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Talent Magnet Institute Podcast

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The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.
62 Episodes
Telling someone to embrace the ambiguity in their career doesn’t sound like good advice, nor something a person would want to do. According to the ‘Queen of Ambiguity,’ Myrita Craig, it’s actually a great idea. Myrita, AVP of the Office of Innovation - Strategic Partnerships at the 1819 Innovation Hub, shares how she earned the title and why she leans into ambiguity. It began with a company that you know well where she helped develop the first automated bridal registry system. Ambiguity Gives You Power When you go into a situation without knowing anything, you are empowered to ask questions and learn from the people who do know. Learning from others is a fantastic way to exercise an open mind, and make innovations where they haven’t been made before. More importantly, to look at a system holistically. Myrita shares the story of stepping into a situation with no funding, no plan, but a passion for helping women leaders. Agenda 360 What happens when you have an ambiguity wrapped in another ambiguity? Myrita took on a large, unpopular program that was more of a vision of regional prosperity called Agenda 360. One of the major lessons Myrita learned when working with disparate teams and many ideas for how it should work was the importance of looking at best practices. She talks us through the other lessons she learned while making the program a huge success, including getting people on the same page. Getting Others Onboard It’s hard to rally a team when you lack certainty and frameworks. One thing you absolutely MUST have is transparency. Myrita shares how she approaches her team whenever she takes on a project where things aren’t clear. Regardless of what the project is, people need to see themselves as part of the process. It’s also an opportunity for others to opt themselves out. Creative Collisions Sometimes the best ideas come from the craziest sources. Myrita shares why she often puts herself in different situations with people she might not normally come in contact with. Diverse ideas, age differences, gender, professional fields, and more: differences provide people with colliding ideas that, in fact, lead to ultimate creativity. Talent is the Name of the Game Part of what Myrita does is to help create a place for innovation and a talent pipeline for students to find businesses where they can start their careers. It’s called the Innovation Hub and Myrita believes that innovation is the new currency. She explains why it will be difficult to compete regionally unless you focus on innovation and talent. And what’s more ambiguous that innovation or developing talent? Disruption, and without a doubt, there is disruption happening in every industry. You have to be willing to embrace it. Lead Well When you lead a team or an organization and have countless responsibilities to attend to, it's easy to forget about taking care of yourself. There are three pillars of personal care that will make YOU a better leader. Find out what they are, and how to work them into your busy schedule. Resources   Innovation Hub  
Joe Motz is the President and CEO at The Motz Corporation and was awarded the Small Giants award by Forbes. Joe’s journey has been an interesting one: he found amazing success but learned it would cost him his life. So Joe learned the importance of ‘unpacking.’ Today, he and Mike discuss how strong leaders can also be strong and healthy people. Joe’s Beginning as an Entrepreneur Joe got into the lawn business because he wanted to do what he was good at, and that was growing grass and creating really cool environments for people to play on. He was surprised to find, however, that being good at the thing he loved to do ended up moving him further away from it. So Joe had to learn an entirely new skillset: managing a team. Greatness over Growth One thing that sets Joe’s business apart on the product side is that his vision is sustainability. Not only are his materials high-performance for sports, they’re also environmentally sound. As a result of his bigger picture thinking, Joe’s company was awarded the Small Giants title by Forbes, for those organizations who honor greatness over growth. He shares the story of how that came to pass, and what his company did to receive the honor. Being a Type A Leader Type A leaders will often drive themselves into the ground when it comes to professional success, especially those who are moved to greatness. Joe felt the effects of this first-hand. From being gone from home a lot to dealing with health issues, he learned over time that he had to adjust his lifestyle after his doctor told him he wouldn’t live past his 50s if he kept on going as he was. He shares how he changed his life while still being a great leader. People Pack for Their Fears The more we get into a position of leadership, the more we tend to carry more armor. Carrying it around with us all the time can be truly detrimental. Joe talks about what it means to pack for your fears and how vulnerability is the anathema to an armored lifestyle. Vulnerability is, according to Joe, enriching. He shares a few tools and tips on how to pack less and enjoy more. Leadership Can Be Lonely Do you have a friend you can call at 3 am if you’re having a crisis? If not, then you need to find one. Mike shares his own experience of reading a book that ‘hit him right between the eyes.’  