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Talent Magnet Institute Podcast

Talent Magnet Institute Podcast

Author: Talent Magnet Institute

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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.
18 Episodes
Conscious Capitalism with Steve Shifman
Fellow Cincinnatian Steve Shifman is the president of Michelman, Inc., and has been Mike’s dear friend for many years. As a believer in conscious capitalism, Steve believes that by leading with community-based values, companies can build up their capacity to change the lives of not only their employees but the lives of generations of families to come. As the head of a long-running successful business, Steve’s approach to setting the tone at Michelman is all about challenging the primacy of profit. In his experience, many of today’s business problems like CEO overpay, corporate ratings and employment cuts are byproducts of a flawed philosophy. For Steve, making money for shareholders and supporting employees across the world are not mutually exclusive. Steve discusses Michelman’s efforts to operate as a balanced, responsible and community-oriented company and their recent growth. Has Michelman always operated under the philosophy of conscious capitalism? Steve’s predecessors were very community-minded but over the years, he has made an effort to articulate and distill these values even further, making sure to spread them across the company’s global arms. For such a large and spread out organization, how does Michelman retain this kind of community energy across the world? Steve talks about how their purpose, vision and values – and their mission to innovate a sustainable future – knit the many threads of the company together, inspiring their approach to hiring, rewards, and investing. When it comes to creating a sustainable future, it all comes down to implementing good values and purpose. Steve spends most of his time traveling visiting Michelman facilities and offices around the globe but wherever he and his team go, they communicate what’s happening within and without the company. Steve writes monthly newsletters, conducts both in person and video town halls, webinars and leadership summits. You can’t make a good product without great raw materials. At Michelman, leaders start the day with purpose and values but for someone who comes from a different business culture, making the adjustment isn’t always intuitive. Steve talks about infusing the hiring process with these same values to ensure that new talent fits in well with the organization. In America today, many people dread Mondays like the plague. For Steve, providing a sense of fulfillment for employees isn’t just about cutting that dread for performance metrics but about helping people be their best selves at home, in their communities and in the world at large. Conscious capitalism, in no uncertain terms, is a mission to change the world. As both Mike and Steve have seen throughout their careers, the negative effects of unhealthy leadership and workplace culture can be dangerous for generations of families. Conversely, the benefits of a compassionate and intentionally community-oriented approach to business can uplift not only generations of employees but also serve as an example for other organizations. The aim of Michelman’s Leadership Accelerator is to “Michelmanize” leaders across the company worldwide, ensure that the fundamental building block of quality leadership is present in each individual. Steve talks about the in’s and out’s of the program and how it fits into the purpose, values, and vision of the company on a broader scale. Steve’s wife Julie Shifman is the Executive Leader of the Adopt A Class Foundation and Steve has been very involved in setting up the Cincinnati Preschool Promise. Mike asks Steve about why working with children, mentoring and education is so important to him; Steve gives us some insight into his early days in Cincinnati and his entry into community work which has become a lifelong pursuit and business priority. Stay Ahead of the Game! Do you want to make sure you're getting the most out of your current AND your prospective talent? You should be asking yourself these ten questions so you can stay ahead of the game! Steve Shifman LinkedIn Facebook Michelman, Inc. Cincinnati Preschool Promise Julie Shifman LinkedIn Facebook Twitter Adopt A Class Foundation
Improving Mental and Physical Stamina with Elyse Jarard
Elyse Jarard is a speaker, author, healthy mindset strategist, principal of My Ripple Effect, as well as Mike’s personal coach for many years. Elyse believes that leaders today need someone supporting them as they navigate the evolution of what leadership is and will become. Discover the science behind the practice of being, how to overcome the feeling you aren’t enough, and why the stories you tell yourself matter. As her first career, Elyse was a trained scientist, which, she says, made her first career change a logical one as a health and fitness coach. And more importantly, Elyse knew she could impact people’s lives by helping them live better and healthier. This planted the seed of a concept that would take root and bloom a little later in her life and coaching career: being able to put yourself first. This realization hit home with Elyse. As the leader of a fitness studio, she didn’t have much time for herself. After reflecting on her situation, Elyse realized that she was looking at things all wrong. She was losing the mental battle with success. She was in ‘survival mode,’ and that kept her from tapping into the best, most amazing version of herself. There are symptoms that accompany this – how many of them do YOU have? If you have a recurring conviction that you aren’t able to do enough, if you’re constantly fatigued and possibly in pain, Elyse has a message for you. You need to take care of yourself. And the first step that Elyse uses with her clients is to schedule a few self-care things each day. It can be as simple as taking a few minutes to just breathe or changing the things you’re listening to. Elyse explains why these simple things matter. Elyse also advocates getting outside into nature. While it might sound a little ‘granola,’ there’s science behind it. Trees give off massive amounts of oxygen, and oxygen makes our brains work better. Equally as important, we’re wired to have a deep connection with nature, whether we realize it or not, and things like hiking can spark creativity. Elyse talks about the benefits to your daily work life when you take time out to enjoy nature. She also reveals why you should ‘hit pause.’ This is the basis for the Ripple Effect. Elyse shares why ‘just being’ has a ripple effect on people. A great example is holding the door open for someone. It’s a small kindness that puts the other person in a better mood. She also shares a dose of reality when it comes to your to-do list. It’s never-ending, right? And that makes it hard to just be. She shares her own strategy for trimming down the to-do list, and it’s incredibly simple. Elyse is a certified coach, and she learned from Olympic athlete coaches – the real deal. And she discovered some extremely counter-intuitive things about helping others succeed. First among those is how people who seek out coaching will often say they have more time for training than that actually do. They even sacrifice sleep for it, and that is a surefire way to fail. Elyse explains the concept of overreaching versus overtraining. One of the simplest, most effective things you can do is listen to your body, but it doesn’t start there. Self-care begins with appreciation, so you need to learn to appreciate your body for the amazing biological machine it is. Elyse shares some of her thoughts on how to bring yourself to a place of gratitude that will allow you to listen to your body’s needs before you wear it down. Your gratitude should extend beyond caring for your body. You also need to care for your mind, and there are a few easy methods of training your brain to be more positive. When you finish the day, do you focus on what you didn’t get done, or on what you accomplished? Elyse shares several ways to reinforce the positive things, which puts you in a state of mind to be more creative and a better leader. Stories are powerful. We’re wired to remember them, but did you know that sometimes our powerful memories can work against us? When we tell ourselves stories about our lives, it can have a self-limiting effect. Think about what stories you tell yourself and how they make you feel. And then ask yourself if they’re only true because it’s a pattern you follow. If you’re ready to take a step forward in your leadership and your life, then you need to hear what Elyse has to say about the Mindset Detox. It’s the same idea as a diet detox, but the big difference is that the Mindset Detox is designed to help you keep the changes you begin instead of going back to the old ways a week later. This is possible because you can change the way your brain works on a molecular level, and Elyse explains how. Stay Ahead of the Game! Do you want to make sure you're getting the most out of your current AND your prospective talent? You should be asking yourself these ten questions so you can stay ahead of the game! Elyse Jarard Website Mindset Detox LinkedIn Facebook Twitter Depression in the C-Suite
Becoming CEO: Journey and Reflections with Chris Painter
Chris Painter is the president of Logikor and a longtime client and friend of Mike’s. Throughout his career, Chris has always wanted to be the one at the helm of an organization, leading the way. And it shouldn’t surprise you that he started near the bottom and worked his way up. Today, Chris and Mike talk about how he worked his way up to a CEO position. They share advice on how to identify if you have the right team and how to build the right team. This includes inside the organization and outside the organization with advisors. The conversation really heats up with insights when they begin discussing the impact of self-evaluation and how imbalance can impact a leader, their family, and the organization. Chris started his career with an internship at Dow Chemical. He learned that while he isn’t a ‘transactional guy,’ he loves business. The travel, the people, the wheeling and dealing – Chris knew he’d found what he wanted to do with his life during his last year and Dow and his time at Transfreight: transportation and logistics. During the late 90s, Chris committed himself to transportation and logistics. If you recall, this is also when Japanese manufacturing was taking North America by storm, and Chris was more than a fan. He was an adopter of the practices and chose his next position based on which company was doing the ‘just in time inventory.’ Chris’s first position was nothing glamorous; he was a front-line supervisor dispatching trucks and drivers. But Chris was ready when his first big break came, and he shares how exactly he landed on the path to leadership and his current position as the president of a company. It was one of the most challenging roles he took on, but Chris flourished. Chris had aspirations to run an organization, even when he was a frontline supervisor. Even though he didn’t have a plan for it, he had a very effective approach: find opportunities, don’t wait for others to present them and give everything you have to succeed at them. Very often, this meant raising his hand and volunteering to fix things that were broken. But there came a time when it was about building something. Chris understood that his role was something new in the company, so that meant there wasn’t a lot of support for him. This points directly at how transportation and logistics were changing drastically in North America. This worked in Chris’s favor; all around the world, companies wanted to adopt what Toyota was doing. But when the industry caught up, Chris realized he needed to be more proactive in driving the growth strategy. If you’re interested in being a CEO yourself, Chris has some wonderful anecdotal advice for you. The parent company had previously used a rotational leadership role. They realized that things were broken badly, and they couldn’t continue that way. As CEO, Chris faced unique challenges; the staff was used to having someone in to maintain rather than the drastic changes he had in mind. He shares the three-year journey and his success. Getting the right leadership team in place is one of the biggest challenges companies face. Chris worked extensively with Mike to lay out what the organization should look like, even down to the roles that each member of