Afleveringen
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About Ryan Tansom: Ryan started his entrepreneurial career at his family business where he was the executive VP. He was responsible for the strategic operational and financial strategy of a $21 million company. By the age of 27, he helped turn the company around and bring intentional focus to the right strategies, which enabled it to be sold for eight figures in 2014 to a local competitor, Ryan took his experience and founded Arkona to create the intentional growth framework which helps owners view and run their company like a financial asset through educational training and fractional CFO services. Ryan's mission is to help entrepreneurs enjoy work, create wealth, and make an impact in order to make the journey worth it. Ryan has personally guided over 400 entrepreneurs, and leaders through the Intentional Growth Academy. He has been involved in dozens of transactions and spoken in front of some of the most prestigious CEO masterminds, like Vistage Worldwide and Entrepreneurs Organization. He also hosts the popular Intentional Growth podcast that has 340 Plus episodes 500,000 downloads and guests like Gino Wickman, Bo Burlingham, Dan Martell, and others.
In this episode, Jordan and Ryan Tansom discuss:
The âhatsâ entrepreneurs wear: Owner and Leader
Owners and leaders usually have different values and goals for each hat
The critical conflicts balancing income and growth
âDe-riskingâ cash flow
Growing your value
Key TakeawaysConflicts happen when thereâs a misalignment of values between the leadership and the ownership of a company.
Especially when owners and leaders are the same people, they need to define their goals for each hat they wear. Then they need to create alignment between ownership, leader, stakeholder and client goals.
They must also create a vision that will guide their decision-making and make sure that the organization is always aligned with the overall goal.
Revenue doesnât mean much for a company. At some point, there needs to be cash flow to generate enough equity growth.
Grow value by increasing and âde-riskingâ cash flow.
Hire the right team of advisors and coaches to help you get to where you want to be. Surround yourself with people that you trust, love, and respect.
âThere is nothing more âfreakingâ frustrating than someone who wants to just get up and execute when the owner and ownership group doesnât know what they want.â â Ryan Tansom
Connect with Ryan Tansom:
Website: https://arkona.io
LinkedIn: https://www.linkedin.com/in/ryan-tansom-4a440710/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Stephanie Coradin: She is the Founder of Dembo Inc. She has over 18 years of experience in providing leadership and development training and life coaching to individuals and groups from various industries. She holds an MBA and a master's degree in mental health counseling. She has a unique combination of knowledge and length of industry experience, which enables her to draw out the underlying factors that may be impacting an organization's growth and provide effective solutions. She's an advocate of employee empowerment, and dynamic leadership. She believes that when employees feel valued by their leaders and trusted with their abilities, they are motivated to perform their best.
In this episode, Jordan and Stephanie Coradin discuss:
The fine line between coaching, consulting, counseling and mentoring
The stereotypes regarding the different generations in the workplace
The mentality of entitlement across generations
Corporate culture change
Key Takeaways
In corporate culture change, start with standard operating procedures to fix the cause versus just curing problems.
Awareness of oneâs own leadership style is essential to building a positive corporate culture.
Building self-awareness requires a person to be willing to dig deep into the intentions, motivations, and past experiences that drive their decision-making. Once a person becomes aware of their background and tendency, thatâs when they can move forward with change.
A mentality of entitlement and oversensitivity is not entirely unique to the younger generation. There are entitled people in all generations. Somewhere between 13% and 20% of people have personality disorders. You have to assume that regardless of generation, you will see difficult behaviors.
âTreat your team members well. If you treat your team members well, then your bottom bottom line will soar. Because when they're happy, they make everybody else happy.â â Stephanie Coradin
Connect with Stephanie Coradin:
LinkedIn: https://www.linkedin.com/in/demboinc/
Instagram: @stephanie_zcoradin
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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Zijn er afleveringen die ontbreken?
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About Susan Power: Susan is the Founder & CEO of PowerUp Leadership, a boutique consulting advisory and leadership coaching firm based in Halifax, Nova Scotia Canada. PowerUp Leadership focuses on creating inspiring workplaces The firm specializes in building leadership capability for Executive Leaders. Most of her clients are in the technology industry, professional services, and healthcare
In this episode, Jordan and Susan Power discuss:
How people communicate in both direct and indirect cultures.
Roles coaches play at the highest levels that are usually not discussed
Helping teams work together more effectively
Aspects of effective leadership
Key TakeawaysEffective leadership requires balancing a polarity: Respect and support on one side. Challenge and accountability on the other.
The top coaches act as a âthought partnerâ with their executive clients. They provide alternative perceptions and interpretations to help their clients reach decisions. This is not usually included as something that is part of coaching.
Teams are able to work more effectively if each member is encouraged and willing to communicate their strengths and weaknesses.
To encourage honesty, ask each team member to voice their level of belief in a decision and then address any doubts or concerns that arise.
Prioritizing respect and humility is the key to effective leadership. Being merely âniceâ isnât going to help anybody in the long run.
