 "Think carefully about where you want to go. Make plans, but hold them lightly."  - Dr. Sunil Raheja   Do you repeatedly get in the way of your own progress? Find it easier to blame others than to change yourself? If so, today's podcast episode is for you.  We'll hear from Dr. Sunil Raheja, a psychiatrist and executive coach, and dig into his book, "Dancing With Wisdom: A Sacred Quest to Restore Meaning, Purpose and Fun to Your Life and Work."  In this episode, you'll learn:  Why the first step in moving forward is realizing that you need to make a change How Mindset, Motivation, and Methods all play a role in your progress The importance of re-connecting with your values Why shutting down the noise is critically important..and much, much more!   The beginning of wisdom  Wisdom begins with the realization that there are things you have no control over and things that are not in your grasp. But you have agency, more than what you give yourself credit for. You may not be able to change the weather, but you can always choose how you’re going to look at life. You can change your attitude and choose to look at the good rather than the bad.  Mindset is everything  I used to think that mindset was important. Now what I say is, “Mindset is everything.” The reason being is if your mindset is not right, no matter what you’re doing, you’re not going to be satisfied.  One advice you’d give young managers today  Think carefully about where you want to go. Make plans for your future but hold them lightly, and look at everything as a learning experience. There’s no such thing as failure. Pace your life for the long haul.  Links and Resources Connect with Dr. Raheja: Website, Podcast, LinkedIn   Dancing With Wisdom by Dr. Sunil Raheja (book)  Jim Kwik   The Happiness Equation by Neil Pasricha (book)   7 Habits of Highly Effective People by Stephen Covey (book)

"Think carefully about where you want to go. Make plans, but hold them lightly."  - Dr. Sunil Raheja Do you repeatedly get in the way of your own progress? Find it easier to blame others than to change yourself? If so, today's podcast episode is for you. We'll hear from Dr. Sunil Raheja, a psychiatrist and executive coach, and dig into his book, "Dancing With Wisdom: A Sacred Quest to Restore Meaning, Purpose and Fun to Your Life and Work." In this episode, you'll learn: <ul> <li>Why the first step in moving forward is realizing that you need to make a change</li> <li>How Mindset, Motivation, and Methods all play a role in your progress</li> <li>The importance of re-connecting with your values</li> <li>Why shutting down the noise is critically important..and much, much more!</li> </ul> The beginning of wisdom Wisdom begins with the realization that there are things you have no control over and things that are not in your grasp. But you have agency, more than what you give yourself credit for. You may not be able to change the weather, but you can always choose how you’re going to look at life. You can change your attitude and choose to look at the good rather than the bad. Mindset is everything I used to think that mindset was important. Now what I say is, “Mindset is everything.” The reason being is if your mindset is not right, no matter what you’re doing, you’re not going to be satisfied. One advice you’d give young managers today Think carefully about where you want to go. Make plans for your future but hold them lightly, and look at everything as a learning experience. There’s no such thing as failure. Pace your life for the long haul. Links and Resources Connect with Dr. Raheja: <a href="https://drsunil.com/" rel="nofollow" target="_blank">Website</a>, <a href="https://drsunil.com/blog-overview/" rel="nofollow" target="_blank">Podcast</a>, <a href="https://www.linkedin.com/in/drsunilr/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/Dancing-Wisdom-Restore-Meaning-Purpose/dp/1647463467" rel="nofollow" target="_blank"> Dancing With Wisdom</a> by Dr. Sunil Raheja (book) <a href="https://www.jimkwik.com/" rel="nofollow" target="_blank">Jim Kwik</a> <a href="https://globalhappiness.org/books/the-happiness-equation-want-nothing-do-nothing-have-everything/" rel="nofollow" target="_blank"> The Happiness Equation</a> by Neil Pasricha (book) <a href="https://www.amazon.com/Habits-Highly-Effective-People-Powerful/dp/0743269519" rel="nofollow" target="_blank"> 7 Habits of Highly Effective People</a> by Stephen Covey (book)

Restoring Meaning, Purpose And Fun To Your Life & Work with Dr. Sunil Raheja 093

"Where you read information isn't where you need information."  - Mark Herschberg Do you ever find yourself consuming great content, but then struggling to find it later when you actually need it? If so, today's episode is for you! MIT instructor Mark Herschberg makes a return visit to the show to discuss his innovative new platform, Brain Bump. In this episode, you'll learn: - How powerful peer learning can be for your development - Why the content we all consume is rarely accessible in critical moments - How Brain Bump only sends the tips you want, when you request them; it never sends an unrequested notification - Bonus: you don't even have to open the app!   The challenge with traditional learning When we think about most of our knowledge, it has just been direct information transfer, such as when you learn the quadratic formula. It is very black and white and you know exactly where to use it. But the skills that we use as leaders, from leading people to communication, negotiation, team building – these are not cut and dry. There’s no formula for leadership. Peer learning’s edge over other learning styles Peer learning is not about memorizing formulas. It’s about learning subtle skills that are often circumstantial. So by coming together as a group and having discussions, like I’m going to gain your perspective and you’re going to get mine… that’s how we learn. Ineffective learning The problem is two-fold. First, where you read information isn’t where you need information. And the second is that you read a book or listen to a podcast episode, and then you forget it. I wanted to address it. Links and Resources Connect with Mark: Website, LinkedIn, Twitter, Instagram, Facebook The Career Toolkit by Mark Herschberg (book) Brain Bump (app)

"Where you read information isn't where you need information."  - Mark Herschberg Do you ever find yourself consuming great content, but then struggling to find it later when you actually need it? If so, today's episode is for you! MIT instructor Mark Herschberg makes a return visit to the show to discuss his innovative new platform, Brain Bump. In this episode, you'll learn: - How powerful peer learning can be for your development - Why the content we all consume is rarely accessible in critical moments - How Brain Bump only sends the tips you want, when you request them; it never sends an unrequested notification - Bonus: you don't even have to open the app! The challenge with traditional learning When we think about most of our knowledge, it has just been direct information transfer, such as when you learn the quadratic formula. It is very black and white and you know exactly where to use it. But the skills that we use as leaders, from leading people to communication, negotiation, team building – these are not cut and dry. There’s no formula for leadership. Peer learning’s edge over other learning styles Peer learning is not about memorizing formulas. It’s about learning subtle skills that are often circumstantial. So by coming together as a group and having discussions, like I’m going to gain your perspective and you’re going to get mine… that’s how we learn. Ineffective learning The problem is two-fold. First, where you read information isn’t where you need information. And the second is that you read a book or listen to a podcast episode, and then you forget it. I wanted to address it. Links and Resources Connect with Mark: <a href="https://www.thecareertoolkitbook.com/author" rel="nofollow" target="_blank">Website</a>, <a href="https://www.linkedin.com/in/hershey/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="https://twitter.com/CareerToolkitBk" rel="nofollow" target="_blank">Twitter</a>, <a href="https://www.instagram.com/thecareertoolkit/" rel="nofollow" target="_blank">Instagram</a>, <a href="https://www.facebook.com/TheCareerToolkitBook" rel="nofollow" target="_blank">Facebook</a> <a href="https://www.thecareertoolkitbook.com/" rel="nofollow" target="_blank">The Career Toolkit</a> by Mark Herschberg (book) <a href="http://brainbumpapp.com/" rel="nofollow" target="_blank">Brain Bump</a> (app)

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Karl Hebenstreit

"Create the vision, and step back."  - Karl Hebenstreit PhD Are you intrigued by the Enneagram? A believer or a skeptic? Today is the first episode of The New Leader Podcast for 2023, and my special guest is Karl Hebenstreit PhD. I was skeptical when approached about this topic, but glad I kept an open mind as we had a really interesting chat. Karl is an executive coach, speaker, and organizational development consultant, and author of the book, "Taking Care of Business with The Enneagram." In this episode, you'll learn:  The 9 primary core motivators not covered in other personality tests How understanding this framework can help you create a better path forward in 2023, both personally &amp; professionally The difference between the Golden Rule vs. Platinum Rule, and how to leverage this when leading for the first time.    The ‘Platinum Rule’ Most people are familiar with the golden rule ‘treat others the way you want to be treated’. And I was going along with that philosophy until I presented at a conference… and learned that it’s about invoking the ‘Platinum Rule’ of finding out how people wanted to be treated. That is going to be different than the way you’d want to be treated. What sets apart the Enneagram Any tool like the Myers-Briggs, DISC, Insights, or Hogan – these tools focus on the behaviors. They don’t focus on the purpose or the motivation or the reason behind these behaviors. And that’s where the Enneagram comes in. It boils it down to the nine primary core motivators that we have in our lives. And each of us is going to be affiliating with one of them more than the other eight. Breaking out of the box Human beings are very fond of categorizing people. So how do you break out of the box that you’re put in? And so knowing which box you are put in is actually a release because now you know, “Oh great, I know what box I put myself in and what other people are probably putting me in. Now, how can I break out of that box?” So [knowing your Enneagram] is really a way of breaking out of your box by identifying what box you’re already in.” Links and Resources Connect with Karl: Website, LinkedIn  Taking Care of Business with The Enneagram by Karl Hebenstreit PhD (book) What Got You Here Won’t Get You There by Marshall Goldsmith (book)

"Create the vision, and step back."  - Karl Hebenstreit PhD Are you intrigued by the Enneagram? A believer or a skeptic? Today is the first episode of The New Leader Podcast for 2023, and my special guest is Karl Hebenstreit PhD. I was skeptical when approached about this topic, but glad I kept an open mind as we had a really interesting chat. Karl is an executive coach, speaker, and organizational development consultant, and author of the book, "Taking Care of Business with The Enneagram." In this episode, you'll learn: <ul> <li>The 9 primary core motivators not covered in other personality tests</li> <li>How understanding this framework can help you create a better path forward in 2023, both personally &amp; professionally</li> <li>The difference between the Golden Rule vs. Platinum Rule, and how to leverage this when leading for the first time.</li> <li> </li> </ul> The ‘Platinum Rule’ Most people are familiar with the golden rule ‘treat others the way you want to be treated’. And I was going along with that philosophy until I presented at a conference… and learned that it’s about invoking the ‘Platinum Rule’ of finding out how people wanted to be treated. That is going to be different than the way you’d want to be treated. What sets apart the Enneagram Any tool like the Myers-Briggs, DISC, Insights, or Hogan – these tools focus on the behaviors. They don’t focus on the purpose or the motivation or the reason behind these behaviors. And that’s where the Enneagram comes in. It boils it down to the nine primary core motivators that we have in our lives. And each of us is going to be affiliating with one of them more than the other eight. Breaking out of the box Human beings are very fond of categorizing people. So how do you break out of the box that you’re put in? And so knowing which box you are put in is actually a release because now you know, “Oh great, I know what box I put myself in and what other people are probably putting me in. Now, how can I break out of that box?” So [knowing your Enneagram] is really a way of breaking out of your box by identifying what box you’re already in.” Links and Resources Connect with Karl: <a href="https://www.performandfunction.com/" rel="nofollow" target="_blank">Website</a>, <a href="https://www.linkedin.com/in/rkarlhebenstreit/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/How-Why-Organization-Development-Relationships/dp/B094TJK86Y" rel="nofollow" target="_blank"> Taking Care of Business with The Enneagram</a> by Karl Hebenstreit PhD (book) <a href="https://www.amazon.com/What-Got-Here-Wont-There/dp/1401301304" rel="nofollow" target="_blank">What Got You Here Won’t Get You There</a> by Marshall Goldsmith (book)

091 Taking Care of Business with The Enneagram with Karl Hebenstreit PhD

"Now is the time to set yourself apart. Don't wait to be rescued or magically promoted - take back control."  - Ian Daley It's the final episode of The New Leader Podcast for 2022 - our 4th season! As we start to wind down another year in this crazy world, I want to share a special offer for my podcast listeners. I have something that can help you elevate your career in 2023 and beyond...at a significant discount ;) It's my way of saying thank you for listening - all the posts, comments, and messages mean a lot. I appreciate you, and hope you have benefited from the sharp insights and teachings the show has provided over the years. Curious? Hit that play button to learn more. Wishing you all a wonderful holiday season! Connect with Ian at ian@daley.company or on LinkedIn to learn more about this limited-time offer!   Links and Resources Connect with Ian: LinkedIn, Email

"Now is the time to set yourself apart. Don't wait to be rescued or magically promoted - take back control."  - Ian Daley It's the final episode of The New Leader Podcast for 2022 - our 4th season! As we start to wind down another year in this crazy world, I want to share a special offer for my podcast listeners. I have something that can help you elevate your career in 2023 and beyond...at a significant discount ;) It's my way of saying thank you for listening - all the posts, comments, and messages mean a lot. I appreciate you, and hope you have benefited from the sharp insights and teachings the show has provided over the years. Curious? Hit that play button to learn more. Wishing you all a wonderful holiday season! Connect with Ian at ian@daley.company or on LinkedIn to learn more about this limited-time offer! Links and Resources Connect with Ian: <a href="https://www.linkedin.com/in/ian-daley-6a992b17/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="mailto:ian@daley.company">Email</a>

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Earle G

"Many of us forget to be in service to the most important person in our lives - ourselves." - Earle G. Hall Do you find vulnerability scary? Have you ever been told you need to become more self-aware? Then today's episode is for you! My guest is Earle G. Hall, CEO of AXES.ai, a fintech company present in over 40 countries dedicated to the eradication of money laundering, addictive gambling, and illicit activities. I took furious notes during this interview because when you've traveled to 108 countries like he has, you learn a few things ;) Earle is Vice-Chairman of the International Gaming Standards Association and a Government Blockchain Association board member. He is a graduate of the Royal Military College of Canada and a Veteran Army Officer. He also holds a master's degree in Public Administration and has undertaken doctoral studies in Organizational Psychology. He hails from my home province of Newfoundland, and in this episode you'll learn:  Why one of the greatest qualities a new leader can cultivate is self-awareness, and how to crack that code early in your career The power of humanizing your colleagues in a world of lost connection (hint: it's easier than you think) A life-changing tip he received from General Romeo Dallaire, and how it can help elevate you, too...and more!  How Vulnerability Inspires Others The more I showed them my real, authentic, and vulnerable self, the more engaged they became with me and the more productive they became. That’s when I learned that there’s something more to leadership than just giving direction, orders, and getting things done.   Overcoming your fears and insecurities When you look out to the group and you’re trying to guess everything they’re judging about you, you’re just judging yourself. So what you can do as a new leader is you can take note of everything you think people are judging you about, because all that is is chatter coming out of your brain. It’s doubt, lack of confidence, self-esteem, and these are the things that you need to overcome to sit inside yourself and just be authentic.   Making the most out of your new leader role New leaders have a competitive edge. Because when you’re a new leader, you know almost nothing, and so you get to ask questions and learn many things. You get to listen actively and engage with people sincerely. And when an employee sees a new leader that is interested, engage, and genuinely wanting to understand, that employee will open up their entire knowledge base and hand it over to you for free.   Links and Resources Connect with Earl: LinkedIn  Richard Beckhard books Trello

