Afleveringen
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Mark is the CEO and Co-Founder of Mygrow. He is an Organisational Psychologist specialising in the development of Emotional Intelligence (EQ) and organisational culture. His work in neuroscience, leadership and behavioural change have made him a sought-after facilitator, coach and speaker and his methods and teachings are being used around the world through Mygrow.
Theran is the Chief Humanising Officer of Mygrow. He thinks, writes, and speaks about humansâ about our individual and collective potential. Heâs an expert in topics and issues involving capitalism, organisational culture, behaviour, values, emotional intelligence, narrative identity, psychology and social science. His personal purpose statement in everything he does professionally is to âRealise Humanity.â
Mygrow is on a mission to build an Emotionally Intelligent World by pioneering a new approach to people development and organisational well-being. Leveraging a unique blend of psychology, neuroscience, film and technology, Mygrow is delivering scalable, measureable and sustainable behaviour change causing individuals and organizations to flourish.
Top 3 Takeaways
Feel the burn. I really enjoyed how Mark described how emotional intelligence is a set of competences that work like muscles. They can be developed, but we have to put in the reps and the effortRoot down. We may be tempted to look at short-term investments as a fast path to the fruit we want to enjoy. Better to go deeper to the root of the skills needed to make those intermediate efforts pay off.Be human. Itâs a familiar refrain on this show, but our world of work has fundamentally changed. Everything is connected now, and our business results are directly tied to our ability to meet the very human needs and interests of our workers.Subscribe to Mattâs LinkedIn Newsletter
Optimal Leadership Tips:
https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888
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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âThe research seems to show quite clearly that these are competencies that can be developed. It is classified as an intelligence for a few specific reasons, one of which is that it actually can develop with with age.â (Mark)
âI like to think of cognitive intelligence a little bit more like bones. It increases to a certain age and then it gets relatively set where emotional intelligence or the competencies in the domain of EQ seem to be a little bit more pliable based on implementing techniques.â (Mark)
âIf a system works well, it doesn't mean it will accomplish what it needs to just because the system itself works well. The people themselves can hamper that.â (Theran)
âWe were chatting with a partner in our network recently who said, âCovid wasn't the problem. Covid was just the start of the infection, and we're really beginning to see the organ failure.â Now that's coming as the result of the infection that spread, and human nature will take the easy way out which is often the maladaptive coping mechanism which is focused on current state.â (Theran)
âSomething of a mistake that's being made in the investment that companies are making is they're investing in the fruit and not investing quite as much in the root constructs that will make the fruit possible.â (Mark)
âThe human side of business is starting to show greater fruit than the systems and processes and bureaucracy that was part of an era that unfortunately is bygone.â (Mark)
Connect with Mark and Theran
Website: http://www.mygrow.me
LinkedIn (Mark): https://www.linkedin.com/in/markbaker-mygrow
LinkedIn (Theran): https://www.linkedin.com/in/theranknighton-fitt
Human Impact Audit: https://humanimpactaudit.com
Leadership Development Strategy Audit: https://meetings.hubspot.com/mark392/leadership-strategy-audit
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Bonnie manages the business recruiting team at Zapier, a SaaS company in the automation space. She is also a content creator with over 500k followers across LinkedIn, TikTok and Instagram, and writes two newsletters sharing insights for jobseekers, as well as people in the HR and talent space. She enjoys travel, great food (eating more than cooking), and managing her almost 4-year old's social calendar.
