think most people have the potential to be a leader, and that's the beauty of being a leader, right? And it's very fulfilling, too, right? You don't have to earn a management title. You don't have to earn a leadership title, so to speak. You can just help other people move toward positive change.”

“I do see it go the other way, too, though, where people who have pretty lofty titles are reticent or hesitant to consider themselves to be a leader, even though they'd be managing large groups of people.”

“I have a daughter and so modeling is huge for me as a parent, but it's really showing up in the career context. It's really showing up as the professional that you want to be and that can make your workplace better, that can make the people around you better, and just basically modeling that for everybody. It can start with simple things like showing up on time being a decent professional and also the harder things like handling stressful situations with professionalism.”

“People often go to their peers because it's safer to go to your peers and vent than it is to go to your boss. I think even just listening, sometimes just being a sounding board, can really help people because sometimes people just need to vent and get it out of their system and then move on.”

“I've managed a lot of perfectionists and perfectionism unfortunately often comes with a fixed mindset. So it's just been a lot of reframing.”

“When people come to you for help, they usually don't want advice. They want you to help them think things through.”

“If you know in your heart of hearts that you don't want to be a manager, then it's probably best not to do it.”

Connect with Jessica

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

Gabrielle Bourret-Sicotte is the co-founder and CEO of Greenr. Gabrielle’s background includes a PhD in Solar Panel Research at the University of Oxford. Her research led her to inventing a technique to improve the efficiency of Silicon Solar Panels leading to a world record efficiency. Gabrielle also spent time working on Climate Policy and Transition Risk in developing countries.

 Gabrielle quickly realized that many businesses lacked the time and resources to invest in expensive consultants for one-off carbon emission assessments. This  led her to co-found Greenr, a sustainability as a service organization helping businesses to measure and reduce emissions at source.

Top 3 Takeaways

1. Put it to the test. Running a business is a lot like conducting a science experiment. Be clear about your hypothesis and remain as objective as possible while testing it.
2. Do your part. There may be some differences in attitudes across the generations, but we all want a healthy planet, and we can all do small things that add up.
3. Know your numbers. Even the most heartfelt ideas need a rational defense. Gather your research around the business benefits before making your pitch to start up a sustainability program.

From the Source

 “You don't really get feedback as a CEO. You don't get  performance reviews in terms of how your colleagues and the people working for your company are perceiving you.”

 “You have to self-motivate. There is an end goal, which is either revenue or finishing your degree, but at the end of the day, you just have to lead yourself along the path of putting a hypothesis out there—whether that's science or looking at consumer needs—and then you just test this hypothesis again in science or whether your customers like it, and then you build it, and then you iterate.”

 “I won't say that millennials and Gen Z's are more active in the climate than actually our parents or our grandparents. I don't think that's necessarily true.”

 “We have a lot of stats around what is the actual business add and business value add for companies to actually use a product like Greenr or an employee engagement tool. So we have a lot of stats on average employee retention. I think it's 31%. You get an average retention of 31 percent increase when you have a sustainability policy that involves employees. You can actually  also attract 74 percent more talent and range of talent by having a sustainability policy. So we have all of these metrics that we can go to top management and say ‘these are the numbers’ that you can use in order to get the budget and get a decision.”

Connect with Gabrielle and Greenr

Website: http://www.greenr.com

LinkedIn: https://www.linkedin.com/company/greenr-technologies

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

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

LinkedIn: https://www.linkedin.com/in/gabrielle-bourret-sicotte/

Genelle Taylor Kumpe has devoted her career to issues that transform our community, empower others and advocate for women and children. Her background in education, entrepreneurship and community service makes her uniquely qualified to serve as CEO of the San Joaquin Valley Manufacturing Alliance (SJVMA) and the CEO of the Fresno Business Council (FBC).

Kumpe serves as a spokesperson for SJVMA, leveraging her extensive experience and expertise to advocate for the manufacturing sector in the region. In her role, she focuses on promoting workforce development, industry innovation, and economic growth within the San Joaquin Valley, highlighting the importance of manufacturing to the local and broader economy. Her efforts are crucial in driving collaborative initiatives that support the alliance’s mission to strengthen and expand the manufacturing industry in the area.

Top 3 Takeaways

1. Get in the game. Building a thriving community requires all of us. Government and education institutions need business leaders to come to the table and partner to develop and implement joint solutions.
2. Leverage strengths. Business people are naturally trained to be solution-focused, goal-oriented, and long-term thinkers. We need to bring these strengths with a coalition mindset to solve the bigger problems in our communities.
3. Create the conditions. Whatever business you’re in, you operate within your local community. Think about your local talent pool, environment, and educational institutions as an extension of your organization.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“We want to build a really thriving region where businesses can grow and families can flourish.”

“Not one person can do everything. Not one organization can do everything, but if we all do a little bit, we can make some really big transformative changes.”

“Business people, they are entrepreneurial in spirit. They're solution driven. What more can you ask than to have business people really leading initiatives and being at the table and being that voice?”

“We wouldn't be able to be as successful if there weren't those individuals that are around the table that we work with every day: our members, our board members, and then the organizations that collaborate and work on these issues with us as well.”

“You have to take a seat at the table, be part of the solution, think beyond your four walls and think about the future.”

“Fresno is really emerging as a place where cutting edge manufacturing meets purpose-driven leadership. So through our partnerships with education institutions from community colleges, high schools, we're really building the talent through CTE programs or career technical education.”