"Many of us forget to be in service to the most important person in our lives - ourselves." - Earle G. Hall Do you find vulnerability scary? Have you ever been told you need to become more self-aware? Then today's episode is for you! My guest is Earle G. Hall, CEO of <a href="http://AXES.ai" rel="nofollow" target="_blank">AXES.ai</a>, a fintech company present in over 40 countries dedicated to the eradication of money laundering, addictive gambling, and illicit activities. I took furious notes during this interview because when you've traveled to 108 countries like he has, you learn a few things ;) Earle is Vice-Chairman of the International Gaming Standards Association and a Government Blockchain Association board member. He is a graduate of the Royal Military College of Canada and a Veteran Army Officer. He also holds a master's degree in Public Administration and has undertaken doctoral studies in Organizational Psychology. He hails from my home province of Newfoundland, and in this episode you'll learn: <ul> <li>Why one of the greatest qualities a new leader can cultivate is self-awareness, and how to crack that code early in your career</li> <li>The power of humanizing your colleagues in a world of lost connection (hint: it's easier than you think)</li> <li>A life-changing tip he received from General Romeo Dallaire, and how it can help elevate you, too...and more!</li> </ul> How Vulnerability Inspires Others The more I showed them my real, authentic, and vulnerable self, the more engaged they became with me and the more productive they became. That’s when I learned that there’s something more to leadership than just giving direction, orders, and getting things done. Overcoming your fears and insecurities When you look out to the group and you’re trying to guess everything they’re judging about you, you’re just judging yourself. So what you can do as a new leader is you can take note of everything you think people are judging you about, because all that is is chatter coming out of your brain. It’s doubt, lack of confidence, self-esteem, and these are the things that you need to overcome to sit inside yourself and just be authentic. Making the most out of your new leader role New leaders have a competitive edge. Because when you’re a new leader, you know almost nothing, and so you get to ask questions and learn many things. You get to listen actively and engage with people sincerely. And when an employee sees a new leader that is interested, engage, and genuinely wanting to understand, that employee will open up their entire knowledge base and hand it over to you for free. Links and Resources Connect with Earl: <a href="https://www.linkedin.com/in/earlehall/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/Books-Richard-Beckhard/s?rh=n%3A283155%2Cp_27%3ARichard+Beckhard" rel="nofollow" target="_blank"> Richard Beckhard books</a> <a href="https://trello.com/en" rel="nofollow" target="_blank">Trello</a>

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Jacques Lopez

"There's no easy way to make hard decisions." - Jacques Lopez Are you a leader who has to sell to/collaborate with leaders outside your organization? If so, the latest episode of The New Leader Podcast is for you! My guest today is Jacques Lopez, Sr Director North American Channels at Veracode. Jacques holds a BSc from Northeastern University and a MBA from Dalhousie University. And, we used to work as doormen at a campus bar way back when. It was a blast to trade a few stories back and forth, as well as hear Jacques' keen insight on how to work successfully with leaders outside your organization. In this episode you'll learn:  The importance of knowing exactly what you want (and how to create a partner profile) How to ensure you're working at the right level (where decision-making happens) The power of a "frame of reference" and how to create one that works effectively… and much more!    Getting on the right foot If you have an idea of what’s the ideal partner profile or what the ideal relationship would look like, having that as a starting point is very helpful. Because if you don’t know what you want, you can spend a lot of time running circles around people that have interest but don’t have a good alignment with the company, or the value proposition you have for them just won’t land.   Choosing the right person to work with Make sure you’re working with someone at the right level to accomplish the goals that you have. You can’t go too low or too high. If you go too low, somebody may not have the authority to try and get other people involved in the company, to help build out a better alignment. And if you go too high, you get connected to other people but, things aren’t necessarily happening at the tactical level when you’re dealing with a strategic CEO. So that’s something you need to be aware of as well.   One critical lesson in relationship building Not everybody operates the way you operate. There are some people that are more relationship based, some are very detailed when it comes to numbers. You have to meet people where they’re at and help them be successful the way they do things.   Links and Resources Connect with Jacques: LinkedIn, Email  The Exceptional Presenter Goes Virtual by Timothy J. Koegel (book) The Productivity Game PDF Package

"There's no easy way to make hard decisions." - Jacques Lopez Are you a leader who has to sell to/collaborate with leaders outside your organization? If so, the latest episode of The New Leader Podcast is for you! My guest today is Jacques Lopez, Sr Director North American Channels at Veracode. Jacques holds a BSc from Northeastern University and a MBA from Dalhousie University. And, we used to work as doormen at a campus bar way back when. It was a blast to trade a few stories back and forth, as well as hear Jacques' keen insight on how to work successfully with leaders outside your organization. In this episode you'll learn: <ul> <li>The importance of knowing exactly what you want (and how to create a partner profile)</li> <li>How to ensure you're working at the right level (where decision-making happens)</li> <li>The power of a "frame of reference" and how to create one that works effectively… and much more!</li> </ul> Getting on the right foot If you have an idea of what’s the ideal partner profile or what the ideal relationship would look like, having that as a starting point is very helpful. Because if you don’t know what you want, you can spend a lot of time running circles around people that have interest but don’t have a good alignment with the company, or the value proposition you have for them just won’t land. Choosing the right person to work with Make sure you’re working with someone at the right level to accomplish the goals that you have. You can’t go too low or too high. If you go too low, somebody may not have the authority to try and get other people involved in the company, to help build out a better alignment. And if you go too high, you get connected to other people but, things aren’t necessarily happening at the tactical level when you’re dealing with a strategic CEO. So that’s something you need to be aware of as well. One critical lesson in relationship building Not everybody operates the way you operate. There are some people that are more relationship based, some are very detailed when it comes to numbers. You have to meet people where they’re at and help them be successful the way they do things. Links and Resources Connect with Jacques: <a href="https://www.linkedin.com/in/jacqueslopez/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="mailto:jlopez@veracode.com">Email</a> <a href="https://www.amazon.com/Exceptional-Presenter-Goes-Virtual-Meetings/dp/163299416X" rel="nofollow" target="_blank"> The Exceptional Presenter Goes Virtual</a> by Timothy J. Koegel (book) <a href="https://www.productivitygame.com/pdf-package/" rel="nofollow" target="_blank">The Productivity Game PDF Package</a>

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"Perfection equals disconnection." - Dr. Michelle K. Johnston Are you a perfectionist? Do you struggle to connect with your team? Your boss? If so, the latest episode of The New Leader Podcast is for you! My guest today is Dr. Michelle K. Johnston, author of The Seismic Shift in Leadership. Michelle holds a PhD in Communications from Louisiana State University, is a member of the MG100 Coaches group, and serves as the Gaston Chair of Business at Loyola University New Orleans. An absolute class act, and we had such a fun and informative chat! In this episode you'll learn:  Why connection drives results How to determine if your people feel seen, heard, valued, respected and appreciated How to use the 5 elements of assessment to determine how connected you are with your team, and what to do next...and much more!  Be intentional about connecting It takes intention to carve time in your meetings to ask about that person on a personal level, ask them how their kids are or about their travel plans or whatnot. That’s what drives results. Connection drives results. Connection is the only way you can disrupt.   First steps to connecting to your team The first thing you can do as a new leader is a self-assessment. Ask yourself or your people, do your people feel seen, heard, valued, respected, and appreciated? Because those are the five elements of how to meaningfully connect with your people.   Connection drives results I had this realization that number one, command and control is no longer effective. Jerk bosses no longer allowed. Number two, that it was all about connection. Only after I have conducted all my interviews did I realize how much connection drives results. So connection first and foremost drives well-being. Well-being then drives team collaboration and psychological safety, which then drives productivity, increased decision-making, which then drives innovation, and innovation drives financial performance. Links and Resources Connect with Michelle: Website, LinkedIn, Twitter The Seismic Shift In Leadership by Dr. Michelle K. Johnston (book)

"Perfection equals disconnection." - Dr. Michelle K. Johnston Are you a perfectionist? Do you struggle to connect with your team? Your boss? If so, the latest episode of The New Leader Podcast is for you! My guest today is Dr. Michelle K. Johnston, author of The Seismic Shift in Leadership. Michelle holds a PhD in Communications from Louisiana State University, is a member of the MG100 Coaches group, and serves as the Gaston Chair of Business at Loyola University New Orleans. An absolute class act, and we had such a fun and informative chat! In this episode you'll learn: <ul> <li>Why connection drives results</li> <li>How to determine if your people feel seen, heard, valued, respected and appreciated</li> <li>How to use the 5 elements of assessment to determine how connected you are with your team, and what to do next...and much more!</li> </ul> Be intentional about connecting It takes intention to carve time in your meetings to ask about that person on a personal level, ask them how their kids are or about their travel plans or whatnot. That’s what drives results. Connection drives results. Connection is the only way you can disrupt. First steps to connecting to your team The first thing you can do as a new leader is a self-assessment. Ask yourself or your people, do your people feel seen, heard, valued, respected, and appreciated? Because those are the five elements of how to meaningfully connect with your people. Connection drives results I had this realization that number one, command and control is no longer effective. Jerk bosses no longer allowed. Number two, that it was all about connection. Only after I have conducted all my interviews did I realize how much connection drives results. So connection first and foremost drives well-being. Well-being then drives team collaboration and psychological safety, which then drives productivity, increased decision-making, which then drives innovation, and innovation drives financial performance. Links and Resources Connect with Michelle: <a href="https://michellekjohnston.com/" rel="nofollow" target="_blank">Website</a>, <a href="https://www.linkedin.com/in/michelle-johnston-0264b5b/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="https://twitter.com/drmkjohnston" rel="nofollow" target="_blank">Twitter</a> <a href="https://michellekjohnston.com/book/" rel="nofollow" target="_blank">The Seismic Shift In Leadership</a> by Dr. Michelle K. Johnston (book)

The Seismic Shift in Leadership - How To Thrive In A New Era of Connection with Dr. Michelle K. Johnston 087

Joe Kwon

"Get up and meet people!" - Joe Kwon The latest episode of The New Leader Podcast is here! My guest today is Joe Kwon, who's also known as "The Connection Counselor." He is a privacy attorney, coach, podcast host, and currently Associate Director, Global Quality &amp; Risk Management at KPMG (US). And, he is a genuinely good human being! Joe is also an author, and today we dig into his excellent book, "Unlock Your Executive Presence." In this episode you'll learn:  The importance of 'blending' - what that is, and how to use it The six degrees of executive presence and how to leverage them to your advantage How to develop the ability to inspire confidence to lead...and much more!  How you grow as a leader  Whether it’s your manager, people from other departments, CEO, etc., if they know you, do they put their confidence in you? If they don’t know you, how are you being represented? What is that thing that can make people confident in you? Once you discover that, blend it with what you already have – your skills, personality, et cetera. Because it’s not about just giving them what they want, it’s about bringing out the best version of yourself. Executive Presence in a nutshell Executive presence is the ability to inspire confidence that you can lead well in a given situation. That because of your presence and the way you are, people will want to put you in charge. Key to Executive Presence The key is to look at the presence, not the trappings of an executive – but what is the presence of an executive? When you’re in a room and there are five people, and one person clearly seems like the executive, why is that? And I’ll tell you, it’s not the way they dress, it’s not the way they communicate and it’s not their gravitas. It’s their state of being in the situation. Links and Resources Connect with Joe: LinkedIn, Instagram, Website  Unlock Your Executive Presence by Joe Kwon (book)  Implicit Leadership Theory  Executive Presence and the Diversity Dilemma (Udemy course)

"Get up and meet people!" - Joe Kwon The latest episode of The New Leader Podcast is here! My guest today is Joe Kwon, who's also known as "The Connection Counselor." He is a privacy attorney, coach, podcast host, and currently Associate Director, Global Quality &amp; Risk Management at KPMG (US). And, he is a genuinely good human being! Joe is also an author, and today we dig into his excellent book, "Unlock Your Executive Presence." In this episode you'll learn: <ul> <li>The importance of 'blending' - what that is, and how to use it</li> <li>The six degrees of executive presence and how to leverage them to your advantage</li> <li>How to develop the ability to inspire confidence to lead...and much more!</li> </ul> How you grow as a leader  Whether it’s your manager, people from other departments, CEO, etc., if they know you, do they put their confidence in you? If they don’t know you, how are you being represented? What is that thing that can make people confident in you? Once you discover that, blend it with what you already have – your skills, personality, et cetera. Because it’s not about just giving them what they want, it’s about bringing out the best version of yourself. Executive Presence in a nutshell Executive presence is the ability to inspire confidence that you can lead well in a given situation. That because of your presence and the way you are, people will want to put you in charge. Key to Executive Presence The key is to look at the presence, not the trappings of an executive – but what is the presence of an executive? When you’re in a room and there are five people, and one person clearly seems like the executive, why is that? And I’ll tell you, it’s not the way they dress, it’s not the way they communicate and it’s not their gravitas. It’s their state of being in the situation. Links and Resources Connect with Joe: <a href="https://www.linkedin.com/in/cnxcounselor/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="https://www.instagram.com/connectioncounselor/" rel="nofollow" target="_blank">Instagram</a>, <a href="https://www.joekwonjoe.com/executive-presence-place" rel="nofollow" target="_blank">Website</a> <a href="https://www.amazon.com/Unlock-Your-Executive-Presence-Leadership-ebook/dp/B088DQQCWN" rel="nofollow" target="_blank"> Unlock Your Executive Presence</a> by Joe Kwon (book) <a href="http://psychology.iresearchnet.com/industrial-organizational-psychology/leadership-and-management/implicit-theory-of-leadership/" rel="nofollow" target="_blank"> Implicit Leadership Theory</a> <a href="https://www.udemy.com/course/executive-presence-and-the-diversity-dilemma/" rel="nofollow" target="_blank"> Executive Presence and the Diversity Dilemma</a> (Udemy course)

Unlock Your Executive Presence with Joe Kwon 086

Tom Kolditz

The latest episode of The New Leader Podcast is here!  My guest is the one and only, Tom Kolditz. I cannot recall an episode that included so many actionable pieces of advice. It was truly a pleasure to hear his perspective on what leadership skills are needed for the next generation. Grab a pen! Tom's resume is stacked, but here's a snapshot: - Highly experienced professional public speaker, and global expert in leading in crisis and in extreme circumstances - Retired Army general officer - Founder of 5 (!) successful leader development start-ups, including: - West Point Leadership Center - Leader Development Program at the Yale School of Management - Doerr Institute for New Leaders at Rice University We sat down to chat about critical skills that the next generation of leaders will need. You don't want to miss this one!  A few example of what you will learn:  - What a leader's most important obligation is (this one may surprise you) - How an outward focus on others can set you apart - Why new leaders ask surface questions and successful leaders ask tactical questions  - And much, much more! Ps. My favourite line? "Be kind to yourself. You will never get leadership exactly right."    Being influential I think it’s important for leaders to understand that being a leader is not about them. Being a leader is about having influence and being effective at improving the performance of other people. So it doesn’t have to do with any particular quality you have as a person – doesn’t matter if you are an extrovert or an introvert – you should pretty much be yourself. Success or failure is determined by your influence on others and by their actions, not by any personal qualities you have as a leader.   Be kind to yourself I don’t care how long you’ve lead or how many people you’re in charge with, you will never get leadership exactly right. It’s too large. And the best leaders that I know make mistakes all the time. So be kind to yourself; when something happens in your organization that you did not expect, just be kind to yourself because things like that will continue to happen throughout your entire career.   Things that should be done in private In making corrections, always do it in private. If you have to call somebody out, do it in private because you don’t want that negativity poisoning the whole team. Because when they look at how you treat someone else, they’re going to assume that that’s how you’re going to treat them if they are in the same situation in the future. That also goes with firing people.       Links and Resources Connect with Tom: Website, LinkedIn, Twitter, Facebook  The Leadership Challenge by James Kouzes and Barry Posner (book)  Good to Great by Jim Collins (book)  Good to Great For the Social Sector by  Jim Collins (book) Jim Collins books Simon Sinek books Marshall Goldsmith books

