Corporate CPR Episode 88: How To Get Your Leadership Team From Good To Great

/ Jana

On today’s episode we are talking about how to get your leadership team from good to great.

Over the past thirty-five years, Aneace Haddad has launched and built technology companies in the US, Europe, and Asia and has hired, mentored, or coached hundreds of senior executives and their teams. He is a former tech chairman and CEO who reinvented himself over a decade ago, after discovering a love for coaching and facilitation. Today, he helps leaders learn to inspire and motivate a diverse workforce, influence ever-changing internal and external stakeholders, and adapt to fast-changing markets and conditions. He believes change, transition, and reinvention give executives a priceless opportunity to grow, transform, and expand the definition of who they are.

Having lived in six countries across four continents, Aneace now resides in Singapore is with his wife and two stepchildren. 

Episode Highlights:

  1. Going from Good to Great: Exploring the shift from being good to achieving greatness, especially post-COVID. Crucible moments prompt individuals and teams to reevaluate their commitment and purpose.
  2. Power of Crucible Moments: Moments of pressure and change push teams towards transformative shifts in perspective, values, and priorities.
  3. Team Alignment: Building trust, vulnerability, and authenticity within teams is key for transformation. Aligning on shared goals and must-win battles reveals differing perspectives.
  4. Enterprise Mindset: Shifting from individual focus to an enterprise-wide mindset fosters high-performance by recognizing collective ownership.
  5. Vulnerability Drives Growth: Encouraging vulnerability and authenticity accelerates change by connecting team members on a human level.
  6. Conflict and Collaboration: Comfort with healthy conflict enhances decision-making, fostering better teamwork and problem-solving.
  7. Time Management and Rigor: Punctuality and efficient time use reflect organizational rigor and a commitment to continuous improvement.
  8. COVID Challenges and Alignment: Aligning teams during challenging times enhances cohesion and performance beyond mere survival.
  9. Transformational Leadership: Personal growth parallels organizational transformation. Leaders embracing change, learning, and vulnerability lead teams to success.
  10. Human-Centric Excellence: True greatness involves empathy and care, moving beyond metrics to connect on a deeper human level.

Top Takeaway:

Self-reflection is powerful. There is a huge amount of proven benefit by watching your own emotions and taking beginning to look at it as feedback so that it’s telling you what’s going on underneath and then you can start to separate from them. I don’t know how the brain can function in a very complex world if we’re busy, busy, busy all the time.

How to get in touch with Aneace:

Website: www.aneace.com

Buy his book: The Eagle That Drank Hummingbird Nectar: A Novel About Personal Transformation in Business Leaders

Optimizing Operational Efficiency 

/ Jana

The ability to optimize operational processes and resources has a profound impact on a business’s growth, profitability, and sustainability. This week, we explore six reasons why optimizing operational efficiency is fundamental to your organization’s success:

  1. Cost Savings: 

The most apparent advantage of operational efficiency lies in cost savings. When processes are streamlined and wasteful practices eliminated, businesses can effectively use their resources. By reducing unnecessary expenses, such as excess inventory, downtime, or redundant tasks, companies can allocate their budget to more strategic initiatives, innovation, and expansion. The result is a healthier bottom line and a competitive edge in the market. 

  1. Enhanced Productivity: 

Operational efficiency is the catalyst for improved productivity. When workflows are optimized, employees spend less time on non-value-added tasks and more time on high-impact activities. Streamlined processes mean faster turnaround times, reduced lead times, and an overall increase in output quality. As productivity rises, companies can achieve more with the same workforce, reducing the need for additional hiring and training costs. 

  1. Customer Satisfaction: 

Satisfied customers are the lifeblood of any successful business. Operational efficiency plays a vital role in meeting customer expectations consistently. When businesses operate efficiently, they can deliver products or services on time, maintain consistent quality, and provide excellent customer service. This reliability fosters trust and loyalty among customers, resulting in repeat business and positive word-of-mouth referrals. 