Connect with Genelle

Fresno Business Council: http://www.fresnobc.org

San Joaquin Valley Manufacturing Alliance: http://www.sjvma.org

Dr. Deborah Watts has more than 20 years of experience helping people and organizations grow. Her passion is developing professionals into tomorrow's leaders and coaching leaders on how to optimize their performance as well as the performance of their team. Her experience has come from many unique opportunities spanning a wide range of disciplines and industries including organizations such as the Governors Literacy Foundation, RJ Young, Lands End, Humana, Harley-Davidson, Seaspan, Starbucks and Zillow.

Currently, Deborah is the Founder and CEO of Hayde & Company, a talent optimization consulting firm and the Director of Graduate and Executive Education at the University of Tennessee, Haslam College of Business.  She also serves as a Certified Partner for Predictive Index and Senior Consultant for the Leadership Pipeline Institute.  

Top 3 Takeaways

1. Follow the joyful energy. When Deborah felt a similar energy in the classroom that she had during her work in the motorsports industry, she set an intention to make a shift and she never looked back.
2. Find your why. When you have a clear understanding of your purpose, even the most menial tasks have meaning. Without it, you may produce big results but still feel something is missing from your work and your life.
3. Commit to the craft. Deborah built a powerful learning experience for leaders who are willing to put in the work to reach their next level. Be a student of leadership for your own benefit as well as to serve others.

From the Source

“Someone on the board had the idea of ‘Hey, we need to bring in a consultant to help us.’ Well, that consultant came from the Oliver group and the very first thing they did is have us take the Predictive Index Behavioral Assessment, and I was blown away.”

“We realized that if we wanted to go acquire these dealerships and then have them perform at a higher level, we had to invest in the people. So I think that was just a powerful experience for me.”

“I remember feeling that same excitement I felt for the power sports industry I felt in the classroom. So I thought, what do I do to make that happen?”

“I ended up teaching a class at a university in Europe, and it really started expanding how adults learn and how in the U S, how we only promote if you're going to manage people. Typically for the most part, you have to take that role of ‘I'm going to manage human beings to get a raise or get a better title.’ Europe has a lot of specialist programs. If you say, ‘I don't ever want to manage people, but I want to continue to grow’ then you move into maybe a specialist role.”

“When I was at the Ohio State University, I remember our janitor was awesome. He was super friendly, great guy. He was there when we woke up and there when we went to bed, and our dorm was spotless. And I remember us talking to him someday about ‘Where do you get this drive and passion from?’ And the way he saw it was, ‘I keep people healthy. I keep you all healthy. Because of me, you all get to stay healthy, come to school, get a degree and go do great things in the world.’ And so he had a bigger understanding. He understood the why behind his job.”

“I get the opportunity to work with a lot of folks that do have that combination of workplace, corporate experience, or non profit experience. And they also have the academic piece. And so together, I think in the classroom, it just equals some really powerful stuff.”

“There will be moments where you're thinking about your organization, like you just said, like where you're working and you think, ‘Is this my leader? Is this how they operate? Is this a place I want to continue to invest my time,?’ which is very valuable time that you're not with your family. You want to make sure where you do spend it is worthwhile. And so it does make you think. It absolutely makes you think, and it makes you take the stories that you're hearing and apply them to your own personal situation.”

Connect with Deborah

Website: https://www.haydeandco.com/

LinkedIn: https://www.linkedin.com/in/deborahwatts1/

Instagram: https://www.instagram.com/drdeb5413

Email: deborah@haydeandco.com

C-Suite Insights at the University of Tennessee, Knoxville, Haslam College of Business: https://haslam.utk.edu/c-suites-insights

Saunders spent more than two decades as a Wall Street SVP, sales team leader, and award-winning sales executive. He is now a coach, consultant & author. He spent years as a member of the Georgetown McDonough MBA Alumni Advisory Council and is an active angel investor. He is a long time regular contributor to the Executive MBA mentorship program and spent 3 years on the committee that built the mentorship program for the EMBA and MBA programs.

Top 3 Takeaways

1. Follow your heart. Life throws a lot at us, and we’re asked to make tough decisions every day. Being clear about our values helps us navigate with intention.
2. Put it to the test. When you’re clear about your mission and vision, these serve as a kind of litmus test to determine whether a given idea is worth pursuing. Otherwise, an idea may fizzle.
3. Balance it out. As storytellers, we need to ensure that our message is rooted in a strong foundation. Persuasion, structure, and the right amount of detail turn a good story into a great one.

From the Source

“The simplest definition of vision I'd like to use is: It's your ideal and maybe aspirational future. And maybe you never get there, but it's that big North Star that you say, ‘Hey, that's what we want to be when we grow up,’ right?”

“That's where the power is, that's where it became really powerful. It was pushing her, challenging her to think bigger.”

“It brings clarity on sort of how to think about things and how to bring new ideas forward for innovation and growth.”

“We're all in this together, but we need you all to come forward with ideas on how we get this, get this going. And it was all based on their values, mission, and vision.”

“It gave them something to lean on to say, ‘How do we make these decisions here in this very difficult environment?’”

“This is a message that needs to permeate every aspect of your organization.”

“You know that the inevitable stress point is going to come. And that cannot be the day that you suddenly say, ‘This is what we stand for, people.’”

“It's such an important part of being a leader to live and breathe those values and showcase that ‘This is how we do things.’”