the team would fill. It wasn’t an easy process; they ended up having to let several people go, building an entirely new executive suite and Chris explains why. Starting with the end in mind they had to define what success ultimately looked like and had to focus on getting the right people in the right seats on the bus. Chris and his executive team had to set a new vision for the future state of Transfreight. They had to assess the leadership gaps and define the differences in success for positions across the organization. This included hiring executives and leaders across the organization that would allow them to achieve success of the desired state. This ultimately led to building a $300M+ revenue organization, 1,200 employees spread across 32 facilities in Canada, United States of America and Mexico. Ultimately this also led to the organization being sold to Penske Logistics. Chris has always focused on making himself a better leader, and this led him to begin a 360-degree evaluation and attending the Center for Creative Leadership: Leadership at the Peak program. It was a life changing experience. Chris shares many of the ways the program helped not just him, but also his cohort, recognize how they were leading their relationships, work, community, and life. It was an experience of brilliant minds and Chris realized that one of his biggest problems was trying to be good at everything. He encourages us to reflect on where you get your energy, where you get your passion and what will allow you to become the greatest person you can be. He also shares the concept of ‘white space’ and balance in leadership and relationships. The drive to run an organization and throwing yourself into the organization can create significant challenges and imbalance. Chris eventually went from CEO to entrepreneur after reflecting on what he was truly accomplishing at Transfreight. While it was a great place to work and he was fairly compensated, the passion wasn’t there for him anymore. But it wasn’t a quick decision for him. Chris lays out the strategy he used to make the single biggest decision in his life. During his time at Transfreight, one of Chris’s teammates left to start a company called Logikor. This new company was driving growth and very nimble, to the point where Chris was interested in acquiring them for Transfreight. That didn’t come to pass, but when he left Transfreight, Logikor was a very natural candidate for Chris to consider. He shares what convinced him to become an owner and the President of Logikor. Chris and Mike discuss the impact of allowing your advisors to understand the vision, the values and the desired future state of your organization. It is an important approach for successful business leaders. A strong network of outside resources, who are along the journey with you, is a winning strategy when you are at the top. It will fuel your growth and success. Stay Ahead of the Game! Do you want to make sure you're getting the most out of your current AND your prospective talent? You should be asking yourself these ten questions so you can stay ahead of the game! Chris Painter LinkedIn Logikor Center for Creative Leadership Leadership at the Peak Video Book Recommendation No Man’s Land by Doug Tatum
Early Childhood Education and Workforce with Shiloh Turner and Florence Malone
Early education is the difference between success in grade school and life, and yet, many children never get the opportunity to be part of a preschool program that will prepare them for the years to come. It’s a tragedy, which is why people like Shiloh Turner and Florence Malone dedicate their lives to changing that fact. If you, as a leader, want a worthy cause for your business, this episode is for you. So, what is the preschool promise and why does it matter to our communities? It begins with science – early brain development sets a child up for success in school, and ultimately, in life. Cincinnati is leading the way by making preschool programs accessible to all families, and Shiloh shares HOW they’re succeeding. There’s a barrier to understanding and communication that exists for some families; they don’t understand the importance of sending their children to preschool. In this case, it’s not just the child’s education that is important. Education is crucial for families, and the first step to that, according to Florence, is identifying what the barrier actually is. Beyond sitting down with families, it’s important to raise awareness through outreach in the community. Shiloh shares some of the strategies she uses to get the word out to the community. It doesn’t just help families. There are many community-minded businesses that learn about the Cincinnati Preschool Promise and want to get involved. We mentioned that early brain development in children is crucial to their success. But it isn’t just in academics; the implications are far-reaching. You might not be aware, but 90% of brain development happens by the time the child reaches 5 years old. This includes language, being able to relate to others, social situations and more. Consider: by the age of 3, there’s a 30-million-word gap between the children of the wealthiest families and those who don’t have the same financial means. Shiloh believes this comes from exposure to more opportunities to learn. Shiloh talks about how the first year of Cincinnati Preschool Promise was very much like a start-up, and as a leader, you’ll empathize with what it was like. She and Florence share the great successes they’ve had along the way and the outcomes of all the hard work they put in to build the organization the right way. Every day, the number of families they help is growing. Florence is passionate about getting families involved, about giving them choices on what works best for them that results in their children receiving an early education. She shares some of the stories and some of what she personally does that shows every single child matters. It’s more than just words, and her dedication will inspire you. It’s so important to meet families where they are in the process of informing them about the Cincinnati Preschool Promise program, and it’s equally important to be persistent. Florence shares the story of one very busy mom she didn’t give up on. Every accredited preschool has a quality rating, but that quality