The problem is, it’s lonely at the top when you have problems because everyone is looking to you for answers. It’s also difficult to build a support network of friends when all your time is spent in the business. How do you find the balance? Joe shares his thoughts on where it lies. The Joy of Unpacking Balancing work, life, and your own support system, the next thing to do is honor the thing you are put on this earth to do and the gifts you’ve been given. Joe talks about how taking care of yourself is imperative to being your best and the steps he took to turn his life around. It’s never too late to start caring for yourself and being young at heart. One of the best ways he’s found is to go ‘off the grid.’ For Joe, that means going backpacking or cycling for a week or so at a time and remaining completely disconnected from everything else. Lead Well When you lead a team or an organization and have countless responsibilities to attend to, it's easy to forget about taking care of yourself. There are three pillars of personal care that will make YOU a better leader. Find out what they are, and how to work them into your busy schedule. Unpacking Other Resources LinkedIn Small Giants Forbes 2018 Small Giants - Joe Motz The Motz Group Center for Creative Leadership   Related Episodes Making Leadership Scalable with Daniel Wachter The Value of Inclusion, Diversity, and Clowns with Paul Miller
What does it truly look like to lead an inclusive community, and how can we, as leaders, make an impact on this conversation? Join us today as Mary Stagaman, the Vice President of Inclusion at Cincinnati USA Regional Chamber, talks about reaching beyond the familiar, celebrating diversity, and the difference this makes for us in our businesses and our lives. Cultural competency If we were to get more intentional about diversifying our workforce and building a more inclusive community, we could accelerate the pace of change. We need to develop the skills that we talk about when discuss cultural competency — the ability to change our communication styles, the way we interact with people to bridge differences — because these aren’t skills we are born with. We instinctively try to find our own tribe. But the good news is, we can bring people to higher levels of cultural competence in a fairly short period of time. They’ve developed a program called Building Cultural Competence, and it’s specifically focused on leaders, so that when they go back to the community, the skills they learn become magnified as they echo out through their circles of influence. Focusing on inclusion Focusing on inclusion is not just the right thing to do, it’s the smart thing to do. Diverse teams perform better, and companies that are more inclusive have better bottom lines. We can look at inclusion in two ways: the first is personal. Each of us is on his own learning journey, and if you’re ever the only minority in the room, you’ll realize how powerful of an experience it is. The second is taking it up to the leadership level. Any organization that aspires to be wholly inclusive must have leadership that is culturally competent, willing to take strong stances against discrimination and willing to understand the pervasive systemic issues. Immigrants Immigrants absolutely have to be a part of our growth and competitive strategies for the region. Immigrants disproportionately study STEM disciplines, and they’re also disproportionately entrepreneurial. They have an outsized impact and are adding vibrancy to our community in ways we should all benefit from. It’s so important that cities around the country have gotten into the welcoming business over the last few years, whose sole purpose is to make sure that immigrants are being integrated into the population as quickly and effectively as possible. Because we aren’t just a community. We are a country that has always depended upon immigration for our growth and advancement. Diversifying your network The Stir! Multicultural Networking Reception is a program for people to come and meet other people across cultures and communities. Mary also talks about how there is an amazing roster of large global companies in the region that are major actors in our journey to a more inclusive community. We’re all afraid of stepping out and embracing the unfamiliar. It requires intention, a persistent willingness to deal with cognitive dissonance, and the openness to engage in tough conversations. But if many people and companies are starting this journey, then maybe we have the opportunity to accelerate the rate of change and development. Lead from the middle Understand what you can do, and know that it’s possible to start something by simply changing your own behavior. For example, if you manage a small team, you can change the way you approach that team, whether or not your organization as a whole has fully embraced the idea of diversity as a strength, and inclusion as a must-have. It comes back to the individual’s ability to step up and say, "I want to be part of creating a better organization and a better community." Resources Mary Stagaman (LinkedIn) Stir! Multicultural Networking Reception CEO Action for Diversity & Inclusion Episode 18: Becoming Fully Human with Dan Hurley Episode 19: Diversity and Inclusion with Dr. Janet Reid Episode 24: The Value of Inclusion, Diversity, and Clowns with Paul Miller Episode 51: Creating Vibrant and Prosperous Communities with Jill Meyer