Connect with John

LinkedIn: https://www.linkedin.com/in/jcs-optimizer/

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

Links

Get John’s storytelling tip sheet: https://www.johncsaunders.com/storytelling

Joel Zeff creates energy. His spontaneous humor and vital messages have thrilled audiences for almost 25 years. As a national workplace expert, speaker, author and humorist, Joel captivates audiences with a unique blend of hilarious improvisational comedy and essential ideas on work and life. He has shared his experience and insight on collaboration, leadership, change, communication, innovation, fun and passion at more than 2,500 events. His book, Make the Right Choice: Creating a Positive, Innovative and Productive Work Life is consistently listed as one of the top work/life balance books on Amazon. He has appeared on CNBC and featured in the Dallas Morning News, Houston Chronicle, The Kansas City Star, and many other media outlets.

Top 3 Takeaways

1. Show up. Treat every leadership opportunity with the care it deserves. You never know who’s watching and what they’re taking away from your performance.
2. Go first. Nobody will consider you an expert before you do. Give yourself the recognition you deserve after you’ve worked diligently to develop your capabilities.
3. Share the love. Offering your appreciation doesn’t take a lot of time or a lot of money, but it can make a huge difference in the performance and welfare of those around you.

From the Source

“I have a job where I get a round of applause. I do my job. People clap. Most people don't have a job where they get a round of applause. It doesn't mean they don't deserve it. They absolutely do.”

“You have to perform, whether you're performing in front of a crowd of a thousand people and they're all energized and excited, or there's eight people and and stale coffee and the bad lighting, you have to perform, like there's a king in every audience because you never know where that next opportunity is coming from.”

“The first person that calls you an expert is you.”

“It's not the first time you're gonna jump on stage, you're just gonna be brilliant. It's gonna take hours and hours and hours, but every little step takes you to your destination.”

“I love making people laugh, and I love telling people what I think, and so I figured out a way that that was my career.”

“I don't know if I like the word burnout. I think it's just, people just don't feel fulfilled or rewarded. They're not happy, and they're not happy because they're not receiving that fuel that rewards them.”

“You shouldn't be doing it thinking, ‘What am I going to get out of it? What's in it for me?’ If you're helping people, it will come back to you, but that's not why you made that choice. You made that choice because you're passionate, you're energized, you're supportive, you're being a great leader, a great teammate.”

“We don't give enough positive support. We don't say enough. ‘We appreciate you. Thank you for taking that extra time. We know that we're really busy right now and you've gone above and beyond.’ It's a gift and it's the best gift you can give anybody, and it really takes little time. It takes no budget.”

Connect with Joel

Website: http://www.joelzeff.com

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

Facebook: www.facebook.com/thejoelzeff

Dave Hill Jr. is a former leadership team member for two successful tech startups—Ableton (2003-2011) and iZotope (2011-2016). He founded Go 2 Market Coach in 2016 offering coaching, mentoring, and now, musical healing to his wide array of clients worldwide. His new book, Doubt Riding Shotgun, documents Dave's life journey with self-doubt as well as helpful practices from his coaching practice.

Dave is an active singer/songwriter, drummer, and public speaker. He lives with his wife and kids near Seattle.

Top 3 Takeaways

1. Not all bad. Doubt never feels good, but it’s a mistake to think that doubt can’t serve us. Doubt calls attention to our strongest values and potential risks.
2. Be decisive. Rather than get stuck in an endless loop on the roundabout of doubt, we need to commit to a plan of action and execute.
3. Failure is an option. Things aren’t always going to break in our favor. We need to moderate our relationship with failure so we can find a sweet spot between risk taking and recklessness.

From the Source

“Doubt likes to say ‘Be afraid, be afraid. Oh, watch out. Don't raise your hand. Don't take a risk. Don't sing in public. Don't do public speaking.’ but it doesn't really tell you why.”

“The metaphor was like that we have these recurring voices, and they're kind of like a bad loop in a video game of music where it just repeats the same sound.”

“The Nike slogan of everything: Just do it. Just feel the fear and do it anyway. But sometimes the fear can be so paralyzing and confusing.“

“If we take a more mindful approach, take more steady, and have a more friendly relationship with doubt like we're working with this partner that is helping you learn where your edge is today.”

“The brain creates thoughts, you know? And when we think about witnessing our thoughts, it's about slowing down. And maybe we'll talk a little bit about mindfulness, but practices that get us to slow down and hear the voice and then allow the voice to move away.“

“How we change our body or how we work with our body is reflected in our mind.“

“If you can have a coach that can help you create that experience to see the mind differently, or to see the body and work with the body, then I think you can have the experience and then you can't deny your own experience.“

Connect with Dave

Website: http://www.davehilljr.com

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

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

Donna Rustigian Mac is the President of iVoice Communication, a company dedicated to creating confident speakers, successful interpersonal communicators, and healthy-human business connections through updated, 21st century communication skills. Donna works with individuals and companies who understand the power of their people. As people expand, business expands.

Donna’s distinguished career includes more than 30 years in communications, in broadcasting and the media, as an executive communication coach, motivational speaker, and workforce trainer. Donna is also a certified mindfulness teacher and a qualified change facilitator, studying with Dr. Daniel Goleman and Dr. Judson Brewer. This work enables Donna to help people break old communication ‘patterns & habits’ so they can update their communication skills and integrate them into today’s modern business environment.

