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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.
35 Episodes
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Changes, Dreams, and Leaps of Faith with Mary Miller
What does it take to truly go for your dreams? On the show today we have Mary Miller, the CEO of JANCOA Janitorial Services and an associate coach with Strategic Coach. In today’s episode, we dive into the stories behind her book, Changing Direction: 10 Choices that Impact Your Dreams, and why it’s important to help others find their passions too. Embracing change and establishing dreams If you’re going to go after your dreams, something has to change — otherwise nothing else will. But first, ask yourself: What are your dreams really? You have to get down to the soul of what you want and know why it’s important to you. How will that change the quality of life on your trajectory of where you’re going next? The dream for your team Mary shares that one of the first things they do at orientation for new hires at JANCOA is to have every employee fill out a form about their dreams. This unlocks a different energy and much deeper conversations, like when someone said all he wanted to do was be able to read a story to his three-year-old daughter. These are things that people don't normally think about because everybody's busy just trying to survive life. This might mean people will leave because the job isn’t their dream. And that’s okay. In business, you want people who want to be there because that creates and environment and a culture of caring, where the team helps make each other’s lives better. White space Mary stresses that free days are important. You need 24-hour periods with no work-related activities. Too often, we get so busy that we don’t even realize that we don’t have a life, and we need that space to free up our minds to ask ourselves: What am I really trying? What am I really being driven for? What do I ultimately want to achieve? When brick walls get in the way The brain is the dumbest muscle of the whole body. It only believes what you tell it. When there are obstacles — brick walls — in our lives, the brain can transform to figure out ways and strategies to go over, under, or around that wall. This is how the Dream Manager Program came about. The obstacle for Mary was turnover and employee retention, which had gotten so bad that a business consultant they’d hired to fix the problem fired themafter only two days. But Mary shares that they didn’t have the luxury of feeling sorry for themselves. Their only choice was to keep moving forward and focusing on what they needed to move through the obstacles. And for her, it was choosing to put people first. What’s really important Nobody on their deathbed wishes they’d worked harder, or had more success or money.  It’s always: I wish I spent more time with my family. I wish I had real friends and took care of myself better. We need to stop waiting for our deathbeds and cultivate our relationships now. That’s when life becomes enjoyable. We aren’t made to be by ourselves, we are made to be part of a community. Mary also shares how desire and faith play transformative roles in her business and her life, the kind of legacy she wants to create and leave behind, and why our tasks aren’t what make us who we are. Final thoughts We are all born with dreams. And we are born with the talents and skills to achieve those dreams. It's so important to realize that adventure in life is bringing those pieces together. The first step is just declaring that you want more than you have in your life today and embracing the change that’s about to come. FREE RESOURCE: Is your company culture toxic? A toxic work culture can be costlier than you imagine, but hard to identify. Learn more about the7 signs that there's something you need to fix in your workplace. Resources Mary Miller (LinkedIn) JANCOA Janitorial Services Changing Direction: 10 Choices that Impact Your Dreams (Amazon) The Dream Manager (Amazon) Episode 15, Becoming CEO: Journey and Reflections with Chris Painter
Crafting the Candidate Experience with Todd Markle
How do the candidates you interview for jobs feel about your organization? Today we have the founder and Founder & CEO of Hello Hire and member of the Talent Magnet Institute Faculty, Todd Markle. Todd Markle is a global expert on candidate experience, and we’re very excited to have this discussion today about candidate experience, employee experience, and the impact that can have on your business. Why invest in your candidate experience? First: Great talent is getting more and more difficult to find. Employers are beginning to realize that in order to attract talent, they need to provide a better candidate experience. Second: Organizations are starting to think about how the candidate experience can impact their customer experience. People who go through the recruiting process are potential customers, and when someone applies for a job and has a bad experience, the odds of them returning as a customer are not great. The numbers can get pretty big, pretty fast, so Todd considers this to be a no-brainer reason to invest. Third: Candidates are starting to expect to interact with employers. They’re looking for things like transparency and quick feedback, and employers who are moving in this direction are already reaping the benefit of attracting great talent to their organizations. Developing the employment brand You want to get people excited about working for your company, but also be transparent about the challenges that come with the job and what it’s really like to work there. Some jobs aren’t necessarily glamorous and it may involve getting hands dirty, but it’s all about telling an authentic story. It’s important that the employment brand is authentic. One of the worst things that can happen is for a current employee to see the brand messaging and go: that doesn’t seem like where I’m working right now. That’s when you run into trouble.  