âTo be an entrepreneur, you have to be very intentional, that continue to surround yourself with top talent and smart people and smart clients.â â Susan Power
Connect with Susan Power:
LinkedIn: https://www.linkedin.com/company/powerupleadership/
Twitter: https://twitter.com/powerupleaders/
Facebook: https://www.facebook.com/PowerUpLeader/
Instagram: https://www.instagram.com/powerupleadership/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Randi Roberts: Randi is the president of Randi Roberts Coaching LLC., and founder of the Fulfilling Career, Happy Life Community. Randi is an executive coach and a career life coach, and she helps accomplished professionals love their work and achieve their career goals. She has seen too many people develop solid career plans, put in tremendous effort over many years at significant sacrifice, and then achieve their goal only to find that it may not be as satisfying as they hoped.
The work her clients do with Randi allows them to explore new possibilities, assess their framework against who they are and want to be, and find what truly fits.
Randi has an MBA from the Wharton School of Business and is a professional certified coach. Before becoming a career life coach, Randi had a successful 30-plus-year career as a pharmaceutical executive working for both large companies and a small startup. She also founded two of her own businesses.
In this episode, Jordan and Randi discuss:
What is important in planning a career change
Look at your life as a business challenge
Balancing psychological safety and managing performance
Visualizing the best career experience
Trust your gut and get some help
Key TakeawaysYou need to put in some work in your inner being before you change careers. Figure out what the issue is first and get to the bottom of it before you decide to shift so that you can get it resolved before moving out.
Itâs better to align your career goals with your personal values and happiness rather than just following a structured career planning process. If you do need to take on a role that you are uncomfortable with, then make sure that youâre making the decision for yourself rather than doing it just because somebody told you so.
Visualize what would be the ideal situation for you. Put yourself a year ahead where you are happy and fulfilled. What does your work look like? How much are you earning in that ideal situation? How many hours of work are you putting in? Once youâve figured that out, look at the gap between that and where you are now.
Trust your gut and get some help. Your skills, your abilities, and your instincts are what have gotten you to the point that you're at. The possibility of coming up with the answer is much greater if you have somebody else's brain and insights into it, rather than just trying and taking it on yourself.
âBeing opportunistic is great but I think it's worth, taking a beat, taking a deep breath, and making sure you're going after the right thing for the right reasons. Money is very attractive in the short term. But it's not enough for most people to sustain your fulfillment over the long term.â â Randi RobertsConnect with Randi Roberts:
Website: https://www.corlinroberts.net/
LinkedIn: https://www.linkedin.com/in/randi-roberts-28a8768/
Facebook: https://www.facebook.com/groups/fulfillingcareerhappylife/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Eric Chriss: As the CUSTOMatrix Founder and CEO, Eric Chrissâ dynamic, direct and innovative leadership guides their Executive Services Division. A nationally recognized trailblazer in the executive leadership and management field, Eric pioneered the CFO practice model â a model that has taken on national scope and is recognized as a best practice within the financial leadership arena. Deeply committed to understanding the root of client needs and dilemmas, Ericâs down-to-earth and upfront style blends with a successful track record in executive management. In building CUSTOMatrix from the ground up, heâs developed numerous programs for the firm in addition to generating business development strategies with banks, private equity groups, and venture capital. Eric also focuses on partner recruitment, international business development and media campaigns to build engagement with and awareness of the firmâs brand.
In this episode, Jordan and Eric discuss:
Managing Succession Risk
An Executive Roundtable
Using whole life insurance in a manner like stock options
Key TakeawaysUsing insurance mechanisms can help business owners address key employee risk and succession planning challenges. It creates a unique incentive that protects the organization while also creating resources for the key employee whoâs next in line to purchase the business.
An Executive Roundtable is an approach to evaluate the true efficacy of a CFO consulting engagement.
Create space in your organization to allow the CEO and their team to discuss issues with bare honesty. Being accountable to each other will hurt, but when things get difficult or painful it is usually a sign that you are going in the right direction.
âIt hurts to be accountable. And if it hurts, then you're probably - not always - but you're probably doing the right thing, or at least headed in the right direction.â â Eric ChrissConnect with Eric Chriss:
LinkedIn: https://www.linkedin.com/in/ericchriss/
Website: www.customatrix.com
Email: [email protected]
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Steven Gaffney: Steven Gaffney is the CEO of the Steven Gaffney Company. He is the leading expert on creating Consistently High Achieving Organizations (CHAO)âą including high-achieving teams, honest communication, and change leadership. He is one of the few leadership experts that can guarantee results.
He has become the go-to person and trusted advisor for countless top leaders and executive teams from Fortune 500 companies and associations, as well as the U.S. government and military. He is also a highly regarded author and sought-after speaker.
Thousands of people have credited Stevenâs speeches, seminars, TV and radio appearances, and books, for making immediate and lasting changes in their organizations and personal lives. He is a cancer survivor, and as a recognition of his contributions, he received the Celebration of Life Award.
In this episode, Jordan and Steven discuss:
Creating consistently high-achieving teams
The three moods a team can have
What is unconditional power?
How to respond when you are being targeted
Key TakeawaysObserve how when weâre in a good mood, weâre more productive and effective.
There are three moods: one is powerlessness, the second is conditional power, and the third is unconditional power. Unconditional power is all about recognizing issues but still choosing to spend 100% of oneâs energy to create solutions.
