DiscoverTalent Magnet Institute Podcast
Talent Magnet Institute Podcast
Claim Ownership

Talent Magnet Institute Podcast

Author: Talent Magnet Institute

Subscribed: 19Played: 261
Share

Description

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.
46 Episodes
Reverse
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)
Creating a Marriage Strategy with Jackie Bledsoe
You have a business strategy, but do you have a marriage strategy? Jackie Bledsoe is the CEO of JBSB, a speaker, and the bestselling author of “The 7 Rings of Marriage.” Today on the show, we’re talking about relationships (even if you’re single!), peace, and living life — both in your personal life and in the workplace. What led to the journey of writing The 7 Rings of Marriage? And what do you hope people get out of the book? Jackie wanted to share the ups and downs he and his wife went through in their marriage to share what they learned with others, and also to say: you might be in a rough season, but this season won’t last forever. You can grow from there. There’s hope. What is a marriage success plan? Winning at work is great. It’s exciting, and it’s celebrated. But winning at home is the most fulfilling. You can’t drift into a great marriage: sit down and put your plan together with the same intentionality you use to reach your financial or professional goals. Your goals can include not just wanting to own a house in a specific neighborhood together, for example, but also things like wanting to be great at communication, growing closer, spending more time together, or getting to know your spouse so well that you have a Ph.D. on them. What are your insights into persevering and preparing for storms? Most vows say, “for better or for worse,” but sometimes we forget that we signed up “for worse.” Know that challenges will come, and that when they do, it won’t be the end of your marriage. It’s not time to call it quits, it’s an opportunity to both grow yourself and grow closer together. Always be moving forward into what’s coming next. On marriage mentors Having a marriage mentor is game-changing, marriage changing, and life-changing. Your mentor is your lifeline: they understand the pressures and challenges of a marriage, and they’ll be there to counsel, listen, and learn from. Jackie encourages being prayerful about the couples you’re already surrounding yourself with, and allowing God to bring someone into the relationship with you that you can trust with your marriage. The analogy of the tandem bike The person in front steers the bike: they control the speed and can swerve to avoid obstacles. The person at the back may feel frustrated because they’re along for the ride and can’t see what’s happening. As the leader, you have to communicate what’s going on in front of you. It’s also a good exercise to switch places with one another from time to time to understand each other’s perspectives. It can be madness, but it’s also wonderful. Don’t quit when it gets rough, because if you stop pedaling, disaster can happen. But once you get in sync, you’ll find out how fun it can be. Final thoughts The engagement ring is the foundation of your marriage, and that foundation has to be built on solid ground; on a rock. Make sure your foundation is set: what are your prayer lives, individually and with your spouse? And spend an uninterrupted 15 minutes every single day alone together.   If you have the book or are considering getting the book, find out where you are in the 7 Rings of Marriage, so you can take the next steps to get to the next ring and continue to grow. “He who refreshes others will himself be refreshed.” 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 Jackie Bledsoe (Website) Jackie Bledsoe (Linkedin) Jackie’s Video The Seven Rings of Marriage: Your Model for a Lasting and Fulfilling Marriage (Amazon) Episode 15: Becoming CEO: Journey and Reflections with Chris Painter
Childcare and The Cliff Effect with Vanessa Freytag
What does childcare have to do with your business? A lot more than many realize. Vanessa Freytag is the President and CEO at 4C for Children and the Board Chair of the Human Services Chamber, and today we’re talking about the Cliff Effect. What is it, and why should you care as an employer — and a human being? What is the Cliff Effect? As you progress in your journey as an employee, there’s a point at which the benefits drop off as you earn more. For example, you might receive a raise of $2000 each year, but lose your child care benefits worth $5000 a year. Many employees turn down raises or walk away from their jobs because they literally cannot afford the promotion. Steps for change Businesses need to advocate on this issue where these benefits peel off. This has everything to do with decisions in the legislature, and you have an opportunity to weigh in heavily and be heard. At 4C For Children, they perform three major functions in the community: Help childcare providers improve the educational quality of their programs. Administer child nutrition programs, because 90% of brain growth happens between 0 and 5 years, and you have to fuel it with healthy food. Work with parents