  1. Agility and Adaptability: 

In a dynamic business environment, adaptability is crucial for survival. Companies that optimize their operations can quickly respond to market changes, shifts in customer preferences, or unforeseen disruptions. An agile organization can adjust its strategies, processes, and resource allocation to stay competitive and capitalize on emerging opportunities. Businesses that fail to adapt risk being left behind while more nimble competitors seize the moment. 

  1. Employee Empowerment: 

Operational efficiency is not just about processes and technology; it’s also about empowering employees. When operational bottlenecks are removed, employees can focus on value-added tasks and exercise their creativity. Empowered employees feel a sense of ownership and purpose, leading to increased job satisfaction and motivation. Engaged teams are more likely to contribute innovative ideas, collaborate effectively, and drive the company’s success forward. 

  1. Decision-Making with Data: 

Optimizing operational efficiency generates valuable data and insights. With access to real-time information, business leaders can make data-driven decisions based on facts rather than assumptions. Informed decision-making enables organizations to identify areas that need improvement, spot potential opportunities, and allocate resources wisely. The ability to make accurate predictions and forecast future trends strengthens the business’s position in the marketplace. 

Operational efficiency is not merely a buzzword; it is the foundation on which successful businesses are built. By prioritizing optimization, companies can unlock their full potential, achieving cost savings, increased productivity, and improved customer satisfaction. Furthermore, an agile and empowered workforce contributes to innovation and adaptability, essential qualities in today’s business landscape. 

The Role of Workforce Management in Business Growth and Success 

/ Jana

Workforce Management, or WFM, is an effective practice that helps businesses boost workforce productivity and optimization. It’s all about efficiently and effectively managing your workforce to ensure the smooth running of operations and achieve optimal results. Here is how WFM strategies (and WFM software) can contribute to a business’s overall success.  

1. Define Clear and Consistent Data Standards: 

Setting clear and consistent data standards is fundamental for WFM success. By having standardized data across the organization, everyone is on the same page, making decision-making more manageable and ensuring accuracy in workforce planning. 

2. Harmonize Systems to “One” Source of Truth: 

Ever felt lost in a sea of different systems and spreadsheets? WFM solves that! Harmonizing all workforce-related data into one centralized source of truth streamlines processes, minimizes errors, and promotes better collaboration among teams. 

3. Establish a Foundational Labor Forecasting Process: 

Predicting the future is still out of our reach, but businesses can come close with a foundational labor forecasting process in place. WFM solutions leverage historical data and trends to forecast labor needs, helping companies allocate resources optimally. 

4. Integrate with Dependent Processes and Solutions: 

The power of synergy! WFM solutions best integrate with other processes and solutions like HR management and payroll. This seamless integration ensures a holistic approach to workforce optimization. 

5. Automate Scheduling with a Flexible and Dynamic Platform: 

Gone are the days of manually creating schedules causing headaches for managers and employees. WFM software introduces automated scheduling, which considers employee preferences, availability, and skills, leading to a happier and more engaged workforce. 

6. Enable Dynamic Capabilities like Shift Swap: 

Life is unpredictable, and sometimes, employees need to adjust their schedules. WFM software empowers employees with dynamic capabilities like shift swapping, making balancing work and personal commitments easier. 

7. Simplify Time Tracking and Management Process: 

No more paper timesheets or outdated punch cards! WFM solutions simplify time tracking, ensuring accurate records of work hours and enabling employees to focus on what matters most. 

8. Effectively Track Time to Pay the Right Amounts on Time: 

Industry statistics tell us that employees will seek other employment after just the second mistake on a paycheck. WFM solutions ensure employees are paid accurately and promptly for their hard work. This level of reliability fosters trust and loyalty between employees and employers. 

9. Create Visibility into On-site Staff Attendance and Availability: 

Knowing who’s present on-site and their availability at any given time is crucial for efficient operations. WFM software provides real-time visibility into staff attendance, making it easier to manage workloads and make quick decisions. 