The latest episode of The New Leader Podcast is here!  My guest is the one and only, Tom Kolditz. I cannot recall an episode that included so many actionable pieces of advice. It was truly a pleasure to hear his perspective on what leadership skills are needed for the next generation. Grab a pen! Tom's resume is stacked, but here's a snapshot: - Highly experienced professional public speaker, and global expert in leading in crisis and in extreme circumstances - Retired Army general officer - Founder of 5 (!) successful leader development start-ups, including: - West Point Leadership Center - Leader Development Program at the Yale School of Management - Doerr Institute for New Leaders at Rice University We sat down to chat about critical skills that the next generation of leaders will need. You don't want to miss this one!  A few example of what you will learn:  - What a leader's most important obligation is (this one may surprise you) - How an outward focus on others can set you apart - Why new leaders ask surface questions and successful leaders ask tactical questions  - And much, much more! Ps. My favourite line? "Be kind to yourself. You will never get leadership exactly right."  Being influential I think it’s important for leaders to understand that being a leader is not about them. Being a leader is about having influence and being effective at improving the performance of other people. So it doesn’t have to do with any particular quality you have as a person – doesn’t matter if you are an extrovert or an introvert – you should pretty much be yourself. Success or failure is determined by your influence on others and by their actions, not by any personal qualities you have as a leader. Be kind to yourself I don’t care how long you’ve lead or how many people you’re in charge with, you will never get leadership exactly right. It’s too large. And the best leaders that I know make mistakes all the time. So be kind to yourself; when something happens in your organization that you did not expect, just be kind to yourself because things like that will continue to happen throughout your entire career. Things that should be done in private In making corrections, always do it in private. If you have to call somebody out, do it in private because you don’t want that negativity poisoning the whole team. Because when they look at how you treat someone else, they’re going to assume that that’s how you’re going to treat them if they are in the same situation in the future. That also goes with firing people. Links and Resources Connect with Tom: <a href="https://tomkolditz.com/" rel="nofollow" target="_blank">Website</a>, <a href="https://www.linkedin.com/in/tom-kolditz-7116a3/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="https://twitter.com/ThomasKolditz" rel="nofollow" target="_blank">Twitter</a>, <a href="https://www.facebook.com/tom.kolditz.7" rel="nofollow" target="_blank">Facebook</a> <a href="https://www.amazon.com/Leadership-Challenge-Extraordinary-Things-Organizations/dp/0470651725" rel="nofollow" target="_blank"> The Leadership Challenge</a> by James Kouzes and Barry Posner (book) <a href="https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996" rel="nofollow" target="_blank"> Good to Great</a> by Jim Collins (book) <a href="https://www.amazon.com/Good-Great-Social-Sectors-Business/dp/0977326403" rel="nofollow" target="_blank"> Good to Great For the Social Sector</a> by  Jim Collins (book) <a href="https://www.jimcollins.com/books.html" rel="nofollow" target="_blank">Jim Collins books</a> <a href="https://simonsinek.com/books/" rel="nofollow" target="_blank">Simon Sinek books</a> <a href="https://marshallgoldsmith.com/book/" rel="nofollow" target="_blank">Marshall Goldsmith books</a>

The Most Important Leadership Skills For The Next Generation with Tom Kolditz 085

Greg Rice

"If you solve the problem on the whiteboard, you're only 10% of the way there." - Greg Rice Sometimes I'm lucky to listen to a leader who walks the talk. Someone who exemplifies leadership in all they do, and genuinely cares about treating people right. The type of leader you'd want to work with, and work for. That person is today's guest, Co-President of Klick Health, Greg Rice. He shares valuable insights from his career journey, from his early days as a new pharmacist to being part of the leadership team at the world's largest independent health marketing agency. And we also chat about the famous Klick culture! In this episode, you'll learn: - How leaders can create clarity and calm amidst the chaos - Why aligning your values to your work is critical to long-term success - The importance of amplifying the voice of junior staffers - What makes Klick's culture so special vs. other companies..and much more! Don't miss it!   Hiring the best talents When we go and pitch a large piece of business, sure the spec work that we showed them on that day is important, but we all know that spec work will never see the light of day. What they are buying into is the capability. And at that moment, we are also trying to build instant trust with them, and that comes down to the talent in the room. So if it’s about talent, then from a leadership standpoint, we better try to find the best in the business and that’s what we really strive to do.   Delivering clarity as a leader A leader’s job is to create calmness and clarity. And that level of clarity takes time and effort. And if you get stingy on that, it can bite you. It can result to this unsettled, exhausting atmosphere that lack of clarity creates within an organization. So make sure you pause and communicate. And for any change that happens, get a feedback and continue to refine that overtime and you’ll be highly rewarded for that high amount of clarity that you delivered as a leader.   Training your replacement Find and coach your replacement. What that means is scaling your capability to a point where you can have someone step in and you can focus your energies elsewhere, maybe into some new initiatives, new areas of interest or opportunities for you. That inherently means you coaching and guiding someone else into your role. That kind of scale mindset may not be applicable to all leaders in different roles, but certainly it has been for me in scaling and growing a successful business.   Links and Resources Connect with Greg: LinkedIn, Website (Klick) Link by Author (book)  Conscious Business by Fred Kofman (book) Todoist app

"If you solve the problem on the whiteboard, you're only 10% of the way there." - Greg Rice Sometimes I'm lucky to listen to a leader who walks the talk. Someone who exemplifies leadership in all they do, and genuinely cares about treating people right. The type of leader you'd want to work with, and work for. That person is today's guest, Co-President of Klick Health, Greg Rice. He shares valuable insights from his career journey, from his early days as a new pharmacist to being part of the leadership team at the world's largest independent health marketing agency. And we also chat about the famous Klick culture! In this episode, you'll learn: - How leaders can create clarity and calm amidst the chaos - Why aligning your values to your work is critical to long-term success - The importance of amplifying the voice of junior staffers - What makes Klick's culture so special vs. other companies..and much more! Don't miss it! Hiring the best talents When we go and pitch a large piece of business, sure the spec work that we showed them on that day is important, but we all know that spec work will never see the light of day. What they are buying into is the capability. And at that moment, we are also trying to build instant trust with them, and that comes down to the talent in the room. So if it’s about talent, then from a leadership standpoint, we better try to find the best in the business and that’s what we really strive to do. Delivering clarity as a leader A leader’s job is to create calmness and clarity. And that level of clarity takes time and effort. And if you get stingy on that, it can bite you. It can result to this unsettled, exhausting atmosphere that lack of clarity creates within an organization. So make sure you pause and communicate. And for any change that happens, get a feedback and continue to refine that overtime and you’ll be highly rewarded for that high amount of clarity that you delivered as a leader. Training your replacement Find and coach your replacement. What that means is scaling your capability to a point where you can have someone step in and you can focus your energies elsewhere, maybe into some new initiatives, new areas of interest or opportunities for you. That inherently means you coaching and guiding someone else into your role. That kind of scale mindset may not be applicable to all leaders in different roles, but certainly it has been for me in scaling and growing a successful business. Links and Resources Connect with Greg: <a href="https://www.linkedin.com/in/gregricepharma/" rel="nofollow" target="_blank">LinkedIn</a>, <a href="https://www.klick.com/" rel="nofollow" target="_blank">Website (Klick)</a> Link by Author (book) <a href="https://www.amazon.com/Conscious-Business-Build-through-Values/dp/1622032020" rel="nofollow" target="_blank"> Conscious Business</a> by Fred Kofman (book) <a href="https://todoist.com/" rel="nofollow" target="_blank">Todoist</a> app

Leadership Lessons & Klick Culture with Greg Rice Ep. 079 Reissue 084

Our podcast helps new managers gain confidence and practical skills by learning from seasoned leader’s struggles and success. Ian is a writing contributor to Harvard Business Review and has over 23,000 followers on LinkedIn.

The corporate world is absolutely full of people who have been promoted to manager level with no experience or training on how to be a good leader. Luckily we have resources like this podcast to help new leaders learn as much as they can and put things into practice. Ian does a great job of fnding guests and sharing information with all the new leaders out there. Enjoy! 

Andy Storch
Host of the Talent Development Hot Seat podcast

Great Podcast for New Leaders

The New Leader with Ian Daley

Tristan Cammaert

Hi everyone! Welcome to today’s show. Today we talk about the value of continuous learning and staying curious in your life and career with Tristan Cammaert. Tristan is a seasoned leader who has held various executive-level roles at RBC, currently at Earnst and Young. We also discuss:  The importance of team diversity, building trust, and being aligned to one strategic vision Getting out of our comfort zone Supporting the next generation of leaders Finding your why Servant leadership Having a vision, and a lot more.  Click that play button to listen! Don’t forget to subscribe and rate us on  Apple Podcasts! Getting out of your comfort zone I do have the voice in my head that’s telling me “Stay where you are” on occasion, but I also will pause and take a step back and say, “Where do I know that I’d truly been at my best? Where have I been the happiest and most fulfilled in terms of my work?” It has always been when I am pushed and when I’m outside of my comfort zone. Find Your WHY Most companies and individuals are able to talk about the ‘what’ and sometimes they get to the ‘how’, but they’re very rarely actually able to articulate the ‘why’ – why are we doing what we’re doing. Servant Leadership As a leader, you’re not supposed to be bossing people around. You’re supposed to be in service of the team that you have. Your job is to actually really help bring your team together, but you are in service to them, as opposed to being directive. Tristan’s Advice to New Leaders Make sure you hire and grow and manage from a diversity perspective – diversity of thought, not just in terms of gender, race or age. 100% - don’t stop learning. Make sure that you remain curious. There’s a whole bunch of ways you can do that – consuming videos, podcasts, books, etc. Don’t try and boil the ocean – stick with one or two things that worked for you.     Links and Resources Connect with Tristan: LinkedIn Start With Why by Simon Sinek Leaders Eat Last by Simon Sinek Ten Percent Happier by Dan Harris

Hi everyone! Welcome to today’s show. Today we talk about the value of continuous learning and staying curious in your life and career with Tristan Cammaert. Tristan is a seasoned leader who has held various executive-level roles at RBC, currently at Earnst and Young. We also discuss: <ul> <li>The importance of team diversity, building trust, and being aligned to one strategic vision</li> <li>Getting out of our comfort zone</li> <li>Supporting the next generation of leaders</li> <li>Finding your why</li> <li>Servant leadership</li> <li>Having a vision, and a lot more.</li> </ul> Click that play button to listen! Don’t forget to subscribe and rate us on <a href="https://podcasts.apple.com/sg/podcast/the-new-leader-with-ian-daley/id1444305128" rel="nofollow" target="_blank"> Apple Podcasts!</a> Getting out of your comfort zone I do have the voice in my head that’s telling me “Stay where you are” on occasion, but I also will pause and take a step back and say, “Where do I know that I’d truly been at my best? Where have I been the happiest and most fulfilled in terms of my work?” It has always been when I am pushed and when I’m outside of my comfort zone. Find Your WHY Most companies and individuals are able to talk about the ‘what’ and sometimes they get to the ‘how’, but they’re very rarely actually able to articulate the ‘why’ – why are we doing what we’re doing. Servant Leadership As a leader, you’re not supposed to be bossing people around. You’re supposed to be in service of the team that you have. Your job is to actually really help bring your team together, but you are in service to them, as opposed to being directive. Tristan’s Advice to New Leaders Make sure you hire and grow and manage from a diversity perspective – diversity of thought, not just in terms of gender, race or age. 100% - don’t stop learning. Make sure that you remain curious. There’s a whole bunch of ways you can do that – consuming videos, podcasts, books, etc. Don’t try and boil the ocean – stick with one or two things that worked for you. Links and Resources Connect with Tristan: <a href="https://www.linkedin.com/in/tristan-cammaert/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://simonsinek.com/product/start-with-why/" rel="nofollow" target="_blank">Start With Why</a> by Simon Sinek <a href="https://simonsinek.com/product/leaders-eat-last/" rel="nofollow" target="_blank">Leaders Eat Last</a> by Simon Sinek <a href="https://www.tenpercent.com/dan-harris-books" rel="nofollow" target="_blank">Ten Percent Happier</a> by Dan Harris

Stay Curious! The Value of Continuous Learning with guest Tristan Cammaert 024

Carl Blundon

Whenever I do reviews with any of the guys in my team, that review always ends with me trying to drag feedback out of them for things that I could do differently and blind spots that I may have, or things that I may be doing that for them personally isn’t the most motivating. – Carl Blundon   Welcome to the show everybody! Today’s topic is Managing Different Generations. I have a great guest with us today who’s the Outsourcing Director for Adecco Taiwan, Carl Blundon. In this episode we talk about his journey, generation gaps, what he looks for in a team member, customizing feedback, seeking feedback from your team and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Investing in Your People’s Growth My two years in that role were incredibly successful from a financial perspective. We had 32% top line growth the first year, 16% following up on that the second year, so it was really good. I think the biggest mistake or failure that I had was that a lot of that growth was coming from my own sales. I was still spending too much time out, selling on my own and contributing too much on my own, rather than investing that time into the development and the success of the people that I had working for me. I was taking them with me; in my eyes, I was showing them the ropes but I was still doing it myself. When you look at those numbers – 32% and 16% - they look great. But had I spent more time investing in their development that first year, maybe that 32% might have been 24 % or 25%, but the second year when we were all working in similar levels of efficiency, maybe that 16% that second year is also up around 30% or 32% or 35%. Because you’re not depending on your own ability. You’ve brought the people in your team up to a similar level and you can reap the rewards for it.     Managing Different Generations I think it’s a little bit overblown. I think people make a little bit too much out of the generation gap. In the end, we’re not the same as our parents were; we don’t have the same aspirations that your typical baby boomer might have had. I don’t think it’s really fair to expect that out of younger people, no matter what generation they’re coming in from. No matter if you’re managing someone who’s older than you or younger than you, you have to sit down and figure out what motivates that person, what they want and to really understand them in order to get the best out of them. Giving Feedback For me, I don’t think you can have a one-size-fits-all approach when you’re giving feedback to people in your team. I have people in my team that are older than me, that are more senior and have been in the company longer than me. I’m not necessarily going to go in and deliver that feedback in exactly the same way and words that I would deliver it to a 22-year-old. You can want and expect people to take feedback, but you also have to give it in a customized way. You need to understand your people’s personalities and understand what type of feedback and setting and tone is going to allow them to react positively.   Links and Resources Connect with Carl: LinkedIn | Twitter | Instagram  Purple Cow, New Edition: Transform Your Business by Being Remarkable by Seth Godin  Quiet: The Power of Introverts in a World That Can't Stop Talking  by Susan Cain Fitbit App

Whenever I do reviews with any of the guys in my team, that review always ends with me trying to drag feedback out of them for things that I could do differently and blind spots that I may have, or things that I may be doing that for them personally isn’t the most motivating. – Carl Blundon Welcome to the show everybody! Today’s topic is Managing Different Generations. I have a great guest with us today who’s the Outsourcing Director for Adecco Taiwan, Carl Blundon. In this episode we talk about his journey, generation gaps, what he looks for in a team member, customizing feedback, seeking feedback from your team and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Investing in Your People’s Growth My two years in that role were incredibly successful from a financial perspective. We had 32% top line growth the first year, 16% following up on that the second year, so it was really good. I think the biggest mistake or failure that I had was that a lot of that growth was coming from my own sales. I was still spending too much time out, selling on my own and contributing too much on my own, rather than investing that time into the development and the success of the people that I had working for me. I was taking them with me; in my eyes, I was showing them the ropes but I was still doing it myself. When you look at those numbers – 32% and 16% - they look great. But had I spent more time investing in their development that first year, maybe that 32% might have been 24 % or 25%, but the second year when we were all working in similar levels of efficiency, maybe that 16% that second year is also up around 30% or 32% or 35%. Because you’re not depending on your own ability. You’ve brought the people in your team up to a similar level and you can reap the rewards for it. Managing Different Generations I think it’s a little bit overblown. I think people make a little bit too much out of the generation gap. In the end, we’re not the same as our parents were; we don’t have the same aspirations that your typical baby boomer might have had. I don’t think it’s really fair to expect that out of younger people, no matter what generation they’re coming in from. No matter if you’re managing someone who’s older than you or younger than you, you have to sit down and figure out what motivates that person, what they want and to really understand them in order to get the best out of them. Giving Feedback For me, I don’t think you can have a one-size-fits-all approach when you’re giving feedback to people in your team. I have people in my team that are older than me, that are more senior and have been in the company longer than me. I’m not necessarily going to go in and deliver that feedback in exactly the same way and words that I would deliver it to a 22-year-old. You can want and expect people to take feedback, but you also have to give it in a customized way. You need to understand your people’s personalities and understand what type of feedback and setting and tone is going to allow them to react positively. Links and Resources Connect with Carl: <a href="https://www.linkedin.com/in/carlblundon/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://twitter.com/carlblundon" rel="nofollow" target="_blank">Twitter</a> | <a href="https://www.instagram.com/boolundon/" rel="nofollow" target="_blank">Instagram</a> <a href="https://www.amazon.com/Purple-Cow-New-Transform-Remarkable/dp/1591843170" rel="nofollow" target="_blank"> Purple Cow, New Edition: Transform Your Business by Being Remarkable</a> by Seth Godin <a href="https://www.amazon.com/Quiet-Power-Introverts-World-Talking/dp/0307352153/" rel="nofollow" target="_blank"> Quiet: The Power of Introverts in a World That Can't Stop Talking</a>  by Susan Cain <a href="https://www.fitbit.com/ph/app" rel="nofollow" target="_blank">Fitbit App</a>