to help them connect to child care that meets their needs, which gets complicated if you’re a low-income family, have limited or no transportation, have off-hours shift work, and so on. It’s not an issue of whether or not somebody has a desire to work hard; if you don’t have a place for your child to go while you’re working, then you can’t work. It’s not just an education issue, it is absolutely an employment issue. Where do you see great advancements in early childhood and where we need to go as a community? Employers want a person who has the right problem solving skills, the ability to work as part of a team, the ability to follow a leader and to be a leader, and the employer can teach them whatever else they need to know. Those skills are called executive function skills, and the basis of it is all formed from the ages of 0 to 5. We’ve come to understand what’s helping children succeed or not when they get to school, and ultimately, when they get to your door as a potential employee. What can business leaders do to get involved with this? By June 30, 2020, any licensed child care program that doesn’t attain the first level of quality cannot serve families on vouchers. As an employer, it’s not just about your future employees, it’s about your employees right this second, because this is their child care. Businesses need to help make this possible because there are fewer than 22 months to get this done. As employers, it’s easy to think that it’s the employees’ problem, but that’s not true. It is everyone’s problem. You went through a leadership transition. What led you down the path of where you’re at today? Vanessa had been at the Women’s Fund and loved her work there, but after about seven years, she realized that she missed working close to the frontlines, where the actual difference happened each day. When she did the Cliff Effect report, she realized that the lens many people had — to work harder and you’ll get out of poverty — was wrong. Working harder is the very act that pulls you back down. Now she helps businesses understand that this is our issue right this second. The pieces fell into place, and with 4C For Children, she had the opportunity to take something that was already very good and say, how do I preserve this legacy? And how do I help us figure out where we should go next? 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 Vanessa Freytag (LinkedIn) 4C For Children Episode 15: Becoming CEO: Journey and Reflections with Chris Painter
Building Strong Leaders with Brent Carter, Part 2
Any leader can benefit from having a coach. Today we’re joined once again by Brent Carter to continue the conversation about building stronger leaders. Brent is a senior consultant and senior executive coach at Leadership Excelleration Inc., and we’ll be talking about how to build stronger leaders through coaching. We’re coached a lot as kids for sports and other activities. So why is it that when we graduate and go to our first employment or run a $300 million organization, do so many not receive coaching? One might think that they’ve got it all figured out, which is very probably not the case. For some, there’s a stigma that comes with having a coach. But the trend that Brent has noticed is that coaching has gone from stigma to perk. A lot of it boils down to being humble enough to realize that you don’t have it all figured out, you don’t have all the answers, and you can still learn no matter how experienced you are. What are the challenges of being an executive coach? One of the biggest challenges is being conscious about how you show up to the conversation. Many coaches can project their experiences onto their clients, or make assumptions about a situation because they’ve seen the issue before. So it’s really about coming into the conversation with no real expectations and putting on the glasses of wanting to learn, listen, and understand. On transparency We encourage any leader that we coach to be transparent. Be open with your team about the process, and be transparent about the feedback you receive, both good and bad. Being sincere about the process and intentional about your own improvement as a leader will change your relationship with your team, and they’ll engage in that process with you. What is the difference between an executive coach and a mentor? Executive coaches will help uncover some of the issues that keep leaders from being effective in their roles, which typically include an assessment process and feedback. The objective is to hold up a mirror to the executive and help them see what they’re doing well, what they can improve on, then working together on a path for their development. With mentors, the priority is the relationship. They’re somebody you would look up to and learn from, experience-wise, so it’s good to have somebody you really click with, have conversations with, and can be vulnerable with. This is someone you can rely on over time to learn and grow from. What trends are emerging in executive coaching? Having a coach is now seen as a real benefit, instead of something stigmatized. There are more internal coaches, coaching teams who are