rating doesn’t always fall in line with what is important to parents. Part of what Cincinnati Preschool Promise does is to match parents’ wants with the center that works best for them. And the other part is to work with the centers who might have a lower rating to help them improve their score. Early education programs aren’t limited to the Cincinnati area. Across the US, many areas are recognizing the importance of starting early, and Shiloh shares some of the leaders who are forging the path and finding the best ways to do things. As a business leader, are any of these centers near you? If so, how can you get involved? You might not have considered the confidence factor when a child who hasn’t gone to preschool enters grade school for the first time. They are behind, and rather than speak out and admit that they end up ‘going in the corner’ and are embarrassed to ask for help. Mike, Florence, and Shiloh talk about the long-term effect of this on the mental health of a child. Cincinnati Preschool Promise relies on partnerships with not just schools, but also businesses. If you’re interested in getting involved with early education for children, Shiloh has some incredible ways you can get involved, even if you aren’t in the Cincinnati area. There are countless ways. Cincinnati Preschool Promise Twitter Facebook Instagram Ready Nation Council for Strong America Child Trends National Association for the Education of Young Children
Relationship is Everything with Darrin Murriner
Darrin Murriner is an author, entrepreneur, and the co-founder and CEO of, a comprehensive personal and team development tool. His book, Corporate Bravery, is about eliminating fear-based decision making and transforming corporate cultures into brave places for people to do their best work and to be engaged. Today, Darrin and Mike talk about the opportunity we all have to unlock the potential in those around us.  Darrin did all the ‘right’ things as a kid and young adult: he had good grades, went to college, found an employer and expected to stay with them for 30 years, then retire on a beach. But about 4 years into his professional career, he felt empty. He read the book Good to Great, and that changed his perspective on what he thought his future would be. So, he and his wife decided to build something of their own and Darrin was bitten by the entrepreneur bug. What Darrin learned prompted him to write his own book, Corporate Bravery. Having been on the inside of corporations, he saw what he calls ‘fear-based management.’ It’s a different approach to management. Rather than worrying about what could go wrong, Darrin teaches how to look at what opportunities are out there. He talks about how this can be done in day to day management. At, Darrin’s team is very in line with the Talent Magnet Institute way of thinking when it comes to creating cultures that value and bring out the best in others. Mike and Darrin talk about positivity, abundance, and the other key ingredients to build winning teams. He also shares what the last year has been like growing Cloverleaf helps build great teams using existing employee data and assessments to provide insight into increased team productivity. For example, Darrin explains the 5 components of teaming—personality, culture, strengths, skills and competencies—and the role you play. In essence, it brings resources directly to you to maximize performance and engagement amongst your teams. Have you ever gone into a meeting with someone and the two of you walked away with completely different ideas about the same thing? It’s something Mike and his dad did at times, and Darrin seeks to use Cloverleaf’s platform to help bridge that gap. He knows to do that, the results need to be integrated into various productivity tools and reviewed in real time. He explains what that looks like. Darrin’s love of entrepreneurship isn’t just apparent in his professional life. He grew up in a poorer family, and now that he has more financial freedom, he works to spark the love of entrepreneurship in his children. It can be as simple as selling drinks as a parade, but he wants them to see the direct result of their work. The culture you create in your family is affected by the culture you experience every day at work. You might not mean to bring home your troubles if you are unhappy at work, but you do. Darrin and Mike talk about how to build a culture at work and at home (including the neighbors) that lifts everyone up. One great example is how Darrin’s business is involved with charity for children and families – for him, it all comes full circle. Darrin shares some wonderful feedback he’s received about, specifically about communication and knowledge-sharing. Over the course of two months, Darrin worked with this team on collaboration, and it changed the silo culture into one where learning, sharing, and teaching were the pillars of the team. Do you want to make sure you're getting the most out of your current AND your prospective talent? You should be asking yourself these ten questions so you can stay ahead of the game! Darrin Murriner LinkedIn Cloverleaf Twitter Darrin’s Corporate Bravery Book FREE whitepaper: Team Development Insights Courtesy of Cloverleaf and Talent Magnet Institute
The People Business with Brent Cooper
Brent Cooper is no stranger to being involved in local communities. He’s the CEO of the Northern Kentucky Chamber of Commerce. One of the things that distinguishes Brent is his belief that if you are in business, then you’re in the people business. If you don’t operate on that principle, then you’ll have a hard time holding on to great talent and getting new clients. Want to know how to make your business a people business? Brent’s advice is to start regionally. Brent’s family has a long history of community engagement: boards, councils, and small business owners. He tells how his parents and grandparents impacted his early life. In turn, Brent started his own involvement early in high school and college. It wasn’t just family who inspired Brent. He talks about some of the people he met professionally that have impacted him profoundly. It’s not just important WHAT you do; it also matters HOW you do it. Brent has created a very successful business, CForward. Brent shares his experience of growing the business and how he used what he