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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.
54 Episodes
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Becoming an Emotionally Healthy Leader with Pete Scazzero
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)
Social Corporate Responsibility with Paul Fox
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)
Creating Vibrant and Prosperous Communities with Jill Meyer
How do you attract talent to your region — and get them to want to stay? Jill Meyer is the President and CEO of the Cincinnati USA Regional Chamber, and on today’s episode, we’re talking about talent, inclusion, transportation, and overall regional transformation to elevate our region and make it one of the world’s best places to live, work, and play. Growing the vibrancy and economic prosperity of the region These two phrases must always go together: you cannot achieve economic prosperity without a vibrant region to attract and keep talent, and you can’t attract and keep talent without economic prosperity. The Cincinnati USA Regional Chamber takes a unified regional approach to this, looking at the region as a whole and tying together all the different people, landscapes, histories, and futures. Transportation The Connected Region is a vision of the future of transportation for the region. Technology is impacting how people get around, and we have to focus on solutions that work for different people. We need options for those who drop off kids in the morning, or check on an elderly parent at noon, or any of the millions of things that people have to incorporate into our days, and still be at their jobs — and this has to be a regional system. Not just separate pieces. Cincinnati Mobility Lab One of their current pilot projects is the Cincinnati Mobility Lab, Uber’s only mobility lab in the world. Uber’s treasure trove of data is helping the region understand where the transportation gaps are on the people side of the equation, so they can do better in more creative, forward-thinking ways. The Workforce Innovation Center There are a lot of people in the community who are underemployed, or rather, as Jill would say, overemployed and not making enough money to make ends meet. This is happening because while the community has plenty of training programs, and a tremendous number of employers with open jobs, they aren’t connected. Thee Workforce Innovation Center is a one-stop shop for employers where they can say: we have X number of open jobs, we’re open to exploring working with a new population of people and we’re willing to look in places we don’t normally look. The Innovation Center will then reach out to their ecosystem of providers and trainers to find the right people for the job, taking the guesswork out of it for the employers. An inclusive and global region The heart and soul of everything that drives an economy is people, period. To create a community where anyone can thrive, inclusion in its purest form is critical: everybody must feel at home. You have to be both diverse and inclusive, and while being diverse is easy, that doesn’t mean you’re being inclusive. For example: would you know what you need to do to employ individuals with different abilities? How can you be accessible? The region is still far too segregated. Push outside of your comfort zones and work together with people who are so unlike you that you can’t believe you have something in common with them. Because guess what: you do. Cultural Competency for Leaders This is a pilot project that forces people to acknowledge and learn about their own implicit bias, and then learn and understand how they can move beyond that. It’s a phenomenal program because it forces people to have conversations, to as themselves, “How inclusive am I actually being?” What Jill loves about the implicit bias conversations is that we don’t need to find similarities, because it’s about appreciating our differences. 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? You might be missing a key component of your recruitment efforts. Resources Jill Meyer (LinkedIn) Cincinnati Chamber The Connected Region The Cincinnati Experience   Episode 12 with Brent Cooper Episode 27 with Dieter Moeller Episode 30 with Julie Calvert   Being CEO: It's About the Journey and the Destination with Candace McGraw Changes, Dreams, and Leaps of Faith with Mary Miller Diversity and Inclusion with Dr Janet Reid
The Economic Impact of Early Childhood Education with Amanda Greenwell
Why should businesses and business owners help kids succeed? Joining us today on the Talent Magnet Institute Podcast is Amanda Greenwell, Director of the Northern Kentucky Area Center. On this episode we’re talking about early childhood education: why does it matter, and why should you care? Amanda’s personal experience When Amanda had children, she took five years off from the workforce to be with her kids, giving them the best experiences she could. Parents are the first teachers of our children and their most important influence in the very beginning. But many families aren’t able to have these interactions with their children for a multitude of reasons, and when that occurs, the child suffers long term. So what Amanda does is look for opportunities with partners in the early childhood community to make sure that people not only have access to early childhood programs, but quality early childhood programs. Childcare and the workforce Two-thirds of our children under five are in some type of childcare. We have to accept that families need quality care, but quality care is really, really expensive: an average of $155 a week. That’s one-third of the