Leveraging technology There are so many different technologies in the talent acquisition space, and many of these tools touch the candidate experience and the employment brand. But there is so much happening that it can be difficult to know what to do. Todd shares that he and Hello Hire begin by asking: For your talent function and objectives, what are you trying to accomplish? For example, a step forward in the transparency element for candidates would be giving them the ability to check on their status, perhaps a portal where they could log on and see that the company had received the résumé, or that it had been sent to a hiring manager. The world has become so transparent, but the recruiting process is still a void that leaves candidates wondering what happens next. It’s not the intent of any organization to have poor communication, they just have many other plates spinning, so this would be a step in the right direction.  Where to begin with the candidate experience Typically, as a first step, Todd shares the Candidate Experience Model with his clients. There are four areas to look at: discovery, application, interview and selection, and close. The goal is to have people walking away from the recruiting experience feeling positive about the company, regardless of the outcome. Under each of those four areas, Todd talks about the different things they look at, and from there, paint a picture of where the company is today, what’s working really well, what the potential gap areas are, and finally, prioritizing the next steps. FREE RESOURCE: Is your company culture toxic? A toxic work culture can be costlier than you imagine, but hard to identify. Learn more about the 7 signs that there's something you need to fix in your workplace. Resources Todd Markle (LinkedIn) Hello Hire Candidate Experience Solutions(Experience Assessment link at top of page!) 3 Tips for a Tough Talent Market
Rethinking HR to Achieve Business Success with Beth Giglio
Welcome to this week's episode of the Talent Magnet Institute podcast with Beth Giglio, Senior Vice President of Human Resources at 84.51˚. 84.51˚ is a data science and customer experience organization, and we are very excited to have their head of human resources, culture, and people here with us today. Today, Beth shares her experience with strategic human resources, and what it means to be a business partner first and HR partner second. What is strategic HR? Even if you lead the function of human resources, you are a business leader. Be business-minded first to understand the strategy. And then take that back into a talent mindset and ask: what are the talent-enabling strategies that go with it? Become a thought leader in the human resources space. Bring cutting edge thinking in HR to the business. Beth shares how they read articles all the time, have discussions, and go to conferences. These are places where human resources teams don’t usually invest - but need to - to become strategic HR partners. Be really clear about your strategic outcome. At times HR professionals can get into tactics, so always ask: What is the business outcome that we're trying to drive? Followed by: What is the talent outcome we’re trying to drive? That way, you can contextualize it. Advice for becoming strategic with your HR For business owners who say they don’t have time to be strategic because they’re executing every day, step back and ask: What are you trying to achieve? And then stack rank the limited time you have to actually put against it. Invest in building capacities. Step back and ask of the business: Where do you want to play? Then think about how the team needs to change, and what solutions you need to give them, so that your business can be at the table where it needs to be. When it comes to making sure employees are meaningfully engaged, many companies send an 85-question survey out, and then mine those 85 questions for insights. Beth advises looking at what you want to accomplish in one to two years, and shares how you can look at your data instead. Because if you’re looking at the survey and automatically trying to improve the bottom ranking 16 questions, that’s a lot of work that might not actually drive value at the end of the day. It might be challenging as a human resource professional to show the value of HR to the business and bring business-minded conversations to the table. So start small and get your wins! Every company has their pain points. Bring up the talent implications of those pain points, even if they don’t ask for it. That’s how you get the opportunity to sit at the table. Don’t screw up on your new hires. There is tension in hiring: do you make the call now because you have an immediate pain point? Or do you hold out for the best talent and wait? Remember, in smaller organizations especially, the right hire matters. Where does implicit bias exist? Are you afraid of the tough conversations? Or, are you willing to put the hard stuff on the table and take your workplace to the next level? Final thoughts and challenges The most important thing is to identify the handful of things you’re trying to do as a business to be successful. What are the two or three things you want to drive as a leader? And how can you get your team rallied around that, versus everything else they could possibly do? What is an easy way to make sure you’re giving your employees meaningful feedback and recognition so that they keep coming back to do the things that you want them to do? Is your company culture toxic? A toxic work culture can be costlier than you imagine, but hard to identify. Learn more about the 7 signs that there's something you need to fix in your workplace. Resources Beth Giglio (LinkedIn) 84.51˚ (LinkedIn) Life at 84.51˚ Pathfinder - corporate learning and development platform Implicit Bias Test Heineken ‘Worlds Apart’ #OpenYourWorld Podcast Episodes Referenced: Episode 3 with Shakila Ahmad Episode 19 with Dr. Janet Reid
Lessons Learned: The Fido Factor and Shooting for Par with Dan and Krissi Barr