Donna is the author or Guide to a Richer Life: Know Your Worth, Find Your Voice and Speak What’s True, and soon to be in publication Know and OWN Your Worth.

Top 3 Takeaways

1. Be brave. Speaking up and communicating during high stakes situations can feel intimidating, but taking a beat to re-establish your self-worth can help.
2. Touch all the bases. When you’re communicating to a large audience, remember that we’re all wired differently. Balance your technique to deliver ethos, pathos, and logos in your arguments.
3. Step by step. When you seek to make a large transformation, look for waypoints on the journey. It’s easier to stay focused and motivated on the next step instead of dwelling on how far you have to go.

From the Source

“Take time to know and own your worth and your value, and then practice—speaking about it, establishing it right up front and then sprinkling it in along the way.”

“So as stress goes up, access to the executive part of your brain actually goes down.”

“I think fear of speaking and the anxiety of communicating is actually increasing, and my theory, I'll tell you, remains the internet.”

“If you do indeed want to become more influential with your listeners, then it really takes a combination of ethos, pathos, and logos.”

“Very often in your audience, you'll have more than one person who cares about different things, so it's really important to take time to be proactive to who is going to be in the audience or who is your listener and what matters to them.”

“It's amazing because once you begin to turn inward and really get a good sense of your traits, your strengths and where you're vulnerable, and then you're able to move the needle.”

“So instead of thinking, ‘Oh my goodness, I really have to get out of my comfort zone and go from A to Z.’ No, you just need to go from A to B and B to C. Incremental change leads to lasting change.”

“Do the best that you can with the tools you have and know what your strengths are and know what lights you up and where you want to go, and the doors, I believe, will start to open.”

Connect with Donna

Website: http://www.ivoicecommunication.com

Website: http://www.inspiringvoice.com

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

Nannapat "Nanna" Sage: the dynamic Executive Leadership Coach, Consultant, and CEO of Potentia Consulting Group. With a diverse background spanning executive recruiting to talent management in Asia, Europe, and the US, Nanna specializes in enhancing leadership capabilities and building top-tier teams. Awarded as a top leadership coach by the International Women Network and Coach Foundation, she holds a Master's in English and an ICF Certified Professional Coach accreditation.

Catapulted into leadership at a mere age of 22, Nanna transformed her early challenges into a profound passion for leadership development. Her mission? To nurture professionals into thriving, confident leaders, thereby sending waves of positive change throughout corporate circles. Fun fact: Nanna's journey took her from the bustling streets of Bangkok to the dazzling lights of Las Vegas, as depicted in the Hangover movie, and now to the rich history of Detroit, MI.

Top 3 Takeaways

1. Everybody hurts. Even those leaders at the top who seem to have it all experience their share of ups and downs. We’re each on a journey, and we can expect a bit of turbulence at times.
2. More to the Story. As leaders, we love a good story. Our favorites are those we tell ourselves. When your story isn’t serving you, it’s time to take the pen and write yourself a new one.
3. Shine a light. We may wonder whether our leadership efforts are visible to those around us. When we showcase our team’s accomplishments as well as those of our peers, ironically, we gain visibility for ourselves as well.

From the Source

“If we focus on other people—focus on a bigger purpose—then we don't need to promote ourselves. We can just shine a light on everybody else on our team.”

“Each lesson will come to you at the right time.”

“If you look at the themes, it's more like something is bigger than yourself. So you can start getting up in the morning, even though it's hard, even though it's difficult, but you have that mission, you have that purpose.”

“It's a critical moment when the leader can step back a little bit and think about what stories am I telling myself when I need to pivot, or when I need to make a leap?”

“The story dictates how you behave and how you think about things around you, think about yourself, and think about other people.”

“When you gain the awareness, what do you do about it? If you don't do anything about it, it's just something where you have the aha moment, and that's it.”

Connect with Nannapat

Website: http://www.nannasage.com

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

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

Executive Ascend Resource: http://www.nannasage.com/ascend

With over twenty years of experience in software development and application security, Laura Bell Main specializes in bringing Application Security and Secure Development practices into organizations worldwide.

She is the co-founder and CEO of SafeStack, an online education platform offering flexible, high-quality, and people-focused secure development training for fast-moving companies, focusing on building application security skills, practices, and culture across the entire engineering team.

Laura is an experienced conference speaker, trainer, and regular panel member and has spoken at various events such as BlackHat USA, NDC, RenderATL, and OSCON on application security, DevSecOps, secure development, and security mindset. 

She is also the co-author of Agile Application Security and Security for Everyone.

Top 3 Takeaways

1. Small is beautiful. When we need our teams to tackle BIG problems in work and life, it’s helpful to break the issue down to make it more manageable. Otherwise, our people may be too overwhelmed to act at all.
2. Show and tell. If you want people to care about your work, you’ve got to make them aware of it first. Get creative and take every opportunity to showcase your efforts and the positive impact you’re having on something everybody cares about.
3. Stay positive. It can be tempting to frame negative consequences in an attempt to garner attention and resources, but use this technique sparingly. Instead, communicate the benefits of action which can lead to sustained interest and investment.

From the Source

“We need to get rid of this superhero mentality, and we need to really give everyone a little bit to do, and to do it consistently over time.”

“You are the complex combination of everything you've done before and everything you've seen. So when you look at something, you see it one way, but the other 20 people on your team have all got different journeys, and they can look at exactly the same thing and see something you never saw.”

“We believe that we are stronger when we work together, that it's easier to do security when we all do a little bit, rather than expecting one person to do an inhuman amount of work.”