Managing Different Generations with guest Carl Blundon 012

Craig Rosenstein

Hi everyone! Welcome to the show. Today we’re flipping the format a little bit and we’re going to hear from the employee standpoint of what they look for in a new manager. If you’re an aspiring leader, this is a great perspective to hear. Today’s guest is Craig Rosenstein, a young man at the front end of his career. We talk about what’s important for a new manager to know from the eyes of someone they would be managing. In this episode, we talk about the two big things employees are looking for in a new leader, credibility being a two-way street, starting new work relationships on the right foot and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Give your Employees Support I always see these posts on LinkedIn and they say, “Here are the things that are important to employees: Being compensated fairly, being recognized, having development” and they are all very valid and important points. But the one word I never see is “support”. At the end of the day, you want your employees to feel empowered and feel supported enough to succeed. Everyone’s human and we have motivations, challenges and doubts, and the way to work through those situations is if you have that support system. From a leadership perspective, what I look for is, firstly, someone who’s available, and secondly, someone who either has the information or tools to help me when I’m missing something, or at least could direct me to that avenue. Give your employees Vision/Direction Do I know what my manager, and specifically, what the organization is trying to accomplish and how they’re trying to accomplish it? Even if I feel supported in a role, if I don’t see the bigger picture, or I’m not able to really understand how what I’m doing day to day impacts the business or the organization, then 1) I might not be as effective in my role, and 2) it might be like I’m doing things without a direction. Consistently check-in As a manager, sometimes you assume that they’re (your employees) are good – you’re checking in, you’re meeting frequently. But even as a manager, you need to continually check-in when people are getting busier or have more on their plate. Oftentimes, especially with a high performer, you just assume they’re going to get it done and all is good, and they may or may not be of the communication style to let you know. So it’s really important to be constantly checking in and making sure your people, especially your high performers, are in a good place, and not just assuming all is well. Links and Resources Connect with Craig: LinkedIn  To Sell is Human by Daniel Pink Craig’s advice: Don’t be overconfident about your memory. Always write things down, right away.

Hi everyone! Welcome to the show. Today we’re flipping the format a little bit and we’re going to hear from the employee standpoint of what they look for in a new manager. If you’re an aspiring leader, this is a great perspective to hear. Today’s guest is Craig Rosenstein, a young man at the front end of his career. We talk about what’s important for a new manager to know from the eyes of someone they would be managing. In this episode, we talk about the two big things employees are looking for in a new leader, credibility being a two-way street, starting new work relationships on the right foot and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Give your Employees Support I always see these posts on LinkedIn and they say, “Here are the things that are important to employees: Being compensated fairly, being recognized, having development” and they are all very valid and important points. But the one word I never see is “support”. At the end of the day, you want your employees to feel empowered and feel supported enough to succeed. Everyone’s human and we have motivations, challenges and doubts, and the way to work through those situations is if you have that support system. From a leadership perspective, what I look for is, firstly, someone who’s available, and secondly, someone who either has the information or tools to help me when I’m missing something, or at least could direct me to that avenue. Give your employees Vision/Direction Do I know what my manager, and specifically, what the organization is trying to accomplish and how they’re trying to accomplish it? Even if I feel supported in a role, if I don’t see the bigger picture, or I’m not able to really understand how what I’m doing day to day impacts the business or the organization, then 1) I might not be as effective in my role, and 2) it might be like I’m doing things without a direction. Consistently check-in As a manager, sometimes you assume that they’re (your employees) are good – you’re checking in, you’re meeting frequently. But even as a manager, you need to continually check-in when people are getting busier or have more on their plate. Oftentimes, especially with a high performer, you just assume they’re going to get it done and all is good, and they may or may not be of the communication style to let you know. So it’s really important to be constantly checking in and making sure your people, especially your high performers, are in a good place, and not just assuming all is well. Links and Resources Connect with Craig: <a href="https://www.linkedin.com/in/craigryanrosenstein/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/Sell-Human-Surprising-Moving-Others/dp/1594631905" rel="nofollow" target="_blank"> To Sell is Human</a> by Daniel Pink Craig’s advice: Don’t be overconfident about your memory. Always write things down, right away.

What Your Employees Want with guest Craig Rosenstein 018

Neil Pasricha

If you are a new leader, I will tell you, be yourself. Be your best self. Bring your excitement. Bring your enthusiasm. Love your job. Make sure you know what you’re doing. Tell everyone what you’re doing, and everything will sort itself out. – Neil Pasricha   Hi everyone! In today’s episode, we talk about how to get back up when life knocks you down. This is the episode where we learn practical strategies about failure. We often talk about success, about over-achievement, disruption, innovation, but we rarely talk enough about when life really kicks us in the gut and how to get back up and keep moving.   Our amazing guest today is Neil Pasricha. Neil is a New York Times Best-Selling Author of The Happiness Equation, The Book of Awesome, and he’s got a new book coming out called Back to Awesome, where he talks all about failure – what do we do with it, how do we become more resilient to move forward in our lives.   Neil is currently the director of the Institute of Global Happiness. He has a popular TED talk with over 3 million views. He has an amazing podcast called 3 Books with Neil Pasricha, which won an award as one of Apple’s Best of 2018 Podcasts.   Neil is an all-around great guy, a down-to-earth human, and I’m really excited for all of you to listen in.         A Benign Envy You, as the leader, have to be the most excited person in the room. People can only match your level of vision, your level of enthusiasm, your level of commitment. Whatever you show them that you are willing to do, that is setting a high bar that people can aspire to and it creates inside them a benign envy. There’s two kinds of envy. One is called malicious envy – that’s the negative envy, something like jealousy. The other is called benign envy, which is actually something that we all want. It means that you’re surrounded by someone you consider a role model, and it improves your own behavior and your own drive. Find your small pond One of the things I do whenever I’m going through failure or through a loss is I find small ponds. What does that mean? When I was at Harvard Business School, I was lucky enough to have lunch with the dean one day, the retired dean of HBS. He was like, “How’s school going?” I’m like, “Bad. I’m stressed, school’s really hard, I’m up late every night studying, and all the big, fancy companies are coming to campus… Not only are we supposed to do homework every night, but we’re also supposed to have beer with people we don’t know and apply for these jobs that we probably won’t get…” You know what the dean said to me? He’s like, “Oh man, that’s terrible. Well why don’t you just leave the beach?” “What beach? What are you talking about?” “Well right now you’re standing on the edge of the beach, like there’s a fence. If you look inside the beach, there’s like 10 bathing beauties, but there’s a thousand people like you outside the fence. The odds of you landing one…are super small.” “So what am I supposed to do?” “Leave the beach. Go find the broken companies, the bankrupt companies, the companies going through a hard time…If you can call them up, if you can work your way inside, if you can take a lower level position, then you will get unbelievable opportunities, because you’ll be working something in there. You will be given a lot of responsibility, promoted, taken seriously in meetings, and they will want to hear from you and your learning will vastly accelerate.” So I did that. Neil’s Advice “Don’t take advice.” That would be my advice. Often when we’re asking for advice, we’re really looking for an alibi. We’re looking to confirm something we already have inside ourselves. That’s why some resonate, some do not. When it’s resonating with you, it’s something you already believe. The people you’re asking are telling you the thing you want them to tell you, because you have something inside yourself. You can look at the most common advice of all – it all contradicts. ”Actions speak louder the words” OR “The pen is mightier than the sword” – which one is it? Is it “The early bird catches the worm,” or is it “good things come to those who wait”? Which one is it? You can’t find objectively true advice that applies in any case. Links and Resources Connect with Neil: LinkedIn | Facebook http://neil.blog/ https://globalhappiness.org/ How to Get Back Up by Neil Pasricha  The Happiness Equation by Neil Pasricha The Book of Awesome by Neil Pasricha 3 Books with Neil Pasricha Neil’s TED Talk: The 3 A’s of Awesome The One-Minute Manager by Ken Blanchard  The Black Swan by Nassim Nicholas Taleb Forest App

If you are a new leader, I will tell you, be yourself. Be your best self. Bring your excitement. Bring your enthusiasm. Love your job. Make sure you know what you’re doing. Tell everyone what you’re doing, and everything will sort itself out. – Neil Pasricha Hi everyone! In today’s episode, we talk about how to get back up when life knocks you down. This is the episode where we learn practical strategies about failure. We often talk about success, about over-achievement, disruption, innovation, but we rarely talk enough about when life really kicks us in the gut and how to get back up and keep moving. Our amazing guest today is Neil Pasricha. Neil is a New York Times Best-Selling Author of The Happiness Equation, The Book of Awesome, and he’s got a new book coming out called Back to Awesome, where he talks all about failure – what do we do with it, how do we become more resilient to move forward in our lives. Neil is currently the director of the <a href="https://globalhappiness.org/" rel="nofollow" target="_blank">Institute of Global Happiness</a>. He has a popular TED talk with over 3 million views. He has an amazing podcast called 3 Books with Neil Pasricha, which won an award as one of Apple’s Best of 2018 Podcasts. Neil is an all-around great guy, a down-to-earth human, and I’m really excited for all of you to listen in. A Benign Envy You, as the leader, have to be the most excited person in the room. People can only match your level of vision, your level of enthusiasm, your level of commitment. Whatever you show them that you are willing to do, that is setting a high bar that people can aspire to and it creates inside them a benign envy. There’s two kinds of envy. One is called malicious envy – that’s the negative envy, something like jealousy. The other is called benign envy, which is actually something that we all want. It means that you’re surrounded by someone you consider a role model, and it improves your own behavior and your own drive. Find your small pond One of the things I do whenever I’m going through failure or through a loss is I find small ponds. What does that mean? When I was at Harvard Business School, I was lucky enough to have lunch with the dean one day, the retired dean of HBS. He was like, “How’s school going?” I’m like, “Bad. I’m stressed, school’s really hard, I’m up late every night studying, and all the big, fancy companies are coming to campus… Not only are we supposed to do homework every night, but we’re also supposed to have beer with people we don’t know and apply for these jobs that we probably won’t get…” You know what the dean said to me? He’s like, “Oh man, that’s terrible. Well why don’t you just leave the beach?” “What beach? What are you talking about?” “Well right now you’re standing on the edge of the beach, like there’s a fence. If you look inside the beach, there’s like 10 bathing beauties, but there’s a thousand people like you outside the fence. The odds of you landing one…are super small.” “So what am I supposed to do?” “Leave the beach. Go find the broken companies, the bankrupt companies, the companies going through a hard time…If you can call them up, if you can work your way inside, if you can take a lower level position, then you will get unbelievable opportunities, because you’ll be working something in there. You will be given a lot of responsibility, promoted, taken seriously in meetings, and they will want to hear from you and your learning will vastly accelerate.” So I did that. Neil’s Advice “Don’t take advice.” That would be my advice. Often when we’re asking for advice, we’re really looking for an alibi. We’re looking to confirm something we already have inside ourselves. That’s why some resonate, some do not. When it’s resonating with you, it’s something you already believe. The people you’re asking are telling you the thing you want them to tell you, because you have something inside yourself. You can look at the most common advice of all – it all contradicts. ”Actions speak louder the words” OR “The pen is mightier than the sword” – which one is it? Is it “The early bird catches the worm,” or is it “good things come to those who wait”? Which one is it? You can’t find objectively true advice that applies in any case. Links and Resources Connect with Neil: <a href="https://www.linkedin.com/in/neilpasricha/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://www.facebook.com/NeilPasricha/" rel="nofollow" target="_blank">Facebook</a> <a href="http://neil.blog/" rel="nofollow" target="_blank">http://neil.blog/</a> <a href="https://globalhappiness.org/" rel="nofollow" target="_blank">https://globalhappiness.org/</a> <a href="https://globalhappiness.org/books/how-to-get-back-up/" rel="nofollow" target="_blank">How to Get Back Up</a> by Neil Pasricha <a href="https://globalhappiness.org/books/the-happiness-equation-want-nothing-do-nothing-have-everything/" rel="nofollow" target="_blank"> The Happiness Equation</a> by Neil Pasricha <a href="https://globalhappiness.org/books/book-of-awesome/" rel="nofollow" target="_blank">The Book of Awesome</a> by Neil Pasricha <a href="https://www.3books.co/" rel="nofollow" target="_blank">3 Books</a> with Neil Pasricha <a href="https://www.ted.com/talks/neil_pasricha_the_3_a_s_of_awesome" rel="nofollow" target="_blank">Neil’s TED Talk: The 3 A’s of Awesome</a> <a href="https://www.amazon.com/dp/0062367544/" rel="nofollow" target="_blank">The One-Minute Manager</a> by Ken Blanchard <a href="https://www.amazon.com/Black-Swan-Improbable-Robustness-Fragility/dp/081297381X/" rel="nofollow" target="_blank"> The Black Swan</a> by Nassim Nicholas Taleb <a href="https://www.forestapp.cc/" rel="nofollow" target="_blank">Forest App</a>

How To Get Back Up When Life Knocks You Down with guest Neil Pasricha 010

Aydin Mirzaee

Welcome to the show, everybody! Today we talk about how to supercharge your management skills with the co-founder of Fellow.app, Aydin Mirzaee. Aydin is a tech-loving entrepreneur with a passion for building great products, leadership and people. We also discuss:  How Fellow.app started out, Learning how to trust and delegate tasks, What makes a great manager, What Fellow.app can do for managers, How managers can help a team produce 10x more without their involvement, and more.  Click that play button to listen! Don’t forget to subscribe and rate us on  Apple Podcasts! A great leader trusts and delegates My perception of what a home run is in leadership changed over the course of time. When I was a lot younger, it was very results-focused. If the results are produced, who cares how the results were achieved? And if it meant that I was doing a lot of heavy lifting and didn’t trust other people to do their parts – no matter how it got done, if the result was achieved, that’s all that matters. That was my view, which was obviously very wrong and short-sighted. My view on what a home run is today is much more people-centric. Over the course of time, I clued in that I’m actually not really great at everything, and that other people can be a lot better than I am at most things. So it obviously makes sense to make sure that your team can pick up tasks and responsibilities. It will take them some time, but your job as a manager is to be there to give them feedback, so that they can improve very quickly, and eventually they will be better than you. Now, for me, a home run is when I'm not even involved in any team or project. What makes Follow.app such a great tool One of the things that a lot of people tend to ask us is, “Hey, you have this thing called Fellow and you’re basically building it for managers. What management philosophy do you subscribe to? What makes a good manager? Are you following some McKinsey methodology, or is this based on some HBR study?” That’s an important thing when people ask that question because they’re like, “Well, if we’re going to get people within our org to start using this thing, we probably should agree with what methodology you're proposing.” The thing is, Fellow is none of that. Fellow approaches all this stuff from a completely different approach. Our view on this was we wanted to build this tool that was super lightweight and all it did was it gave people the ability to do all the workflows that we think are best practices that most people should do. It just makes it super easy for everybody to do it, and do it most of the time. What makes a great manager? At a very basic level, we believe that managers should have one-on-ones and that they should be done regulary. We believe that they should get feedback, and often, on work that’s being done, and in a timely manner. We believe that they should recognize employees and that should be done throughout the year so you can basically track these things over the course of time. We think that they should run effective meetings. We think that they should help prioritize the work that their team is working on and help set goals and help set a vision and communicate. We think that they should be responsible; not only hold themselves accountable, but also hold their team accountable for things that are agreed upon in group settings. The things we’re talking about are not some methodology or anything like that. These are all things that we think all managers should do.   Links and Resources Connect with Aydin: LinkedIn | Twitter https://www.fellow.app/    The Making of a Manager: What to Do When Everyone Looks to You by Julie Zhuo    200 Questions for 1on1  The Art of the 1on1 Meeting eBook  Our lessons from the "Making of a Manager"

