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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.
27 Episodes
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The Warren Bennis Leadership Experience with Jack FitzGerald
Has someone ever inspired you so deeply that it changed your life and your mission? Today’s guest, Jack FitzGerald, not only had his life changed, but he has also dedicated himself to changing others’ lives, too. Jack is the founder of the Warren Bennis Leadership Experience, an annual event in Cincinnati. Jack shares how the event’s namesake, Warren Bennis, touched his life from the time he was a young man and led him to where he is now. What led Jack to his leadership journey and the inspiration from which the Warren Bennis Leadership Experience (WBLE) has become? Jack believes family is the first organization we are a part of, and his father modeled great leadership from the time Jack was a boy. His father took him to community functions and showed his leadership style - bringing people together and inspiring them to take action. Jack shares a story about a ‘punishment’ his father gave him for being late for curfew one night - to read the book, On Becoming a Leader by Warren Bennis. His father told him he couldn’t go out with his friends again until he had finished the book and taken notes on every chapter. Neither of them realized the profound effect this experience would have on Jack’s future, especially when he was tapped to create a leadership program at the University of Cincinnati. So who, exactly, is Warren Bennis? Warren was the 22nd president of the University of Cincinnati, and he held this position during the 70’s. Not only was the university growing quickly, but it was also a very turbulent time, during which, Warren led the campaign to make UC a full state university. After his time at UC, Warren wrote more than 20 books on leadership and became a mentor to many of the greatest leaders of our time. Warren Bennis's book made such a huge impact on Jack's life and leadership style. In fact, his fascination only seemed to grow from there. As he walked the UC campus, he didn’t see Warren’s name anywhere, and that shocked him. Jack soon realized that he wanted to share this leadership experience with others and the Warren Bennis Leadership Experience was born. Jack points out that while WBLE might be a conference, it’s actually an experience. That’s a very important distinction and a big part of Jack’s vision for the event. He wanted attendees to feel like they were spending time with Warren Bennis. Jack might not have met the man in person, but he spent a lot of time talking with people who did. He reveals exactly how he got the first speaker to sign on for the event. The event is annual, and this year, Jack is bringing something very exciting: Building a Culture of Fresh Ideas. That might strike you as odd when the namesake of the event led in the 70’s, but Jack explains why he chose to go this route, and how it builds off of last year’s ideas. The goal of WBLE is to help change perspectives, which is timely seeing as society has become more and more disconnected and turbulent. Through the WBLE, young thought leaders get the opportunity to learn and experience Warren Bennis’ leadership through the same people that Warren Bennis had inspired decades ago. Key takeaways from this episode: Our leadership journey starts at home. Leaders are made, not born. We all have the potential to be great leaders. READ - Books are man’s greatest legacy. Are you an authentic leader? Teams and organizations that have authentic leadership perform better, last longer and attract the best talent. Find out if you’re the best leader you can be! Register now for WBLE! WBLE: October 19th 2018 Registration Link Jack FitzGerald LinkedIn Facebook Twitter Two NYT bestsellers headline 2nd annual Warren Bennis Leadership Experience Father Of Leadership: Warren Bennis The Four Golden Rules of a Champion | Jack FitzGerald | TEDxUCincinnati Books & Resources On Becoming a Leader by Warren Bennis Warren Bennis Leadership Books Doris Kearns Goodwin Books David Gergen Eyewitness to Power - The Essence of Leadership Nixon to Clinton Dig Your Well Before You’re Thirsty - Harvey Mackay “Leadership is the capacity to turn vision into reality.” - Warren Bennis
Workforce Solutions: Investing in Purpose and People with Janice Urbanik
A business should be more than just a means to an end. More than making money, it should be seen as a tool that can bring good into the world. To do this, we need to change how businesses do business, and this starts with how we treat our employees. In today’s conversation, Mike and Janice Urbanik cover topics like workforce interventions and how employers can enforce better solutions by being flexible when it comes to implementing their talent management strategies. Janice Urbanik is the Senior Director for Innovation and Strategy at the National Fund for Workforce Solutions. NFWS supports 33 regional funding collaboratives across the country. Their goal is to drive corporate practices, policies, and investments that enable workers to succeed in good jobs so that employers have access to a skilled workforce. What’s the most impactful statistics that would open the eyes and ears of employers? Janice begins by explaining that when we are below 4% unemployment we are under a “Full Employment Economy.” Everyone who's skilled, able, and willing is already working, and the percentage doesn’t include people not actively seeking employment, like stay-at-home-parents. How does the average cost of living affect workforce capacity? A family of 4 needs to earn $50,000 per year to be able to meet their basic needs like food and housing. 