Top 3 Takeaways
Know the score. Looking at jobs data can give you a popsicle headache. Be sure to do your homework on what your current hiring climate is like.Take a human approach. Pervasive technology and large numbers tempt us to automate candidate relationships. Use the tech, but also inject distinctly human interactions where possible.Get with the times. A new generation is pouring into the workforce. Rather than focus on whatâs different about Gen Z, seek to understand their perspective and align on win-win outcomes.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âThere's a real disconnect between the jobs that people are applying for and the jobs that are available.â
âThere's a disproportionate amount of people trying to get into remote work, and so those remote jobs might be like 15 percent of what's posted, but then they're getting over half the applications.â
âThe largest number of jobs are being created at small businesses. So, companies with fewer than 50 or under a hundred employees, that is where the greatest amount of job creation is happening.â
âTwo of our just like standard rules is everyone gets a response within seven days. They never go more than seven days without communication. Of course, there's someone that is going to say we missed that for them. It happens. We're human. But for the most part, I would say about 99 percent of people have that experience with us. And it's as simple as that they get a rejection email if it's a no. And we let them know at every step, like where they stand.â
â[Generation Z is] pushing more for balance. They're pushing more for, um, You know, workplaces that treat them like humans.â
âI think there is this common pattern where every generation kind of says, âThey don't work as hard as we didâ or that's dealt with it as like a millennial that âWe were entitledâ and all of that, but I think actually listening and embracing where they are in realizing they actually have a pulse on the future in a much better way than some of your mope seasoned people.â
âI think the social media stuff is a really good example of that. 15 years ago, employer branding was getting yourself on one of those lists, like a best place to work list⊠that was like top notch employer branding. Today it's your people being on social media saying, âI love where I work and here's why.ââ
Connect with Bonnie
LinkedIn: https://www.linkedin.com/in/bonnie-dilber
Instagram: http://www.instagram.com/bonniedilber
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Zijn er afleveringen die ontbreken?
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Jenny Smith Moebius is the SVP and Head of Marketing at Skedda, a global workplace management platform committed to powering great hybrid workplace experiences, where she's also the host of the Heroes of Hybrid Work podcast. Jenny is a top Go-To-Market (GTM) leader in the Greater Boston area, where she has a track record of building powerful brands and categories, generating demand (for both sales- and product-led orgs), and creating energizing mission-driven cultures of belonging in the B2B tech space.
Top 3 Takeaways
Move on. Rather than continue to fret over the future of hybrid work, we need to shift our energy into how we can improve our business and people outcomes. Case closed.Check yourself. We always need to be mindful of unconscious bias. When it comes to hybrid work, we need to ensure weâre treating the in-group and out-group equitably.Use the tools. From sophisticated technologies to simple techniques like sharing a meal over distance, we have the opportunity to re-humanize hybrid work for the benefit of all.Subscribe to Mattâs LinkedIn Newsletter
Optimal Leadership Tips:
https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888
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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âMy stance is that the hybrid work debate is over, and people really need to start figuring out how to do it right. Instead of grappling over whether we should do it, it's about how to do it so that you continue to engage your people and have a high economic returns.â
âIf you want to retain your talent, keep your talent happy, and bring in more and better talent, the way to go is hybrid work.â
âThe energy that I get from the collaboration, the productivity that I get with my team, or just even getting to know them on a more personal level, having lunches and snacks and drinks or whatever it is you want to do⊠It's, it's totally worth it. And lots of data out there shows that two to three days a week doesn't decrease productivity. The benefits really outweigh the cons.â
âThe best practice out there is that hybrid work should be made at the team level. And when it is made at the team level, the studies have shown that the amount of talent and diverse talent that you can attract increases.â
âAllstate, for instance, adopted a model of team level agreement and job applications rose 23%. But the most interesting part is that there was a 33% increase among women and people of color. So what you were referring toâwomen, people of color, people with disabilitiesâhearing that there's more flexibility in where they work, you're going to attract better and more diverse talent.â
âMicrosoft found that employees who met with their managers in person within the first 90 days were more likely to seek feedback, feel included and trusted by their team, build strong relationships with colleagues, and feel supported when discussing tough issues with their manager.â
âHappy employees drive economic return. So this fits right into the talent optimization wheelhouse. Take care of your people, be intentional about it, listen to them, and you should have a pretty good result.â
Connect with Jenny
LinkedIn: https://www.linkedin.com/in/jennifermoebius
Get Your Hybrid Work Score: http://www.skedda.com/grader
Heroes of Hybrid Work (podcast): https://www.skedda.com/heroes-of-hybrid-work-podcast
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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
Stay the course. While thereâs a highly visible tug-of-war happening when it comes to DEI, the worst thing we can do is shut down dialogue. Donât stop at the headlines and miss the opportunity to reach the heart of the matter.Measure up. Itâs 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.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âWe 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.â
âThe 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, âWe're not sure we moved the needle with the work that we did.ââ
âMost 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.â
âWe 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, âAll right, what insights do we see here? What themes do we see here?â And that will help prioritize and narrow down the focus that an organization should have.â
âMost organizations have data. The question is, is it good enough data to draw the type of insights we need?â
âWe 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.â
âPeople 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.â
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