in-house, and even partners certified as executive coaches. One downside is that just about anyone can call themselves a coach these days. It’s more of a declaration versus having experience, knowledge, and expertise. It’s very important for senior leaders to go with coaches who have the expertise and the background in the business world to challenge them and help them be their best. What are other reasons people bring in coaches? It starts with discovery. If somebody is in a vacuum, then they’re not getting the feedback that would benefit them, and they could think they’re doing fine. When people are more self-aware, they’re more likely to think about specific situations they’ve been in. That’s when they start saying, “Maybe it’s time to have somebody onboard to help.” Final thoughts If you’re an organizational leader and you don’t have a coach, are you really fine-tuning your craft? Mike would even go so bold as to say, if you don’t have a coach, then you shouldn’t be leading. You need that accountability, transparency, and openness. Do you have a toxic work culture? A toxic work culture can be costlier than you can imagine, but hard to identify. Discover the 7 signs to see if there’s something you need to fix in your workplace. Resources Brent Carter (LinkedIn) Cloverleaf Episode 13: Relationship is Everything with Darrin Murriner Episode 15: Becoming CEO: Journey and Reflections with Chris Painter Talent Magnet Institute Twitter LinkedIn Facebook #TalentMagnet
Building Strong Leaders with Brent Carter Part 1
How can we build — or be — good leaders? My guest on the podcast today is Brent Carter, a senior consultant and executive coach for Leadership Excelleration, Inc. He’s here to talk about the challenges leaders and companies face, the skill gaps we fail to notice, and how we can be more successful, more effective, and stronger leaders. Onboarding vs. Assimilation Many companies have onboarding programs that tend to focus on company logistics and the basic rundown. The problem with that is the deluge of meetings, with no direction toward connecting with the team and getting on the same page. With assimilation, there is a focus on integrating with the culture. You want to make sure there’s a good foundation to help people get an effective start in their new position. How can you check in on how a new leader is doing? It’s important to continuously check in and make sure they’re clear on their expectations, as that can change once they experience their position and responsibilities. It’s also important to make sure there’s good cultural assimilation since what they used to do in their old company or department may not work now. What challenges do companies face today? Many companies work in silos: leaders who work autonomously and teams without focus, support, and mutual accountability. Another challenge is the lack of diversity, inclusion, and talent optimization. There is a tremendous opportunity to make a difference by leveraging the talent of each and every individual. Innovation and disruption happen not because we’re doing the same things we’ve always done but because we’re doing something different. What are some leadership skills gaps? As leaders grow in their career, they need to change their mindset and the way they work. Many leaders begin careers as doers, but at this stage, there are things they can no longer do themselves. They have to work through other people to get things done, and it’s tough for a lot of leaders to be able to let go. What does the overall aspect of executive presence look like today? It looks different for different leaders in different organizations. For small- to mid-sized family-owned businesses, executive presence isn’t a necessity. But for large corporations, it is. It’s a key part of credibility. How can you create a high-performing culture? Similar to a sports team, you can’t just rely on the leader or individual players: it’s got to be a group effort, with a senior leader in place with the desire to create that culture. Cultures are most effective when there’s servant leadership in place that empowers others, understands their needs, and develops them to do the work. It helps to put structures in place. Map the annual goals to the strategic plan, and make sure performance is aligned to that. Then intentionally revisit your goals throughout the year to see how you’re doing. Have a budget for talent strategy and investing in your people. What you spend the most on is what’s important to you. How can you be empathetic and still drive results? Accountability is established through clarifying expectations and making sure you’re on the same page and then following up to make sure what’s supposed to happen is happening. There may be an occasion where somebody on your team is struggling. In that case, have a conversation with them to understand why they’re struggling so you can provide extra support, and maybe even adjust the results that you’re looking for. An effective leader finds that balance. Resources Brent Carter (LinkedIn) Your Next Move: The Leader's Guide to Navigating Major Career Transitions (Amazon) The First 90 Days, Updated and Expanded: Proven Strategies for Getting Up to Speed Faster and Smarter (Amazon) The Ascending Leader by Diane Egbers and Karen Schenck (Amazon) WorkLife with Adam Grant: A debate with Malcolm Gladwell Talent Magnet Institute Episode: Diversity and Inclusion with Janet Reid Leadership Development Institute Goering Center for Family and Private Business Talent Magnet Institute Twitter LinkedIn Facebook #TalentMagnet