income of someone making $12 an hour. So if we’re looking at strengthening the workforce and making sure employees are coming to work focused — childcare is a way for that to happen. Flexible solutions Kindergarten is not a full day, and what we’re seeing in the community is that school districts are partnering with others to help supplement that full day, thinking outside the box to expand the school day. Children learn best in high-quality, full-day programs, and working parents need the stability of that all-day program so they can thrive in their jobs as well. So how can businesses get involved? Amanda lists a number of different ways employers can be part of the solution, other than opening on-site childcare, because when an employee comes to work, they come with their whole self. They don’t stop being a parent or grandparent. Why business leaders should care The first five years shape our brains and bodies in profound ways, so childcare really is a long-term investment in shaping the workforce of the future. For every $1 invested in early childhood, there is a sevenfold return, because that’s where children are receiving the greatest return to be set up for success. MyPre-K MyPre-K offers resources within your community to help you better understand the development of your child, what it means to be ready for kindergarten, and even what’s available in your local community. This is for any parent or caregiver who is loving or spending time with a child up to age 5, to help them navigate their options to make sure the child is successful. No Small Matter United Way is partnering with 4C for Children to host a screening of No Small Matter. This film is built from stories of real children, families, and teachers, and illustrates the impact of high-quality early childhood experiences and how you can make a difference. Change is necessary and critical, and we can do it if we all put our minds to it. Resources Amanda Greenwell (LinkedIn) MyPre-K MyPre-K Awareness Campaign No Small Matter The feature documentary NO SMALL MATTER confronts America's most pressing problems with an unlikely but powerful weapon: babies and young children. From home to childcare to preschool, high-quality early care and education has far-reaching impacts, and groundbreaking science to back it up. With a healthy dose of humor and a surprising edge, NO SMALL MATTER reveals the tragic cost of getting this wrong, and the huge payoff for our kids, our families, and our country of getting it right. Website Trailer JOIN US FOR A FREE SCREENING OF NO SMALL MATTER TICKETS ARE FREE (however, seating is limited) RSVP here Date: Tuesday, April 23, 2019 Time: 1-3:30 p.m. Location: Lincoln Grant Scholar House 824 Greenup St, Covington, KY Tour of Scholar House to follow screening. Date: Wednesday, April 24, 2019 Time: 5:30-8 p.m. Location: Crossroads Florence 828 Heights Blvd, Florence, KY For child care, email lisa.litteral@uwgc.org Other Resources Episode 4 with Navigo Scholars and Children, Inc. Episode 10 with Crystal Kendrick Episode 14 with Cincinnati Preschool Promise Episode 17 with Steve Shifman
Creating Thriving Organizations with Elaine Suess
How can we create a thriving organization? Elaine Suess is the President of BeyondBeing Executive & Leadership Coaching. On this episode, she shares how she builds positive cultures in organizations and helps leaders reach higher levels of success by focusing on strengths, asking questions, and quite literally changing the way we think. A strengths-based approach We have a million words to describe what’s wrong with us, but only a few to describe what’s right with us. In her approach, Elaine uses Appreciative Inquiry, a positive strengths-based approach. Appreciative Inquiry shifts the questions from “What’s wrong? What’s not working?” to “What do you want and how can we focus on achieving what you want? Getting unstuck The idea is to help leaders and executives push outside of their comfort zone, but not so far outside that they can’t reach it. That’s where growth happens. Many times, people will develop patterns that live in our blind spots. Sometimes these patterns work really well, and sometimes they don’t. Elaine’s job is to ask questions to help people think internally about whether they want to change their behavior or make different decisions. Another area people get stuck in is conflict management. We have developed language and beliefs around how to manage conflict, and many times, it’s not working. So then they work on how to shift the communication to a way that feels authentic to them but produces much better results. A tip: when something uncomfortable occurs, address it within 24 hours instead of letting it linger. You’ll free up a ton of energy. The Amygdala Hijack When people are put in the fight, flight, or freeze position, that’s called an Amygdala Hijack. When we’re in hijack mode, we don’t have access to our prefrontal cortex, which is where empathy, decision making, creativity, and connection points reside. Think about the triggers that might get you into hijack mode. If you know what your triggers are and can put strategies in place to manage those, you can improve relationships and outcomes. To paraphrase Viktor Frankl, between stimulus and response is choice. That is powerful because it gives us back our control, which makes us more effective and successful. The Multiplier Effect The work that Elaine is doing with people and that people are engaging in is much farther reaching than just themselves. She encourages them to spread the wealth, and shares a story of how one client influenced upward and shared his insights with his supervisor. Employees started