There are certain principles that are universal in how human beings are built. An example is that if we listen to another person deeply, no matter how upset they are, they tend to start calming down. It doesnât completely solve the conflict or problem, but it is a good first step.
Donât be stuck in a victim mindset. Perhaps someone has spoken to you in a disrespectful or bullying way, whether they intended to or not. To be an effective leader, you need to separate your self-esteem from how others talk to you. You always have the choice to turn a situation into something thatâs psychologically beneficial to you.
âUnconditionally powerful means we recognize conditions about people, resources, or whatever. But we spend 100% of our energy on what we're going to do about it.â â Steven GaffneyConnect with Steven Gaffney:
Facebook: https://www.facebook.com/TheStevenGaffneyCompany
Twitter: https://twitter.com/steven_gaffney
Instagram: https://www.instagram.com/stevengaffneycompany/
LinkedIn: https://www.linkedin.com/in/stevengaffneycompany/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Bill Kieffer: Bill is a former U.S. Army officer with over a decade of active duty service. He also possesses extensive experience as a human resource and talent management executive, with more than two decades of senior leadership roles in large, complex, global companies.
His practical, thoughtful, and results-focused approach has aided individuals and organizations in various industries in optimizing their talent capabilities and achieving their goals.
Throughout his career, he has provided coaching and guidance to military veterans, helping them make successful transitions from their military careers to the civilian, commercial work world. Having undergone this transition himself, he is passionate about supporting other veterans in their journeys to success.
The breadth and depth of his experience uniquely qualify him to offer guidance to veterans, non-veterans, teams, and organizations in effectively navigating change, acknowledging the realities of their situations, and developing and executing plans to enhance performance and achieve their planned objectives.
In this episode, Jordan and Bill discuss:
The journey of transition
The cost of sacrificing relationships
Cultural differences in performance management
The significance of knowing who you are
Key TakeawaysThe centerpiece for success in both transition and landing a job is to understand deeply who you are. Know what makes you tick so that you can be successful and authentic, adding your real value to your work environment.
The three key questions are âWho are you?â âWhat do you bring to the party?â and âHow do you define success?â
Departing and transitioning into a new career is a journey unto itself. Once youâve made it, youâve got to do something to be successful. A lot of people who transition find themselves feeling a lot of fear because of the uncertainty and the unfamiliarity of it.
When you sacrifice relationships for the sake of efficiency, sometimes people get hurt and the best that youâll be able to get out of them is compliance to your position. Youâll never get commitment, camaraderie, or synergy with them.
Discover the culture regarding performance management when you are going into a different culture. Donât force your ideas on people, find a way to work together in harmony.
âWhen you've landed, you have got to understand who you are and what makes you tick, so you can be successful and authentic and add your real value to your work environment.â â Bill KiefferConnect with Bill Kieffer:
Website: https://www.kieffer-associates.com/
LinkedIn: https://www.linkedin.com/in/williamkieffer/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About John Baldoni: John Baldoni is an internationally recognized keynote speaker and author of 16 books that have been translated into ten languages.
Johnâs thought leadership is reflected in his writing as well as his choice of media: columns, videos, and books. John also integrates piano improvisations into his keynotes which he illustrates with his still life photos. As the host of LinkedIn Liveâs GRACE under pressure interview series, John has interviewed more than 200 global business, academic, and thought leaders and doers.
Johnâs books include Grace Under Pressure: Leading Through Change and Crisis; Grace Notes: Leading in an Upside-Down World; GRACE: A Leaderâs Guide to a Better Us; MOXIE: The Secret to Bold and Gutsy Leadership; Lead with Purpose; Lead Your Boss; and The Leaderâs Pocket Guide.
Thinkers 360 named John the No. 2 Thought Leader in Coaching in 2023 and a Top 10 Thought Leader for both Leadership and Management in 2022. Global Gurus ranks John a Top 15 global leadership expert, a list he has been on since 2007.
In this episode, Jordan and John discuss:
Infusing grace into leadership
Compassion and self-care
Expressing your empathy
Why grace is important
Key TakeawaysWhen in crisis, effective leaders take care of their people, they take care of themselves, and they plan for the future. The key is to infuse that framework with grace. Leaders must let their people know that they have their back.
Compassion is all about recognizing the pain and suffering that others experience and helping to alleviate that if possible and appropriate. In the pursuit of that compassion, many leaders neglect to care for themselves. However, in order to continuously support others, a leader must give themselves compassion, grace, and care as well.
Compassion is the expression of empathy. When you see somebody in need or in pain, what you decide to do about the situation is truly what counts. Be present for people and offer your support.
Grace is essential for recognizing the better nature of others and overcoming prejudice, as it allows us to see beyond our own self-protection and threat responses.
âThe easiest thing that well-intentioned leaders do is take care of their people because leadership is other-directed.â â John Baldoni
Connect with John Baldoni:
Website: https://johnbaldoni.com/
LinkedIn: https://www.linkedin.com/in/jbaldoni/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Debbie Allen: What makes Debbie Allen's business mentoring unique is her 'hands on'â personalized attention to her clients. Integrity, follow up and commitment to excellence are all core business values. She supports small business owners, entrepreneurs, speakers and coaches to create and build highly successful expert businesses.