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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
Fear not. While selling products, services or ideas involves the possibility of rejection, we donât have to hesitate to take on this role if we approach it with a mindset of authenticity and service.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.Relationships matter. Itâs 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âThe real problem is that one of the greatest human fears is a fear of rejection, a fear of failure.â
âWe're always influencing others, and so if you can be confident in where you're coming fromâwhen you start thatâit's going to make everything else more seamless.â
âIf you approach any type of conversation from a place of authenticityâand that's just really being your authentic selfâitâs 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.â
âWhen I look at values, they can be different based on your different buckets of life.â
âHow do you want people to feel when they work with you? What are they saying when you're not in the room?â
âOne 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.â
âIf 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.â
âPeople 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.â
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
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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
Business is human. In our earliest days, commerce was intensely human. While weâve recently learned to boost automation and scale, business remains human when we get it right.Play the long game. While splashy headlines abound, realizing the benefits of technologies like AI is going to take time. Donât rush your strategy and implementation, but opt for steady progress.Seek leverage. Iâm fascinated by Drewâs 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. Letâs 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âWe 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?â
âIf you think about the essence of business, it predates investor evolution, right? Two individuals sharing goods, sharing value and realizing that, âHey, 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.â And in turn, it creates more value in the world than we could ever create individually. That is human.â
âIf 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.â
âThe next big platform shift, which we're on the precipice of right now, is this evolution of AI and âWhat does this mean?ââ
âAs 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.â
âThere are examples of tech companies, especially larger ones, saying âWe'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.â They almost need to prove that AI is working.â
âYou 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.â
âThe gift of the last platform shiftâwhich is digitization, the ability to create automationâis 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.â
âThe imperative today really comes down to âWhat data are we actually collecting? What is our strategy and plan?ââ
Connect with Drew
LinkedIn: https://www.linkedin.com/in/andrewpfortin/
Website: https://levertalent.com
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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. Lynâs 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
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 hasnât looked back.Get over the guilt. So many times, we feel overwhelmed by lifeâs shoulds. We may not want to disappoint the people in our lives, but if weâre making a necessary and thoughtful change, weâre honoring ourselvesâand this is exactly what they want most.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âWhen 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.â
âPeople who have a purpose tend to be happier. Many of us derive our purpose from our work.â âIt 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.â
âI woke up one day and just realized, âThis isn't good. I am unhappy. I'm on a bad path.â 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.â
âI 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.â
âI 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. âHey, 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.â It makes coming to work that much more rewarding.â
âWe have chosen this space because this is the space that we love.â
"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.â
Connect with Lyn
Website: https://www.kidglov.com
LinkedIn: https://www.linkedin.com/in/lynwineman
Agency for ChangeâThe Podcast that Inspires: https://kidglov.com/podcasts
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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
Keep everything in focus. Weâve 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.Know your code. I love how Nikki described her organizationâs culture code as a âlived way of being.â This really underscores just how meaningful their intentions are to how they operate and hold one another accountable.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âIt's like the question I ask every team member before hiring them or regular check ins: âWhat is the why now?â because that can change over time, but we have to be rooted in the why.â
âLife goes so fast. And we all can see seasons in our life where we're like, âHow is that? Is this year already at this point?â It just gets faster as you get older and you have to be present. You only get this one shot.â
âSo youâve 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.â
âI love the people-first way of showing up. The mentality of âpeople first,â 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.â
âAt 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.â
âYou took the oath that said, âI'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?ââ
âI 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.â
Connect with Nikki
Website: http://www.peopleforwardnetwork.com
LinkedIn: https://www.linkedin.com/in/nikkilewallen
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Melissa Doman, MA is an Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Hereâs Why And How To Do It Really Well). Melissa works with companies across industries around the globe â including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, EstĂ©e Lauder, & Janssen. Sheâs spoken at SXSW and has been featured as a subject matter expert in CNN, Vogue, NPR, the BBC, CNBC, Inc., and in LinkedInâs 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
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.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.Get real. Feeling pressure to feel okay all the time is not a proper definition of wellness. Itâs natural to not feel okay all the time. If weâre 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âWe'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.â
âI 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.â
âIt 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.â
âWhen you think about intergenerational conversations about mental health at workâthat's a doozyâI 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.â
âEven 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.â
âWhen 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.â