performing better, and even the organization’s internal processes began to shift. Reframing Think golf: instead of telling people on the course to stay out of the rough on the left side, wouldn’t it be more effective instead to say, hit the ball over to the right? If we’re more focused on telling our folks what they should be doing instead of what they shouldn’t, and inviting them to the table for a discussion on what would work best, then we get better results. Collective Intelligence or the Wisdom of the System Many times, we we might stop at doing a SWOT or GSM — which are great approaches, but another approach is this appreciative approach. Invite and actively search for what your employees know and what they bring to the organization. Tap into their experiences and knowledge. What happens is that people step up as leaders, they’re connected more, and, as one gentleman Elaine worked with said, “These outcomes will work because they’re our ideas.” Final thoughts Elaine had a client who was worried her employees would see her as weak if she started asking questions. Elaine asked back: "What else might they think? That you value them, that you know they have an opportunity to contribute, that you’re empowering them?” When you’re willing to ask questions, amazing things happen. Be a Better Boss How people feel about their bosses makes the biggest contribution to their workplace happiness and productivity - and as a boss, you can level up your performance in just 30 minutes! Resources Elaine Suess (LinkedIn) Beyond Being The Multiplier Effect (Amazon)
Being CEO: It's About the Journey and the Destination with Candace McGraw
How can you make an organization the size of a small city feel like home? Candace McGraw is the Chief Executive Officer of the Cincinnati/Northern Kentucky International Airport or CVG. This organization spans 14,000 people and 7,500 acres — and somehow, Candace and her team are able to build a strong sense of community, both for her team and her passengers. The Phoenix Rising of CVG CVG used to be a flow-through hub for one main carrier, so at the time, not only were 90-95% of the passengers in the airport not from the region, but the Cincinnati/Northern Kentucky Area wasn’t even their final destination. They didn’t need a sense of place or community. But when their main carrier changed their business model, CVG needed to, as well. Now 90-95% of all passengers who come through the airport are local and it has become important to relay all the great things the community has to offer as you come through the airport. For example, they consolidated all the carriers into one main complex and designed the River City mosaic, and once a month, they bring local arts organizations into the airport to perform for the passengers and bring a sense of liveliness and energy into the terminal. It’s personal Even if CVG is a huge public entity business, it’s personal to Candace and her team. She loves the business as if it were her own because it’s so impactful. Not only does it impact everyone’s businesses in the community, but grandparents can now afford to see their grandchildren more often, they see people coming in who haven’t been to the area before. Their jobs are bigger than their individual jobs. The compassionate human element Doing right by her team is one of Candace’s key metrics. To keep compassion at the forefront, she makes it a point to have authentic conversations with the employees about why certain practices are in place. They also hold training sessions to make sure everybody knows the mission of the airport, what their role is, and how they can impact and help our businesses succeed. One effort initiated by the team was setting out what people’s career paths could be at the airport. They have classes, internal training, on-campus programs, tuition reimbursement, and lots of other support to help their employees get to where they want to go. On being involved as a leader and showing up in the community On the practical side, it helps drive business. You hear what people are saying on the ground, you understand the community in which you are living, and you can then figure out how to connect those insights to very impactful business growth. On the altruistic side, we each have an obligation to make our little corner of our communities better. We have a responsibility to our neighbors and friends to help them in the best way we can. Women leaders in the industry At the time Candace was beginning her career as an airport lawyer, there were only two or three women running airports in the US. Now there are about 15 of them, and they have a close sorority: as a group, they get on conference calls every month, and then go on retreats once a year. Worldwide, there is a dearth of women. The International Trade Association is undertaking a gender study and really looking at: how do we get more women? How do we get more people of color involved in the industry? How do we grow that? Investing in yourself and overcoming obstacles Candace is a firm believer in learning your craft. There is no substitute for that, no matter how high up the ladder you are. You will always need to learn more. Focus is likewise critical. Of course you’ll have to scan your environment, but generally you need a good roadmap and to stay on that roadmap to meet your destination. Candace talks about their one-pager roadmap. If you set out your plan in a simple way and your team understands it, buys into it, and is trained on it, then you’ll achieve great results. Fix Your Turnover Rates Having a high turnover in your organization doesn't just nibble away at your resources - it totally consumes them. Discover 8 huge factors that directly affect your turnover rates and what you can do about them! Resources Candace McGraw (LinkedIn) CVG Airport