learned about community involvement in making it successful – not just for himself, but for his employees and clients. He explains it simply: we are in the ‘people’ business. Embracing that is the key to succeeding. Being regional is one of the most wonderful things that Brent embraces. In his case, Northern Kentucky is made up of several ‘mini-communities’ but they are all part of something bigger. He talks about why being regionally aware is so important for businesses who want to succeed while fulfilling a greater purpose. Education, health insurance, transportation, driving the workforce: Brent sincerely hopes that businesses will get involved on this front and tell their stories. Through this, people get a much greater understanding of the challenges and can help create better solutions. How can YOU get involved with your own company by telling your story? Eggs and Issues… Pints and Perspectives. Sound strange? Actually, it’s a revolutionary way for people to come together – people and businesses – and talk about issues and perspectives over something we all enjoy, food and drink. Brent shares what it’s like being part of a community filled with people who have great ideas. (Eggs are for early birds, and Pints is for happy hour.) These discussions that Brent takes part in aren’t just all hot air. He tells the story of how doctors who were fearful of malpractice claims was addressed through legislation that directly resulted from one of these talks. Because they were more than just talk; these doctors told their stories and connected with others. There’s a hidden benefit of being involved in the community and making positive change. It can also grow your business. Brent explains that almost every time he goes to the big events, he ends up with a new client or vendor. That’s now why he goes, and that’s why it works. Mike brings up a great point: balance versus integration. Mike and Brent both seem very busy, and Brent shares a few tips. First of all, no one has it all figured out, but you should always put your health first. You can’t always predict what challenges are ahead of you, but as long as you remain aware of your current state, you can adjust as you go. If you’re interested in getting YOUR business involved, there are some low-hanging fruits in the four areas Brent mentioned: education, transportation, healthcare, and workforce. Your goals can be as big as a bridge or as small as a pothole. Look for the problems everyone knows exist but no one is addressing.   Do you want to make sure you're getting the most out of your current AND your prospective talent? You should be asking yourself these ten questions so you can stay ahead of the game! Brent Cooper LinkedIn Northern Kentucky Chamber of Commerce Website YouTube Facebook Twitter CForward Website Cincinnati USA Regional Chamber of Commerce Website Northern Kentucky Education Council Website Cincinnati Experience Website YouTube My Pre K - There is more than one way to Pre-K Website River City News Audio
Growing Companies with People with James Biro
James Biro is the Vice President of Supply Chain of Perfetti Van Melle North America and has worked with such brands as P&G, Kellogg’s, and Mead Johnson. James’s passion lies in change, or more specifically, change through growth, which he spearheads through creating a clear strategic intent and an inherent sense of trust, transparency, and empowerment. James and Mike talk about his career being a people leader rather than a business leader. James believes that a lot of what makes or breaks you as a leader starts very early in life. James grew up in Mexico City in a multicultural household: his mother is Irish-American, and his father is Hungarian-Mexican. Multiculturalism has been present all his life, as well as a spectrum of friends in different economic situations. Through this, James developed a great interest in learning who people really are. As you can imagine, this makes for a great leader – a deep interest in people combined with James’s natural analytical nature. Beginning in college, James was recruited into P&G and it opened his eyes to a much wider world. After his time there, James was ready to try something different, something that would become a hallmark in who he is: jumping in and figuring it out after the jump. This landed him in the US working with Mead Johnson, and James expected that in a few years, he’d go back to Mexico City, but that isn’t what happened. Surprisingly, James’s choice to stay wasn’t based on next steps and positions in the corporate ladder. It came down to something else: how are we going to grow as a family, as individuals, and how can we contribute here? The answer led him to stay in the States, and eventually landed him his current role at Perfetti. What is it like working at a heritage business that is nearly two centuries old? James worked at Keebler – yes, the little elves – and he shares the story of how Keebler came to exist, how it grew, and how he landed in the most awesome, wood-paneled office with a fireplace. And he talks about the change that happened in the company when it was acquired by Kellogg’s. One of the major changes that James focused on during the transition was how it affected people who had been with Keebler for decades, through its many leadership changes and the eventual buyout by Kellogg’s. It wasn’t an easy transition for them, especially when Kellogg’s changed some very key things that had made Keebler (and the company it had been before) different and successful. First among those was the counter-intuitive practice of hiring family members. Not all of the changes diminished the company, though, and James shares how the unions and Kellogg’s HR department worked together to create one of the most comprehensive onboarding programs with the help of the generation that had been there for more than 40 years. There was a lot of time spent working through differences, but the effort was worth it. When James left Keebler, he reached out to his old friend Mike. James and Mike had crossed paths many times before and had become good friends. They worked together to find James’s next career change: working at one of the fastest growing, coolest confection companies out there: Perfetti. Often, recruitment is a dry process that’s focused on landing someone. But James and Mike