3 out of 4 jobs pay less than $50,000. It’s hard enough to make ends meet with 2 wage earners, so what about families with only 1 wage earner? Due to this disparity, low-income earners are forced to juggle several jobs with different employers, which often makes them vulnerable to abuse. This lack of career growth and reasonable pay opportunities keeps most of these families in a state of poverty. With the boom in the service and manufacturing industry, businesses need to fill the gaps within their ranks to scale their companies and increase profits. But how can businesses achieve this if most of them are already employed? Janice and Mike talk about how changing recruitment strategies can improve a company’s hiring, onboarding, and retention process. Investing in your workforce enables your team to become better providers for their families. Is your company ready to implement better workforce intervention strategies? Answer these questions: What are the wage and benefit structures? What levels of employee support can you provide? How can you help employees stay on the job, stay focused on the job, and do the job well? When businesses strike a balance between making a profit and supporting their workers, it triggers a positive chain of events. Families become more financially secure, employees perform better, and employers become even greater talent magnets. We hope this helps you understand how much power employers have and how it can change and affect their employees’ lives - for better or for worse. Are you an authentic leader? Teams and organizations that have authentic leadership perform better, last longer and attract the best talent. Find out if you’re the best leader you can be! Janice Urbanik LinkedIn Twitter Resources and Talent Magnet Institute Episodes Referenced: National Fund for Workforce Solutions Partners for a Competitive Workforce Women’s Fund of the Greater Cincinnati Foundation - Research Greater Cincinnati Foundation Aspen Institute Inclusive Capitalism Conscious Capitalism Dr. Karen Bankston - TMI Episode 1 Shakila Ahmad – TMI Episode 3 Steve Shifman – TMI Episode 17 Dr. Janet Reid - TMI Episode 19 Lynne Ruhl - TMI Episode 23
The Value of Inclusion, Diversity, and Clowns with Paul Miller
Did you know there’s such a thing as ‘medicinal clowning?’ Or that clowns are used in child surgery to reduce the number of drugs needed? Our guest this week is Paul Miller, former Ringling Brothers performer and creator of Circus Mojo, a circus act with a mission. It might be fun and games, but Paul’s mission is nothing short of inspiring, including his extensive work in inclusion and diversity. Paul and Mike talk about why the world needs more clowns. So, what happens when you pair humor with the ability to push boundaries? Paul shares his humble beginnings of how he went from class clown to being a world class performer, and later a successful entrepreneur. Paul attended the University of Cincinnati, College of Conservatory Music but found his true calling at the Ringling Bros. Clown College. He went on to perform for the Greatest Show on Earth and toured the world. He eventually started his own ventures: Circus Mojo in 2009, Social Circus Foundation in 2013, and Bircus Brewing Co. in 2015. He connected and built relationships with talented individuals from different countries. This enabled him to create such an inclusive and diverse team full of passionate individuals. Aside from their amazing entertainment value, Circus Mojo also had dived into medical support efforts. How does it work? They're a group of specially trained clowns who scrub down and spend time with children who are being prepped for surgery. Building trust and providing comfort to the child as they’re wheeled into the operating room and being there for them as the child wakes up. Circus Mojo demonstrates the power of people gathering and working together to achieve a common goal. And how every profession has an impact in the lives of those needing the service. This transformative mindset of accepting and nurturing people’s gifts and pairing them with others’ is a trait all talent magnets should have. Key takeaways from this episode: Extraordinary things happen when you think outside the box. You can work AND have fun. We need to lighten up a bit. People with a common goal work better together. Are you an authentic leader? Teams and organizations that have authentic leadership perform better, last longer and attract the best talent. Find out if you’re the best leader you can be! Paul Miller LinkedIn Circus Mojo Bircus Brewing Co. Social Circus Foundation INC Magazine Article
Cultural Transformation and Courageous Leadership with Lynne Ruhl
What is work culture and how does it affect the corporate environment? Discover how one phone call changed a stay-at-home mom’s life and how she changed the abusive, toxic culture in children’s competitive gymnastics. The impact she made led to a career in leadership and corporate cultural development. Today, Mike brings in Lynne Ruhl to discuss why leaders are accountable for developing the culture in their organizations. Lynne is the CEO at Perfect 10 Corporate Cultures. She is an esteemed thought leader in corporate culture. She knows what it takes to build a strong work environment where employees and customers feel valued, understood, and respected. So how did Lynne become an innovator in corporate culture? She traces it back to this life-changing phone call. Lynne's daughter had a talent in gymnastics and needed to train to join a competitive team. Lynne did her research and checked out gymnasiums that were reasonably close to her area. But nothing could prepare her for the horror of what she saw as a typical and accepted way of training the children. Rather than building children and their skills, she saw coaches tearing