Welcome to the show, everybody! Today we talk about how to supercharge your management skills with the co-founder of Fellow.app, Aydin Mirzaee. Aydin is a tech-loving entrepreneur with a passion for building great products, leadership and people. We also discuss: <ul> <li>How Fellow.app started out,</li> <li>Learning how to trust and delegate tasks,</li> <li>What makes a great manager,</li> <li>What Fellow.app can do for managers,</li> <li>How managers can help a team produce 10x more without their involvement, and more.</li> </ul> Click that play button to listen! Don’t forget to subscribe and rate us on <a href="https://podcasts.apple.com/sg/podcast/the-new-leader-with-ian-daley/id1444305128" rel="nofollow" target="_blank"> Apple Podcasts!</a> A great leader trusts and delegates My perception of what a home run is in leadership changed over the course of time. When I was a lot younger, it was very results-focused. If the results are produced, who cares how the results were achieved? And if it meant that I was doing a lot of heavy lifting and didn’t trust other people to do their parts – no matter how it got done, if the result was achieved, that’s all that matters. That was my view, which was obviously very wrong and short-sighted. My view on what a home run is today is much more people-centric. Over the course of time, I clued in that I’m actually not really great at everything, and that other people can be a lot better than I am at most things. So it obviously makes sense to make sure that your team can pick up tasks and responsibilities. It will take them some time, but your job as a manager is to be there to give them feedback, so that they can improve very quickly, and eventually they will be better than you. Now, for me, a home run is when I'm not even involved in any team or project. What makes Follow.app such a great tool One of the things that a lot of people tend to ask us is, “Hey, you have this thing called Fellow and you’re basically building it for managers. What management philosophy do you subscribe to? What makes a good manager? Are you following some McKinsey methodology, or is this based on some HBR study?” That’s an important thing when people ask that question because they’re like, “Well, if we’re going to get people within our org to start using this thing, we probably should agree with what methodology you're proposing.” The thing is, Fellow is none of that. Fellow approaches all this stuff from a completely different approach. Our view on this was we wanted to build this tool that was super lightweight and all it did was it gave people the ability to do all the workflows that we think are best practices that most people should do. It just makes it super easy for everybody to do it, and do it most of the time. What makes a great manager? At a very basic level, we believe that managers should have one-on-ones and that they should be done regulary. We believe that they should get feedback, and often, on work that’s being done, and in a timely manner. We believe that they should recognize employees and that should be done throughout the year so you can basically track these things over the course of time. We think that they should run effective meetings. We think that they should help prioritize the work that their team is working on and help set goals and help set a vision and communicate. We think that they should be responsible; not only hold themselves accountable, but also hold their team accountable for things that are agreed upon in group settings. The things we’re talking about are not some methodology or anything like that. These are all things that we think all managers should do. Links and Resources Connect with Aydin: <a href="https://www.linkedin.com/in/aydinmirzaee/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://twitter.com/aydin" rel="nofollow" target="_blank">Twitter</a> <a href="https://www.fellow.app/" rel="nofollow" target="_blank">https://www.fellow.app/</a> <a href="https://www.amazon.ca/Making-Manager-What-Everyone-Looks/dp/0735219567/" rel="nofollow" target="_blank"> The Making of a Manager: What to Do When Everyone Looks to You</a> by Julie Zhuo <a href="https://www.fellow.app/blog/2019/one-on-one-meeting-questions-for-managers/" rel="nofollow" target="_blank"> 200 Questions for 1on1</a> <a href="https://www.fellow.app/blog/2019/one-on-one-meeting-definitive-guide/" rel="nofollow" target="_blank"> The Art of the 1on1 Meeting eBook</a> <a href="https://www.fellow.app/blog/2019/julie-zhuo-the-making-of-a-manager/" rel="nofollow" target="_blank"> Our lessons from the "Making of a Manager"</a>

How To Supercharge Your Management Skills with Aydin Mirzaee 029

David Dingwall

Don’t be afraid to give positive feedback. People are desperate to get feedback, even when it’s negative.   Welcome to The New Leader Podcast! Today on the show you will learn the three fundamental ways to better negotiation. My guest is David Dingwall – a legitimate heavy-hitter in this space, and he has the resume to back it up. As a lawyer, David was elected to the House of Commons in 1980, at the age of 27. In the mid-90s, he was a cabinet minister under Jean Chrétien, and held various portfolios including the Administer of Public Works and the Administer of Health. Currently, David is President and Vice Chancellor of Cape Breton University. He holds Commerce and Law degrees from Dalhousie University, has studied Corporate Governance at Harvard Law School, and is also a graduate of the Institute of Corporate Directors through the Rotman School of Management at University of Toronto.   I’m really pumped about this episode and I hope you get a ton of value. As always, don’t forget to rate us on iTunes!   How to become a better negotiator The big aspect of being a negotiator is your own individual preparation. I have found, time and time again, in law, in university, in the private sector, in nonprofit organizations, is that the person/s who are on the negotiating team leave it to the last minute and think that they can proceed in an orderly fashion by not giving it much time. So I urge my clients and others to take a lot of time and prepare yourself accordingly. There’s no detail which is too small – whether that be on your subject matter expertise, whether it be on your request, whether that be framing your ask, or whether it’s the mechanics and the logistics of the actual negotiation itself. Preparation, preparation. Walk away from a bad deal I’ve sat down with individuals, big organizations, small organizations, and had to conclude that there’s just not going to be an arrangement here. These people are so far apart, the relationship is not there, they don’t care about the relationship, and that it’s in everybody’s best interest to say, “Thank you very much. I understand your position, but I’m afraid that we’re not going to be able to conclude an arrangement today.” You’ll be surprised how that turns the other party. Up, down, or across? If you’re in an organization, are you negotiating up? Are you negotiating down? Or is it across? The dynamics are very, very different. If you’re dealing with a superior, you need to be much more prudent. You should be prudent at everything, but much more prudent in terms of how you handle yourself and how you frame the different issues that you want to have resolved. I tell my clients, “Write what your options are before you even sit down with the other side.” You just can’t sit at a negotiating table, whether it’s up, down or across, and have no justification for what you’re trying to say.   Links and Resources Connect with David: LinkedIn http://www.davidcdingwall.com/  Negotiating So Everyone Wins by David C. Dingwall

Don’t be afraid to give positive feedback. People are desperate to get feedback, even when it’s negative. Welcome to The New Leader Podcast! Today on the show you will learn the three fundamental ways to better negotiation. My guest is <a href="http://www.davidcdingwall.com/" rel="nofollow" target="_blank">David Dingwall</a> – a legitimate heavy-hitter in this space, and he has the resume to back it up. As a lawyer, David was elected to the House of Commons in 1980, at the age of 27. In the mid-90s, he was a cabinet minister under Jean Chrétien, and held various portfolios including the Administer of Public Works and the Administer of Health. Currently, David is President and Vice Chancellor of Cape Breton University. He holds Commerce and Law degrees from Dalhousie University, has studied Corporate Governance at Harvard Law School, and is also a graduate of the Institute of Corporate Directors through the Rotman School of Management at University of Toronto. I’m really pumped about this episode and I hope you get a ton of value. As always, don’t forget to rate us on iTunes! How to become a better negotiator The big aspect of being a negotiator is your own individual preparation. I have found, time and time again, in law, in university, in the private sector, in nonprofit organizations, is that the person/s who are on the negotiating team leave it to the last minute and think that they can proceed in an orderly fashion by not giving it much time. So I urge my clients and others to take a lot of time and prepare yourself accordingly. There’s no detail which is too small – whether that be on your subject matter expertise, whether it be on your request, whether that be framing your ask, or whether it’s the mechanics and the logistics of the actual negotiation itself. Preparation, preparation. Walk away from a bad deal I’ve sat down with individuals, big organizations, small organizations, and had to conclude that there’s just not going to be an arrangement here. These people are so far apart, the relationship is not there, they don’t care about the relationship, and that it’s in everybody’s best interest to say, “Thank you very much. I understand your position, but I’m afraid that we’re not going to be able to conclude an arrangement today.” You’ll be surprised how that turns the other party. Up, down, or across? If you’re in an organization, are you negotiating up? Are you negotiating down? Or is it across? The dynamics are very, very different. If you’re dealing with a superior, you need to be much more prudent. You should be prudent at everything, but much more prudent in terms of how you handle yourself and how you frame the different issues that you want to have resolved. I tell my clients, “Write what your options are before you even sit down with the other side.” You just can’t sit at a negotiating table, whether it’s up, down or across, and have no justification for what you’re trying to say. Links and Resources Connect with David: <a href="https://ca.linkedin.com/in/daviddingwall" rel="nofollow" target="_blank">LinkedIn</a> <a href="http://www.davidcdingwall.com/" rel="nofollow" target="_blank">http://www.davidcdingwall.com/</a> <a href="https://www.chapters.indigo.ca/en-ca/books/negotiating-so-everyone-wins-secrets/9781459411104-item.html?ikwid=negotiating+so+everyone+wins&amp;ikwsec=Home&amp;ikwidx=0" rel="nofollow" target="_blank"> Negotiating So Everyone Wins</a> by David C. Dingwall

Critical Negotiation Skills For New Leaders with guest David Dingwall 009

Sara Gallagher

Today’s guest is Sara Gallagher. Sara is the Vice President of Client Delivery, a Senior Consultant, Speaker, and Learning Facilitator at The Persimmon Group. In this episode, we talk about:  The lessons she’s learned and unlearned during her career, Impostor syndrome, mindfulness, and self-awareness, The importance of self-inquiry, Time/Energy Management, and a lot more.  Click that play button to listen, and don’t forget to rate us on iTunes! Leaders need to be self-aware You have to develop the skill of self-inquiry. “What is this?” “What am I feeling?” “Why do I feel it?” And stay with that train of thought. Don’t accept your first answer as true. If meditation is too woo-woo for you, that might be something you could do and achieve the same type of awareness and result. Be your kind of leader If you’re familiar with Myers-Briggs, I’m an INTJ. INTJ’s are always the villain. I’m Emperor Palpatine in Which Star Wars Character Are You?, I’m the butler from Downton Abbey. My boss, Bill, is an ENTJ. We approach things in very much the same way, except that he’s very much an extrovert and I’m an introvert in an extroverted job. One thing I was doing wrong (for me) for a long time was I was trying to be an ENTJ because that’s what was being modeled for me. And I was exhausting myself. I have things I bring to the table, but I can’t work as many hours, in the same hours, in the same types of hours – meaning, always with people – that Bill can, and be successful. It’s being honest about that, and realizing that to be at my best, I will have to approach things my way. Letting go of the belief that you have to be what has been modeled for you is really important. Sara’s advice to New Leaders I think when you first become a leader, you rush out to the bookstore or podcast menu and you look for “How do I fix other people?” “How do I get my team to do x?” “How do I get them to do y?” “How do we achieve results?” And those are really valuable skills, but it’s so easy to lose touch with your own growth and your own development, and to forget that you still have growing to do. Never invest more into someone’s personal development than they’re willing to put in themselves. Be others-focused, but also realize that that doesn’t mean you’re now the camp director over everybody’s professional development. Links and Resources Connect with Sara: LinkedIn https://www.thepersimmongroup.com/  The Coaching Habit: Say Less, Ask More &amp; Change the Way You Lead Forever by Michael Bungay Stanier  A Hidden Wholeness: The Journey Toward an Undivided Life by Parker J. Palmer

Today’s guest is Sara Gallagher. Sara is the Vice President of Client Delivery, a Senior Consultant, Speaker, and Learning Facilitator at The Persimmon Group. In this episode, we talk about: <ul> <li>The lessons she’s learned and unlearned during her career,</li> <li>Impostor syndrome, mindfulness, and self-awareness,</li> <li>The importance of self-inquiry,</li> <li>Time/Energy Management, and a lot more.</li> </ul> Click that play button to listen, and don’t forget to rate us on iTunes! Leaders need to be self-aware You have to develop the skill of self-inquiry. “What is this?” “What am I feeling?” “Why do I feel it?” And stay with that train of thought. Don’t accept your first answer as true. If meditation is too woo-woo for you, that might be something you could do and achieve the same type of awareness and result. Be your kind of leader If you’re familiar with Myers-Briggs, I’m an INTJ. INTJ’s are always the villain. I’m Emperor Palpatine in Which Star Wars Character Are You?, I’m the butler from Downton Abbey. My boss, Bill, is an ENTJ. We approach things in very much the same way, except that he’s very much an extrovert and I’m an introvert in an extroverted job. One thing I was doing wrong (for me) for a long time was I was trying to be an ENTJ because that’s what was being modeled for me. And I was exhausting myself. I have things I bring to the table, but I can’t work as many hours, in the same hours, in the same types of hours – meaning, always with people – that Bill can, and be successful. It’s being honest about that, and realizing that to be at my best, I will have to approach things my way. Letting go of the belief that you have to be what has been modeled for you is really important. Sara’s advice to New Leaders I think when you first become a leader, you rush out to the bookstore or podcast menu and you look for “How do I fix other people?” “How do I get my team to do x?” “How do I get them to do y?” “How do we achieve results?” And those are really valuable skills, but it’s so easy to lose touch with your own growth and your own development, and to forget that you still have growing to do. Never invest more into someone’s personal development than they’re willing to put in themselves. Be others-focused, but also realize that that doesn’t mean you’re now the camp director over everybody’s professional development. Links and Resources Connect with Sara: <a href="https://www.linkedin.com/in/saraegallagher/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.thepersimmongroup.com/" rel="nofollow" target="_blank">https://www.thepersimmongroup.com/</a> <a href="https://www.amazon.com/Coaching-Habit-Less-Change-Forever/dp/0978440749" rel="nofollow" target="_blank"> The Coaching Habit: Say Less, Ask More &amp; Change the Way You Lead Forever</a> by Michael Bungay Stanier <a href="https://www.amazon.com/Hidden-Wholeness-Journey-Toward-Undivided/dp/0470453761" rel="nofollow" target="_blank"> A Hidden Wholeness: The Journey Toward an Undivided Life</a> by Parker J. Palmer