10. Use Real-time Data to Alter Schedules, Tasks, and Assignments: 

Change is constant, and adapting to changes in sales volume, staffing levels, weather, or any trackable business volume driver is paramount to efficiency. By utilizing real-time data, businesses can adjust schedules, tasks, and assignments, keeping the workforce agile and responsive to evolving needs. 

11. Employee Engagement: 

With self-service functionality and mobile applications, employees can have a say in their schedules, request time off, and communicate directly with management. This enhanced communication fosters a positive work environment and increases job satisfaction. Happy employees increase retention and, as a by-product of that, increase customer satisfaction.  

From optimizing workforce productivity to empowering employees with self-service tools, effective workforce management solutions set the stage for efficient operations and content, engaged workforce. If you want to take your business to new heights, it’s time to embrace a workforce management strategy that assists in meeting your customer satisfaction and financial objectives. 

Corporate CPR Episode 87: What You’re Doing Wrong In Your Pursuit of Well Performance Teams

/ Jana

Carla Fowler, MD PhD is the Founder and Managing Director of THAXA. Carla graduated from Brown University magna cum laude, earned her MD and PhD at the University of Washington, and completed her internship in general surgery at Stanford University.

She founded THAXA to share her passion for performance science, where the fields of strategy, productivity, and psychology intersect.

Outside of THAXA, Carla is an angel investor specializing in medtech and biotech with a portfolio of over a dozen investments. She is also an active member of Social Venture Partners, Rotary, Washington Women’s Foundation, Alliance of Angels, and Keiretsu.

Key Takeaways:

  1. Performance Science Definition: Performance science is a multidisciplinary field that explores how human beings achieve their best results in various domains, including athletics, business, and the military.
  2. Impact of Clarity: Lack of clarity inhibits success. Creating explicit goals and recognizing achievements motivates teams and helps them understand their roles in the bigger picture.
  3. Importance of Taking Time to Think: Setting aside time for reflection and strategic thinking is vital for clarifying objectives and making informed decisions.
  4. Creating Space for Clarity: Engaging in activities like journaling, meditation, or walks provides space for creative insights and clarity.
  5. Uninterrupted Thinking Time: Allocating quiet and uninterrupted time for thinking allows for focused reflection and strategic planning.
  6. Using Prompts for Productive Thinking: Thought-provoking prompts guide the thinking process and prevent stagnation.
  7. Embracing Uncertainty: Leaders foster an attitude of embracing uncertainty as an opportunity for growth and learning, enhancing adaptability.
  8. Running Good Experiments: Approaching uncertainty with experiments helps teams learn from outcomes and make better decisions.
  9. Balanced Problem-Solving Approach: Listing potential solutions, evaluating against criteria, and conducting small tests before committing fully helps in effective decision-making.
  10. Impact of Sleep and Nutrition: Adequate sleep and proper nutrition are essential for mental and emotional performance, leading to better decision-making and reduced stress.

Top Three Takeaways:

  1. Clarity: Ensure clear objectives, focused priorities, and effective communication both upward and downward in the chain of command.
  2. Embrace Uncertainty: Foster a culture that embraces uncertainty and trains teams to be comfortable with it. Encourage running good experiments to learn from outcomes and make better decisions.
  3. Combat Disengagement: Provide growth opportunities and visibility for both teams and leaders to prevent boredom and stagnation, enhancing overall engagement and performance.

For resources discussed in this episode: https://www.thaxa.com/p/corporate-cpr

How to Connect with Carla:

Website: https://www.thaxa.com

LinkedIn: https://www.linkedin.com/in/carla-fowler/

Twitter: https://twitter.com/DrCarlaFowler

Corporate CPR Episode 86: How Organizations Need To Get A Stronger Change Discipline

/ Jana

On today’s episode we are talking about how organizations need to get a stronger change discipline. 