Debbie has built and sold 6 million-dollar companies in diverse industries and has been an entrepreneur since the young age of 19. Today, she is known as The Market Positioning Expert by supporting her clients in developing brand domination around their expertise. Debbie works with small business owners, entrepreneurs, coaches, speakers and experts in many different niche markets.
Debbie has been a professional business speaker for over 25 years and has presented before thousands of people in 28 countries around the world. She is an award-winning entrepreneur and bestselling author of 10 books including The Highly Paid Expert, Success Is Easy and Expert Positioning.
Her expertise has been featured in dozens of publications including a regular featured expert with Entrepreneur Magazine. Additional media includes Forbes, Washington Post, and USA Today.
In this episode, Jordan and Debbie discuss:
The power of relationships in business
Promoting yourself in an authentic way
Getting over the discomfort of self-promotion
Success in entrepreneurship
Key Takeaways:Itâs necessary to treat other people with respect, but itâs equally as necessary to be truthful and speak your mind. Relationships are very powerful in business but that doesnât mean you have to be worried about getting everybody to like you.
Promote yourself in an authentic and loving way, showing people that you are eager to give value to them through your expertise. There is an arrogant and tiresome way to do self-promotion, that is what you have to avoid. However, you canât get by anywhere in life if you donât talk about what you do and what you are good at.
Thereâs an underlying reason why one may find it difficult to promote themselves. In that case, one must rid themselves of negative preconceptions about marketing. Marketing is good, it serves not only you but for people who are looking for someone like you.
Success in entrepreneurship starts with overcoming mental barriers. You have to believe in yourself so that others can also believe in you and trust your product, skill, or expertise.
âYou need to tell people what you do. Otherwise, you're not going to get the opportunities that you deserveâ â Debbie Allen
Want to find out how entrepreneurs are turning their businesses around with expert positioning to build multiple 6-7 figure income streams? Check out Expert Positioning here:
www.ExpertPositioningSuccess.com
Connect with Debbie Allen:
Website: www.DebbieAllen.com
Facebook: https://www.facebook.com/DebbieAllenInternational
LinkedIn: https://www.linkedin.com/in/debbieallenspeaker/
YouTube: https://www.youtube.com/user/dallen7001
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Catherine Mattice: Catherine founded Civility Partners in 2008 as a result of working in a toxic environment and has since served a huge array of clients with consulting, training and coaching services.
Sheâs written three books, one of which Ken Blanchard called, âthe most comprehensive and valuable handbook on the topicâ of workplace bullying.
Catherineâs also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN.
Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying.
She has a Bachelorâs and Masterâs in Communication and taught communication courses at the college level for ten years.
In this episode, Jordan and Catherine discuss:
The part that the organization plays in abrasive cultures
The paradox of a respectful culture
Overcoming oneâs own abrasiveness
The cost of having an unhealthy culture
Key Takeaways:The organization plays a much bigger role than they're often given credit for. In many cases, an organization has an abrasive leader because the organization has allowed it to happen or they don't have the right policies and procedures in place to keep it from happening.
The goal with creating a respectful culture is creating a psychologically safe environment. This doesnât mean that we promote or empower a culture of victimhood because victimhood in itself is a bullying tactic. People should be allowed to show up as authentic while also making them feel safe.
A big piece of being able to overcome abrasive behavior is acknowledging that youâre imperfect, you make mistakes, and that you can learn from these mistakes. Telling others that you have a tendency to say things the wrong way but youâre working on it would be a huge boost in morale for people that you lead.
If people feel scared, they are more likely to make mistakes and in some workplace environments, mistakes can be riskier or could mean accidental physical harm. Thatâs why itâs important, in all environments, to create a culture of psychological safety.
âA lot of times what the clients are essentially saying is âI'm learning that mistakes are okay, that we can learn from them. It's okay to be human.ââ â Catherine Mattice
Get your own electronic copy of âHow To Coach Abrasive Leadersâ ebook for free by clicking on this link: https://civilitypartners.com/how-to-coach-abrasive-leaders/
FREE Resources For Developing A Healthy Workplace Culture: https://civilitypartners.com/free-resources/
Connect with Catherine Mattice:
Website: https://civilitypartners.com/
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/catherinemattice/
Facebook: https://www.facebook.com/CivilityPartners/
Twitter : https://twitter.com/CivilityCP
Instagram: https://www.instagram.com/civilitypartners/
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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Nancy Parsons is CEO and President of CDR Companies, LLC, which is a globally recognized expert in combining the science of assessments with the art of developing people. Nancy was the ACEC/MEECO International Institute Thought Leader of Distinction in Executive Coaching (2019) and author of the Amazon bestseller: Women Are Creating the Glass Ceiling and Have the Power to End It.
Nancy and her team recently launched CDR-U Coach, the first-of-its-kind, digital avatar coach that provides individualized feedback and development for all employees. CDR-U Coach was awarded the 2021 Gold Star Winner of the âBest New Product or Service of the Yearâ by the Stevie Awards for Women in Business and for the 2022 Houston Business Journal Innovation Award. Nancyâs primary clients include global C-Suite members and executive coaches.