“You, as a security person, cannot stand outside what makes that business successful. You have to be an integral part of that success, which means you need to come to their language and speak.”

“​​You've got to engage people, not their fear, but their curiosity.”

“It's like buying a gym membership. Technically it can make you fit and healthy, but it only works if you then invest the resources and the time to actually use the thing to build your skills.”

“For many of our organizations, things that are going to kill your business, if you were to write them down as a list, security probably isn't in the top five. It doesn't mean it's not important, but we have to be pragmatic.”

Connect with Laura

Website:  http://safestack.io

Linked In: https://nz.linkedin.com/in/lauradbell

Twitter: https://twitter.com/lady_nerd

Laura’s Books

• Agile Application Security
• Security for Everyone

Kelsey Buell is an authentic and enthusiastic team builder. She is also an accomplished violinist and singer having performed in front of audiences as large as 20,000. She has given hundreds of presentations on preventing burnout, stress management, and leadership skills. As a former corporate recruiter, she conducted over 2,000 candidate interviews. And through her experience, she uncovered the fact that many people are disengaged in their jobs. This led to her strong passion for training and development. She sees the value in investing in yourself and your team. Kelseys goal is to help you discover ways to flourish in all areas of your life - both personally and professionally. She founded You Flourish Company as a way to invest deeply in those throughout her community of Fargo and beyond.

Top 3 Takeaways

1. Grow for it. Flourishing means growth, and while it may not always feel like it, growth is possible in any environment with the right mindset and behaviors.
2. Make space. You want to be available for those around you, and you’re going to have a hard time doing that if your calendar is always jam packed. Open it up, and open yourself as a result.
3. Cut the “should”. It’s too easy to convince ourselves that we ought to be doing more and more if we want to measure up. Better to ask ourselves whether an opportunity is inline with what we really want most.

From the Source

“One of the biggest challenges of the workplace today is that we move so fast that we don't have true opportunities and we don't truly take time to ask how each other is doing.”

“If you're always in a hurry and you don't have time to truly pause and connect with people and ask them how they're doing, that might be a signal to you that you need to relook at your calendar and your priorities.”

“Although we love workshops and we love professional development, the magic isn't always in what we're delivering. The magic is just getting the people who are attending to set time on their calendar to get together, connect, reflect, and then ultimately grow.”

“I think a lot of times burnout comes from not having a chance to pause and reset a little bit. And I think what we're trying to do is give teams an opportunity to pause, reflect, and think about ‘How can I alleviate, even if it's just a little bit of stress?’”

“We need time to calm our minds down because oftentimes the things that are coming at us outpace our ability to really process them.”

“That accountability is so valuable too, when it comes to taking care of yourself. because I don't think as humans, we're naturally wired to do it on our own because we have that ingrained need to serve and to help others and to be successful and all these things.”

“We're in this gray area of all the things that we feel we should be doing. And then it just weighs us down so much the more and more we live in that space.”

“No matter what job you're in, you're always on that track to burnout. So it's up to you to find ways to constantly be reinvigorating your passion for your job.”

Connect with Kelsey

Website: http://www.youflourish.co

LinkedIn: https://www.linkedin.com/in/kelsey-joy-buell-94998774/

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

Senior Director of Talent, Doctor of Psychology, Professor, small business owner, wife, mom, and farmer...any of these can be used to introduce Amber, who likes to keep her plate full! Amber began her career 18 years ago as a project manager for an Executive Coaching firm and quickly decided she was more interested in the talent side of the business than project management. Since then she has grown from Coordinator to Senior Director of Talent, and recently completed her Doctorate of Psychology degree. She and her husband operate a successful dog care business in MA, and she is an adjunct professor at Southern New Hampshire University. In the middle of all of this she had a surprise baby boy who she dedicates all of her spare time to, getting him used to the farm life with goat, horses, chickens, cats and dogs.

Top 3 Takeaways

1. Take charge. You are accountable for your own career trajectory. Don’t look for others to lift you up, rather do the hard work of calling your shot.
2. Make the connection. Too often we have business conversations or people conversations. Recognize that these are inextricably linked and when we do right by our people, we boost our business.
3. Be an influencer. One of the most challenging yet rewarding types of leadership is influential leadership. Tap into your powers of vision, persuasion, and motivation to draw out others’ enthusiasm and action.

From the Source

“You don't always need to go external to find talent. You might have it sitting with you already. Maybe it's just not in the right spot or not the right fit.”

“The one big thing that I learned from you was that my career was up to me. It wasn't just going to land in my lap. I needed to intentionally make whatever I wanted to happen, happen.”

“Talent could be sitting in our organization and we don't know it if we're not having those conversations.”

“Talent is so broad, but we can't lose focus on the details and how important the talent is. It's not just a cliche or a fad word. Our talent, they're humans. They’re people. We don't have businesses without our people.”

“It’s all about influence and how you share what you do have and what you do know and how you influence those around you.”

“It's helping organizations understand what motivates your employees and not just for the sake of knowing that, but for making the connection between understanding how your employees are engaged or motivated literally impacts your bottom line.”

“I think without a focus on the whole change management aspect and how that impacts employees and how do you best manage that, we are going to continue to see massive struggles with hiring, with keeping our employees.”

“Employees need to be able to trust their leaders and that they're keeping them apprised of organizational changes, organizational decisions, team decisions, things that impact their role and their job and how they fit into the company.”