Rethinking Systems for Equality with Stephanie Byrd
When you don’t have a roadmap, the beauty is that you can create it, and the risk is that … you can create it. Today on the show we have Stephanie Byrd, the CEO of the Greater Cincinnati and Dayton Region American Red Cross, who is here to talk about the vulnerability of life’s success, and the opportunities we have to lean into our work and create a greater community. The journey Stephanie took on leadership of the ‘Success by 6’ role with United Way when the community was looking for inspirational strategies to address a very difficult time. During that time, Stephanie was moving out of a career. She shares that she began her career in Cincinnati. She left graduate school with a Masters in health and hospital administration, then worked in health care for a number of years. After that, she created Health Span and worked for the Health Alliance before the Success by 6 offer came. It was perfect timing; she was looking to do something different. And this was important for her, because she was on the verge of leaving the city. She had three African-American children at the time; was this really the city and the future she wanted for her children? So when the offer came, she decided not to flee, but instead, dug in and saw what she could do about the situation. She decided to make whatever difference she could. Stephanie felt like being part of the creation of a movement to give every child the same opportunity that her kids have was hers to do. She had a lot of skills and built a lot of relationships in healthcare; it was something she could leverage that for the next thing. When it comes to wrestling with the topic of equity, where can we go from here? This is a significant and deep issue, not just in Cincinnati, but in the country and the world. The good news is that we are increasingly aware of it, and we are willing to have a conversation about where we are. But we have to be mindful that solutions go well beyond conversations: we need to put money on the table to solve the problem. Many of the issues are systemic, and we have to rethink our systems to get everyone in our community on the same playing field. We need to invest in creating healthy relationships and help people become successful in their personal lives. Building employee relationships One of the things we don’t pay enough attention to is listening and being accessible, so that employees can learn that you do care. We want them to learn that it’s not just about their particular job, but it’s who they are — and what makes them who they are — that allows them to be their best selves on the job. We often make our employee relationships transactional and not relational, and a successful organization is one that knows how to balance that. It takes time, patience, and organizational culture, but that’s what attracts Stephanie to the nonprofit arena. What motivates you to do what you do? It was truly about thinking how she could make a difference based on a very difficult time in their community’s history. In doing that, it allowed her to see not only what brings her joy, but also what she could give back. Stephanie shares her journey to the Red Cross, and how their mission of alleviating human suffering is one that resonated with her. Part of the appeal for her is figuring out how to reintroduce the Red Cross to the community: How can they make it attractive to people either as a career opportunity or because they’re looking to give back? The key is that you’re able to put your skill sets to use and give back and help people when they need you. Do you have a toxic work culture? A toxic work culture can be costlier than you can imagine, but hard to identify. Go to talentmagnetinstitutepodcast.com/toxicculture to learn the seven signs of toxic culture, and find out if there’s something you need to fix in your workplace. Resources for Stephanie Byrd LinkedIn United Way of Greater Cincinnati (LinkedIn) American Red Cross (LinkedIn) Talent Magnet Institute Twitter LinkedIn Facebook #TalentMagnet TMI Podcast Episode 25: Workforce Solutions: Investing in Purpose and People with Janice Urbanik
Redefining Success: The 5 Secrets for a Successful Career with Keith Lawrence