In this episode, Jordan and Nancy discuss:
Coaching from live people delivered digitally
The only digital avatar that can debrief a deep personality assessment
How the avatar can extend the reach of executive coaches
Nobody coaches the bottom 80% of the workforce
Breaking through the glass ceiling
Key TakeawaysThe digital avatar system is not AI. All the scripts are written by executive coaches. This extends deep coaching to people who almost never receive it.
Only 10-15% of employees are self-aware, which is why a lot of people make career mistakes, become unhappy, or have engagement issues.
Growth doesnât happen until we look deep within ourselves. The assessment suite delivered by the avatar includes characters, drivers, and risks.
In giving feedback, itâs important to be candid, direct, and accurate - to not sugarcoat the results. However, itâs equally as important to be cognizant of people who do need reassurance and need a little extra support in order to reach their potential.
Breaking through the glass ceiling is a matter of being more assertive and having more initiative. Itâs about being more confident and being open to speak up and answering questions even in moments where you donât feel confident. Also, like everything else, it will take practice.
âWomen can change these reactions and behaviors, but they have to be aware of them. We can end the glass ceiling if we help women be more assertive in those tough moments.â â Nancy ParsonsConnect with Nancy Parsons:
Website: www.cdrcompanies.com
LinkedIn: https://www.linkedin.com/in/nancyeparsons/ | https://www.linkedin.com/company/cdr-companies/
Twitter: @neparsons
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Jeff Eschliman: Jeff Eschliman is an executive coach with 30 years of experience from combat in Iraq to the corporate boardroom. Personal development, consistency, and a tenacious work ethic are hallmarks of Jeffâs leadership style. Jeff communicates a crystal clear vision and bold expectations with his collaborative approach.
Jeff is a sought-after expert for building and scaling results-driven teams. He believes hiring the right people, equipping them with the tools they need to be successful, and then holding them accountable for results is the secret to exceptional business success. He knows creating culture through attracting top talent, intentional onboarding, and rigorous top-grading are critical for winning with people.
Jeff believes in helping you find the same harmony in your life that he creates for his clients by using his zen-for-success model. Through his system of careful planning and continual reflection, heâs able to slow down the chaos of modern life. Guided by his one-page strategic plan for life, Jeff helps bring your vision for the future into an actionable methodical plan where success and harmony coexist.
In this episode, Jordan and Jeff discuss:
Becoming well led
Zen for success
Pause and assess
The secret to leadership
Key TakeawaysYour journey to leadership starts with learning to become well-led. If you are not teachable, cooperative, or accountable, then you will lack the resources and experiences that would have made you into a great and effective leader.
Every part of our life wants a little piece of our time and when we keep letting people take, without giving ourselves any care, then weâll end up burning out. Slow down the chaos, check out so that you can check-in.
Instead of putting out fires all the time, slow down and find out whoâs holding the matches. Which parts of the process are the most prone to danger? There will be three buckets in your organization, and the goal is to move each bucket higher than where it is.
The secret to leadership is that thereâs no secret. Youâve got to work hard and align with the mission and vision of the organization. Focus on getting the right people on the team, who apply the teamâs core values.
âLearning how to work with people, learning how to be well led, I think is an important part of leadership in generalâ â Jeff EschlimanConnect with Jeff Eschliman:
Website: https://jeffeschliman.com/
LinkedIn: https://www.linkedin.com/in/jeff-eschliman-154666b/
YouTube: https://www.youtube.com/channel/UCopm4FZEGnRHhLIkWwCETXQ
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Angela Johnson: Angela Johnson calls herself âprofessional people geek.â She is a Certified Scrum Trainer, Agile Guide and author of The Scrum Master Files, Secrets Every Coach should know.
She has 25+ years of experience working with teams and leaders in both project management and Agile environments. Angela started her career in technical support, quickly advancing to programming, database administration and project management. She realized that her passion was not in Gantt charts and status reports but in helping people work together more effectively within organizations. Becoming a Scrum Master enabled her to serve teams.
In 2010, she founded her company to bring Agile education and coaching services to a diverse group of start-ups, Fortune 100 and 500 companies. Angela identified that the best way to learn more about the highs and lows of Scrum adoptions was to immerse her own company into this way of working. In 2014 she renamed the company to Collaborative Leadership Team and began the same journey her clients were undertaking.
Collaborative Leadership Team uses Agile to manage the company and has the privilege of serving others in a variety of industries including: software, hardware, services, marketing and more. The breadth and depth of CoLeadTeamâs experience extends beyond Scrum and includes Kanban, eXtreme Programming, Facilitation and Organizational Change for Business Agility.
Angela is a Certified Scrum TrainerÂź, and a Certified LeSS Practitioner. She holds a Masters of Business Communication from the University of St. Thomas. She believes her greatest roles are mom, wife and teammate.