The Importance of Self-Awareness in Leadership with guest Sara Gallagher

Dave Buzanko

Healthy and engaged employees, in concert with a strong Growth Mindset workplace culture, are the secret sauce for business success. When it comes to performance, it’s no surprise that the right mindset is critical to success. Today we’re going to talk with Dave Buzanko about how you can leverage a growth mindset to level up your results. Dave is a Growth Mindset Strategist with over three decades of Marketing and Communication experience across many industries, including Banking, Retail, Wellness and Learning. In this episode, we talk about:  His wellness journey, Missed leadership opportunities, How Leadership styles evolved over the years, Leading your immediate circle of influence, Growth vs Fixed mindsets, How to develop a growth mindset, the five pillars of growth, and a lot more.  Click that play button to listen, and don’t forget to rate us on iTunes! Leading your Inner Circle To me, I always think, “I lead my family, my friends, and my co-workers around me.” I don’t lead thousands of people; I know that we can only manage so many relationships, so I try to focus on the ones that are closest to me. If I can teach those people how to care for the people in their charge, then my job as a leader is to pass that knowledge on. That’s how I approach leadership today. It’s Who’s in my immediate circle of influence? What can I teach them? How can I teach them? How can I be the leader that they hope that I would be so that when they run into a tough situation, not only do they not feel embarrassed or ashamed or scared to speak up and say “I don’t have the answers,” but they’re willing to speak up and say, “I need your help”? What is a growth mindset? A person who has a Growth Mindset is somebody who is open to learning and improving their skill sets, while somebody with a fixed mindset believes that they’re born with a certain set of skills; they can’t improve upon those skills so they spend their lives measuring those skills and competing against each other, trying to define what they can do, but believing that there’s a limit to it. In business and in life, we can easily be fooled into thinking that we are what we create for ourselves and we are nothing more. The Five Pillars of Growth For me, to make things actionable, I actually have five pillars of growth mindsets, and they’re based on five of the best scientific books. Five Pillars of Growth:  Understanding Why You Do What You Do Defining Happiness in Your Life The Ripple Effect Critical Mistake Analysis The Power of Identity    Links and Resources Connect with Dave: LinkedIn dave@heartfit365.com www.heartfit365.com The Infinite Game by Simon Sinek  Start with Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek  Find Your Why: A Practical Guide for Discovering Purpose for You and Your Team by Simon Sinek  The Happiness Advantage: How a Positive Brain Fuels Success in Work and Life by Shawn Achor  The Ripple Effect: Sleep Better, Eat Better, Move Better, Think Better by Greg Wells, Ph.D.  Atomic Habits: An Easy &amp; Proven Way to Build Good Habits &amp; Break Bad Ones by James Clear

Healthy and engaged employees, in concert with a strong Growth Mindset workplace culture, are the secret sauce for business success. When it comes to performance, it’s no surprise that the right mindset is critical to success. Today we’re going to talk with Dave Buzanko about how you can leverage a growth mindset to level up your results. Dave is a Growth Mindset Strategist with over three decades of Marketing and Communication experience across many industries, including Banking, Retail, Wellness and Learning. In this episode, we talk about: <ul> <li>His wellness journey,</li> <li>Missed leadership opportunities,</li> <li>How Leadership styles evolved over the years,</li> <li>Leading your immediate circle of influence,</li> <li>Growth vs Fixed mindsets,</li> <li>How to develop a growth mindset,</li> <li>the five pillars of growth, and a lot more.</li> </ul> Click that play button to listen, and don’t forget to rate us on iTunes! Leading your Inner Circle To me, I always think, “I lead my family, my friends, and my co-workers around me.” I don’t lead thousands of people; I know that we can only manage so many relationships, so I try to focus on the ones that are closest to me. If I can teach those people how to care for the people in their charge, then my job as a leader is to pass that knowledge on. That’s how I approach leadership today. It’s Who’s in my immediate circle of influence? What can I teach them? How can I teach them? How can I be the leader that they hope that I would be so that when they run into a tough situation, not only do they not feel embarrassed or ashamed or scared to speak up and say “I don’t have the answers,” but they’re willing to speak up and say, “I need your help”? What is a growth mindset? A person who has a Growth Mindset is somebody who is open to learning and improving their skill sets, while somebody with a fixed mindset believes that they’re born with a certain set of skills; they can’t improve upon those skills so they spend their lives measuring those skills and competing against each other, trying to define what they can do, but believing that there’s a limit to it. In business and in life, we can easily be fooled into thinking that we are what we create for ourselves and we are nothing more. The Five Pillars of Growth For me, to make things actionable, I actually have five pillars of growth mindsets, and they’re based on five of the best scientific books. Five Pillars of Growth: <ol> <li>Understanding Why You Do What You Do</li> <li>Defining Happiness in Your Life</li> <li>The Ripple Effect</li> <li>Critical Mistake Analysis</li> <li>The Power of Identity</li> </ol> Links and Resources Connect with Dave: <a href="https://www.linkedin.com/in/davebuzanko/" rel="nofollow" target="_blank">LinkedIn</a> <a href="mailto:dave@heartfit365.com">dave@heartfit365.com</a> <a href="http://www.heartfit365.com" rel="nofollow" target="_blank">www.heartfit365.com</a> <a href="https://www.amazon.com/Infinite-Game-Simon-Sinek/dp/073521350X" rel="nofollow" target="_blank">The Infinite Game</a> by Simon Sinek <a href="https://www.amazon.com/Start-Why-Leaders-Inspire-Everyone/dp/1591846447/" rel="nofollow" target="_blank"> Start with Why: How Great Leaders Inspire Everyone to Take Action</a> by Simon Sinek <a href="https://www.amazon.com/Find-Your-Why-Practical-Discovering/dp/0143111728" rel="nofollow" target="_blank"> Find Your Why: A Practical Guide for Discovering Purpose for You and Your Team</a> by Simon Sinek <a href="https://www.amazon.com/Happiness-Advantage-Positive-Brain-Success/dp/0307591557" rel="nofollow" target="_blank"> The Happiness Advantage: How a Positive Brain Fuels Success in Work and Life</a> by Shawn Achor <a href="https://www.amazon.com/Ripple-Effect-Sleep-Better-Think-ebook/dp/B013PL1M3E" rel="nofollow" target="_blank"> The Ripple Effect: Sleep Better, Eat Better, Move Better, Think Better</a> by Greg Wells, Ph.D. <a href="https://www.amazon.com/s?k=atomic+habits&amp;i=stripbooks-intl-ship&amp;ref=nb_sb_noss_2" rel="nofollow" target="_blank"> Atomic Habits: An Easy &amp; Proven Way to Build Good Habits &amp; Break Bad Ones</a> by James Clear

The Power Of A Growth Mindset with guest Dave Buzanko 020

Jared Kligerman

Fully understand where you are and maximize it. Welcome to the show, everybody! Today’s guest is Jared Kligerman, President of The Think Tank, a boutique integrated marketing agency based here in Toronto, Canada. Today we talk about the importance of networking as a new manager, and the power of those networking relationships.   We also discuss  Jared’s early leadership blunders lessons Networking tips for introverts Why and how you should be networking How to choose the right networking events Pruning your network, and a lot more.  Click that play button to listen, and don’t forget to rate us on iTunes! Come without expectations Some people go into networking with the objective of landing a job or a client. This is one of the reasons why networking “doesn’t work” – the expectation that you’re going to get something out of it. What really did it for me was meeting a bunch of people at networking events, who, from the beginning of the conversation, I knew there wasn’t going to be any business opportunity there. We hit it off around a bunch of different topics – some of them were around business, but a lot of them were about personal stuff or sports. Those were the people I’ve kept in touch with, who I call up on a regular basis. My perception and my objective now when I go to networking events is, when I go, I try to meet 15 new people. Truthfully, I very rarely hit that goal, mostly because along the way I end up meeting people I really jive with and I end up having a fantastic conversation with.   Find someone you enjoy talking to Don’t expect that everybody you meet will have a strong connection with you and will want to have a long-term relationship with you. That’s just not the case. You’re not going to have a rapport with every person you talk to. Once I start getting comfortable talking to three different people, I up it to four people, then five. Then I start saying, “Now I want to try and meet five people, and I’m going to see if I can get one of those to be someone who’s really worth connecting and staying in-touch with long-term.” Now I’ve built a new layer of objective where it’s still not about the sales; it’s about meeting five people, and meeting one who’s really going to be helpful in some way, or just someone I want to talk to. It’s OK to be Picky Being a dad, I want to see my little one more often, and recognizing how much time and energy my wife puts into it, I also wanted to be an active part of it. I’ve built my personal rule that I’m only out one night a week, sometimes two if I have a lot of heads-up notice. And usually that second one’s with my wife. Because I’m only allowing myself to be out one night a week, I’ve had to really get picky about which events I’m going to. There’s a lot of networking events hosted on any given night, in any big city, and I know a lot of people who bounce around all of them. I’ve done it, and it’s exhausting, with very low returns.   Links and Resources Connect with Jared: LinkedIn http://tttmrktg.com/ Fuckup Nights Lead, Follow or Get Out of the Way: The Ultimate Guide to Leadership in the New World of Business by Greg Witz  One Powerful Mind: The Complete Approach to Emotional Management at Home and at Work by Paul Witz  Made to Stick: Why Some Ideas Survive and Others Die by Chip Heath and Dan Heath Work-Life Balance Lists

Fully understand where you are and maximize it. Welcome to the show, everybody! Today’s guest is Jared Kligerman, President of The Think Tank, a boutique integrated marketing agency based here in Toronto, Canada. Today we talk about the importance of networking as a new manager, and the power of those networking relationships.   We also discuss <ul> <li>Jared’s early leadership blunders lessons</li> <li>Networking tips for introverts</li> <li>Why and how you should be networking</li> <li>How to choose the right networking events</li> <li>Pruning your network, and a lot more.</li> </ul> Click that play button to listen, and don’t forget to rate us on iTunes! Come without expectations Some people go into networking with the objective of landing a job or a client. This is one of the reasons why networking “doesn’t work” – the expectation that you’re going to get something out of it. What really did it for me was meeting a bunch of people at networking events, who, from the beginning of the conversation, I knew there wasn’t going to be any business opportunity there. We hit it off around a bunch of different topics – some of them were around business, but a lot of them were about personal stuff or sports. Those were the people I’ve kept in touch with, who I call up on a regular basis. My perception and my objective now when I go to networking events is, when I go, I try to meet 15 new people. Truthfully, I very rarely hit that goal, mostly because along the way I end up meeting people I really jive with and I end up having a fantastic conversation with. Find someone you enjoy talking to Don’t expect that everybody you meet will have a strong connection with you and will want to have a long-term relationship with you. That’s just not the case. You’re not going to have a rapport with every person you talk to. Once I start getting comfortable talking to three different people, I up it to four people, then five. Then I start saying, “Now I want to try and meet five people, and I’m going to see if I can get one of those to be someone who’s really worth connecting and staying in-touch with long-term.” Now I’ve built a new layer of objective where it’s still not about the sales; it’s about meeting five people, and meeting one who’s really going to be helpful in some way, or just someone I want to talk to. It’s OK to be Picky Being a dad, I want to see my little one more often, and recognizing how much time and energy my wife puts into it, I also wanted to be an active part of it. I’ve built my personal rule that I’m only out one night a week, sometimes two if I have a lot of heads-up notice. And usually that second one’s with my wife. Because I’m only allowing myself to be out one night a week, I’ve had to really get picky about which events I’m going to. There’s a lot of networking events hosted on any given night, in any big city, and I know a lot of people who bounce around all of them. I’ve done it, and it’s exhausting, with very low returns. Links and Resources Connect with Jared: <a href="https://www.linkedin.com/in/jaredkligerman/" rel="nofollow" target="_blank">LinkedIn</a> <a href="http://tttmrktg.com/" rel="nofollow" target="_blank">http://tttmrktg.com/</a> <a href="https://fuckupnights.com/" rel="nofollow" target="_blank">Fuckup Nights</a> <a href="https://www.amazon.com/Lead-Follow-Get-Out-Way/dp/1494469839" rel="nofollow" target="_blank">Lead, Follow or Get Out of the Way: The Ultimate Guide to Leadership in the New World of Business</a> by Greg Witz <a href="https://www.amazon.com/One-Powerful-Mind-Emotional-Management/dp/0139293256" rel="nofollow" target="_blank"> One Powerful Mind: The Complete Approach to Emotional Management at Home and at Work</a> by Paul Witz <a href="https://www.amazon.com/Made-Stick-Ideas-Survive-Others/dp/1400064287/" rel="nofollow" target="_blank"> Made to Stick: Why Some Ideas Survive and Others Die</a> by Chip Heath and Dan Heath Work-Life Balance Lists

The Power of Networking & Relationships with guest Jared Kligerman 021

Trevor Murphy

Never stop learning, and always treat people with respect. Happy New Year! Welcome to The New Leader Podcast. This is the place for those who are new to people management and who aspire to leadership roles. Our special guest today is Trevor Murphy, Senior Vice President of Hockey Operations to the Newfoundland Growlers, an East Coast hockey league team based in St. John’s, Newfoundland. On this episode we talk about Sports Leadership – Lessons from the Ice. We talk about Trevor’s background, volunteerism, and the lessons he learned from experience, as well as his mentors. I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes!   First Lesson I learned very quickly to lean on people around you that have experience, and don’t be afraid to ask questions, because there’s never a bad question. It’s not a sign of weakness; it’s actually a sign of strength in my opinion, when you’re willing to ask questions and take feedback from other people. Second Lesson One thing I learned…was to treat people the right way. If you read different books and watch different videos on leadership and such, you see the difference between being a boss and being a leader. Developing that leadership aspect as opposed to the boss mentality – the quicker a young professional can figure that out, I believe the more success they’re going to have in a leadership role. That’s something I learned from watching, seeing how people did things. I tried to do that right away. The boss comes in and tells people what to do, but a leader shows them what to do and leads by example. Third Lesson Don’t sweat the small stuff. Don’t get me wrong – I do sweat the small stuff sometimes when I want things to go well. But I’ve learned over the years how to handle some adversity, and how to handle some negativity. You’ll quickly learn that you can’t please everybody. You’ll never please everyone, but you can do your best to please people. You strive to be the best you can be, you strive to be the hardest working person you know. You strive to do things right all the time. At the end of the day, if you know you’ve done that, then that’s something that you can be very proud of.  Links and Resources Connect with Trevor: LinkedIn |  Twitter  What it Takes to be Number One by Vince Lombardi  The Last Lecture by Randy Pausch

Never stop learning, and always treat people with respect. Happy New Year! Welcome to The New Leader Podcast. This is the place for those who are new to people management and who aspire to leadership roles. Our special guest today is Trevor Murphy, Senior Vice President of Hockey Operations to the Newfoundland Growlers, an East Coast hockey league team based in St. John’s, Newfoundland. On this episode we talk about Sports Leadership – Lessons from the Ice. We talk about Trevor’s background, volunteerism, and the lessons he learned from experience, as well as his mentors. I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes!   First Lesson I learned very quickly to lean on people around you that have experience, and don’t be afraid to ask questions, because there’s never a bad question. It’s not a sign of weakness; it’s actually a sign of strength in my opinion, when you’re willing to ask questions and take feedback from other people. Second Lesson One thing I learned…was to treat people the right way. If you read different books and watch different videos on leadership and such, you see the difference between being a boss and being a leader. Developing that leadership aspect as opposed to the boss mentality – the quicker a young professional can figure that out, I believe the more success they’re going to have in a leadership role. That’s something I learned from watching, seeing how people did things. I tried to do that right away. The boss comes in and tells people what to do, but a leader shows them what to do and leads by example. Third Lesson Don’t sweat the small stuff. Don’t get me wrong – I do sweat the small stuff sometimes when I want things to go well. But I’ve learned over the years how to handle some adversity, and how to handle some negativity. You’ll quickly learn that you can’t please everybody. You’ll never please everyone, but you can do your best to please people. You strive to be the best you can be, you strive to be the hardest working person you know. You strive to do things right all the time. At the end of the day, if you know you’ve done that, then that’s something that you can be very proud of. Links and Resources Connect with Trevor: <a href="https://www.linkedin.com/in/trevor-murphy-09194358/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="006%20Leadership%20in%20Sport%20-%20Lessons%20From%20The%20Ice%20with%20guest%20Trevor%20Murphy.mp3" rel="nofollow" target="_blank"> Twitter</a> <a href="https://www.amazon.com/What-Takes-be-Number-One-ebook/dp/B005ENBC9Q" rel="nofollow" target="_blank"> What it Takes to be Number One</a> by Vince Lombardi <a href="https://www.amazon.com/Last-Lecture-Randy-Pausch-ebook/dp/B00JJ9QFDY/" rel="nofollow" target="_blank"> The Last Lecture</a> by Randy Pausch