“People don't leave companies. They leave people.”

Connect with Amber

LinkedIn: https://www.linkedin.com/in/dr-amber-cerone-psyd-5a60659/

The Barker House: ​​https://barkerhousedogs.com

Ron is an entrepreneurial executive leadership coach and Dream Team Architect who works with leaders and organizations to identify executive opportunities and challenges which evoke transformation in leadership and organizational engagement. He is a co-founder of PIQue Coaching & Strategy Group, a boutique coaching and strategy company that has developed an innovative approach to personnel and professional development for leaders committed to growing high performance teams in organization’s.

Ron is a certified coach through The International Coaching Federation (PCC) and the Coactive Training Institute (CPCC). He is a trained “Mental Fitness Coach” through his work with Positive Intelligence and is a certified partner with The Predictive Index. He also has a passion for coaching executives who are in transition and for working with people in addiction recovery. He currently coaches as part of the CoachSource community of coaches and is active throughout their network.

Top 3 Takeaways

1. Help wanted. There will be times in your leadership and your life when you need assistance. Don’t fall for the fallacy of pure independence. Ask for help as readily as you offer help.
2. Make yourself uncomfortable. Personal transformation requires a significant amount of change. This can feel unsettling but is required for growth.
3. Get real. Look to the most meaningful experiences you’ve had—both positive and challenging—as marking the path of your authentic leadership style.

From the Source

“I think one of the things that is really a launching point for any kind of personal transformation is willingness and intention.”

“I've learned that men in general really have a hard time asking for help. Men do not like to ask for help, so recognizing that you can't do things on your own, that you need to ask for help is really the first step, and it’s the number one challenge.“

“You have to rewire your mind, and in the work that I have done on myself, it was very much about rewiring thought patterns.”

“I think the same thing holds true for leaders. It's how do you create new habits, new ways of doing things, creating new narratives inside yourself, that then lead to you being able to transform and change?”

“I think one of the key things for any leader and anybody that's going through personal transformation is you've got to get comfortable with discomfort."

“The thing about the saboteur is it inhibits us from being happy and inhibits us from being as productive as we would as we would want to be, both personally and professionally.”

“We're all a product of all of our experiences. So it's the lived experiences that we had and then ultimately how we can connect and show up in an authentic way for others?”

“One of the reasons I love coaching so much is because coaching actually gives me permission to show up in probably the most real and authentic way that I can because you're creating a container, a very intimate container with a client to do the work of transformation.”

Connect with Ron

Website: http://www.pique.coach

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

Email: ron@pique.coach

Alex has 15+ years of global experience in the People/HR space. He has spent time working in different industries and for companies like Citi, NBCUniversal and WeWork, amongst others. His specific expertise has centered on creating, transforming and building out systems that foster an equitable, innovative and inclusive workplace culture. He has been a full-time Chief People Officer & Head of HR (for GHJ and Control Risks respectively) and is currently focused on start-up fractional clients as part of his own business, Alex Seiler LLC and as a founding fractional executive at Blackpoint HR. He is also a start-up advisor in the HR tech space, currently partnering with When Insurance, Kindred Minds, Klaar and ChangeEngine.

Top 3 Takeaways

1. Pile it on. An effective HR function can help an organization hire and retain talent, boost productivity, minimize risk, help the business navigate change and growth, and much more.
2. Partner up. Model the type of relationship you want your leaders at every level to have with HR. This includes being proactive, establishing and maintaining trust, and taking a strategic approach and not just a tactical one.
3. Get smart. You’re likely awash in people data, so be sure to read up on what’s happening. Your HR counterparts have employee experience surveys, exit interviews, and other datasets you need to absorb and consider.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Featured Podcast

"Show Up as a Leader with Dr. Rosie Ward": https://drrosieward.com/my-podcast/

From the Source

“HR is a strategic partner, so if you're just leveraging them just for administration, you're really missing out on how they can actually help you drive the business, its outcomes and overall company culture and success.”

“Underfunding or under-resourcing an HR team brings you back to more of that transactional, reactive type behavior instead of driving that proactive, strategic type behavior.”

“More and more, CPOs have left full-time roles and have gone fractional like myself because of things like burnout, too much on their plate, not enough support and not enough resources.”

“If you haven't necessarily had the greatest experiences with the people function—or they felt more administrative—if you go to a new organization, make sure to give them a chance especially if you're hearing or seeing things done differently to what you've experienced before.”

Connect with Alex

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

Wellness event (10 Oct 2024): https://motivesmet.lpages.co/wmhd-wellbeing-workshop2/

Joel Goldberg is an Emmy Award winning broadcaster. keynote speaker, and published author. He began dreaming of a career as a sportscaster at a young age, always wanting to deliver news of the previous night’s game to his grade school teachers. He’s spent more than a quarter century on television, relying on relationship building to tell athletes’ stories. Joel’s unique access enables him to share lessons learned from the baseball field to the board room as a motivational speaker and to homes everywhere through his business podcast.

Top 3 Takeaways

1. Change the game. The latest generation to enter the game has grown up in an entirely different environment. Give them the opportunity to provide input and make an impact.
2. Be a switch thinker. Make great use of the the data and analytics you have. At the same time, don’t neglect your intuition and willingness to use both sides of your brain.
3. Leg it out. If you want to achieve something in your life, you’ve got to be willing to hustle and make it happen.