In this episode, Jordan and Angela Johnson discuss:
Problems that are universal to organizations
The relationship between autonomy and psychological safety
The four values of the Agile Manifesto
Practicing radical daily transparency
Key Takeaways:
Scrum is all about not having somebody hierarchical above you telling you what to do and when to do it. It's a self-organizing self-managing team. A leaderâs job is to create alignment and make sure that everyone across the board is able to implement new strategies like scrum and agility.
In order to introduce autonomy and personal responsibility in an organization, the environment has to become psychologically safe and people are able to openly bring up problems that come to light.
Being agile is all about your organizationâs ability to pivot or adapt. Here are the four values of the Agile Manifesto: Individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan.
The key to cultivating an agile team is to practice daily radical transparency. For you to be agile, and be able to pivot in time to prevent a disaster or seize an opportunity, youâve got to know where your organization is.
âThe leader has to set the tone and be very clear - because people will make things up in the absence of clear direction. â â Angela JohnsonConnect with Angela Johnson:
Website: https://thescrummasterfiles.com/
LinkedIn: https://www.linkedin.com/in/angelajohnsonscrumtrainer/
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Robin Osborn: Robin has a 33-year history of being at the helm of her l family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21 when she, her twin brother and their sister took over her fatherâs business after his suicide! She managed over 40 employeeâs with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employeesâ and customersâ needs.
A few years ago, Robinâs business literally hit the ceiling. She was up at 2am, frustrated with doing the same thing and getting the same results. She was facing personnel conflict, profit woes, and inadequate growth. After reading the book âTractionâ by Gino Wickman, her life was changed forever. By applying Business OPerating Systems to her business, she has finally received the relief and freedom that she once only dreamed about.
Robin is passionate about championing you to get the most out of your business using the Freedom Framework. She would love for you to contact her to discuss a plan of action in achieving the business success you have always dreamed about.
In this episode, Jordan and Robin discuss:
Becoming an Adversity Warrior
The value of being vulnerable and honest about what youâre going through
Creating unity in the organization
How to get the team to the pinnacle
Key TakeawaysThe first step to becoming an adversity warrior is to recognize that you're stuck and having the courage to step forward and get the help you need.
Going from chaos to clarity is about going inward and finding out how you are holding yourself back. Recognize the limiting beliefs that you hold and seeing what parts of your life are not in alignment to your values. Own your actions, executions and the way you engage with people.
Once you have achieved clarity within, you must also apply it in your organization. Be clear about the goal and make sure that everybody knows what that goal is and that each person is rowing to the same destination. Inspire a culture where people are smoke detectors instead of firefighters.
To get people rowing in the same direction, youâve got to go through the basic framework of each one knowing their role in the organization. There must be accountability and a new set of rules in order for the team to reach a new peak.
âUnderstand your weaknesses. We don't want to change the weaknesses. We just want to keep them in the peripheral vision so that we can keep everyone around us in their unique ability.â â Robin OsbornReserve a meeting with Robin by clicking on this link: http://www.followupwithrobin.com/
Connect with Robin Osborn:
Website: https://robinosborn.com/
LinkedIn: https://www.linkedin.com/in/robinosborn/
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Jennifer Fondrevay: Jennifer J. Fondrevay is the Founder of Day1 Readyâą, a consultancy that advises forward-thinking business leaders, owners, and C-Suite executives on how to prepare for the human capital challenges of M&A. As a Fortune 500 C-Suite âsurvivorâ of three multibillion-dollar acquisitions, Jennifer has been on all sides of the deal equation. She saw countless growth strategies fail due to a workforce that couldnât pivot and adapt as quickly as leadership anticipated.
In this episode, Jordan and Jennifer discuss:
The personas that emerge during mergers and acquisitions
The Dominatrix and Black Widow personas
What does not get discussed in mergers and acquisitions
Why you should be truthful to your team about threats
Key TakeawaysIf you are not truthful with your team, they will see through you and lose their trust. Donât say lies to calm and placate people in an uncertain environment.
Leaders need to be warriors during times of significant change
Not every abrasive person in the workplace is a sociopath or a bully. Many are that way because of their cultural background and their self-esteem being tied to their ability to achieve great things.
Black widow personas often act like your friend while slowly positioning themselves to take your role or ascend past you. Watch out for their signals and red flags so that you wonât be blindsided.
Leaders need to be familiar with the emotions and personas that emerge so they are able to calm the underlying fear and increase empathy and collaboration
âLet go of your title. What you need to focus on is showing your skill set and your expertise. And that is how quickly you learn about industries: distill that information into actionable, executable tasks.â â Jennifer Fondrevay
Connect with Jennifer Fondrevay:
Website: https://jenniferjfondrevay.com/
LinkedIn: https://www.linkedin.com/in/jennifer-fondrevay/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Laura Crawshaw: Dr. Laura Crawshaw (aka "The Boss WhispererÂź") is the worldâs leading expert on coaching abrasive leaders and relieving the organizational disruption and workplace suffering they cause. With more than 35 yearsâ experience as a psychotherapist, corporate officer, executive coach, researcher and author, she founded The Boss Whispering Institute in 2008, which is dedicated to research and training in the field of coaching abrasive leaders. Through her pioneering work, Dr. Crawshaw has dispelled the myth that leaders who engage in bullying behaviors are incapable of changing their management styles, bringing insight to these individuals and hope to their employers.