Leadership in Sport: Lessons From The Ice with guest Trevor Murphy 006

Ron Tite

Welcome to The New Leader Podcast. I’m your host, Ian Daley. Today we’re going to talk about Creativity in Leadership – why it’s important, and how leaders can be more creative. Today’s guest is Ron Tite. Ron is a speaker, and the Founder and CEO of Church+State, a Toronto-based marketing agency. He’s also the author of Everyone’s an Artist (or At Least They Should Be), published by HarperCollins in 2016. Ron has been an award-winning writer and creative director for brands such as Air France, Evian, Johnson &amp; Johnson and Intel, to name a few. In this episode, we look at: Ron’s first experience as a manager, the definition of a true leader, his biggest win and biggest loss, the importance of creativity in leadership, his favorite streamlining tools and how they make work more efficient, and a lot more. I hope you enjoy this one.   Ron’s First Management Role My real first management role was my very first job. Like most comedians and creative directors, I did a Phys. Ed. degree. My very first job was helping launch the National Executive MBA program at Queen’s University – the Queen’s School of Business. There I was, a Phys. Ed. grad. I didn’t know how I got there, but being an administrator and a manager in a School of Business, launching a video conference Executive MBA program, was not something I spoke to my high school guidance counselor then. I landed in this place because I was there as a summer student. The Director of it said, “You’re smart enough to really understand where we have to take this. You’re a good enough team player that you can build trust with people and rally people around a shared cause. You’re competitive because of your athletic background, but you’re not too competitive, like you’re not a jerk about it.” True Leadership When we talk about leadership, we talk about direct reports. But the reality is, with this outsourced world, with this gig economy, and with these fuzzy lines between roles, where people are inside your organization or outside your organization, they’re a contractor, or a freelancer – whatever. All that stuff goes away now. True leaders are the ones who can rally a group of people around a shared purpose. Sometimes those people report to you and sometimes they don’t. Why Creativity is Important As a Leader The key aspect of creativity is when somebody stops and asks themselves, “Hold on a second. What if there are no rules?” The complete opposite of creativity is doing things the way you always do them, and that’s the way a lot of leaders operate. There’s a set of rules, and you follow the rules. Here’s the 5-step plan to leading people. This is what you do on a daily basis. You do an HR-mandated 360 review. This is how it goes; this is the document you use. These are the things you say. And you do that, and it becomes efficient. You guarantee quality. You all follow the same steps every single time. It’s an assembly line of leadership. And there are people who have built their careers with no absolute brilliance, but with an absolute commitment and discipline to following the rules. There are things you do, there are ways you dress, there are things that you say – and if you just follow those rules, you’ll do very well. The problem is that pretty much in every aspect of leadership, pretty much in every single category on the planet, all those rules have been thrown out the window. We are now in a situation where there are no rules. We’re seeing entire categories being completely disrupted simply because of outside disruptors who are solving the problems the establishment can’t, or won’t. And the reason they are solving these problems is because they’re not following the rules.    Links and Resources Connect with Ron: LinkedIn Visit their website: https://churchstate.co/ | http://rontite.com/  Everyone’s an Artist (or At Least They Should Be): How Creativity Gives You the Edge in Everything You Do by Ron Tite, Scott Kavanagh and Christopher Novais  The Seven Words You Can Never Say on Television by George Carlin Slack Evernote Scrivener  ICONIC: How Organizations and Leaders Attain, Sustain, and Regain the Highest Level of Distinction by Scott McKain All the Light We Cannot See: A Novel by Anthony Doerr

Welcome to The New Leader Podcast. I’m your host, Ian Daley. Today we’re going to talk about Creativity in Leadership – why it’s important, and how leaders can be more creative. Today’s guest is Ron Tite. Ron is a speaker, and the Founder and CEO of Church+State, a Toronto-based marketing agency. He’s also the author of Everyone’s an Artist (or At Least They Should Be), published by HarperCollins in 2016. Ron has been an award-winning writer and creative director for brands such as Air France, Evian, Johnson &amp; Johnson and Intel, to name a few. In this episode, we look at: Ron’s first experience as a manager, the definition of a true leader, his biggest win and biggest loss, the importance of creativity in leadership, his favorite streamlining tools and how they make work more efficient, and a lot more. I hope you enjoy this one.   Ron’s First Management Role My real first management role was my very first job. Like most comedians and creative directors, I did a Phys. Ed. degree. My very first job was helping launch the National Executive MBA program at Queen’s University – the Queen’s School of Business. There I was, a Phys. Ed. grad. I didn’t know how I got there, but being an administrator and a manager in a School of Business, launching a video conference Executive MBA program, was not something I spoke to my high school guidance counselor then. I landed in this place because I was there as a summer student. The Director of it said, “You’re smart enough to really understand where we have to take this. You’re a good enough team player that you can build trust with people and rally people around a shared cause. You’re competitive because of your athletic background, but you’re not too competitive, like you’re not a jerk about it.” True Leadership When we talk about leadership, we talk about direct reports. But the reality is, with this outsourced world, with this gig economy, and with these fuzzy lines between roles, where people are inside your organization or outside your organization, they’re a contractor, or a freelancer – whatever. All that stuff goes away now. True leaders are the ones who can rally a group of people around a shared purpose. Sometimes those people report to you and sometimes they don’t. Why Creativity is Important As a Leader The key aspect of creativity is when somebody stops and asks themselves, “Hold on a second. What if there are no rules?” The complete opposite of creativity is doing things the way you always do them, and that’s the way a lot of leaders operate. There’s a set of rules, and you follow the rules. Here’s the 5-step plan to leading people. This is what you do on a daily basis. You do an HR-mandated 360 review. This is how it goes; this is the document you use. These are the things you say. And you do that, and it becomes efficient. You guarantee quality. You all follow the same steps every single time. It’s an assembly line of leadership. And there are people who have built their careers with no absolute brilliance, but with an absolute commitment and discipline to following the rules. There are things you do, there are ways you dress, there are things that you say – and if you just follow those rules, you’ll do very well. The problem is that pretty much in every aspect of leadership, pretty much in every single category on the planet, all those rules have been thrown out the window. We are now in a situation where there are no rules. We’re seeing entire categories being completely disrupted simply because of outside disruptors who are solving the problems the establishment can’t, or won’t. And the reason they are solving these problems is because they’re not following the rules. Links and Resources Connect with Ron: <a href="https://www.linkedin.com/in/rontite/" rel="nofollow" target="_blank">LinkedIn</a> Visit their website: <a href="https://churchstate.co/" rel="nofollow" target="_blank">https://churchstate.co/</a> | <a href="http://rontite.com/" rel="nofollow" target="_blank">http://rontite.com/</a> <a href="https://www.amazon.ca/Everyones-Artist-Least-They-Should/dp/144342630X" rel="nofollow" target="_blank"> Everyone’s an Artist (or At Least They Should Be): How Creativity Gives You the Edge in Everything You Do</a> by Ron Tite, Scott Kavanagh and Christopher Novais <a href="https://genius.com/George-carlin-the-seven-words-you-can-never-say-on-television-annotated" rel="nofollow" target="_blank"> The Seven Words You Can Never Say on Television</a> by George Carlin <a href="https://slack.com/" rel="nofollow" target="_blank">Slack</a> <a href="https://evernote.com/" rel="nofollow" target="_blank">Evernote</a> <a href="https://www.literatureandlatte.com/scrivener/overview" rel="nofollow" target="_blank">Scrivener</a> <a href="https://www.amazon.com/ICONIC-Organizations-Leaders-Sustain-Distinction/dp/1948677067" rel="nofollow" target="_blank"> ICONIC: How Organizations and Leaders Attain, Sustain, and Regain the Highest Level of Distinction</a> by Scott McKain <a href="https://www.amazon.com/All-Light-We-Cannot-See/dp/1501173219" rel="nofollow" target="_blank">All the Light We Cannot See: A Novel</a> by Anthony Doerr

Creativity in Leadership with guest Ron Tite 003

Edwin Frondozo

Always listen. – Edwin Frondozo Hi everyone! Today we talk about the importance of lifelong learning for new leaders with Edwin Frondozo. Edwin is an Entrepreneur, Startup Advisor and Founder and Host of The Business Leadership Podcast. We also discuss:  First hires, Onboarding systems, The importance of culture, Helping those below and above you move forward, Finding the time to learn new things, and more.  Click that play button to listen! Don’t forget to subscribe and rate us on  Apple Podcasts! Make your employees successful Your job as a leader is to provide as much knowledge, as much resources as you can to your people. Assuming you’re hiring very skilled talent, you want to make sure that you’re giving them a space to excel in. You want to be able to let your people grow so much that they’re going to get headhunted all the time, because your organization is topnotch. And that’s OK. Make time for learning If you really think you don’t have time, then stop watching Netflix at night. Stop your streaming services. Stop watching your favorite sports games. Don’t go on social media – you’ll get three hours back into your day. Sometimes that can be tough to hear. But a lot of us can absolutely find the time to learn, whether it’s sitting and reading, listening on the ride to work. I constantly remind my network of that because it’s so easy to get distracted with the every day that you actually don’t read or don’t consume or develop anything. And then you tell yourself this narrative, this lie, that there’s no time, when in fact there actually is time. Listen, and continue to listen. Listen. If you’re a new manager, even if you’re a new executive – don’t try to change anything in the first 90 days. You just want to listen. Listen to all your team members. Listen to your clients. Listen to your managers, the stakeholders. You don’t want to change anything right away. You want to know what’s going on before you can implement something or change something or bring in what you think is better for the role. Ultimately, it’s highly likely that you’re coming into a role that you’re replacing someone. So something’s going on. Something went right, something went wrong. That’s a great opportunity to really listen to the people who have been there before.   Links and Resources Connect with Edwin: LinkedIn Twitter https://thebusinessleadership.com/  The 7 Habits of Highly Effective People by Stephen R. Covey  The Artist’s Way by Julia Cameron  Everyone's An Artist (or At Least They Should Be): How Creativity Gives You the Edge in Everything You Do by Ron Tite Edwin’s Productivity Tips: - Pomodoro Technique - Systemizing your inbox

Always listen. – Edwin Frondozo Hi everyone! Today we talk about the importance of lifelong learning for new leaders with Edwin Frondozo. Edwin is an Entrepreneur, Startup Advisor and Founder and Host of The Business Leadership Podcast. We also discuss: <ul> <li>First hires,</li> <li>Onboarding systems,</li> <li>The importance of culture,</li> <li>Helping those below and above you move forward,</li> <li>Finding the time to learn new things, and more.</li> </ul> Click that play button to listen! Don’t forget to subscribe and rate us on <a href="https://podcasts.apple.com/sg/podcast/the-new-leader-with-ian-daley/id1444305128" rel="nofollow" target="_blank"> Apple Podcasts!</a> Make your employees successful Your job as a leader is to provide as much knowledge, as much resources as you can to your people. Assuming you’re hiring very skilled talent, you want to make sure that you’re giving them a space to excel in. You want to be able to let your people grow so much that they’re going to get headhunted all the time, because your organization is topnotch. And that’s OK. Make time for learning If you really think you don’t have time, then stop watching Netflix at night. Stop your streaming services. Stop watching your favorite sports games. Don’t go on social media – you’ll get three hours back into your day. Sometimes that can be tough to hear. But a lot of us can absolutely find the time to learn, whether it’s sitting and reading, listening on the ride to work. I constantly remind my network of that because it’s so easy to get distracted with the every day that you actually don’t read or don’t consume or develop anything. And then you tell yourself this narrative, this lie, that there’s no time, when in fact there actually is time. Listen, and continue to listen. Listen. If you’re a new manager, even if you’re a new executive – don’t try to change anything in the first 90 days. You just want to listen. Listen to all your team members. Listen to your clients. Listen to your managers, the stakeholders. You don’t want to change anything right away. You want to know what’s going on before you can implement something or change something or bring in what you think is better for the role. Ultimately, it’s highly likely that you’re coming into a role that you’re replacing someone. So something’s going on. Something went right, something went wrong. That’s a great opportunity to really listen to the people who have been there before. Links and Resources Connect with Edwin: <a href="https://www.linkedin.com/in/drgnmeme/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://twitter.com/drgnmeme?lang=en" rel="nofollow" target="_blank">Twitter</a> <a href="https://thebusinessleadership.com/" rel="nofollow" target="_blank">https://thebusinessleadership.com/</a> <a href="https://www.amazon.com/Habits-Highly-Effective-People-Powerful/dp/0743269519" rel="nofollow" target="_blank"> The 7 Habits of Highly Effective People</a> by Stephen R. Covey <a href="https://www.amazon.com/Artists-Way-25th-Anniversary/dp/0143129252" rel="nofollow" target="_blank"> The Artist’s Way</a> by Julia Cameron <a href="https://www.amazon.com/Everyones-Artist-Least-They-Should-ebook/dp/B00G2B6QG8" rel="nofollow" target="_blank"> Everyone's An Artist (or At Least They Should Be): How Creativity Gives You the Edge in Everything You Do</a> by Ron Tite Edwin’s Productivity Tips: - Pomodoro Technique - Systemizing your inbox

The Importance of Lifelong Learning for New Leaders with guest Edwin Frondozo 026

Andy Storch

Be a student of your craft and of management. Have the mindset that even if you might be doing a good job, you know you can get a lot better. There’s so much to learn. – Andy Storch Hi everyone! Welcome to today’s episode. Our guest for today is Andy Storch. Andy is a Talent Development Consultant and Partner at Advantage Performance Group based in sunny Orlando, Florida. He’s the host of two podcasts: Talent Development Hot Seat, and The Andy Storch Show. Today we talk about:  The importance of personal and professional branding Impostor Syndrome, Understanding and acknowledging your own strengths and weaknesses, Putting yourself (and your content) out there and a lot more.  Click that play button to listen! Don’t forget to subscribe and rate us on  Apple Podcasts! Impostor Syndrome I remember the first time I was an analyst at a large insurance company in California. I got promoted as a product manager, and I had an analyst reporting to me. I realized very quickly that she knew more about the job than I did, and that was an intimidating and humbling situation because I didn’t really feel like I should be her manager. I felt like she should by my manager. I know a lot of people end up in situations like that – whether it’s legitimate or not – because many people have a little bit of “impostor syndrome”, where you don’t think that you really deserve the title or the position that you’re in. I definitely had that then. What I’ve learned later on in life is that being a manager is not about being the smartest person. It’s not about knowing more than the people who report to you. It’s about being able to coordinate, put them in the right position to do their jobs, be there to coach them and help them with issues they’re dealing with. Personal and Professional Branding I really believe that in the future of work, things are changing. We hear about the so-called “gig economy”. It doesn’t mean that everybody’s going to be a freelancer or an independent consultant like me, but I do think that companies are going to be going to more project-based work. People are going to be moving around more, working remotely, working in different positions, different places, changing jobs a lot more often. Therefore, I think it becomes more and more important for people to understand their own strengths and the strengths of the people around them, and getting different roles based on what those strengths are. And they’re often going to assign those things based on what you’re known for. Everybody has a brand, something they’re known for, whether they take time to define it or not. Stay hungry Keep that mindset that you’ve never really reached your destination, or you’re on a journey of learning, of growth, even when you are 50 or 60 years old and pretty established in your career. That you don’t know it all, you don’t have it all figured out. That you could always learn from other people, and you have this curiosity, always.     Links and Resources Connect with Andy: LinkedIn  Multipliers: How the Best Leaders Make Everyone Smarter by Liz Wiseman Talent Development Think Tank 2019 http://www.talentdevelopmenthotseat.com/ http://bit.ly/AndyStorchShow