strove for something very different. Making the change from Kellogg’s to Perfetti started in tears with his young daughter, who is one of the biggest Kellogg’s fans there is, and James shares one of the most heart-warming, funniest stories that define his fatherhood/leadership career. Also, having candy before it's officially released to the public is quite the hot commodity for a grade-schooler, as James learned. James’s son's reaction was quite different and James still tears up thinking about what he said. James spent so much time working with huge corporations, inside their ‘bubble,’ that he found himself lacking a very special skill when he decided to try to cross over and make positive change and growth in his community. Wisely, James asked for help and perspective. He shares how those learning conversations changed his approach completely, and how he’s become as invested in community as he is in company. James makes impact through Prospanica and St. Vincent de Paul. James has most recently become a part of Disrupt HR as emcee, speaker, and general advocate. So why did he ‘sell out’ to that organization? It all goes back to James’s passion for growing organizations through the people in them, and he talks about how Disrupt HR inspires those in the HR department to do just that. James didn’t believe that he’d actually be able to speak at Disrupt HR; he didn’t have a single day’s experience in that field. But he learned quickly that the organization isn’t about what roles you have held. It’s about the ideas you have, and James has a wealth of them, all stemming back to his love of diversity and his abiding interest in who people are. When you think about HR, do you see them as ‘naked and afraid?’ James does, and it was the subject of his latest talk. James shares the ideas he covered, and make sure you check the links below – you’ll find videos of his talks at Disrupt HR. You’ll also find links to some of the articles that James has written about leadership. He might speak some truths that are hard to hear, but true to his character, they will help you grow. James leaves us with one big takeaway, one thing you need to ask yourself: Why do you really want to lead? The answer to that question matters less than the honesty you have when answering it. James explains why, and it’s something you, as a leader, need to hear. We hope you enjoyed the show! If you enjoyed today’s episode, make sure to subscribe and review, and leave a comment below! You can find us on your favorite podcast player. Help us get the word out by sharing on social media using #TalentMagnet! James Biro LinkedIn Perfetti Van Melle USA Prospanica Disrupt HR: The Rebellious Future of HR Website Twitter DisruptHR Talks Richness and Entropy The Secret to Leadership Articles How Netflix Reinvented HR I believe that leadership is about: Leading Can Be a Laughing Matter Other Links St. Vincent de Paul Diverse by Design
The Voice of Great Leadership with Crystal Kendrick
Crystal Kendrick is the CEO of The Voice of Your Customer and Founder of The Voice of Black Cincinnati, and she’s dedicated her life to customer service and using her leadership skills to enrich her community in Cincinnati with a ‘do it yourself’ approach to getting better quality news to the public while connecting people with businesses and universities. Mike and Crystal talk about how companies can put customers and employees first (and themselves second), and how it ultimately leads to a more successful business.  Crystal got her degree in marketing and planned on working part-time while going to school, but when she went to the Urban League for help finding a job, she found a career instead, with Rockwell International in Kentucky, which became Meritor and eventually became ArvinMeritor. She worked there for 10 years and had great leadership, mentoring, and developed herself. Crystal finally decided to try something new and worked for a large hometown bank – an entirely new experience filled with new learning. Crystal assumed that she’d eventually retire as the Vice President of Customer Service from some corporate company, but that isn’t what happened. What she realized was that as she climbed the corporate ladder, she went from working directly with clients and customers to managing 70-80 people and it required her to be an extension of Human Resources. Reports, conflict management, disputes, hiring, training, etc., and it moved away from her passion. She wasn’t great at those jobs and realized that sometimes a person can love those tasks without actually enjoying managing those tasks. Crystal started doing ‘secret shopping’ for friends, and when she wasn’t able to work normally due to an illness, other businesses began to flood her with calls to do secret shopping for them, too. She decided that she was going to try it full time. She had 2 years of savings to live on, and she hasn’t looked back since. The lesson? It’s okay not to do well in a position and it’s okay to take time to figure out what you really want to do because your health, your well-being, and your happiness are #1. It wasn’t always easy… Crystal had some lessons to learn about how using the wrong language could stall her business – specifically calling it Secret Shopping. Second, with her degrees and experience, her clients didn’t ONLY want secret shopping. She shares the three facets of her business, The Voice of Your Customer. There are many people who helped shape Crystal’s career, but the most influential ones came from her first job at Rockwell/ArvinMeritor. She shares how each of the three people molded her ideas of what great leadership is. From identifying talent and helping them grow, to the tactical and strategic issues of being a leader, to the art of ‘customer first’ and how to sell and engage with customers, Crystal still uses what she learned from them to this day. Crystal isn’t just a successful entrepreneur; she’s also very involved in improving the community. She adopted the motto of one of the paragons of community outreach in her area: “Give to get to give.” In short, the more you give, the more opportunities you get to give. Since giving is a love language for Crystal, that lesson has been incredible for her. In every community, there are problems and there are people looking to solve those problems. Crystal shares some