Jennifer Ayres, founder, and CEO of Senscient, is a culture and change expert. She and her senior-level team design and deliver deliberate, calibrated engagements that optimize meaning at work for every individual and ignites peak performance throughout the organization. Jennifer has over 20 years global management consulting experience, much of it focused helping leaders in organizations unlock the magic in their organization. She is results oriented with a proven track record for partnering with leaders to define vision and align cultural behaviors to business outcomes. Jennifer is often engaged to lead complex, challenging organizational transformations in unstructured and emerging situations. She specializes in leadership alignment, executive coaching, organizational development, and change management.

Top 10 Takeaways:

  1. Case studies are essential for understanding the reasons behind failed change initiatives and improving change management practices.
  2. Unsuccessful change initiatives often result from inadequate planning, unclear business outcomes, and poor stakeholder engagement.
  3. Pressure from leaders and urgent business needs can lead to rushed planning and exclusion of key stakeholders.
  4. Properly explaining the “why” of the change during project kickoffs is crucial to avoid confusion, apathy, and disengagement among employees.
  5. To overcome resistance and improve projects, organizations should provide training and awareness for technology-focused teams and promote an IT business partner mindset.
  6. Re-engaging stakeholders and thorough planning can lead to successful change implementations and improved project outcomes.
  7. Transparency and acknowledging challenges are vital for successful engagements.
  8. When facing difficulties, leaders should pause and gather more perspectives from stakeholders to ensure a comprehensive understanding of the project.
  9. Managing naysayers, especially influential individuals, requires empathy, curiosity, and psychological safety to foster trust and open communication.
  10. The psychological impact of change on employees must be considered and nurtured throughout the project to build a positive culture.

Additionally, the conversation provided the following insights on effective communication and the role of change teams and champions:

  1. Effective communication requires considering different channels and subcultures within the organization to reach all stakeholders.
  2. Holistic change management goes beyond just training and communications, involving intentional communities like engagement networks and change agent groups.
  3. Ensure that change teams and champions understand their remit and have visible support from senior leaders to increase their effectiveness.
  4. Regular touchpoints and recognition for their efforts can help engage change teams and champions in the project’s success.

Top 3 Takeaways:

1. If you are a leader responsible for change at your organization, make sure you really focus on the “why.”

2. There is a cost to addressing change, but a bigger cost to not implemented change. 

3. Assume positive intent for people going into these programs. There is a reason they are resisting change. 

How to get in touch with Jennifer:

LinkedIn: https://www.linkedin.com/in/jennifercahillayres/

Website: https://senscientglobal.com/

Email: hello@sencientglobal.com

Corporate CPR Episode 85: How Organizations Need To Adapt Or Die

/ Jana

On today’s episode, we discuss why organizations need to adapt or die.

Angela Johnson is a “professional people geek” with over 25+ years of experience working with teams and leaders in both project management and Agile environments. As a Scrum Master, she found her passion in helping teams and leaders work together more effectively. In 2010, she founded Collaborative Leadership Team, offering Agile education and coaching services to start-ups, Fortune 100 and 500 companies. Angela’s expertise extends beyond Scrum to include Kanban, eXtreme Programming, Facilitation, and Organizational Change. She is a Certified Scrum Trainer® and Certified LeSS Practitioner with a background in Communication and Management. Based in Minneapolis, Minnesota, Angela is a proud mom, wife, and teammate. 