From the Source

“The 22 year olds, the 25 year olds right now are totally different than the 20 somethings 10 years ago, and some of that is just the evolution of time, the evolution of technology. The guys that came in 10 years ago had social media, but it was still pretty new.”

“What can you do that's different than everyone else to get ahead? That's the race that's going on in baseball right now.”

“I'm not anti data. I'm not anti any of this stuff. I'm all for change and progress. Don't forget to trust your instincts sometimes.”

“We do need to embrace all of this technology, but I think those that are going to rise above the rest are going to add that human element to it.”

“It's always about the customer. It should always be about the customer.”

“It always will be about wins and losses. It'll always be about your sales sheet and your numbers, but what do people want? What do the customers want? What do the fans want? We have to give them what they want.”

“I tell people all the time, no matter what the profession is, you have to do whatever you can to get your foot in the door.”

Connect with Joel

Website: http://www.joelgoldbergmedia.com

Instagram: https://instagram.com/joelgoldbergkc

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

Small Ball Big Results (Book): https://amzn.to/44iEb3H

References

Take Me Out to the Ballgame (Right After We Hit the ATM): https://www.playma.com/news/mlb-game-costs-report/

Keisha A Rivers harnessed the lessons learned while leading during a harrowing Hurricane Katrina experience to become an award-winning international speaker, change agent and learning leader. As Chief Change Officer and President of The KARS Group LTD, she focuses on equipping organizations and leaders to navigate The People Side of Change. She is a TEDx speaker, host of the Equipped for Change podcast and author who has been recognized for her leadership and influence through such designations as "2022 Enterprising Women of The Year" by Enterprising Women Magazine; "50 Most Influential Women of 2021" by the Mecklenburg Times for her leadership in the Charlotte area; and "10 Most Influential Black Women in Business to Follow in 2021".

Keisha holds a BA from the University of Pennsylvania, an M.Ed. from University of New Orleans, and a Certificate in Women's Entrepreneurship from Cornell University. She is a Certified Diversity Professional (CDP), Certified Diversity Executive (CDE), Certified Talent Optimization Consultant, HRCI and SHRM Recertification Provider.

Top 3 Takeaways

1. Change is personal. When things shift on us, we’re the ones who experience the consequences. When we initiate change that impacts others, we need to heighten our awareness of how they’re likely feeling.
2. Next not new. There is no so-called new normal. Change has always been constant, and now it’s happening faster than ever. As leaders, we need to get good at absorbing and leading change.
3. Bring them along. To smooth out the change process, engage those impacted each step of the way. Give them time to absorb change and a means of retaining their agency during and after the shift.

From the Source

“Anytime you have to build, anytime you are adjusting, adapting, creating something new, you have to build in time for the learning.”

“Change management is managing the process. It is looking at the steps we need to take, the plans we need to make, the resources we need to allocate, how much is this going to cost. These are the things that you feel you can control. Change leadership is all about the people side. It's how do we get people to shift the way they are thinking in order to do something differently?”

“That's the one thing when you are leading people through change. You have to include them in the conversation around the change. You have to help them see themselves in what this looks like for them, not just for the organization.”

“You have to sit in the discomfort, and you have to take the time to recalibrate your thinking. You have to shift your own thinking about what's going on. So stillness breeds strength, and it cultivates strength because you don't have the distraction of trying to move away from what is disconcerting to you, from what is causing fear.”

“When you're sitting in stillness, you get a chance to stop the spiral. You get a chance to really evaluate what needs to be done and you get a chance to envision yourself in a position of success, where you can see the pathway. You talk about creating your story, you can see yourself in that new story.”

“Leadership is more around influence. It's around how do you influence people? How do you position people? How do you encourage people and have people shift their thinking about whatever it is that's going to happen so that they will do things that are going to be mutually beneficial?”

“There is always some way that you grow, learn, develop. What people tend to do in the midst of change, in the midst of a change process, Is that instead of them figuring out ways to support themselves to love themselves to, to, um, to be able to, to understand themselves, they tend to beat themselves up.”

“Here's the thing I always tell people: you want to create an environment where your people feel seen, they feel heard, they feel valued, and they feel safe. And it's not just physical safety, it's really psychological safety.”

Connect with Keisha

Website: http://www.karsgroup.com

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

Instagram: https://instagram.com/karsgroupltd

Chris is a husband, father, people and idea person. He helps energize people and teams through reframing stress, uncovering strengths, and cultivating connection. He’s been to 50 countries, worked with leaders on every inhabited continent, and hopes to get to Antarctica someday!

Top 3 Takeaways

1. Create space. Our organizations and relationships at work have the potential to be places we go for healing and reinforcement. Making this a reality requires a new leadership approach.
2. Be present. When you’re holding space with another person, do the little things that let them know you’re fully present with them. Turn off the phones, face them, and be all about them in that moment.
3. Learn to love again. We don’t use the “L” word often enough at work. When we care deeply about those around us, we don’t have to make it awkward. We need to find our own way to let our love shine through.

From the Source

“Essentially, it's this sense that all of us are longing for wholeness, right? All of us are longing for integration, and every interaction is an opportunity to move closer to that or move further from it.”

“So what if we could use that to create and cultivate these healing spaces? And the workplace is ready for it. As humans, we’re ready for it. So I guess the question is, are our organizations ready for it?“

“The more that we can be those people that see the value, that see the importance, the significance of the person right in front of us, that in and of itself is strengthening.”