Connect with Melissa
Website: http://www.melissadoman.com
LinkedIn: https://www.linkedin.com/in/melissadoman1
Instagram: https://www.instagram.com/thewanderingmel
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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, sheâs 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
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.Get still. When faced with a big work or life decision, itâs 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.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âSomething I've been exploring a lot is this idea of permission and this idea about whether weâre waiting for permission from others to say yes to ourselves.â
âSometimes 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.â
âThere 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.â
âIt 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.â
âThere'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.â
âYou'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. âWait 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?ââ
Connect with Lisa
LinkedIn: https://www.linkedin.com/in/lkleinhofer
Website: http://www.taketheriskleadership.com
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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 Relationshipâą. 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
Donât 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. Letâs not lose the progress we gained.Weâre in a relationship. What we expect from work and what we expect from relationships are strikingly similar. Make sure youâre doing everything you can to ensure that the dynamic is as healthy as possible at all times.Be curious. As leaders, we need to ask our humans human questions. Be sure to ask questions that canât be answered too easily. Youâre 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âAnyone who has friends, family, colleagues that work for someone else probably has heard a story recently about something at work that's not workingâa 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.â
âEmployees 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.â
âWe'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.â
âA 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.â
âOne 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.â
âYou 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.â
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
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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
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.Make the case. Donât 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.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 donât get overwhelmed. Theyâll 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source(s)
Kristie:
âOne thing every day that I remind myself is that there's 32 opportunities across the NFL. There's certain perceptionsâpeople really do only see what's on the fieldâbut I'm really proud when people join the team and see what a robust business that this sports organization is.â
âWe 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.â
âYou need to make sure that people are really prepared and have the tools to lead other people.â
âEmbracing 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.â
Jodie:
âHR 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.â
âManagers 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.â
âHalf 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.â
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/
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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! Sheâs 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
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 weâre stuck.Start small. You donât have to completely overhaul your life in order to make a change. Even small improvements will add up over time.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âStaying 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.â
âI choose to face my sticky floors, to clean up my sticky floors, so that I can bust through the glass ceilings.â
âIt'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.â
âThe 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.â
âWe don't have to go from being in this negative space to all rainbows and butterflies and unicorns. You can take a baby step.â
"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.â
âWe 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.â
âWhat 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.â
âYou need to pull all of the leaders togetherâlike the executive team, the senior leadership team, whatever it isâand you need to get them in a room and you need for them to settle in on some core values.â
âIt'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.ââ
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
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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. Kellyâs 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
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.Get real. Wishing alone wonât 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.Team up. When weâre transparent about our motives and our collective need to help one another satisfy them, weâre 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âA human work world is one in which our human needs are healthy and ideally thriving at work.â
âI 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 BrenĂ© 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.â
âWhat 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.â
âWe tend to take a more passive and reactive approach to well-being at work than a proactive or preventative one.â
âIt 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, âOh, go have a people first culture, but we're not going to put any time, resources, dollars, or tools to do it.â That's just completely unrealistic for everybody.â
âThese 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.â
âWell-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, âOh, you just get to this destination and then you're well at work and then your team is well and performs well at work.â It's constantly something that's going to evolve.â âWell-being is personal. So you cannot take this one size fits all approach.â
âNeeds do hold friction with one another like we just talked about. So it's really learning to live in the tension of these needs.â
âA really beneficial thing that happens when you do thatâwhen you start to put more of that ownership and accountability and that idea of co-creation with everybodyâis that employees and team members have more compassion for you.â
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
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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 todayâs complex climate. Always results-focused, Jackieâs programs are designed to measurably impact the leader, their teams, and the company â leveraging soft skills for hard results.
Jackieâs 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 Companyâs bottom line.