Key Takeaways:

  1. Agile and Scrum methodologies were developed to address challenges in delivering value faster and reducing rework. They have become popular in the technology world for their ability to adapt to changing needs.
  2. Agile frameworks like Scrum promote transparency, making work visible and breaking down silos. This enhances communication, avoids misunderstandings, and minimizes wasted time and rework.
  3. Agile emphasizes breaking work into smaller, manageable chunks, allowing for faster feedback loops and early issue identification. This enables quicker value delivery and eliminates the need for lengthy development cycles.
  4. Agile and Scrum enable organizations to adapt quickly to market changes. By pivoting based on real-time feedback, organizations reduce the risk of delivering products or services that no longer meet market demands.
  5. Agile and Scrum value effective communication and collaboration, while still emphasizing the importance of documenting shared understanding and agreements.
  6. Agile is not a one-size-fits-all solution. It’s important to assess whether Agile methodologies align with the specific business problem and context. Instead of blindly following Agile methods, organizations should identify their actual problem and goals, ensuring the chosen approach serves their purpose.
  7. Agile principles, such as transparency, iteration, and daily check-ins, can benefit various organizational contexts beyond software development, improving communication and efficiency.
  8. Limiting work in progress and prioritizing tasks effectively enhances productivity and value delivery, avoiding the scenario where everything is a priority, but nothing gets done effectively.
  9. Empowering teams and fostering shared knowledge leads to higher engagement and productivity. Cross-training and trust reduce dependency on individual expertise and prevent bottlenecks.
  10. Transparency and adaptability are crucial in times of change and challenge. By being transparent, exploring options, and adapting together, organizations can successfully navigate obstacles and ensure their survival and success.
  11. Transparency and adaptability are crucial in times of change and challenge. By being transparent, exploring options, and adapting together, organizations can successfully navigate obstacles and ensure their survival and success.

Top 3 Takeaways:

1. If everything is “priority”, nothing is. Pick one thing that’s going to get you focused and you’re going to see more productivity.

2. Schedule more frequent check-ins. Be more transparent. 

3. Team = we, not me. If you deem yourself an expert in something you should be able to teach.

How to connect with Angela:

Website: https://thescrummasterfiles.com/

LinkedIn: https://www.linkedin.com/in/angelajohnsonscrumtrainer/

Corporate CPR Episode 84: How To Drive Hypergrowth Within Organizations

/ Jana

On today’s show we talk about how to drive hypergrowth within organizations.

Kurt Uhlir is a globally recognized marketer, operator, and speaker. With extensive speaking experience, he has delivered dynamic speeches across the US and Europe, including notable events like PPAI, GDC, and the White House. Kurt advises leaders, from startup founders to CEOs and even the US President. He is a popular commentator, having appeared on national TV shows and in publications such as Wired, TechCrunch, and USA Today. Kurt’s accomplishments include building multimillion-dollar businesses, leading IPOs, and engaging in acquisitions. He is known for his ability to develop early-stage initiatives into successful enterprises through the power of B2B storytelling. Outside of work, Kurt is dedicated to mentoring and coaching individuals and groups, aiming to create supportive environments for personal growth.

  1. Hypergrowth: Hypergrowth refers to a significant increase in revenue within a short period, such as 10x or even 50x or 100x growth. It involves scaling a business rapidly and requires careful planning and preparation.
  2. Assessing scalability: Companies need to assess whether they have the potential to scale their operations. This assessment involves identifying potential bottlenecks or areas that would break if there was a massive inflow of customers or revenue. It often requires an external perspective to guide the evaluation.
  3. Customer success as a starting point: When preparing for hypergrowth, it is important to prioritize customer success. Evaluating and improving customer success processes, such as account management and training, can lay the foundation for scaling the business effectively. By making existing customers happy, companies can create opportunities for growth.
  4. Infrastructure and support: Scaling a business requires a solid infrastructure to support the increased demand. This includes considerations such as supply chain, customer support, banking relationships, and automation. Companies need to identify potential pitfalls and address them proactively.
  5. Employee retention and development: Hypergrowth can lead to attrition and employee burnout if not managed properly. Investing in employee growth and development, including training and leadership programs, is crucial to retain and support the existing team. Sharing the growth journey with employees and creating a positive work environment is essential for sustainable expansion.
  6. Undervaluing products/services: The conversation highlights the importance of not undervaluing what you offer, especially for small companies. The idea of continuously raising prices until people no longer buy can be a strategy to test the perceived value of your product.
  7. Cultivating diverse perspectives: Having peers or team members with different backgrounds and experiences can provide valuable insights and help identify blind spots in your business. By sharing knowledge and learning from others, you can gain a fresh perspective and improve your operations.
  8. Adapting culture for growth: Larger organizations may face challenges in achieving hypergrowth if they have a culture of micromanagement and lack a permission structure for trying new things. To unlock hypergrowth, such companies may need to undergo a significant culture change, which often requires a change in leadership.
  9. Vision alignment and individual meaning: To ensure everyone is aligned and committed to achieving hypergrowth, leaders must communicate the company’s vision and help individuals identify their personal reasons for being part of the organization. Connecting personal meaning to the business goals can motivate employees to go beyond their regular tasks and contribute more.
  10. Balancing structure and agility: Having structured processes and systems is important for scaling and managing rapid growth. However, maintaining agility and responsiveness is also crucial. Balancing the two requires hiring individuals with complementary skills, such as those who excel in documentation and process-building, as well as those who embrace agile approaches and adapt quickly to change.