On this special episode, we’re looking back on the first year of the Talent Magnet Institute Podcast. We’re highlighting some of our best topics and episodes, telling stories from behind the scenes, and sharing insights from the year that was. Beginnings This podcast began as an effort to bring out not just incredible stories that people could find themselves in, but also important topics that others might have never heard of before. The goal of this podcast is to help you succeed in relationships, work, community, and life, as well as reframing success and leadership. Conscious Capitalism When making a difference in your community and the world at large, it all starts with your values. Be intentional with the decisions you make as a business, and it’s so important to volunteer and give back. How can you utilize your privilege to bless others and help change that trajectory for them? Episode 17: Conscious Capitalism with Steve Shifman Workforce pipeline Our future is with our children. How can we make sure that our public and business policies include the kids who are in school right now? In terms of retention, many people are having trouble at work because of a lack of childcare, or their child is sick, or they want to be involved in school. How can we get employers to start caring more? Episode 42: Childcare and the Cliff Effect with Vanessa Freytag Episode 50: The Economic Impact of Early Childhood Education with Amanda Greenwell Skilled workers There is a pathway for everyone in life. We need to make sure we show everyone the pathways they can take and be careful not to put everybody down the same pathway. What do these pathways look like? How can we introduce a variety of them to children so they can figure out what they were put on this earth to do? Episode 27: Changing How People Perceive Skilled Trades with Dieter Moeller Diversity and inclusion Diversity is the noun; inclusion is the verb. If, as an employer, you have individuals who work for you who are different from you, this is a topic you should care about. You want to bring out the best in all people, and we have a responsibility — and opportunity — to do this. Episode 19: Diversity and Inclusion with Dr. Janet Reid Episode 3: Know Your Neighbor Concept with Shakila Ahmad Episode 46: Leaning into Organizational Performance with Priya Klocek Episode 51: Creating Vibrant and Prosperous Communities with Jill Meyer Episode 56: Competitive Advantage of Gender Equity with Meghan Cummings Human Resources We need to treat people like people. We can, it’s allowed, it’s legal, and people are aching for it. How can we build empathy, friendship, and understanding? Every human is different, and we need to focus on bringing together, valuing, and leveraging these differences so we can grow not just our businesses, but our people, too. Episode 35: HR on Purpose: Putting the Human Back in Human Resources with Steve Browne Episode 46: Leaning into Organizational Performance with Priya Klocek Episode 49: Creating Thriving Organizations with Elaine Suess Episode 5: From Talent Recruitment to Founder and CEO with Jennifer McClure Episode 32: Rethinking HR to Achieve Business Success with Beth Giglio Lonely leadership Too often we get so busy that we don’t even realize that we don’t have a life, and we end up forgetting about our dreams. How much focus have we put into our work that we never put into our personal relationships? We need people who love us and care about us because of us, not because of our work. If you’re in a tough spot, that's okay. You’re loved, you’re cared for, and we’re here for you at the Talent Magnet Institute Podcast. Episode 34: Changes, Dreams, and Leaps of Faith with Mary Miller Episode 43: Creating a Marriage Strategy with Jackie Bledsoe Episode 15: Becoming CEO: Journey and Reflections with Chris Painter Episode 26: The Warren Bennis Leadership Experience with Jack FitzGerald Get in touch Email: Twitter Hashtag: #TalentMagnet Facebook
Volunteering is amazing for communities, but how can it also be great for business? Join us on this episode of the Talent Magnet Institute Podcast with Doug Bolton, a board member and faculty of the Talent Magnet Institute, and the President and CEO of Cincinnati Cares, as he shares with us the power of volunteerism. The impact of volunteering and the responsibility of giving back Doug shares about a role model who instilled in all of his employees that they benefit as a business from the vibrancy of the business community, so they should give back to the community that provides so much for them. Not only does volunteering obviously impact the community, but it also improves yourself. Doug shares that he probably learned twice as much from volunteering than he did from his professional experience, and the experiences he had outside the workplace were formative in helping him become a better leader and better manager. Opportunities for engagement There are so many examples that show that when a business allows their employees to not only do their job well, but then allows their employees to be outwardly focused and help the company connect with the community, it really does produce bottom line results. Employees can’t wait to get to work because they have so much of a bigger passion and purpose in life, to help other organizations and other parts of our community that need their help the most. Raising volunteerism rates Rates of volunteerism had been declining significantly. Perhaps due to geopolitical issues and a loss of hopefulness and a hesitation for businesses to invest in the volunteer ecosystem, but also because the way that volunteers find opportunities to help has been broken. If you look at cities with increasing rates of volunteerism, they have a single organization that is 100% focused on the volunteer. And that’s why Cincinnati Cares was born. It’s now the most popular way for Cincinnatians to find ways to help. They’ve built a technology platform that makes it as easy as possible for the volunteers: it’s frictionless, it’s mobile-friendly, it’s beautiful — which makes the experience for the user unlike anything they’ve experienced before. Instead of finding volunteers in an “episodic” manner (e.g. we need 10 people by next Tuesday), this technology allows for evergreen applications, where opportunities are available all the time.   