Top 3 Takeaways
Get current. Everything in our world of work has changedâŠexcept the way we lead. Invest in next-level leadership development in order to develop the core capabilities now needed for holistic success.Beware of burnout. Weâre 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.Stay evergreen. Leaders are accountable for learning and growth. This pertains to our followers, but also to ourselves. Ask yourself, âWhat am I actively learning and intentionally practicing?âFrom Our Sponsor
Get your copy of the report, â5 critical actions to enable your people leaders to succeedâ 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âWhat 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.â
âIf leaders are not trained on how to lead todayâif a company has not done a leadership development kind of Up level, upgrade, up skill, iteration, something in the past three yearsâit's really putting their company at a disadvantage.â
âPeople 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.â
âAll 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.â
âI always say âClarity is kind. Context is key.â 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.â
âWhen 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.â
âLeaders 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.â
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/
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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
Choose wisely. After experiencing an excruciating level of voluntary turnover, Jim examined and redefined his philosophy. Now, heâs able to tap into a larger talent pool and boost retention in the process.Mind your mindset. When sellers and any other workers feel too tied to the outcomes they produce, theyâre walking along a slippery slope. Raise attention to the wholeness of being a successful human and watch the results follow.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âIn 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.â
âA 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.â
âIt'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 âThis 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.â And so the mindset is becoming âI'm not a salesperson, I'm a business therapist.ââ
âLeaders 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?â
âThe 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.â
âWe 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.â
Connect with Jim
LinkedIn: https://www.linkedin.com/in/speredelozzi/
Website: http://www.predictiveindex.com
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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 NFPâs 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
Mind your brain. We donât often stop to think about how our brain works, but itâs impossible to realize our full potential without doing so. Commit to learning about brain basics.Beware of the default. We spend a great percentage of our day on autopilot, but we donât appreciate how our default patterns of thought may actually be inhibiting our success. Make the switch to Brain On! early and often.Take responsibility. Youâre not managing robots, youâre managing othersâ 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âI 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, âWow, we had no idea.â I became kind of a stress management expert as I was navigating my career path.â
âI like to think of our brain as the computer. I've always looked at what's going on through the lens of âI can control my thoughts and my experiences through my brain.ââ
âOver the yearsâespecially through the pandemicâI've come to really believe that everything hinges on our thoughts and emotions.â
âPut 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.â
âOur 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.â
âCompanies 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.â
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/
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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
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.Ease up. Too often, weâre 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.People for the win. Itâs 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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âIt 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.â
âThere was a common pattern that a lot of those leaders told me in the interviews, âUh, this might sound naive, butâŠâ, and then they started to share an interesting idea or business philosophy or whatnot.â
âBeliefs 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.â
âMost decent organizations will say âwe put our people firstâ. Or âpeople are important.â But it almost always ends up as âas long as the business is successful.â 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.â
âWhen you start to have people that you trust and they start to see, âOh, if I make this decision, that actually hurts what we could do over here and that hurts this other person over here,â you just create greater alignment in that and eventually you sometimes get business growth that comes out of that too.â
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/
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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
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.Donât 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.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âThe thing that I really found challenging is that as we grew, the expectations evolved from being in that swim lane and focusing on your expertiseâand I'm kind of a product minded entrepreneurâto 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.â
âThe skillset of being a manager is that just that: it's an actual skillset and it's not just, âOh, you do your regular job and then manage people on the side.ââ
âThe 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.â
âPeople 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.â
âOne 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.â
Connect with Adam
Website: http://www.predictiveindex.com/perform
LinkedIn: https://www.linkedin.com/in/adamberke/
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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
Know thyself. Self awareness is a gift. Ensure that youâre creating a culture where workers want to learn about their natural tendencies and potential snags.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.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 PIâincluding Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotelsâacross 90+ countries. Learn more at predictiveindex.com.
From the Source
âI 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.â
âWhat 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.â
âI 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 theyâre so much more on the same page and they know what the other one needs. It's just more clear.â
âThe 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.â
Connect with AmberLyn
LinkedIn: www.linkedin.com/in/amberlyn-bryant-54178840
Website: www.amberlynsolutions.com
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