down the kids, breaking them through ridicule and manipulation and build them back up as robots who did what they were told. Lynne refused to subject her daughter to that kind of torture. So she did what she thought was the only solution. She and her husband bought their own gym. Immediately, they saw they had inherited the typical toxic culture. Most people would have fired them on the spot, but Lynne believes that people are not disposable. And so she took it upon herself to turn these individuals around and give them a chance to behave better. As a result, the gymnastics academy also became a relationships academy. The athletes, staff, and organization have shed their toxic culture and reformed into something better. The Cincinnati Gymnastics Academy has re-framed its success and leadership by shattering the belief system that fear and abuse was the only way to produce Olympians. This simple truth sparked a national change in the way other children were taught. Which brings us to the question: How can leaders promote the same kind of culture transformation? Lynne shares that the only way to invest in cultural transformation is to understand the roots of the culture itself. According to Lynne, culture isn’t a big, overarching thing. Instead, it’s the thousands of one-on-one interactions that occur in a company every single day. If the quality of those interactions is healthy – so is the culture. If those interactions are unhealthy or full of conflict and avoidance, then the culture is toxic. Lynne and Mike dive even deeper into reframing leadership and success through positive culture. They answer key questions to help you understand the power of organizational culture. Discover what relationship skills leaders must have to build and contribute to a positive corporate culture and the importance of investing in the environment you lead. Lynne also brings up an incredible point. Since no person is disposable, you need to change the way you look at your employees. If you see each of them as a resource that you haven’t fully tapped, how does your perspective shift? What can YOU do to tap into their personal greatness? Don't forget to download this Free Resource! Teams and Organizations that have authentic leadership perform better, last longer and attract the best talent. Are you an authentic leader? Find out if you’re ticking all the boxes! Resources: Lynne Ruhl LinkedIn Perfect 10 Corporate Cultures Three Impossible Promises: The Inspiring True Story of Olympic Gold and How Organizational Culture Means Everything
What Makes Leaders Extraordinary with Don Frericks
The rules for fostering great leaders in your workplace are changing. It’s not enough just to train them; you also have to develop them. Today, Don Frericks, CAO of Community Blood Center and Founder & Leadership Coach of Make Me A Better Leader, joins Mike Sipple, Jr., to talk about what makes extraordinary leaders. The talk about Don’s study of leadership, how he developed his method to recognize and cultivate great leaders, and why you should never settle for anything less than extraordinary. Don believes in building deep, meaningful relationships and has met phenomenal leaders throughout his career. It has come to his attention that extraordinary leaders share a common denominator of sorts, and it was this shared characteristic that led him to study leadership and how to identify great leaders from average ones. As a thought leader, Don has fulfilled many different roles in training, coaching, consulting, and mentoring. He was driven to find a better way to get people to become the best version of themselves, become better leaders, and figure out a way to objectively measure the effectiveness of good leadership. Here’s an interesting statistic Don points out: 80% of people don’t do anything with what they learned in workplace leadership training. It goes in one ear and out the other. Don realized that you can’t just train people to be good leaders. You have to help them develop extraordinary leadership skills, too. Nearly 67% of employees are disengaged at work due to ineffective and uninspiring leadership. This means that average or ‘good-enough’ leaders don’t cut it! Extraordinary leaders have profound strengths that create a work environment where people have the highest levels of fulfillment, productivity and engagement. Great leaders motivate employees to go the extra mile, to get the work done better and faster. Throughout the episode, Don and Mike explore certain common themes and leadership characteristics that distinguish the average leaders from the exception. Here are a few: All journeys are different. Leaders aren’t born, they are made. Good and bad bosses help us learn and understand leadership. Leaders need training, coaching, and mentoring at some point in their career. Organic Process of Leadership Development: Observe, Internalize, and Apply. Listen to the full conversation to understand how leaders encourage people to take the next step and how organizations can contribute to the awakening of more extraordinary leaders. Don't forget to download this Free Resource! Teams and Organizations that have authentic leadership perform better, last longer and attract the best talent. Are you an authentic leader? Find out if you’re ticking all the boxes! Don Frericks Make Me A Better Leader Community Blood Center "Be A Hero, Give Blood" LinkedIn Rapid Leadership Development Video Resources Team of Teams – New Rules of Engagement for a Complex World by General Stanley McChrystal The Extraordinary Leader – Turning Good Managers Into Great Leaders by John Zenger and Joseph Folkman How To Be Exceptional – Driving Leadership Success by John Zenger and Joseph Folkman
The Man Behind the "Mike" with Christine Lewis and Mike Sipple, Jr.