What does having a successful career look like to you? On this episode of the Talent Magnet Institute Podcast, we have Keith Lawrence, president of Sustaining Success Solutions and author of Your Retirement Quest. For many people, success means climbing to the top — but today, Keith is going to help us define that very differently, and he’ll reveal the five secrets for a successful career. Begin with the end in mind In an ideal world, what would you love to do? Start by defining what a successful career looks like for you and recognize that it’s going to change over time as you learn and evolve. Ask yourself: if you had your way, what would your career look like? Play to your strengths (and those of others) We need to realize we’re not great at everything. We can’t do it all, and that’s okay. The magic happens when you bring your unique strengths to the party and figure out how to work with one another. Play to your strengths... and be willing to play to the strengths of others. Pursue your passions, but balance it with family first It’s important to find a role where, as Steve Jobs would say, you’re going to make a dent on the planet. But make sure you do that in the context of putting family first. It’s a tough but critically important balance. Set some boundaries. Becoming too consumed with work while sacrificing your family only results in regret later on. PIE: Performance, Image, and Exposure Keith’s father taught him hard work was the key to success. Performance is important — but not enough. Image is how you show up every day to work, your demeanor, your engagement level. And Exposure means seeking out opportunities to gain exposure to different parts of the business. Volunteer for projects and presentations, be willing to go to seminars, and do things that might be above and beyond the call of duty in the spirit of your development. Take ownership of your career Don’t wait for someone to guide, manage, or take care of your career. Take on that responsibility yourself and be willing to move beyond your comfort zone. Part of taking responsibility is being bold. How to start First, join a company that values developing their people and recognizes the importance of leadership, and take full advantage of it. If you can’t, take advantage of everything available to you: TED talks, podcasts, the internet. Switch gears and learn something you’re not used to. You don’t need permission to invest in your own development, and you’ll bring a better-equipped self to work.   Second, don’t wait for major life crises like an illness or a loss of a loved one to realize life is short. Now is the time to put family first, pursue your passions, play to your strengths, and make a change. Final thoughts Be connected. The people who have the richest lives have “2 o’clock in the morning friends:” people they can call at 2am, no questions asked. To have a fulfilling life, research says you need seven of these friends, and the average person has just 1.5. If you don’t have these friends yet, begin the journey. Plan your life beyond your career. What do you want it to look like? This is the difference between reacting to things (and waking up 30 years later asking what happened), and proactively living your life. 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 Keith Lawrence (LinkedIn) Your Retirement Quest: 10 Secrets for Creating and Living a Fulfilling Retirement (Amazon) Strengths Finder (Amazon) Strengths Finder (Online Test) Episode 9: Making Leadership Scalable with Daniel Watcher
Get Unstuck with Julie Bauke
Why do a lot of leaders feel stuck in their jobs? On today’s episode, we have Julie Bauke, the Chief Career Advisor of the Bauke Group, to explain what makes a person feel ‘stuck’ and how companies can help create a work environment that benefits both the business and their employees. The ‘stuck’ state of mind? Being stuck can manifest in a variety of ways, but the state of being stuck is all between our ears: stuck is a state of mind. And according to Julie, it’s a choice. If you’re staying in a place where you are no longer getting satisfaction, happiness, growth, or opportunity out of it, that’s a choice, too. Step back and ask yourself: How can I take charge of the situation? How can I make a change to better my life, my situation, my circumstances, so I can get more, do more, and be more? Why do people stay in jobs they obviously hate? It’s a complex answer. The combination of fear, complacency, and lack of confidence plays a critical role in the mindset of someone who feels stuck. The longer this unhappiness is endured, the more normalized and internalized it becomes, until people feel like they have no other choice. Julie also explains why people often can’t answer when you ask them what they want in their work or career, but can easily rattle off everything they dislike about their current job. What do people really look for? You have to ask: What is it that really matters to you? People who aren’t stuck know that a career is something you invest your time, effort, and resources in. Nowadays, people want to have a sense of value about what they do, and they’re determined to make their work life matter. What's your ‘why?’ Why do you do what you do, and why do you want to do it at your workplace? This is the first step in really understanding your mission and purpose in your work. It’s bigger than you. What responsibility can an individual take to make the world around them better? We have to accept that we now live in a world where people are not going to stay with us for the next 30 years. So as a business owner, your main job offer should be a part of someone’s career journey. It’s okay to be no longer part of an individual’s long-term plan, and letting go of someone via favorable means will benefit your business in the long run. Julie uses the analogy of an orange who can’t grow on a lemon tree. If you’re an orange having a hard time on a lemon tree, that doesn’t mean you’re not a delicious piece of fruit. It just means that you should go in a direction where you can find orange trees to grow in. So before thinking about getting unstuck, first figure out what factors are contributing to you being in a place where you feel like you have no options. Organizations that are talent magnets How can you let people leave your organization with dignity and respect? This question is important because how you let people go will impact your reputation in the market. The way you treat people going out the door will determine how they speak of you, and recommend people your way. Final words There is value in action, forward motion, and being hopeful and optimistic in knowing that you have possibilities that can lift your circumstances and propel you toward what's next. If you've been in the wrong job for a long time, that doesn't mean you're a bad person. It just means you're in the wrong job. There is definitely someplace you can shine if you go after it with the right approach and commit to it. 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 Julie Bauke LinkedIn The Bauke Group The Bauke Group Facebook
From Founder to CEO with Todd Uterstaedt
You’ve founded a company. Now, how can you lead it to sustained success? Today on the show, we have Todd Uterstaedt. He’s the host of the podcast, From Founder to CEO. He’s also the co-founder and CEO of an executive coaching firm called Baker & Daboll and a mentor with Cintrifuse. Todd is here to talk about stepping up and scaling yourself, your team, and your company. How can we do it as the new wave of “small business leaders” — whose businesses are growing so fast that they’re anything but small? What are the common challenges of a founder pivoting toward becoming a CEO? The From Founder to CEO podcast is a space where founders are able to be vulnerable and share what their journeys are really like. Todd observes that many of these founders try to cover up their very real fears and anxieties because, what if it gets back to the investor or their team? They also struggle with the transition from founder to CEO. Founders have a very powerful emotional energy about “what can be.” That’s a very critical energy, but a major pivot that needs to happen is shifting the focus of their emotional energy, from being about the product to building the team that focuses on the product. Building a culture and setting up your organization As your company grows, you have to be more and more intentional with the culture you create. As the founder, you have an outsized influence over the culture that exists, so you’ll need to take into account: is that the right culture for continued growth? And are your employees aligned with this culture? You’ll also have to decide whether or not you’re ready to be a leader. If you don’t want your company to crumble when you’re not there, you have to delegate to — i.e. empower — your team. The most successful CEOs are absolutely fanatical about improving the lives of the people they serve. They also realize that, to make that happen, they need to a) bring in the very best people who also believe the same thing, and b) coach and guide them both as individuals and as a team. On self-evaluation Things move so fast in business that many founders are very reactive instead of proactive. One of the things Todd tells founders to do is to debrief the experiences you’re happening. Once a week, simply journal what’s going on, and answer these four questions: What am I feeling grateful about? What am I feeling optimistic about? What am I still wondering about? What am I feeling discouraged about? This exercise is important to slow down the brain and allow you to sort through your thoughts, feelings, and ideas so you can gain some clarity. Another exercise Todd recommends is a “360,” where you survey the people around you. Coming from a place of wanting to understand your performance, ask them: What are the behaviors that are working for you, in your eyes? What are the behaviors that aren’t working? He sees a lot of successful founders do this because they say, “I don’t have all the answers, and I want to get better at this job.” Final thoughts This is a journey. If we look at the very long perspective, we’ll realize that many of the issues and problems that we think are big in the moment are not as big in hindsight. Things will happen, and we have to remind ourselves that it’s okay; things will happen along the way. Expect that there will be bumps along the road, and you won’t be disappointed when you have to slay another problem dragon. 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 Founder to CEO Website Todd Uterstaedt - LinkedIn Twitter From Founder to CEO Podcast Trail Team 10 Trail Team YouTube
loading
Comments 
loading
Download from Google Play
Download from App Store