Top 3 Takeaways:

1. Adopt a high achieving servant leadership approach. 

2.  Start netweaving over networking.

3. Do for one what you wish you could do for many. 

Connect with Kurt:
Website: www.kurtuhlir.com
LinkedIn: www.linkedin.com/in/kurtuhlir

Corporate CPR Episode 83: How To Have Staying Power

/ Jana

On today’s show we talk about how to have staying power with Steve Gaffney.

Steven Gaffney is the founder, president, and CEO of the Steven Gaffney Company, a leading specialist in internal communication tactics that help manage and maintain change. He works with top executives and leaders in industry and government, helping organizations like NASA and Citigroup increase morale and productivity to collaborate and succeed in their goals. Steven is the author of six books, including Be a Change Champion: 10 Factors for Sustaining the Boom and Avoiding the Bust of Change. He has been interviewed and quoted in a range of major news outlets including The Wall Street Journal, The Washington Post, CBS, NBC, FOX, and others, appearing regularly on “Let’s Talk Live.”

Key Takeaways:

  1. Unspoken Communication: Addressing the unsaid is crucial for improving communication and organizational dynamics. By encouraging open dialogue and addressing underlying issues, organizations can foster better understanding and collaboration among team members.
  2. Conditionally Powerful vs. Unconditionally Powerful: Being unconditionally powerful means focusing on what can be done to overcome challenges, regardless of existing conditions. It involves taking proactive actions and not letting external factors limit one’s capabilities and potential for success.
  3. Awareness and Responsibility: Making individuals aware of their conditional mindset empowers them to take 100% responsibility for their actions and reactions. By recognizing the influence, they have over their own lives, individuals can proactively make changes and take control of their outcomes.
  4. Controlling the Self: The only thing individuals can truly control is themselves. By focusing on their own behavior and reactions, individuals can positively influence the dynamics around them and contribute to a more positive and productive environment.
  5. Quitting vs. Persevering: The decision to quit or persevere is personal, but claiming to have tried everything can limit potential growth. It is important to remain open to new possibilities, solutions, and experiences, even when faced with challenges, in order to continue progressing and achieving goals.
  6. Learning from experiences: Analyzing past successes and failures helps identify what works and what doesn’t. By drawing lessons from experiences, individuals and organizations can improve their strategies and approaches in the future.
  7. Expanding the frame: Considering the bigger picture and ultimate goals when facing challenges allows for the exploration of new possibilities and alternative approaches. By broadening the perspective, individuals can find innovative solutions and make better decisions.
  8. Taking action and iterating: High-performing teams prioritize taking action and iterating quickly. They value progress over endless discussions, enabling them to test different approaches, gather feedback, and make adjustments for continuous improvement.
  9. Motivation through speed: Taking action and making progress, even if imperfect, creates momentum and a sense of achievement. Speed can inspire and energize individuals and teams, leading to improved quality and market responsiveness through faster feedback loops.
  10. Bias for action: Having a bias for action involves prioritizing tangible steps forward over excessive planning or indecision. It encourages a mindset of agility, adaptability, and continuous improvement, recognizing that action is necessary for progress and learning.