In this episode, Jordan and Laura discuss:
The reasons that bosses are not clear and direct with abrasive leaders
Abrasive leaders need to know the consequences of their impact on others
Seeing through the lens of ego and mechanisms of defense
Coaching abrasive leaders takes the cooperation of their management and HR
Key Takeaways
Leaders must realize they are the guardians of the mission of the organization and they are also guardians of the workforce that works to fulfill that mission. They have the duty to provide a physically and psychologically safe workplace.
Abrasive leaders tend to not see themselves as abrasive. Some of them believe that theyâre doing what needs to be done in order to achieve the organizationâs goals. This is why abrasive leaders need to develop awareness of their behavior and the consequences of it.
Always keep this in mind. When people respond in anxiety and fear in your presence, try to be open to knowing why they are threatened and with that knowledge, put them at ease.
Coaching an abrasive leader to develop healthier habits of communication needs the cooperation of first the abrasive leader, and also, their manager. The manager needs to directly let the leader know that they are abrasive.
â[Leaders] are guardians of the mission of their organization. They're also Guardians of the workforce that works to fulfill that mission and so they have a duty to provide a physically and psychologically safe workplace. That is a manager's duty.â â Laura CrawshawCheck out Lauraâs books:
Taming The Abrasive Manager: How To End Unnecessary Roughness In The Workplace (The Jossey-Bass Management Series). https://www.amazon.com/Taming-Abrasive-Manager-Unnecessary-Jossey-Bass/dp/0787988375
Grow Your Spine & Manage Abrasive Leadership Behavior: A Guide For Those Who Manage Bosses Who Bully. https://www.amazon.com/Spine-Manage-Abrasive-Leadership-Behavior-ebook/dp/B0BT233KJL
Connect with Laura Crawshaw:
Website: https://www.bosswhispering.com/ | https://exec-insight.com/
LinkedIn: https://www.linkedin.com/in/bosswhispering/
Connect with Jordan:
For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Bill Flynn: Bill has more than 30 years of experience working for and advising hundreds of companies including startups, where he has a long record of success. He worked for 10 different high-tech startups in different market segments such as speech recognition, e-commerce, and affiliate marketing. He was a vice president of sales eight times, was twice a chief marketing officer, and once a general manager of a division of a $100 billion IT services company. He has had five successful outcomes with two IPOs and seven acquisitions, including a turnaround during the 2008 financial crisis. And then he pivoted to becoming a business growth coach.
Bill has multiple certifications as a growth coach. He has a certificate of distinction with the Founders of NeuroLeadership. He's a Certified Predictive Index partner, an author, and an international speaker. Bill's best-selling book, âFurther, Faster: The Vital Few Steps That Take the Guesswork out of Growthâ continues to have a five-star rating.
In this episode, Jordan and Bill discuss:
Why businesses fail.
The three key factors in business success
Why performance is a team sport
How to create an anti-fragile environment
Turning off your brainâs auto-pilot
Key TakeawaysBusinesses fail because they make small mistakes in many areas creating a heavy burden on the leader and eventually sinking the business.
There are only 2 constituencies you should care about- Your customers and your team vs. focusing on beating your competition.
Teams get most of the work done in the company. Leaders must attract the right people, put them in the right teams, find a way to grow them, and provide an exit strategy when necessary.
Neuroleadership focuses on creating a more brain-friendly organization by making sure interactions in the workplace donât put peopleâs brains in a threatened state.
Most of our decisions are made automatically without thinking. It takes a lot of work, time, and effort, but it is possible and it is worth it to slow down your bad habits and create better ones to replace them.
â[On creating psychological safety] It starts with you, you have to say, I'm a human beingâ. And that starts with three things: âI don't knowâ, âI'm sorryâ, and âI need helpâ. When you can do that. you're giving permission for your team to be human beings. That generally raises the level of the team, productivity, and engagement.â â Bill FlynnConnect with Bill Flynn:
Website: https://catalystgrowthadvisors.com/
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/billflynnpublic/
Book: https://www.amazon.com/dp/1544507836/
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Shaara Roman: Shaara Roman is an author, board member, entrepreneur, and former CHRO. She has had senior roles at CGI, Fannie Mae, the National Rural Electric Cooperative Association and Visa. She is the founder and CEO of The Silverene Group, a boutique culture consulting firm that is on a mission to make the work world a better, more inclusive place for all. She works with executives to align their companyâs leadership and culture with the business strategy and create programs to maximize employee experience and productivity. Her book, âThe Conscious Workplaceâ provides rich business insights to help leaders transform their companies by building purpose-led, people-centric, and values-driven cultures.
In this episode, Jordan and Shaara discuss:
Four categories of workplace culture
How allowing genuineness creates growth in the organization
Building a community through collaborative effort
How to build trust within your community
Key TakeawaysThe first category is a fear-based culture, the second is a âget on boardâ culture, the third is a âniceâ culture, and the fourth is a culture of people genuinely striving for the goal of making sure that everybody belongs.