And the power of volunteerism is that you can do through volunteers what you are unable to do through paid staff, and produce returns on your investment. Lifting all boats Volunteerism affects your company culture, and the better a company culture, the more engaged your employees are. So it benefits the community and the business and the individuals to extraordinary levels.   Including children It’s much easier for young people to know about their passions and things going on around the world. They’re no less interested than baby boomers in being committed and giving, but they just do it differently. They’re more informed and have a broader perspective, and so philanthropy is changing. So, when we have volunteers who are more deliberate about their dollars, who are given the pathway to be able to activate their time, we can create more impact. Resources Doug Bolton (LinkedIn) Inspiring Service Dan Beard Boy Scouts Muhammad Ali Center Episode 17: Conscious Capitalism with Steve Shifman
What does getting to know your employees have to do with your business’s bottom line? In this special episode of the Talent Magnet Institute hosted by Jessica Baron, Centennial Inc.’s Vice President of Executive Search, we are joined by Meghan Cummings. Meghan is the Executive Director of the Women’s Fund of the Greater Cincinnati Foundation, and today she’s talking about the impact we can have — on our businesses and in people’s lives — when we take the time to truly listen. The Women’s Fund The goal of the Women’s fund is to lead the community on women’s economic self sufficiency issues by looking at the policies and practices in our community. Do they create a great environment for women to participate in, prosper, and reach their full potential? Their primary focus is on women who are making between minimum wage and self-sufficient wage. When you look at these women, many things affect them en masse. Meghan shares an analogy: if you go to the lake and see a fish washed up on shore, you might say something happened to that specific fish. But if you go to the lake and see 500 fish washed up on shore, then there’s something much bigger going on. Their job at the Women’s Fund is to look at the “water,” per se, to understand the barriers women are facing, and figure out how to start removing those barriers at a systems level. How this affects business The Women’s Fund had a project that trained women to get into businesses with openings, but they found out that these women weren’t lasting. What was going on? When they asked the HR directors, it turns out they were missing too many days of work in their first 90 days, and policy says you have to be there every day to show you’re committed. But when they probed, they realized what was going on: sick kids. But on the business side, they were also consistently struggling with employee attraction, retention, and engagement. What happened? The Women’s Fund came up with a series of recommendations and policies to help bridge this gap and make it a win for both families and businesses. Meghan shares other stories and examples too: how a reasonable clean uniform policy is an entirely different experience for low-wage employees, and how the Cincinnati Zoo’s offer for a monthly bus pass wasn’t taken by employees until they made one simple change to the reimbursement schedule. In both cases, it took next to nothing to retain these employees, except keen insight and a real understanding of their needs. We have the responsibility to ask and not assume We cannot pull ideas out of the sky from our middle-class values. It takes listening to the community to co-create something that’s authentic. It’s also important to listen to the businesses and what their concerns and pain points are. That way, problem solving can help both the women and the businesses, and knock off a lot of pain points with each project. Women’s Fund Programs and Projects As a woman gets ready to take the next step in her career, there is an uptick in domestic violence. What started as anecdotal evidence turned into a research project for the Women’s Fund, as they uncovered this hidden barrier that is keeping some women from moving up in the workforce. Read more about it here. Another project is helping women become appointed to civic boards and commissions because they are largely underrepresented. Only about 30% of the people on these boards are women, and in some areas, that number is closer to 6%. Appointed is a matching website that asks about the areas you care about, your educational experience and professional credentials, and importantly, your lived experience, so you can help make effective decisions for our community. Take five minutes and sign up here, so we can increase the number of women — specifically, women of color — on local civic boards and commissions. This is a thriving city, and when we can live up to our full potential, we are going to be unstoppable. Resources Meghan Cummings (LinkedIn) The Women’s Fund The surprising thing that is keeping some women from moving up in the workforce Appointed.