Top 3 Takeaways:

  1. Be unconditionally powerful – make the unaware, aware.
  2. Focus on honest communication – get the unsaid, said. 
  3. Create high achieving teams versus high performing teams. 

How to get in touch with Steven:

Email: info@stevengaffney.com

Website: https://www.stevengaffney.com/

LinkedIn: https://www.linkedin.com/in/stevengaffneycompany       

Corporate CPR Episode 82: How To Sell In A Remote World

/ Jana

Sean Campbell is the CEO of Cascade Insights, a competitive intelligence and market research firm for B2B technology companies. A 20-year technology veteran, Sean establishes the company’s strategy, drives the company’s thought leadership efforts and maintains relationships with key clients.

A popular speaker, Sean has discussed B2B competitive intelligence at over 250 events around the globe. He has lectured at MIT’s Sloan Management School, presented at worldwide Strategic Competitive Intelligence Professionals conferences and shared his knowledge at many other events.

Sean has written three physical books and two ebooks, most recently the 6th edition of Going Beyond Google. He hosts the popular B2B Revealed podcast, now with more than 100 episodes on methodology, B2B tech, and interviews with thought leaders.

Top Takeaways:

  1. Effective writing skills are crucial in remote sales as there is less face-to-face contact with potential clients. Many sellers lack the ability to write persuasively and concisely in their emails, which hinders their success.
  2. Remote sales require sellers to rely more on written communication to convince prospects, schedule meetings, and convey their value proposition. The ability to write cogent and compelling emails becomes essential in establishing meaningful connections.
  3. The shift to remote sales revealed a lack of writing proficiency among some sales professionals. The absence of in-person interactions exposed the limited writing skills of colleagues who relied on face-to-face communication to get their message across.
  4. Specialization and narrow focus are key to standing out among the overwhelming volume of emails prospects receive. Instead of attempting to sell multiple offerings in a single email, sellers should identify the one thing they do exceptionally well and align it with the prospects’ pain points or objectives.
  5. Understanding the reader is crucial in writing effective sales emails. Sellers should prioritize researching and studying their prospects to create personalized messages that address their specific needs, challenges, and interests. The value of an email is determined by the reader’s perception, and tailoring the message to resonate with their priorities is paramount.
  6. The ability to sell virtually is becoming a crucial skill that salespeople will need to have permanently. Virtual selling provides opportunities for efficiency and effectiveness, even if face-to-face meetings are possible.
  7. Building relationships and connections can still be done virtually, but there is value in in-person interactions, especially for brainstorming sessions or complicated projects. Being in proximity with one another allows for organic conversations and relationship building that is harder to replicate digitally.
  8. Virtual communication requires different management skills. Managers need to learn how to effectively manage teams remotely and create an environment where employees feel comfortable admitting when they don’t know something. This encourages open communication and problem-solving.
  9. The productivity challenges during remote work may not be solely attributed to employees’ time management but can also be a result of the loss of in-person interactions and relationships. Companies need to find ways to bridge this gap and foster collaboration and connection in a virtual environment.
  10. The return to the office debate should consider both the advantages of in-person interactions and the skills that can be developed and leveraged in a virtual setting. There are valid arguments for both remote work and office-based work, and finding a balance that suits the needs of the organization and its employees is essential.

Top 3 Takeaways:
1.     Read and watch things you disagree with. 
2.     Learn how to write better. 
3.     If you’re remote, pick up the phone. 