Creating an environment where people can be authentically themselves helps people contribute fully to the organization, bringing their whole life, whole experience, and all of their skills.
If you want to build a community, youâve got to engage the whole audience. Collaborate with your people, make sure that all of the employees get to have a part in identifying and solving the problems within the culture.
Information is power, not just what you communicate but what you donât. The more you hold back, the more people become aware that theyâre not getting the full story and itâs harder for them to have trust. If you want to build a community, youâve got to communicate.
âThere are three key areas that drive a culture of belonging. One is around creating community, the other is around nurturing talent, and the third is around fostering ownership. â â Shaara Roman
Connect with Shaara Roman:
Website: https://shaararoman.com/
LinkedIn: https://www.linkedin.com/in/shaara/
Email: [email protected]
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Wendy Swire: Wendy has more than two decades of experience coaching thousands of leaders in the US and globally. A thought leader in the field of Neuroleadership and Mental Fitness, Wendy is known for teaching practices that slow down the brain to allow leaders to work more effectively with others. She co-authored the highly acclaimed book, Anytime Coaching: Unleashing Employee Performance.
In this episode, Jordan and Wendy discuss:
A critical practice for stopping burnout
Mental fitness
Practices to help leaders work more effectively with others
Taking care of your mental health is necessary
Key TakeawaysImplement a âpause practiceâ that brings calm focus into your work and personal life.
Taking care of your own mental fitness and mental health isnât a luxury but a necessity in todayâs volatile, complex and uncertain environment.
Positive intelligence is the ratio of positive versus negative emotions you experience in a day. Empathy, love, creativity, purposefulness, joy, and patience are all examples of positive emotions.
Mental health and mental fitness are two different things but working on your mental fitness could help in dealing with issues in the space of your mental health.
âYou have to start with yourself. What are you doing to take care of yourself in creating these pauses practices - it's not even optional anymore. It's like brushing your teeth. â â Wendy SwireTake a free mental fitness assessment by clicking on this link: www.swiresolutions.com/workplacewarrior
Connect with Wendy Swire:
Website: https://swiresolutions.com/
LinkedIn: https://www.linkedin.com/in/wendy-sherwin-swire-ma-pcc-0286961
Twitter: https://twitter.com/WendySwire
Facebook: https://www.facebook.com/wendy.swire
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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About Brenda Harrington: Brenda Harrington, PCC is the Founder of Adaptive Leadership Strategies, LLC. As the Executive Coach to global leaders in private, public, nonprofit, government, humanitarian and intergovernmental organizations (IGOâs), she helps clients refine the leadership competencies and professional habits necessary for them to have the greatest possible impact. Brenda has extensive experience working with subject matter experts and individual contributors elevating to roles that require them to be a leader of people. A core area of focus for her is the development of cross-cultural awareness and competencies required to work successfully with diverse and multicultural teams. She is the author of ACCESS DENIED: Addressing Workplace Disparities and Discrimination (March, 2022).
Brenda completed coaching certification at Georgetown University and Global Mindset certification at the Thunderbird School of Global Management. She holds a masterâs degree from Virginia Tech, Pamplin College of Business and a bachelorâs degree from Adelphi University.
In this episode, Jordan and Brenda Harrington discuss:
Personal stories of unconscious racism Cultivating curiosity about history What is systemic racism Dealing with your blind spotsKey Takeaways
Some cases of racial insensitivity arenât malicious by intent, but can still have a negative impact on a person. We need to be conscious about what we say and what we donât put appropriate weight on when it comes to discussions around history and race. We need to have a thirst for authentic knowledge about our history. We canât be complacent about things that have happened in the past, as the impact of eras and events of before still reverberate to our modern age. Racism is systemic, pervasive, and ubiquitous. In part, it means how blocks to housing, banking and business etc. mitigated the opportunity to amass generational wealth and create a meaningful quality of life. In order to bring light to your blind spots, youâve got to discover what your fears or triggers are. You also have to have a realistic degree of expectations. You need to read the room, you've got to understand the culture of the organization and the environment, and who the power players are.âPeople need to be honest with themselves, about what they're dealing with. And it has less to do with them and everything to do with the environment that they're in.â â Brenda Harrington
Check out Brendaâs book, âAccess Denied: Addressing Workplace Disparities and Discriminationâ by clicking on this link: https://access-denied.net
Or by ordering on Amazon: https://www.amazon.com/Access-Denied-Addressing-Disparities-Discrimination/dp/B09VKCNRPP
Connect with Brenda Harrington:
Website: https://adaptiveleadershipstrategies.com/
LinkedIn: https://www.linkedin.com/in/brendaharrington/
Instagram: https://www.instagram.com/authorbharrington/
YouTube: https://www.youtube.com/channel/UCV2eLbFKa53jFwcpYnzIdCQ
Connect with Jordan:For executives wanting a complimentary executive coaching conversation: [email protected]
Website: www.workplacewarriorinc.com
Twitter: https://twitter.com/jordangoldrich1
Facebook: https://www.facebook.com/jordan.goldrich
Instagram: https://www.instagram.com/jordangoldrich/
LinkedIn: https://www.linkedin.com/in/jgoldrich/
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