What can rock music teach us about business? Joining us on today’s episode is John Domaschko, managing member of the incredible initiative Suits That Rock, a fundraising concert for charity whose performers are business and professional leaders. When you have a VP, or managing partner, or a CEO up on stage performing at a rock concert, it’s quite an experience, and they’ve now raised over $900,000 so far for arts programs for young children. Beginnings The idea began with the question, wouldn’t it be fun to have five or six people perform for an hour within somebody’s fundraiser, and get the shock value on the faces of the people in the crowd when they see the president of their company or the chairman of the board up on stage? By the time they had found a charity and a venue that agreed to the effort, more people had volunteered: from five or six people, there were now about 20 interested musicians. So what was once an hour-long set evolved into a four-hour long concert. Now it happens yearly, with this year’s concerts being June 22 and June 29, 2019. Music as a metaphor for business Being in a rock band is a group of people accomplishing a result together, and bringing all their individual skills to the stage, which are better than any one of the individual skills by themselves. And that’s the fun part — starting with a clean slate and coming up with something that highlights the skills of the people involved: how can we make everything work in a way that enables people to give their best performance? And that’s the goal in any leadership situation as well. Every leader’s job is to get the obstacles to the team doing their best out of the way, to make it conducive to everybody being able to perform at their maximum level. Serving on boards John enjoys the process of watching more than one person come up to a solution with a problem. Together, people can come up with better solutions that one person could have done on their own. Often, the thing that spurs the most creativity is somebody coming up with the craziest idea you could ever come up with, and having that prompt someone to say, maybe that won’t work, but this could. In board meetings, everybody has a different superpower, and they bring those superpowers to the meetings. John recommends serving on a board  — but don’t get on one that feels like drudgery. From the beginning, get on something that interests you, and act like you’re getting six figures to be there. You’ll have more fun, and the more engaged you are, the more you’ll get out of it. You’ll learn more and probably get more opportunities on other boards to do the same kind of thing. Getting the right people on the team Another thing that translates from the music world to the business world is getting the right people on the team. If you have a group of people that have mutual respect for each other and are growing in the same direction and addressing the same problems with their different skill sets, it’s magic. Resources John Domaschko (LinkedIn) Suits That Rock (Facebook) June 22nd and June 29th Carnegie in Covington, Kentucky Metropolitan Club - Cincinnati TMI Episode 17: Conscious Capitalism with Steve Shifman
Inclusivity is important — but what does it look like as it relates to capitalism? On this episode of the Talent Magnet Institute Podcast we have Ed Rigaud, the President and CEO of EnovaPremier, and today we’re talking about the concept of inclusive capitalism. How can we realize freedom in a way that’s possible for everyone? The gap Around the world, and particularly in the US, there is a tremendous disparity between the wealthy and the poor. Capitalism isn’t working — but not because capitalism is inherently flawed. It’s because we haven’t implemented capitalism in a way that can help us all to achieve freedom and the pursuit of happiness and prosperity. HOFF HOFF stands for Honest, Open, Fairness, and Fun. This is a concept that Ed came up with at Procter and Gamble when he took over a division from someone who was a very autocratic manager. There was a lot of fear in the organization, so he interviewed each and every person in the 260-strong division, finding out what their aspirations and feelings were, and preaching HOFF. With that, he was able to build trust, and the culture of the division became more P&G-like. Empathize to innovate It’s the -isms that are keeping us apart: tribalism, classism, racism, sexism. So it’s all about establishing empathy and respect for one another. When you’re able to listen to a different point of view from someone who comes from a different background, that’s the stuff that leads to innovation. If you don’t rub elbows with people who come from a totally different perspective, you’re not going to come up with anything different. The larger the difference, the more difficult the work. But the fruits that come out of it are incredible — like the story Ed shares about the Vernon Manor investment, which was a minority investment group that was intentional about being inclusive. The new capitalism and looking to the future There are young people out there who have the wherewithal and intellectual capabilities to be successful, they just need to be given an opportunity to take advantage of the new kind of inclusive capitalism that we can have. Inclusivity is not a matter of Robin Hood stealing from the rich and giving to the poor, it’s about participation among groups that are normally not invited to the party. Book recommendations Winners Take All: The Elite Charade of Changing the World by Anand GiridharadasThis book challenges us to look at ourselves more critically along the spectrum of greed versus love. We’re only going to move that gap if we’re working together and bringing more and more people into the investment world. The New Jim Crow: Mass Incarceration in the Age of Colorblindness by Michelle Alexander This book shows how minorities, and African Americans in particular, are still in a Jim Crow world as a result of mass incarceration keeping a large percentage of the population in tow. The End of Loyalty: The Rise and Fall of Good Jobs in America by Rick Wartzman Including the whole spectrum Studies say that if you let poverty go on its own, it doesn’t break for eight generations. Not only are they not climbing the ladder, they don’t even have a ladder to climb. They can’t get on the first rung. We need to shift the whole notion of how capitalism is applied at every socioeconomic level. There are different remedies that we have to put energy and resources behind, and Ed shares his idea for helping solve transportation challenges with Uber Cars as an example, and talks about the work of Dan Meyer of Nehemiah. Social Responsibility is the key difference for corporations between exclusive capitalism and inclusive capitalism. Resources Ed Rigaud (LinkedIn) Inclusive Capitalism: Goering Center Social & Learning Event, May 16, 2019, 4:00 - 6:00 p.m., Rhinegeist Brewery The Magic of Dialogue: Transforming Conflict into Cooperation (Amazon) Winners Take All: The Elite Charade of Changing the World (Amazon) The New Jim Crow: Mass Incarceration in the Age of Colorblindness (Amazon) The End of Loyalty: The Rise and Fall of Good Jobs in America (Amazon) Episode 42: Childcare and The Cliff Effect with Vanessa Freytag
What is an emotionally healthy leader? And what can you do to become one? Joining us on this episode of the Talent Magnet Institute Podcast is Pete Scazzero, founder of the New Life Fellowship Church in Queens, New York, the co-founder of Emotionally Healthy Spirituality, and the author of The Emotionally Healthy Leader. Today we’re talking about learning how to let go, leading out of your marriage, and the gifts of our limits. Every ending has a new beginning There has to be an ending before there’s a new beginning. There has to be a death before there’s a resurrection. In order for something to be birthed, we need to make room for it — something many people don’t do, out of fear that they won’t like the new beginning. The inner life of the leader is the key to any succession process. Many people struggle with succession because who they are is grounded in their job and their role, which makes the process of letting go frightening. So it’s important to be able to grieve and feel that loss and let it go. Succession is something that will always happen in our lives. Why not be a good steward of our role in it? There is a loneliness in succession that you must walk alone. It’s painful, but that doesn’t mean it isn’t wonderful. One of the most important things you will do in terms of your legacy is handing it over. Leading out of your marriage The health of the organism of your marriage is an indicator of the health of the organism of the organization. Pete recalled that he couldn’t resolve conflicts with his wife in a mature, healthy way at home — so how was he going to resolve conflicts in a mature, healthy way at the boardroom with that enormous tension and pressure? If he couldn’t have a healthy team with his own spouse, how could he build a healthy team of 20 staff? The beauty of limits God comes to us much more through our limits than our potential. When you embrace the gift of being limited and accept that you are just one human being, that the world is big, and that you have your part to play — you will not only accomplish much more by doing less, but you’ll also lead a much more joyful life when you’re not trying to do it all. Trying to be more than you are is what makes life messy and turns leadership into a burden instead of the joy it can be. White space is important. Rest is important. We are not meant to work 24/7. Doing so does violence to our soul and crushes our creativity. We are built for rhythms, and without