of the toughest issues facing many communities today. Education is at the forefront for her; it’s something that no one can ever take away from you. And education also creates opportunities, another of the conversations Crystal is passionate about. Another is health. There are too many lives altered, changed, or ended because people don’t have healthy options. It’s the little things we take for granted when we have the resources. Crystal isn’t just passionate about education, opportunities, and health. She founded The Voice of Black Cincinnati, an organization that strives to use media to represent diversity in a far more positive light than what we typically see in the news: crime and sports. Rather than relying on mainstream media to portray successes and positive news, Crystal decided to bring that type of news directly to the audience. Crystal’s work doesn’t stop there. The organization has a database of colleges, corporations, businesses, and more who are sharing information about scholarships. They also have a community calendar for events the audience can come out and be a part of while connecting and networking with others. In addition, they have a jobs board, an amazing resource that companies are invested in just as much as the workforce is. Now this seems like a lot of data, and it is, so as a media company, The Voice of Black Cincinnati consolidates this data, and Crystal explains how. Crystal is a very special leader, a picture of what it means to be enthusiastic and engaged, and she shares what inspires her to do what she does and lead well. She shares a unique insight: in the past, business was about quality, or leadership, or whatever else. But today, it’s all about the worker. What does that mean? Crystal explains her two jobs as CEO, and it might change the way you look at modern business. With her broad-ranging experience, Crystal has several insights to share about staffing and customer experience. There’s far too many to list here, but you’ll definitely want to take some notes because you can apply all of this to YOUR business and leadership style. But the biggest takeaway here is the one thing Crystal recommends all leaders do: ‘secret shop’ your own company. The issues you face are the same ones your customers face on a daily basis. We hope you enjoyed the show! If you enjoyed today’s episode, make sure to subscribe and review, and leave a comment below! You can find us on your favorite podcast player. Help us get the word out by sharing on social media using #TalentMagnet! Crystal Kendrick LinkedIn The Voice of Your Customer Website Twitter Instagram The Voice of Black Cincinnati Website Facebook Other links from this episode: 5 Love Languages Urban League of Greater Southwestern Ohio Minority Business Accelerator
Making Leadership Scalable with Daniel Wachter
Daniel Wachter is a sales and marketing, training, innovation, and business development expert who has been a personal friend of Mike’s for many years. He’s made his mark by embracing disruption by promoting innovation to drive real change in company cultures. He’s currently the Vice President of Global Sales and Marketing of Bemis Healthcare Packaging. Today, Daniel and Mike talk about a style of leadership that has changed Daniel’s life: freedom of action and drafting a vision. And all of this points to how you can make great leadership within your company more scalable. Daniel has a unique and ‘in tune’ approach to leadership and it was one of the first things Mike noticed about him. He shares the life journey that brought him from a student co-op job at a safety packaging company to managing multiple departments within, all while getting his MBA. The journey brought him from Germany to the US, where he’s currently a Vice President of Global Sales and Marketing at Bemis Healthcare Packaging. Leaders don’t get to where they are by themselves, and Daniel has his own story to share about his first leadership position and what his father told him: be of value and justify your salary. Since his father was a teacher, it might have been a bit generic, but Daniel learned how to make it relevant in business and he shares that excellent advice. And surprisingly, his advice is shaped by his own love of the arts. In an expanding, global business world, one of the challenges leaders face is being able to span the gaps between countries, cultures, and languages. Daniel has had the privilege to receive excellent cultural awareness training in addition to working in many different areas. The most important thing he learned there was that we are all products of our culture and that is how we anchor our values. You cannot spend your time comparing how things are different, and you must understand that language is key to people’s thinking. What’s it like being a non-family member in a family business? There are challenges; the mindset of the owners is very different, and they’re involved to different degrees. Daniel worked in one such business for 21 years and he shares his lessons around trust, loyalty, and freedom of action. He also points to the fact that sometimes, successful, family-owned businesses must overcome a mental barrier in order to build a strong management team to scale, too. Daniel mentions ‘freedom of action’ frequently. It’s the key to success for any leader, but it’s also difficult to handle. The crux of the issue is that leaders who aren’t owners need to run the business as if it were they’re own but do so without falling into the trap of thinking that the business IS theirs. It’s such an important distinction to make, especially when there are many opinions about the right things to do for the company. Turning a company into a talent magnet isn’t easy, as Daniel learned at Rubenshuis in Belgium. How can a single artist sell more paintings than he could ever paint in a lifetime, and how does this relate to leadership? Daniel answers this riddle, and you’ll want to take note of the 3 key ideas you can use not just to improve your own leadership strategy, but also to make it scalable. What is a business vision if not a draft? Daniel talks about the importance of leadership in vision, but also how that vision must be able to be implemented. That’s why he views a vision as a draft, and this knowledge can help you share your own vision with your employees and have