We’re changing things up a bit this week on the Talent Magnet Institute podcast to give everyone a special opportunity to know more about Mike Sipple Jr. and his almost superhero-like ability to connect thought leaders with other key leaders. We have gone long enough not knowing about Mike’s career origin story, and we have Chris Lewis throwing the questions to get a sneak peek into the mind of a second generation President and what it took to get him to where he is now. Mike is the second generation owner of Centennial, a talent strategy and executive search firm. He has been working for the family business for almost two decades and has served as its president for 3 years and 9 months - and counting. As it turns out, Mike has a lot of things to share with us other than his guest’s story, business strategies, and the key takeaways from their conversation. One of the most interesting things about Mike’s career origin stories is that he initially wanted to become an architect. Meeting with real architects, however, gave Mike the foresight he needed to choose a different career path instead – so, he went to school to become a landscape architect. But how did he end up joining Centennial if he had wanted to do landscape architecture? As it turns out, Mike has a gift of building intentional relationships and absolutely loved connecting people. Despite being the son of the head of the company, his career in the family business wasn’t laid out mainly because they didn’t anticipate his knack of finding the right people who fit the right opportunity. Mike is what people in the industry would call “a natural.” Mike was driven to improve this skill and was intent in learning more to help mold him into an effective leader. He and his father signed up for the Goering Center for Family & Private business program not knowing that Centennial would be transformed into a family business. He has had some incredible business mentors including Ron Brown, Jean Lauterbach, and Lynne Ruhl. That program was instrumental in laying out the foundations of their family business and creating the kind of culture that continues to thrive to this day. When asked what his considerations were before he joined the family business, Mike said, “Don’t let your parent’s or grandparent’s choices define you, you need to define you – your life is your responsibility.” To be successful one must be in tune with who they are and focus on ‘their’ best and not what everybody else insists is best. Throughout his career, he managed to deliver stellar results for his clients and their organizations simply because he pairs his skills and passion for people with the client’s business goals. Which is why it’s important to understand that strategic planning, intentional communication, and active listening are all necessary for companies regardless if they’re a family business or a traditional business. The conversation was nothing short of insightful and Chris notes the two secrets to Centennial’s success as a family business: Receptiveness and respect -- simple words that deliver great results. With Mike being the amazing leader that he is, it would have been easy to keep the interview going for hours and hours and hours, but we can save the rest of the story for a later time. Hopefully, this was enough to give you a good idea of the things you didn’t know you needed to know about Mike Sipple Jr. and his contributions in the global community as a second generation President. Resources How to steer a successful succession Family business lessons from the Skywalker Family Next Generation Institute Perfect 10 Corporate Cultures Lynne Ruhl LinkedIn Jean Lauterbach LinkedIn Jonathan Theders LinkedIn Lee Bushman LinkedIn Howard Kaplan LinkedIn Tara Halpin LinkedIn Scott Bucher LinkedIn Brent Rippe LinkedIn John Moore LinkedIn Chris Painter LinkedIn Goering Center for Family and Private Business Cincinnati USA Regional Chamber CEO Roundtable Vistage YPO EO
Remarkable Leadership in Family Business with Jonathan Theders
Jonathan Theders is the CEO of RiskSource Clark-Theders, a prominent family business that focuses on providing comprehensive insurance solutions and risk management services to protect clients from the unexpected. As the next generation CEO, Jonathan has gone to great lengths to transform the family business into a remarkable organization, but there’s more to running a family business than meets the eye. Find out what makes this company unique and how Jonathan’s approach can improve yours. Some people are blessed with knowing what their calling is at an early age. Jonathan Theders is one such individual - his dream was to work with his father. As a child, he would eagerly seize every opportunity to join his father at work: carry his briefcase, file papers, or mow the grass; it didn’t matter to him what he was doing, just that he really wanted to be there, too. Despite wanting to work at the family business immediately, Jonathan figured that he should get experience outside the company first and gain the perspective necessary to fulfill his role in the business. He got an internship while in college, and later went full-time as a Certified Underwriter for Business Insurance in Iowa, where he stayed for almost 3 years before finally joining the family business. As you might imagine, family businesses are different from “outside” companies. When running the family business, there’s always something that feels personal beyond normal business - you do more for family than anyone else, after all. But that doesn't mean you like it. Jonathan has been