that white space, we aren’t going to be able to do the work we really need to do if we’re going to lead effectively. A challenge for you Who you are is more important than what you do. So: Begin to build a life where you have time to work on your interior or inner life. Take the time to look at those parts of yourself that are dark and sinful, and get some input into that. It can come from a counselor or mentor, or even taking the space to face your own shadows because you bring them wherever you go. Work on your marriage. You are going to lead out of your marriage or singleness. Invest time. Get training. Having a great marriage isn’t going to happen naturally. Having a great family is harder than building a company. Slow down your life. Have a Sabbath: a day a week that you don’t do paid or unpaid work. Let your soul rest for a 24-hour period. These four things are pillars. If they aren’t set in stone, eventually your leadership will have cracks. Brand Ambassadors People talk - and not just about your products and services - professionals share information about what it's like to work for you, so do you have brand detractors or ambassadors? Resources Pete Scazerro The Emotionally Healthy Leader (Amazon) Emotionally Healthy Discipleship Courses Leader’s Kit The Emotionally Healthy Leader Podcast (iTunes) The Emotionally Healthy Leader Podcast (Website)
Welcome to a very special episode of Talent Magnet Institute with our guest host Jessica Baron, the Vice President of Executive Search for Centennial. Today on the show, we have Paul Fox, a self-described career communicator and formerly with Procter & Gamble, as he shares about leadership and corporate responsibility, how that comes from the culture, and its effects on the community. Face to face with the consumer Often, consumers can’t articulate specifically that they want a certain thing. But they experience issues, and once you understand what those issues are, you can begin to develop products that hopefully meet those unarticulated needs. Many times, they do this by spending a considerable amount of time in their customers’ homes. Paul shares the story of staying with a family of about 12-14 people in a cramped home near Mexico City. On top of their washing machine was Ariel laundry detergent, a premium brand of P&G. Why would they invest so much money on the detergent? The team expected to hear her say something along the lines of pride in her family. As it turns out, Ariel doesn’t make her hands crack or blister — so she can hold her husband’s hand on their rare date nights out. The Greenpeace incident Greenpeace mounted a protest against P&G years ago, highlighting the degradation of natural environments. While P&G was already taking steps to address this in relation to their products, Greenpeace didn’t feel they were moving quickly enough. So they decided to work together. Over the next few months, P&G and Greenpeace devised a plan to make things happen. There are usually many reasons why businesses aren’t moving as quickly as the public might want them to, but it’s so important to be able to articulate your position well so you can defuse situations and move forward. The importance of people A former CEO of P&G said: you can take away all our buildings, you can take away all our machinery, just leave me the people and I’ll rebuild the company within five years. People are without a doubt the most important asset any business has, and building and growing that talent is the most important role that we all have. We want to help them recognize and reach their potential so they can do your old job better than you ever did, which will then allow you to move on to some other activity. Teaching No matter where you are in your career, you always have something to offer individuals around you. When you work with some of the most iconic business leaders in the world, you can’t help but learn something from them, and it’s certainly our role to try and share some of that knowledge and real-world experience. P&G Alumni Network P&G has a very strong culture, very clear values, and very clear purpose, and the people who have worked there over the years share many — if not all — of their values. These are individuals who have a passion for doing the right thing and making a difference in the lives around them, and these beliefs don’t change when you leave the company. There are thousands upon thousands of people with very common beliefs, and so the alumni network has created a forum where we can continue to share that same passion for excellence, and touching and improving lives. Competitive Are you hungry for the best talent your industry has to offer? Centennial's 5 point checklist for attracting top talent will have them banging down your door. Resources Paul Fox (LinkedIn) Jessica Baron (LinkedIn)
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