a much better experience getting it implemented. Daniel also shares how treating a vision as a draft can help YOU get much clearer on what you want to achieve. As leaders, we often find ourselves caught up in the fast-paced, entrepreneur or managerial lifestyle. We don’t always take time to pull ourselves out of that situation and challenge ourselves in new and different ways. Daniel has some solid advice for you, and even if you don’t enjoy the arts or the orchestra, something as simple as writing, reading, and bicycling can put you in an entirely new state of mind. The impact of digitalization on business has been felt for years now, and it’s not a static change. You’ve got to keep yourself current. Daniel recently attended an executive program at Harvard about driving digital strategies and he shares the insights he has gathered from both his experience and the lessons from his colleagues about the future of business. One of the biggest takeaways is that you shouldn’t view digitalization as an IT topic, like HR, it’s a business Daniel and Mike leave us with one important question: if you’re going to take advantage of the digital revolution, what kind of talent do you need in your organization, and what kind of leadership will it take to remain successful in a rapidly changing world?   Daniel Wachter: LinkedIn Rubenshuis: Rubenshuis ("Rubens House") is the former home and studio of Peter Paul Rubens (1577ñ1640) in Antwerp. Other Links: Storopack Bemis Healthcare Packaging Harvard Business School - Driving Digital Strategy Columbia Business School - Digital Business Strategy: Leading the Next-Generation Enterprise Books: The Logic of Failure: Recognizing and Avoiding Error in Complex Situations by Dietrich Dorner Overworked and Overwhelmed: The Mindfulness Alternative by Scott Eblin Living Forward by Michael Hyatt Emotionally Healthy Leader Book by Pete Scazzero Podcast from the authors above Lead to Win Emotionally Healthy Leader Podcast We hope you enjoyed the show! If you enjoyed today’s episode, make sure to subscribe and review on your favorite podcast player. Help us get the word out by sharing on social media using #TalentMagnet!  
Boost Your Leadership Effectiveness Tenfold with Maggie Frye
Maggie Frye of Core Consulting has a mission. She wants to teach the concept of ‘heads-up leadership’ to businesses across the world. It’s far deeper than the name suggests because as a leader, you can’t just be aware of what’s going on around you. You must also be aware of what’s going on in your own mind. Today, Maggie and Mike talk about how setting aside dedicated time for self-reflection and practicing heads up leadership can increase your effectiveness as a leader tenfold. Maggie and Mike talk about what exactly ‘heads-up’ leadership is. It begins with setting aside time for you to self-reflect. But this self-reflection time isn’t just about you. It’s about your interactions with others is coming across and how it affects them. It’s about seeing your company culture around you and how your actions affect it. As a leader, you know that people are watching you, but do you know to what degree? Maggie explains just how much your employees learn from you, and if you aren’t careful, it won’t be the lessons you’d like them to learn. It can be something as simple as replying to emails during the weekend or on vacation sending the wrong message despite the fact that you mean well. Maggie uses Wiley DiSC assessments and Strength Finders in her own organization and encourages her clients to use it as well. This goes back to her dedicated time for self-reflection. Not only do you get a chance to reflect, but you also have a framework to put it in perspective. You don’t have to go the assessment route, though. Sometimes the best observations and perspectives you can get are from those you trust. Everyone’s talking about work-life balance. But there is a slew of new concepts and ways of looking at that age-old question. In fact, in Maggie’s work with leaders, she’s noticed a trend of them no longer wondering how well they lead at work. Instead, they’re focused more on the whole self, which includes wellness, social life, home life, and more. Developing great leaders is what Maggie does, and she shares some personal habits Core Consulting encourages its clients to embrace. But, she warns, when you want to make a big change, don’t try to ‘eat the elephant.’ Take it one piece at a time, like adding 10 minutes of journaling in the morning, or giving 3 compliments a day. There aren’t enough hours in the day… or so many people believe. So how do you find time to add in these habits that will increase your leadership effectiveness? It begins with a simple vocabulary change. Instead of saying you don’t have time for something, say that you haven’t prioritized that thing. How does that change your mentality around it? Maggie asks that if you remember nothing else, remember the concept of heads-up leadership. Be aware of what’s around you, what you’re bringing to the table, whether you’re really listening and paying attention to the interactions around you. Get a sense of the bigger picture before you dive into the details. In doing this, you will naturally become a better leader. Quote from Robert Greenleaf: "When you look at anything or consider anything, look at it as 'a whole' as much as you can before you swing on it."  Questions to ask others in your life: What do you see as my greatest strength? What do you see as my greatest limitations? When I say this, what do you hear? How am I coming across? How would you describe my personal brand? Links from this episode: Maggie Frye LinkedIn Twitter Core Consulting Group Robert Greenleaf quote - "When you look at anything or consider anything, look at it as 'a whole' as much as you can before you swing on it." Questions to ask yourself:  What are my top 3 core values and how do I use them in my role as a leader? How do they help me make decisions? What are my greatest priorities in life (personally and professionally)? How do I spend my time? Do the answers to those two questions match? How do I "show up" to work? Am I bringing the right levels of energy and positivity that others will naturally want to follow? Share your thoughts with us at #TalentMagnetPodcast
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