Mike’s long-time client and friend, they’ve been on an executive roundtable and other various initiatives together. He is undeniably a high-level leader, but what sets him apart is his intentional way of communicating - something that he learned from his father. Jonathan’s father set their breakfast meetings every Wednesday, to mold him into the kind of leader his organization would look up to - they have spent more than 850 Wednesday mornings together this way. The Goering Center for Family and Private Business has also been instrumental by teaching him to runs through questions like, “Have you thought about this? Have you planned for this? Have you considered this?” Jonathan has met a lot of people who have played a significant role in his career development, which made him realize that business is about building deliberate relationships and practicing effective communication to go beyond the WHAT, understanding the WHY, and HOW everything else would fit into that. Join Mike and Jonathan as they expound on the value and power of deliberate communication, how the Seth Godin’s Purple Cow concept has transformed Jonathan’s family business, the ReSOURCE process, and why RiskSOURCE has pivoted into the more sustainable B Corp business model. 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! Jonathan Theders RiskSOURCE Clark-Theders LinkedIn Beyond Insurance Resources Goering Center for Family & Private Business B Corporation Certification Purple Cow: Transform Your Business by Being Remarkable
Diversity and Inclusion with Dr. Janet Reid
Dr. Janet Reid is the founder of BRBS World, a private global management consulting consortium located in Cincinnati, that works with companies to develop and keep world-class leaders who value diversity and inclusion. Dr. Reid is an author and consultant with 35 years of promoting diversity and inclusion, and today, she and Mike talk about how you can be a better leader by embracing both. Everyone has a definition of diversity and inclusion, but are their definitions accurate? As one of the foremost minds on the subject, Janet shares what diversity and inclusion mean to her. Diversity refers to all the way people are both different and the same. This can span race and gender to thinking style differences and problem-solving. If diversity is the noun, then the verb paired with it is inclusion. It’s how you leverage those differences and similarities to benefit a business, community, or organization. Talent optimization is something every business owner wants. According to Janet, diversity and inclusion are key to optimizing talent, and she explains why beginning with what the talent pool looks like in the US and abroad. In the past, employees tried to ‘fit in.’ But that isn’t working, and she shares why. In many organizations, diversity and inclusion are just buzzwords that people like to repeat but don’t really understand. According to Janet, being truly invested in those standards will give you a leg up on your competition in attracting and keeping talent. Not because you’re improving your bottom line, but because you’re improving everything for everyone. Janet cites an article, Diversity Matters, wherein they show measurable difference between companies who embraced diversity and those who didn’t. Janet also points out that this is only true if you have the verb, inclusion, with the noun, diversity. Diversity first popped up on the corporate radar some time ago, and since then, the conversation has changed. Janet recalls how Affirmative Action over 50 years ago was the beginning, but many people still see diversity as that. The evolution of diversity has seen everyone included in the conversation: white, black, male, female, country of origin, faith, backgrounds. No one is left out. Equally as important, diversity also now requires action. A big part of that action is to teach our brains to be comfortable with differences rather than view them suspiciously. How are you supposed to rewire your brain? Fortunately, Janet has a new book coming out that will help you do just that. Janet explains the difference between outright prejudice and the more subtle bias, and what it means in the workplace. As a leader, it is imperative that you spend time developing yourself to not just see the importance of diversity, but also to take action to make inclusion a part of what you do daily. To begin, you must strive to be uncomfortable. There are some steps you can take immediately to help condition yourself to be more inclusive and it begins with a self-inventory. Who do you most often have in your home? How do you spend your spare time? What do your children’s friends look like? In whom are you most likely to recognize brilliance? Going deeper, if you were to look at the C Suite, only 5% have female CEOs. And most of the C Suite are also male. Janet points to this as a fact of conditioning: you see brilliance more easily when it looks like you, so if you’re going to embrace diversity and inclusion, you need to open your eyes to reality. You can take the assessment that Harvard created. It’s a great place to start and share what you learned with #TalentMagnet. If you pay a lot of attention to the media, they seem to only talk about disconnect and discontent. However, if you take a look at the world around you, with your own eyes, you’ll see there are a lot of people who are working very hard to embrace diversity with inclusion. Are you one of them? Janet shares a few more key thoughts you should hold tightly and consider as you go about your life, whether at home, at work, or in the community. 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! Dr. Janet Reid BRBS World, LLC McKinsey - Why Diversity Matters McKinsey - Delivering Through Diversity McKinsey Delivering Through Diversity Whitepaper Psychology Today - Can't We All Just Get Along? Time for Inclusion & Diversity The Phoenix Principles - Leveraging Inclusion to Transform Your Company - Co-authored by Janet B. Reid, Ph.D., CEO of BRBS World Consulting, LLC and Vincent R. Brown is President and CEO of V. Randolph Brown Consulting Implicit Bias Test through Harvard University