Starting Your Own Business with Todd Pfister
Should you start your own business? And if so, what kind of business should you run? Todd Pfister is the Managing Partner of FranNet MidAmerica and a Partner of TP4 Advisors. On this episode of the Talent Magnet Institute Podcast, we’re talking about entrepreneurship: how to know if it’s right for you and how to know where that fits into your continued career path and long-term life success. Knowing if business ownership is right for you Business ownership is the road less traveled: it’s winding and exhilarating, but it’s not for everyone. Todd’s team has developed an evaluation process that includes determining your personality profile, building out a business model, and understanding your why. The right business ties into your skill sets, professional experiences, and personal experiences. There is no cookie cutter path: it’s about helping people realize their individual gifts and understand their talents. Todd’s advice to entrepreneurs What are you waiting on? There will never be a ‘right time.’ Get a coach. High performing athletes will have several coaches and so should business owners. You need to sharpen yourself with people who have outside experience and knowledge if you want to grow to the next level. Surround yourself with people who are smarter than you are and can offer you different points of view so you can grow yourself personally and professionally. Entrepreneurship can be very lonely. Fill your team with people who can speak life into you and hold you accountable. Getting clarity about your goals Understand the difference between passion and interest. One key hurdle for a lot of people wanting to start or buy into a business is that they don’t have that passion. They don’t have a specific industry or skill set that they really want to build on. But they might be passionate about getting to the next stage of life or having more freedom or control or flexibility. You need to unpack your passion and your interests — and what it is that really motivates you. The most common result of people going through Todd’s process is deciding they’re not built to be business owners and getting a corporate job instead. And that’s okay. You need to understand what kind of business owner you can be... IF you do decide to be a business owner. Do you have the aptitude for it? The funding? The support? What kind of business is your personality best suited for? The right timing Timing is one leg of a four-legged stool: you also need to look at funding, aptitude, and spousal support. Do you have all these other legs in place to keep you up? And from a timing standpoint, you can’t have everything at once. Life comes in stages. For example: owning a business early in their marriage wouldn’t have been feasible for Todd and his wife. The timing is a lot better now, 20 years later, that their four kids have grown up. Take a long term view of where you are within your career and family and understand: is now the right time for you? Why entrepreneurs fail — and what to watch out for We’ve all had a bad job or a bad boss or bad outcomes: that’s normal. But if someone has a spotty career history with consistent performance issues, Todd would hesitate about having them go in and buy into a business. Another issue is when people have trouble managing the revenue cycles. Usually, when you’re a small business, you’re either selling or delivering. If you can’t manage your revenue, then it’s hard to go out and do market development and then come back to create solutions, because revenue will naturally go up and down. You have to be really comfortable with driving revenue and building that income. Be a Better Boss How people feel about their bosses makes the biggest contribution to their workplace happiness and productivity - and as a boss, you can level up your performance in just 30 minutes! Resources Todd Pfister (LinkedIn) Todd’s Recommendations The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It A Million Miles in a Thousand Years: What I Learned While Editing My Life
Leaning into Organizational Performance with Priya Klocek
How can we understand people better and lean into organizational performance? Priya Klocek is the President and CEO of Consulting On The Go and is a board member of Women Helping Women. Today we’re talking about building relationships and recognizing yourself as an individual, so you can show up and lead authentically. Manage conflict instead of avoiding it First, recognize your personal relationship with conflict. Oftentimes our culture plays into our worldview, and depending on when or where we grew up, we could think of conflict as something to ignore, or something that has to be put on the table. Then take a look at your team. Who are you working with? And whose conflict or communications styles are different than yours? We tend to surround ourselves with people who are more like us so that we don’t need to deal with conflict. Understand the role your upbringing plays In every relationship and interaction, we are the common denominator. How aware are you of your environment, how you’re showing up, and the impact it’s having? There are also various tools out there, like the Intercultural Conflict Style Inventory which measures your conflict and communication styles through the lens of culture. Growing up in the ‘70s in India will impact you differently than growing up in the ‘70s in California, and affects the way you show up today. Adapting to cultural differences in communication No two people