What happens when you mix marriage and business? For Krissi and Dan Barr, it’s success, fun in conflict, and two bestselling books. They are the co-authors of “Plugged: Dig Out and Get the Right Things Done,” and “The Fido Factor: How to Get a Leg Up at Work.” Together, they run Barr Corporate Success, a coaching and strategic business consulting company. When Krissi wanted to take her business to the next level, it was Dan who suggested writing a book, and Krissi who suggested back that they do it together. They share the experience of writing the books, from the idea coming to Dan in a dream to working on the weekends for two years because they both had day jobs. Krissi shares the story of a conversation that changed the trajectory of her career, back when the executive coaching industry was just beginning. It had been rough sailing until then, but Krissi says these negative experiences have made her a better and more successful coach, because she knows exactly what her clients are dealing with. Krissi and Dan share what it’s like working as a married couple: from why they decided to bring Dan on board Krissi’s business to how their personalities — and personality clashes — work for them. The books, too, are borne from their personal experiences: Plugged is golf-themed, as Dan is a golfer, and The Fido Factor comes from their shared love of dogs. The Fido Factor is a book about what dogs can teach us about leadership, because what makes a dog man’s best friend is also what makes a great leader. F: Faithful leaders earn trust and loyalty I: Inspirational leaders move people to do what’s meaningful and purposeful D: Determined leaders keep people progressing toward their goals, they won’t give up O: Observant leaders take as much info as possible so they can spot problems and opportunities Plugged is a golf-themed business book, told in story format. The core lesson is “PAR,” which the hero of the story learns as he’s worried about a member-guest tournament with his biggest customer. These are simple but difficult to execute: P: Prioritize - focus on what matters most A: Adapt - be open to change R: Responsible - be responsible and take ownership of the outcome Dan and Krissi want to leave behind a legacy. Krissi hopes that with any interaction someone has with them, be it through their books, the Meditation Labyrinth, or a conversation, that people are able to look inside themselves, become more self-aware, and go forward with an optimistic future. Dan hopes to give people new ideas and make them smile. Because if you’re happy, the odds of you succeeding go way up. Their final advice: when you’re feeling off track and having a tough time, a better attitude is the single best way to start the journey of getting back on track. A better attitude will create better behaviors, and better behaviors will change the direction of the result. Krissi shares a formula: E + R = O. Events + Response = Outcome. You control the R, so you can control the O. Is your company culture toxic? A toxic work culture can be costlier than you imagine, but hard to identify. Learn more about the 7 signs that there's something you need to fix in your workplace. Resources Krissi Barr (LinkedIn) Dan Barr (LinkedIn) KrissiBarr.com Plugged: Dig Out and Get the Right Things Done The Plugged Scorecard The Fido Factor: How to Get a Leg Up at Work (Amazon) The Fido Factor Assessment Tool Frannet MidAmerica
The Cincinnati Experience and How It Benefits Business with Julie Calvert
How can you breathe new life into a city? Stories. Discover the impact that messaging and stories can have to elevate your community and move it giant steps forward. The guest for today’s episode is Julie Calvert, President and CEO of the Cincinnati USA Convention and Visitors Bureau. She’s doing amazing things to elevate Greater Cincinnati as a destination for tourists, families, and businesses. And HER story might just inspire you to do the same for your city. Julie discusses how Cincinnati wasn’t necessarily talked about negatively … it just wasn’t talked about at all. People weren’t considering it for all sorts of reasons, whether to move to, or visit, or relocate a business. She knew that once people were inside, the place would sell itself for sure. But how do we get people interested in the first place? How do we talk about the offerings it has as a community? Think about creating a sense of place: when you hear Cincinnati, you might think “baseball” or “chilly,” but that doesn’t give you a sense of the neighborhoods, the quality of life that exists, the opportunities present. So spend a good time focusing on the value and benefits of the region: how your life is better here. Then you need to get that story ‘adopted.’ For example, when it comes to relocation, it’s not just about getting the right offer, it’s about creating the right experience for that family, so they can find their sense of place and belonging in the new city. What experiences can people have here? What can they fall in love with? Julie shares the differences in perspectives and opinions between people who have lived in the city all their lives and the new ‘transplants.’ What are the things people take for granted after living somewhere for a long time? And how do we get people to appreciate that and become ambassadors for their region? How can you make your city get on one of the Top Cities lists? Julie says it’s not something you can just pitch. It’s about waking up every day, thinking about the stories you want to share with publications and podcasts, and having your stories build up to this cumulative effect — that will eventually lead to an influx of visitors and a swell of civic pride. You can’t buy that. And all these stories that people start to tell become credible third-party endorsements of what’s happening in the region. You just have to be dedicated to telling your region’s story. It’s no accident to make it onto those lists; it’s something that needs to be earned. From economic development initiatives, talent attraction initiatives, business expansions, neighborhood development: you need the goods to back your story up, absolutely. What things can we do to be a part of the community and help maintain the vibrancy? Julie shares several different ways - for example, bringing friends and family over. People need to see and visit the place first long before they ever decide to move or open a business there. Seeing is believing! Don’t say you have something for everybody. It’s a dead giveaway that you don’t know how to ‘sell’ your city! Julie discusses what you can do and say instead to get to the heart of what makes your city great. Collaboration is key. If you think about the people and the executives who are moving this region forward collaboratively, that’s not their day job. They’re running Fortune 500 companies and national law firms. So it’s our responsibility to connect these folks and help them lead through the change, get the community together, and invest. Mike recounts a story from his childhood, and Julie shares how investment changed that neighborhood from being themost dangerous neighborhood in America to a celebration of heritage. How can you value your neighborhoods and give them more life? Julie dives into what happens when leaders really care, and the impact of the travel and tourism industry. How does it feed into economic development? Why should we be attracting tourists, and what is that able to do to create a vibrant region? Plus, she shares a story of what happens when a community rises together. 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:The Cincy Experience   Cincy Experience Northern Kentucky The Cincinnati Experience: Website Facebook Twitter Instagram Julie Calvert: LinkedIn Brent Cooper “The People Business” episode
Team Building and Generational Diversity with David Velie
‘Millenials are like this; Gen Zs are like that.’ Statements like this put employees in little boxes and don't let them shine with unique talent. To be a talent magnet, you need to understand how people think. Why do people want to work for your organization? What do you have to offer to your employees? How are you different from your competition? David Velie, CEO at AMEND Ventures, joins Mike, and they discuss how to create a culture of commitment with generational drivers in their organization. David Velie is a leadership consultant who thrives on helping others accomplish amazing things. David's understanding of generational drivers has given his organization an innovative recruitment edge. Most employers seem to miss the importance of understanding the psyche of their recruits. The biggest misconception is that money is the reason behind why employees come and go. But that isn’t the only reason. Beyond financial security, people have other motivations, which is why companies must create a flexible work environment that nurtures a commitment to their organization. David talks about the importance of understanding why employees choose to work with you. Each generation has different opinions on what their priorities are. To make things simpler, companies resort to sorting their workforce into groups. Unfortunately, labeling often comes with its own biases, and when this happens, leaders miss the opportunity to tap into their employees’ individual strengths. David shares how his company encourages engagement and why you should get your team together in one room and hang out. How can you optimize your team to perform at their best? The simple answer is: “Set them up for success.” Help your employees align their personal goals with your organization's goals. Provide the necessary tools and training they need to do their job well. Encourage them to take on new roles and do better. Listen to them and look for ways to offer flexibility. When you invest in your people, you give them the opportunity to invest their best effort back into your company and their community. Mike and David talk about the importance of living in the present and practicing intentional talent engagement. Engage your team so they can ask important questions. Empower them so they can answer those questions themselves. Your organization is able to develop results that are largely dependent on how you are leading them to success and solutions. When you give people room to grow, lead and be successful, innovation is born. Most of the time, the biggest ideas don't come from the top of the organizational hierarchy. This is because innovation is made out of smaller ideas merged together through creativity. Let your employees share their ideas and listen to these ideas. Doing so will help create an even bigger idea pool and the whole organization benefits from finding new solutions at a faster rate. Key takeaways from Mike and David's conversation: Intentional engagement encourages individuals to build relationships within the generationally diverse workforce. Allow people to share their ideas in creative ways and avoid hierarchy mentality. Understand generational drivers - there's no one way to get everyone on board. Leaders who encourage people to take the next step contribute to the awakening of even more extraordinary leaders. 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! David Velie LinkedIn AMEND Ventures Vistage YPO Cincinnati Chamber Roundtables Goering Center Roundtables
What You Need to Become a Talent Magnet with David Velie