Becoming Fully Human with Dan Hurley
Dan Hurley has had an incredible career, and after retirement, he continues to do so. He was a teacher, historian, the Director of Leadership for Leadership Cincinnati, the Interim CEO for the National Underground Railroad Freedom Center, and a producer and reporter for WKRC TV. Currently, Dan is the founder of a company and host of a local NPR radio show. Dan says he failed at retirement, but those lives of the people he touches are glad he did. Dan’s career began with teaching high school history, and he planned to be a college professor, but after grad school, he had different ideas. He realized that to be a historian, he needed to work with people who have experience, so Dan chose to educate adults. And that was what landed him at the Cincinnati Museum Center, and eventually, on television. Eventually, Dan worked with a university with his eye on a museum director position, but he spent a lot of time working with the business school which was setting up their entrepreneurial center. Dan developed a love for it and set up his own business, a public history consulting. He figured he could find work for a year, but the business endured for 20 years. After learning how to be an entrepreneur, Dan decided he wanted to see if he could lead a staff, and after one stint leading a team of 4 departments, he found a home as the Director of Leadership for Leadership Cincinnati. Dan retired, but it didn’t last. He was asked to become the Interim CEO for the National Underground Railroad Freedom Center, and he couldn’t turn it down. And as that was ending, the local NPR radio station offered Dan a radio show. Dan talks about why it’s important to ‘follow your gut.’ With such a rich and varied career, Dan has some amazing insights on leadership that he shares. Dan says there are three keys to great leadership. The first is a leader is someone who sees how they can improve something and will act on it. Second, leaders are people who really know how to listen and respect the people they work with. Finally, great leaders are patient, something we, as a culture, don’t place a lot of value on. Dan pulls from Aristotle: you can’t be fully human until you’ve stepped into the public arena. Taking that risk allows you to test out, to find out, who you are. There are many ways of doing that, low to high risk. Dan talks about his own experience working with politicians. They’re on the forefront of the public arena, and Dan shares why he has a more positive opinion of politicians than the general public. Not all politicians are worthy of Dan’s praise, and he shares his experience working with a congressman whose only concern was where the next vote was coming from. And now, in his radio show, he interviews politicians all the time, and he’s got one simple rule: don’t lie to my face. Mike shifts gears and turns the conversation to small to medium-sized business leaders who haven’t really stepped into the public arena. Dan shares the story of a bank vice president who had a 180-degree turnaround after working with a nonprofit, and how it changed not just his professional career, but also his personal values. It all comes from being around and working with people who have very different experiences. This is what changes people. Dan has a lot of experience as in interim leader, and the one stand-out thing about that is how tenuous the position is. You don’t know how long you’ll be there, you can’t make any long-term commitments, hiring is a challenge, and your job isn’t to ‘clean house.’ Dan shares how he succeeded as an interim, and there are a lot of lessons you can take from it if you ever find yourself in that position. One of the topics we cover often is early childhood education and with very good reason. The right education early on helps children achieve so much more, and Dan is a firm believer in that. Dan shares his thoughts on reaching kids early and helping provide them with equal opportunities. He also loves working with the cutest people on the planet. He would know; he’s a grandfather. In all seriousness, though, Dan talks about the need to figure out how to change the economic structure so that low and middle-income families can not just survive, but also give their children the best opportunity to thrive. You’ve probably heard the phrase, ‘history repeats itself.’ As a historian, Dan doesn’t believe it. Human nature, on the other hand, doesn’t tend to advance as quickly. Dan shares his own thoughts on how we can learn from the past – not from the chronology, but from the significance of human experience. It’s about unseeing the world from others’ eyes and becoming fully human. 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! Dan Hurley LinkedIn Leadership Cincinnati Leadership Action WVXU Cincinnati Edition National Underground Railroad Freedom Center 4C for Children Cincinnati Preschool Promise
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
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