Connect with Sean:
Linkedin: https://www.linkedin.com/in/seancampbell/
Website: https://www.cascadeinsights.com
Email: sean@cascadeinsights.com

Corporate CPR Episode 81: How To Future Proof Your People And Your Company

/ Jana

On today’s show we talk about how to future proof your people and your company.

Antonio Garrido has over twenty-five years in senior leadership positions with world-class businesses. He is an expert in leadership transformation: shaping high-performance leaders out of highly stressed and overworked leaders. Antonio blends his own vast commercial experience with proven techniques to embed a unique brand of leadership development. He is a serial entrepreneur, successful business coach, charismatic speaker, and leader from small private businesses, right up to Fortune-60 size. Antonio’s latest book, My Daily Leadership: A Powerful Roadmap for Leadership Success, takes a deep dive into the most important habits, beliefs, and competencies needed to forever transform the way leaders think, behave, and lead.

Takeaways:

  • Having a clear understanding of what makes a bad leader is essential for modeling effective leadership. By identifying and avoiding the characteristics of bad leadership, we can strive to be better leaders ourselves and create a positive work environment.
  • Self-reflection and daily evaluation are crucial for leadership growth. By consistently asking ourselves if we’ve earned our money and if we’ve tried our best, we can hold ourselves accountable and strive for continuous improvement.
  • Effective leaders possess a high level of self-awareness and engage in reflexive and reflective practices. This helps them identify areas for improvement, adjust, and achieve better outcomes for their teams and organizations.
  • Journaling can be a valuable tool for leadership development. By studying successful individuals across various fields who practice journaling, we can recognize its benefits and explore different approaches to incorporate it into our own routines.
  • Wisdom comes from evaluated experience, not just time served. Leaders should understand their knowledge and skills need continuous development.
  • Building resilience and adaptability are crucial aspects of future-proofing. By establishing flexible processes, fostering a culture of innovation, and embracing change, businesses can position themselves to overcome obstacles and seize opportunities in evolving markets.
  • Technology, such as AI and chatbots, is revolutionizing the way we work and interact. Keeping abreast of technological advancements and leveraging them appropriately can give businesses a competitive edge and contribute to their long-term sustainability.
  • Embracing insights and aha moments. Insights can either occur naturally or be developed as a muscle through regular practice and deliberate effort.
  • Future-proofing also involves developing leaders at all levels of the organization. By investing in leadership development programs, nurturing talent, and creating a learning culture, companies can cultivate a pipeline of capable leaders who can drive innovation and guide the organization through future challenges.
  • Encourage constant learning and adaptation: leaders should consistently learn from their experiences and apply those learnings to adapt their strategies and approaches. It promotes the idea of daily reflection and regular examination of what can be done better.
  • Make learning a regular part of the organization’s culture that is integrated into the organizational culture consistent practice rather than a sporadic event.
  • Strategic planning, where leaders explore different possibilities and potential outcomes, should be an ongoing and dynamic process rather than a once-a-year event. This approach helps to develop a living and adaptable strategic plan that goes beyond a once-a-year exercise and enables proactive decision-making.
  • Encourage a culture of asking for and offering help – build a collaborative culture where individuals are encouraged to ask for help when needed and offer assistance to others. This promotes a supportive environment where resources, knowledge, and effort are shared to achieve collective goals.
  • Collaboration is a critical aspect of future-proofing organizations, going beyond cooperation to a culture of shared resources and mutual support. Building a collaborative culture starts from the top, with leaders fostering an environment where people are encouraged to ask for help and offer assistance.

Top 3 Takeaways:

Leaders:

  1. Start journaling to increase your self-awareness – go to mydailyleadership.com to help start journaling. 
  2. Take a subjective assessment to find your weaknesses and strengths. 
  3. Encourage people to collaborate to make the world a better place. 

Connect with Antonio:

Read his book: http://www.mydailyleadership.com/book

Email: antonio@mydailyleadership.com

Website: https://www.mydailyleadership.com/

LinkedIn: https://www.linkedin.com/in/antoniogarrido/