Your company’s culture and success all start from the same place: hiring the right people in the first place. So how do you attract the right people and recruit exceptional employees to your organization or venture? That’s the subject of today’s show with the CEO of AMEND Ventures, David Velie. Mike and David talk about what it takes to not only hire the right people, but transform yourself into a talent magnet. What are the challenges that companies face with today’s workforce? David shares how companies with accelerated growth often struggle to maintain momentum and progress. The irony? We're currently living through an economic boom. So why are we facing this particular challenge in a growing economy? One possible explanation is that many companies seem to believe that there's a shortage of viable workers in the industry. But this shouldn't be the case, especially when considering how close we are to the lowest American unemployment rate ever since 1976. Where do you start to retain great employees and attract the right people for your organization? David says you've got to hire the right people first. Once you have them onboard, you need to figure out why they chose your company in the first place. Ask your key team members' open-ended questions to help you narrow down the possibilities. Remember: it isn't always about the money. Uncover what the other considerations are and how you can include it in your hiring strategy. Employees will eventually leave - this is a reality of any business. They either move up the corporate ladder or exit. So how are you going to control what they say about your brand long after they've moved on? Mike and David talk about the importance of building a culture of commitment and loyalty. While you can't always help it if an employee has to exit the company, you can make their stay with you so positive that they only talk about how amazing working for the brand was after they leave. The brand of your corporate culture is either made or broken by the personal views of the people who currently or once worked there. They know what goes on inside your company. They've experienced the company culture, leadership, and processes first hand. Your employees are your brand ambassadors — whether you like it or not! David talks about the importance of creating compelling reasons why people should choose your company. "What does your company stand for?" "What can you offer that will improve your employees' well-being?" It's not just about how big the paycheck is. Sometimes the non-financial factors bear the most weight in a candidate's decision to join the company. These competitive advantages are what will attract talent and retain them. These competitive advantages evolve when a business decides to be more flexible. The hurdle here is the mindset that being flexible will cost more money — there are always ways to be more flexible and still achieve stellar returns. It can be something as simple as offering a transportation service, or something more innovative like recruiting from untapped talent pools. This flexibility is what removes the barriers that most companies struggle to overcome. Organizations who invest in their people and company culture are far more successful than those who don't. Your workforce is comprised of people with goals, dreams, and families. When you provide them with the flexibility they need to do their job, they will do their job well. The bottom line is that people prefer working for businesses that take care of their employees and make them feel valued. Invest in your employees. The easiest place to start? Ask them what they need — and listen! 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! David Velie LinkedInAMEND VenturesVistageYPOCincinnati Chamber RoundtablesGoering Center Roundtables
Changing How People Perceive Skilled Trades with Dieter Moeller
How does the manufacturing industry provide an equal opportunity to compete with the newer fields? Dieter Moeller, CEO at Rhinestahl Corporation, says that the skilled trade business has dramatically evolved over the years. Innovation has turned this long-standing industry into one with greater employment opportunities. Today, Mike and Dieter share a deep conversation about the current state and future of the skilled manufacturing industry. They talk about how one quintessential family business grew into a successful organization, along with its legacy and contributions to society. Wanting a piece of the American dream, Dieter's father left Germany and went on to build a business with a friend. In fact, Rhinestahl started in the family's garage. Dieter shares his story of growing up and witnessing his father's leadership and work ethic in the family business. Leadership turnovers are usually fraught with emotions and tight deadlines. Family businesses have that too, except it gets a lot more interesting when you add in such close relationships. Dieter shares his journey in joining the family business. He never planned on becoming part of its executive leadership team. What do they look for in the talent that joins their company? Dieter and his father are passionate about what they do and look for the same level of gusto from candidates. After all, the best team almost always brings in the best results, and the best team is comprised of people who absolutely love what they do. More importantly, they care enough to do a great job. It's a shame that there aren't many people pursuing careers in the skilled manufacturing industry. A stable career, decent pay, and a fair opportunity to learn and develop new skills sound like a good deal. So why does society give the skilled trade business the cold shoulder? Dieter accounts stereotypical perception as the culprit. He talks about how he and his executive team are investing in the workforce and economic development programs. People won't know what opportunities are available unless they see them. So Dieter makes sure Rhinestahl is involved in the community and giving back. They are partnering with local schools to start changing students’ and their parents' perception of the skills trade industry. Currently, only 3-5% of Americans get the opportunity to take part in an apprenticeship program. Dieter and Mike talk about how engaging and educating the community help in boosting the workforce numbers AND the economy. Dieter shares his insight on setting standards and how one must give it their best effort no matter what profession they're in. 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! Dieter Moeller LinkedIn Rhinestahl Corporation Website Rhinestahl Facebook Partners for Competitive Workforce REDI Cincinnati
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
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