are exactly alike and one size does not fit all, so how do we lead a diverse team? The hope is to get our team to adapt and adjust to each other, which is why we need to have those honest conversations. What are the key steps that organizations can take to get to know and understand each other on a deeper level? Human beings are like icebergs: you can only see about 5-10% of us, and the real stuff that makes us who we are lives below the waterline. When we operate at that 5-10% level, the results we get are not always real and authentic. Recognize and understand what drives you and your behavior as a leader. Accept yourself. Be aware of who you are, what you believe, and why you believe what you believe. Own your benchmark, the one that’s driven by your values, beliefs, culture, education, title, and all those wonderful things. It’s what made you who you are today. Be aware of and know your worldview about leadership. Are you a servant leader? Are you more authoritarian? Be curious. Always ask people, "Help me understand?” Get to a place where you’re open to feedback. We all have blind spots. On assessment tools Assessment tools shouldn’t define you, but they can inform you. If you’re honest with yourself, what correlations can you make with what the tool is sharing with you? And as leaders, how do we continue to up our skills and competencies to be able to continue to lead our teams? We’re all works in progress. On change management Anytime we embark on a journey of development and truly follow through, it requires change, and therefore change management. Recognize what your motivation levels are, and take the knowledge you’re processing (e.g. from reading a book on the topic) and put it into action. Fix Your Turnover Rates Having a high turnover in your organization doesn't just nibble away at your resources - it totally consumes them. Discover 8 huge factors that directly affect your turnover rates and what you can do about them! Resources Priya Klocek (LinkedIn) Intercultural Conflict Style Inventory Cloverleaf Talent Magnet Institute Podcast Episode 13: Relationship is Everything with Darrin Murriner StrengthsFinder Myers-Briggs Assessment VIA Survey of Character Strengths Lion’s Lead Riso-Hudson Enneagram Type Indicator Queen City Certified
Herding Tigers: Leading Creative Teams with Todd Henry
Are you the type of leader that creative people need? Todd Henry is a keynote speaker and the author of Louder Than Words, Die Empty, The Accidental Creative, and — the book we’re diving into today — Herding Tigers. Doing the work and leading the work are very different things. How can you, as a leader, set the stage for your creative team members to do their best work? What inspired you to write Herding Tigers? This book is meant to address the people who have the biggest sway within the organization. It’s not enough to throw resources at your team and tell them to do great work. You have to understand the underlying dynamics of the creative process and what talented people really crave so they can produce their best work. Stability and Challenge There are two things that creative people need more than anything else: stability and challenge. Stability is predictability of process, clarity of expectations, and a clear and coherent leadership philosophy that helps them understand how to engage. It’s a myth that creative people only want complete freedom. Orson Welles said that the absence of limitations is the enemy of art, so if you want brilliant, creative, and innovative work, you need clear and consistent boundaries. Challenge means pushing your team. They need to see that you know and understand them and know what they’re capable of even better than they do. This means believing in your team and having their back if they take risks. Where does trust come in? Trust is the currency of creative teams. Without trust, there is no risk or innovation. But trust is like a water balloon. Once you fill it up, if you puncture it, even in a tiny way, then you lose trust everywhere. One of the ways we do this is something called ‘declaring undeclarables,’ or making small promises you can’t keep. To your team, they’re signs that they can't fully trust you to tell them the truth all the time. Bravery entails asking difficult questions. We are defined by the questions that we avoid more than the questions we ask. Not asking questions means we get to stay in our comfort zone. Asking questions immediately generates accountability to act on whatever the response is. Leaders have to ask dangerous questions that challenge assumptions, even if the answers may not be the things we want to hear.   Surround yourself with the right people It’s so important to have people around us who are willing to speak truth to us — preferably people who have known you for a while, who have seen you at your best, at your worst, and as you were growing into your position of authority. This is the community you need to help you make good decisions in life and business. Prune proactively Sometimes in our teams, there are behaviors we know aren’t healthy but we let slide anyway. This is “normalization of deviance,” which is, in effect, a tacit endorsement of this behavior until it becomes the company culture. Great cultures aren’t built; they’re grown from the inside out. We have to regularly fertilize what we want and prune what we don’t want. Prune the deviant behavior so you can grow a healthy culture just like you would grow a healthy garden. What can we do to start creating a healthier organization today? The question “Why?” is really important. Not being willing to ask why is a sign of mediocrity; of getting halfway up a