“We have these assumptions that people can compartmentalize so well. The reality is that it's incredibly draining to try to compartmentalize these things that we all carry this emotional weight, these griefs, on a small scale to a large scale and to act like that's not affecting our capacity or to try to disregard it and just go on with business as usual, that's not sustainable.“

“So do we even notice the nuance and the contours of somebody's world? And that has to do with slowing down, right? Paying attention and being fully present. So often we're just moving so fast, or we're so, so focused that we don't even notice those little opportunities, right? To lean in and invite somebody to be seen.“

“I love what you talked about, the live wire, that spark of joy. One of the things that I really try to pay attention to—I actually have a post-it note underneath my monitor, right underneath you, purple, that's appropriate, it's on brand with Matt—and it says, ‘Am I having fun right now?’ And that's a simple, simple barometer for me of, ‘Do I want to continue in this? Is this where I want to be right now? And, what kind of presence, what kind of energy do I want to bring to it?’”

“Things just go so much better when I put love first and then results follow. When I try to lead from results and then kind of like, squeeze in a little bit of love where possible, usually, A) there's no room and B) it doesn't really work.”

“One of the things that I try to help people see is that, usually, as a leader, we're dealing more with polarities and paradoxes than we are problems. And so, making that distinction and seeing that, ‘Look, this isn't an issue of do you value him as a human or do you get him to do his work, it's yes, AND.’”

“Then I realized, wait a minute, one of the reasons that self care doesn't really happen is because we think about it in an over individualized way. But if you emphasize belonging, self care follows, but if you emphasize self care, it doesn't stick.”

“It's really about setting that container of love, results happen within the context of love, but results brought without that container of love result in alienation, right? Separation, frustration. It's counterproductive. It backfires.”

“So I like to try to reframe stress for people, and self care around stress doesn't mean you're not stressed because you're inadequate, you're stressed because you care. And the invitation is to actually include yourself more in all of that caring that you do. So self care isn't caring less, right? For others, it's actually just expanding the circle of care to include yourself in it.”

“I think it's so important for leaders to do the work to excavate and reflect on what fills your tank.”

Connect with Chris

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

Website: http://www.christophersparks.com

References

Where in the World? https://www.watercoolertrivia.com/trivia-questions/geography-trivia-questions

Episode Sponsor

The Predictive Index: https://www.predictiveindex.com

About Jonathan

Jonathan Ribskis is the Director of Talent Optimization for Builtech Services, a nationwide commercial general contractor with offices in Chicago, IL and Charlotte, NC. He began his career with Builtech Services in Chicago as a superintendent, working for a company of just 4 employees. He then worked in estimating and eventually project management, where he spent the majority (11 years) of his career. In 2017, he relocated to Charlotte, NC to launch the company’s Southeast office. In 2021, he moved out of project management and into his current role, which he absolutely loves.

He is responsible for all aspects of talent strategy and vision, including hiring and building teams, career development, mentorship, leadership and engagement, safety and people operations (HR). He does all this through the 4-pointed lenses of how to best attract, engage, develop and retain talented team members.

With Jonathan’s oversight and leadership, the company has successfully launched an internship program, mentorship program and a Senior Leaders/Emerging Leaders program. During his almost 16-year tenure at Builtech, they have grown from 4 employees to over 95 and from annual sales of $4 million to $280 million. Builtech has been named a Best Places to Work by both The Charlotte Business Journal and Crain's Chicago Business for the past few years. The company has an unheard of 6% unplanned attrition rate.

Top 3 Takeaways

1. Keep it real. When stretching workers, allow them to make mistakes from time to time. Every worker—even an intern—needs opportunities to develop new skills which inevitably means failing.
2. There’s always time to learn. Fit leadership development into the normal flow of business. Early breakfast sessions, working lunches, or standing meetings are great places to bring in leadership lessons.
3. Use the tools. Jonathan and his teams have had great success using The Predictive Index and its talent optimization platform. Trying to build a company without the proper tools is a recipe for disaster.

From the Source

“In construction, there are problems, but instead of hiding them or trying to solve them behind the scenes, we try to pull our clients into it, put it in front of them, and say, ‘Hey, we're working on this for you’, and that builds trust because we're just being very transparent with them.”

“We don't call them interns. We try not to make that obvious. You're just a Builtech team member for the summer or for the winter or whatever it is, and you have responsibilities just like our full-time staff.”

“We give our interns opportunities to fail and to make mistakes. That means financially sometimes. And we're okay with that. We feel like that's part of the learning process.”

“We realized we need to focus on Gen Z, we need to give these folks the tools to move them up through their careers, hopefully with us, and so we launched a mentorship program.”

“I have buy-in from our ownership on these programs, and I have their support. So that's what makes these things a lot more effective.”

“A big focus this year has been the topic of delegation. We've done some training around delegation. We've provided resources around how to properly delegate, not just throw it away and and hope it sticks, but to actually give structure to it.”

“If you do some research across the industry—and we're a part of some peer groups that are other general contractors—[unplanned attrition] is 15%, it's 20%, sometimes it's even higher. So we are very proud of the fact that we've been under that 6%.”

“People are complex. I think that's what we've learned a lot through the use of, of our, uh, spending time and studying and learning. Predictive index is the complexities and the nuances of everyone.”

Connect with Jonathan

Website: http://www.builtechllc.com

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

References

“Built to Last” trivia game: https://www.rakenapp.com/blog/10-incredible-feats-in-construction-history