mountain and saying, “close enough.” Those who build a body of work they're proud of are the ones who are willing to ask that really dangerous “Why?” question consistently. What do you hope people take away from Herding Tigers? There is a tremendous upside to creative leadership. In 100 years, it’s unlikely people are going to remember any of our businesses. But the impact that we have on the lives of the people that we lead is going to echo for generations to come. Generation after generation of people will be impacted because you were willing to be the leader that you always wish you had. Be a leader who makes echoes. Be a Better Boss How people feel about their bosses makes the biggest contribution to their workplace happiness and productivity - and as a boss, you can level up your performance in just 30 minutes! Resources Todd Henry (LinkedIn) Todd Henry (Website) Herding Tigers: Be the Leader that Creative People Need The Accidental Creative: How to Be Brilliant at a Moment’s Notice Die Empty: Unleash Your Best Work Every Day Louder Than Words: Harness the Power of Your Authentic Voice
Securing the Future with Jenny Berg
Today we welcome Jenny Berg, executive director of the Leadership Council for Nonprofits. Jenny has served on many boards, including Impact 100, Women Helping Women, and Catalyst. We’re talking about an upcoming annual conference called Securing the Future. It’s happening on March 6, 2019, so if you’re listening before then, now is a great chance to learn what it’s all about. What does the Leadership Council for Nonprofits focus on? The Leadership Council provides leadership building capacity programs, cost savings programs, and collaboration opportunities for nonprofits. The biggest growing program is called the Leaders Circles which is similar to a mastermind: it’s a peer-to-peer coaching program where people can share concerns, challenges, and ideas and get feedback from their peers. Their next program is the Leadership Challenge, based on a five-part leadership mode: model the way, inspire the vision, challenge the process, enable others to act, and encourage the heart. This is coming up on April 22, 2019, and Leadership Council members are welcome to apply. Can you tell us about the Securing the Future Conference? This is the conference’s 19th year, and previously run by the Cincinnati USA Chamber, it was started to motivate and help the nonprofit and philanthropy sectors. Some notable speakers have been: Dan Pallotta, author of Uncharitable: How Restraints on Nonprofits Undermine Their Potential (Civil Society: Historical and Contemporary Perspectives), helped us think differently about how we can run a nonprofit organization and what we shouldn’t be afraid to ask for. Dr. Frances Hesselbein,  past president of the Girl Scouts of America and president of the Hesselbein Leadership Institute. She’s now 102 years old, and was 84 years old when she spoke in 2001. She also co-authored a book last year called Work is Love Made Visible. Ruby Payne, whose work on understanding poverty is well-known in the nonprofit sector. Are there any particular innovations that your organization has been focused on to help nonprofits advance? The Leaders Circles are able to pull out the wisdom from the individuals within the group. Live to Lead is a five-part leadership series. One of its main components is change management — one of the only constants we have in this industry. The World Café Model will be act three of Securing the Future, and it’s a model of conversation that uses your own internal resources to frame questions around what is important to the people in the room. Who’s the speaker for this year’s Securing the Future conference? Alton Fitzgerald White is well-known for playing King Mufasa in Lion King on Broadway. He played the role 4,308 times, and in his book My Pride (Broadway's Record-Breaking Lion King): Mastering Life's Daily Performance, he focuses on bringing your best self to work every day, even if you’re doing the exact same thing, the way he was when he played Mufasa. He looks at it as being a servant leader to his audience, being humble in your work but still taking pride in it. The second act of the conference will have breakout sessions based on Alton’s talk, led by: Maureen Maxfield on strengthening resilience during rapid organizational change Joe Moorman on how to recognize and activate your strengths Jennifer Goodin, Ronald McDonald House, and Jen Eismeier on confidence, authenticity, and a “lit” team Lauren Jones on a recent report they’ve put out about black philanthropy called Giving Black What brought you to this work and keeps you motivated every day? Jenny grew up with parents who were great supporters of the nonprofit community in a variety of ways, so that has always been instilled in her. Helping the nonprofit community is her passion, and she’s grateful to be able to impact the larger nonprofit community in a powerful way. Sign up for the conference Securing the Future is happening on March 6, 2019 at the Cintas Center at Xavier University, Cincinnati, OH, and you can sign up at leadershipcouncil.us or here. Resources Jenny Berg (LinkedIn) Leadership Council for Nonprofits (Website) Tickets for Securing the Future Conference Dan Pallotta (LinkedIn) Uncharitable: How Restraints on Nonprofits Undermine Their Potential (Civil Society: Historical and Contemporary Perspectives) (Amazon) Frances Hesselbein Leadership Institute (LinkedIn) Work is Love Made Visible (Amazon) Alton Fitzgerald White (LinkedIn) My Pride (Broadway's Record-Breaking Lion King): Mastering Life's Daily Performance (Amazon)
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