Be a student of your craft and of management. Have the mindset that even if you might be doing a good job, you know you can get a lot better. There’s so much to learn. – Andy Storch Hi everyone! Welcome to today’s episode. Our guest for today is Andy Storch. Andy is a Talent Development Consultant and Partner at Advantage Performance Group based in sunny Orlando, Florida. He’s the host of two podcasts: Talent Development Hot Seat, and The Andy Storch Show. Today we talk about: <ul> <li>The importance of personal and professional branding</li> <li>Impostor Syndrome,</li> <li>Understanding and acknowledging your own strengths and weaknesses,</li> <li>Putting yourself (and your content) out there</li> <li>and a lot more.</li> </ul> Click that play button to listen! Don’t forget to subscribe and rate us on <a href="https://podcasts.apple.com/sg/podcast/the-new-leader-with-ian-daley/id1444305128" rel="nofollow" target="_blank"> Apple Podcasts!</a> Impostor Syndrome I remember the first time I was an analyst at a large insurance company in California. I got promoted as a product manager, and I had an analyst reporting to me. I realized very quickly that she knew more about the job than I did, and that was an intimidating and humbling situation because I didn’t really feel like I should be her manager. I felt like she should by my manager. I know a lot of people end up in situations like that – whether it’s legitimate or not – because many people have a little bit of “impostor syndrome”, where you don’t think that you really deserve the title or the position that you’re in. I definitely had that then. What I’ve learned later on in life is that being a manager is not about being the smartest person. It’s not about knowing more than the people who report to you. It’s about being able to coordinate, put them in the right position to do their jobs, be there to coach them and help them with issues they’re dealing with. Personal and Professional Branding I really believe that in the future of work, things are changing. We hear about the so-called “gig economy”. It doesn’t mean that everybody’s going to be a freelancer or an independent consultant like me, but I do think that companies are going to be going to more project-based work. People are going to be moving around more, working remotely, working in different positions, different places, changing jobs a lot more often. Therefore, I think it becomes more and more important for people to understand their own strengths and the strengths of the people around them, and getting different roles based on what those strengths are. And they’re often going to assign those things based on what you’re known for. Everybody has a brand, something they’re known for, whether they take time to define it or not. Stay hungry Keep that mindset that you’ve never really reached your destination, or you’re on a journey of learning, of growth, even when you are 50 or 60 years old and pretty established in your career. That you don’t know it all, you don’t have it all figured out. That you could always learn from other people, and you have this curiosity, always. Links and Resources Connect with Andy: <a href="https://www.linkedin.com/in/andystorch/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395" rel="nofollow" target="_blank"> Multipliers: How the Best Leaders Make Everyone Smarter</a> by Liz Wiseman <a href="https://tdtt.us/" rel="nofollow" target="_blank">Talent Development Think Tank 2019</a> <a href="http://www.talentdevelopmenthotseat.com/" rel="nofollow" target="_blank">http://www.talentdevelopmenthotseat.com/</a> <a href="http://bit.ly/AndyStorchShow" rel="nofollow" target="_blank">http://bit.ly/AndyStorchShow</a>

023 The Importance of Personal and Professional Branding with guest Andy Storch

Ian Daley

Welcome to The New Leader Podcast. Today we have a short, 12-minute episode on the importance of one-on-one meetings. We talk about five things:  What’s a one-on-one meeting? 5 reasons why we do one-on-one meetings When do you do them? How does it work? What’s the format? Potential pitfalls to avoid with these types of meetings.    Hit that play button and don’t forget to subscribe and rate us on iTunes!   One-on-One Meetings Very simply, it is a meeting between a manager and an employee. It’s dedicated time on a regular basis, it’s pre-scheduled, and it’s always private between those two people. Why do we do them? One-on-one meetings encourage open communication. That’s the basis of a great foundation of a relationship – regular communication. It also gives employees time to prepare. If you know you have access to your manager on a regular basis for a set period of time, it allows you to think and prepare for what you want to talk about. How does it work? Before you even have that one-on-one with an employee, you want to give them notice about what’s coming around the corner. Nobody likes a surprise from their manager on a Monday morning about a major change in their routine. So I would recommend that you give them at least 4-6 weeks notice. It sounds long, but it does take the edge off when a change is coming. You want to be transparent. In that message, you’re telling them why you want to connect. Links and Resources Connect with me: LinkedIn | Facebook info@iandaley.com  The Effective Manager by Mark Horstman

Welcome to The New Leader Podcast. Today we have a short, 12-minute episode on the importance of one-on-one meetings. We talk about five things: <ol> <li>What’s a one-on-one meeting?</li> <li>5 reasons why we do one-on-one meetings</li> <li>When do you do them?</li> <li>How does it work? What’s the format?</li> <li>Potential pitfalls to avoid with these types of meetings.</li> </ol> Hit that play button and don’t forget to subscribe and rate us on iTunes!   One-on-One Meetings Very simply, it is a meeting between a manager and an employee. It’s dedicated time on a regular basis, it’s pre-scheduled, and it’s always private between those two people. Why do we do them? One-on-one meetings encourage open communication. That’s the basis of a great foundation of a relationship – regular communication. It also gives employees time to prepare. If you know you have access to your manager on a regular basis for a set period of time, it allows you to think and prepare for what you want to talk about. How does it work? Before you even have that one-on-one with an employee, you want to give them notice about what’s coming around the corner. Nobody likes a surprise from their manager on a Monday morning about a major change in their routine. So I would recommend that you give them at least 4-6 weeks notice. It sounds long, but it does take the edge off when a change is coming. You want to be transparent. In that message, you’re telling them why you want to connect. Links and Resources Connect with me: <a href="https://www.linkedin.com/in/catherinerice2017/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://www.facebook.com/Ian-Daley-273495433091977/" rel="nofollow" target="_blank">Facebook</a> <a href="mailto:info@iandaley.com">info@iandaley.com</a> <a href="https://www.amazon.com/Effective-Manager-Mark-Horstman/dp/1119244609" rel="nofollow" target="_blank"> The Effective Manager</a> by Mark Horstman

The Power of One on Ones with Ian Daley 011

Get to the point where you actually are confident enough in your team, in your decision-making prowess, in your ability to consider failure, to think totally differently about the problem and see if there is a better way to attack it. – Matt Confer Hi everyone! Welcome to today’s show. Today we talk about the Four Elements of Effective Decision-Making for New Leaders with Matt Confer. Matt is the VP of Strategy &amp; Business Development for Abilitie, a leadership development company based in beautiful Austin, Texas. We also discuss:  The importance of developing relationships Trusting and leaning on your team and allowing them to fail, Preparing for worst-case scenarios, Testing your comfortable limits, Thinking differently, and more.  Click that play button to listen! Don’t forget to subscribe and rate us on  Apple Podcasts! Good relationships contribute to project success If you don’t invest early on in developing a relationship with those that you manage, it’s going to be very hard when you get into the thick of a project and you have to really push your comfortable limits about what is possible to deliver. If you just jump right into the pure, active managing and delegating and never build any sort of a substantial relationship, it just makes things all the more difficult especially when you’re talking about thousands of miles between you and doing all of your work virtually. Identify the problem, and simplify it When we throw a problem at leaders in our simulation, the initial instinct that everybody has is, “Ooh – a problem. I’m going to jump in and I’m going to solve it.” The problem is, most teams don’t take the one to two minutes to say what actually is the problem that we’re embarking on. They get so excited by the chance to solve something, that they never take a step back and identify what the problem is. The first step should be to identify it, and then simplify it. That should come before ever trying to embark on solving it. Pivot, Pivot, Pivot I almost never see a team in our simulation that ends up winning or ends up as one of the teams near the top that had one strategy, completely, effectively delivered that strategy, and never had to change course. You have to be comfortable with the fact that you need to adjust to changing dynamics – either changing dynamics at your company, changing dynamics in your industry.     Links and Resources Connect with Matt: LinkedIn Twitter Abilitie Freakonomics: A Rogue Economist Explores the Hidden Side of Everything by Steven D. Levitt &amp; Stephen J. Dubner Productivity Tip: Time Blocking and Reminders App

Get to the point where you actually are confident enough in your team, in your decision-making prowess, in your ability to consider failure, to think totally differently about the problem and see if there is a better way to attack it. – Matt Confer Hi everyone! Welcome to today’s show. Today we talk about the Four Elements of Effective Decision-Making for New Leaders with Matt Confer. Matt is the VP of Strategy &amp; Business Development for Abilitie, a leadership development company based in beautiful Austin, Texas. We also discuss: <ul> <li>The importance of developing relationships</li> <li>Trusting and leaning on your team and allowing them to fail,</li> <li>Preparing for worst-case scenarios,</li> <li>Testing your comfortable limits,</li> <li>Thinking differently, and more.</li> </ul> Click that play button to listen! Don’t forget to subscribe and rate us on <a href="https://podcasts.apple.com/sg/podcast/the-new-leader-with-ian-daley/id1444305128" rel="nofollow" target="_blank"> Apple Podcasts!</a> Good relationships contribute to project success If you don’t invest early on in developing a relationship with those that you manage, it’s going to be very hard when you get into the thick of a project and you have to really push your comfortable limits about what is possible to deliver. If you just jump right into the pure, active managing and delegating and never build any sort of a substantial relationship, it just makes things all the more difficult especially when you’re talking about thousands of miles between you and doing all of your work virtually. Identify the problem, and simplify it When we throw a problem at leaders in our simulation, the initial instinct that everybody has is, “Ooh – a problem. I’m going to jump in and I’m going to solve it.” The problem is, most teams don’t take the one to two minutes to say what actually is the problem that we’re embarking on. They get so excited by the chance to solve something, that they never take a step back and identify what the problem is. The first step should be to identify it, and then simplify it. That should come before ever trying to embark on solving it. Pivot, Pivot, Pivot I almost never see a team in our simulation that ends up winning or ends up as one of the teams near the top that had one strategy, completely, effectively delivered that strategy, and never had to change course. You have to be comfortable with the fact that you need to adjust to changing dynamics – either changing dynamics at your company, changing dynamics in your industry. Links and Resources Connect with Matt: <a href="https://www.linkedin.com/in/matthewconfer/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://twitter.com/matthewconfer" rel="nofollow" target="_blank">Twitter</a> <a href="https://www.abilitie.com/" rel="nofollow" target="_blank">Abilitie</a> <a href="http://freakonomics.com/books/" rel="nofollow" target="_blank">Freakonomics: A Rogue Economist Explores the Hidden Side of Everything</a> by Steven D. Levitt &amp; Stephen J. Dubner Productivity Tip: Time Blocking and Reminders App

4 Elements of Effective Decision-Making For New Leaders with guest Matt Confer 025

Steve Kent

Knowing who you are and knowing what drives you – that will allow you to be more true to yourself, and it will allow you to have a more authentic leadership journey. – Steve Kent Hi everyone! Welcome to today’s show. Our guest for today is Steve Kent, Chief Administrative Officer of the City of Mount Pearl, Newfoundland. Today we talk about:  His background in volunteerism and community service, Mentorship, Failing forward, The ever-elusive work-life balance, The importance of authentic and genuine leadership, and a lot more.  Click that play button to listen, and don’t forget to rate us on iTunes! Find a mentor When I found myself sitting in the council chambers for the first time, of course there’s a degree of intimidation that naturally goes with that. But very quickly, some of the senior members of the council took me under their wing and were able to provide advice and feedback and coaching and support. Some of those folks, for years, have remained close advisors and friends. I did a lot of listening than talking in the early days. It’s really important to not go in with guns blazing and really get the lay of the land, listen carefully, learn, demonstrate that you are interested in listening and learning, and pick your moments in terms of weighing in on the discussions and debates. That’s what set me up for success in local government.   Work-Life Balance I allowed myself to be completely consumed by the work, and it was hard not to be, because I was so passionate about the work we were doing. It consumed me. It affected my relationships, my health, and other aspects of my life – whether it was volunteering or my political life. I was still studying, and that proved to be challenging. That work-life balance thing is something that we’ll always struggle with, but I’ve had some wake-up calls in the early days about the importance of consciously trying to find that balance. When I failed to do so, I got myself in some tough spots. I still struggle with work-life balance, but I’ve learned along the way. You learn to make better decisions and take more time to reflect, plan, cope and seek support. Staying true to yourself I’ve spent a lot of time in public life and elected office, there were lots of difficult moments in politics – some I can talk about and some that I swore an oath that I won’t talk about. But the times when I got myself in trouble was when I wasn’t completely true to myself. The advice I have for any new leader: no matter what situation you’re in, don’t compromise your principles. Be true to yourself, lead with integrity, lead by example, be honest, be genuine, be authentic, be your own dog. If you are sticking out like a nail, someone will try to hammer you down and it’s important that you don’t let that happen.   Links and Resources Connect with Steve: LinkedIn Facebook, Twitter steve@stevekent.ca  Switch: How to Change Things When Change Is Hard by Chip and Dan Heath  Good to Great: Why Some Companies Make the Leap and Others Don't by Jim Collins Lists Electronic Calendar

Knowing who you are and knowing what drives you – that will allow you to be more true to yourself, and it will allow you to have a more authentic leadership journey. – Steve Kent Hi everyone! Welcome to today’s show. Our guest for today is Steve Kent, Chief Administrative Officer of the City of Mount Pearl, Newfoundland. Today we talk about: <ul> <li>His background in volunteerism and community service,</li> <li>Mentorship,</li> <li>Failing forward,</li> <li>The ever-elusive work-life balance,</li> <li>The importance of authentic and genuine leadership, and a lot more.</li> </ul> Click that play button to listen, and don’t forget to rate us on iTunes! Find a mentor When I found myself sitting in the council chambers for the first time, of course there’s a degree of intimidation that naturally goes with that. But very quickly, some of the senior members of the council took me under their wing and were able to provide advice and feedback and coaching and support. Some of those folks, for years, have remained close advisors and friends. I did a lot of listening than talking in the early days. It’s really important to not go in with guns blazing and really get the lay of the land, listen carefully, learn, demonstrate that you are interested in listening and learning, and pick your moments in terms of weighing in on the discussions and debates. That’s what set me up for success in local government. Work-Life Balance I allowed myself to be completely consumed by the work, and it was hard not to be, because I was so passionate about the work we were doing. It consumed me. It affected my relationships, my health, and other aspects of my life – whether it was volunteering or my political life. I was still studying, and that proved to be challenging. That work-life balance thing is something that we’ll always struggle with, but I’ve had some wake-up calls in the early days about the importance of consciously trying to find that balance. When I failed to do so, I got myself in some tough spots. I still struggle with work-life balance, but I’ve learned along the way. You learn to make better decisions and take more time to reflect, plan, cope and seek support. Staying true to yourself I’ve spent a lot of time in public life and elected office, there were lots of difficult moments in politics – some I can talk about and some that I swore an oath that I won’t talk about. But the times when I got myself in trouble was when I wasn’t completely true to myself. The advice I have for any new leader: no matter what situation you’re in, don’t compromise your principles. Be true to yourself, lead with integrity, lead by example, be honest, be genuine, be authentic, be your own dog. If you are sticking out like a nail, someone will try to hammer you down and it’s important that you don’t let that happen. Links and Resources Connect with Steve: <a href="https://www.linkedin.com/in/stephenpkent/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.facebook.com/stevekentmountpearl/?ref=br_rs" rel="nofollow" target="_blank">Facebook</a>, <a href="https://twitter.com/stephenkent" rel="nofollow" target="_blank">Twitter</a> <a href="mailto:steve@stevekent.ca">steve@stevekent.ca</a> <a href="https://www.amazon.com/Switch-Change-Things-When-Hard/dp/0385528752" rel="nofollow" target="_blank"> Switch: How to Change Things When Change Is Hard</a> by Chip and Dan Heath <a href="https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996" rel="nofollow" target="_blank"> Good to Great: Why Some Companies Make the Leap and Others Don't</a> by Jim Collins Lists Electronic Calendar

Being A New Leader in Politics, Government, & Non-Profit with guest Steve Kent 022

Bruce Johnston

A lot of people say, “I don’t want to give away too much.” I say, “Give away everything. Give away tons of stuff.” It works when you do that. Giving away free samples works.  – Bruce Johnston   Hi everyone, welcome to the show! Today’s guest is the first person who connected with me on LinkedIn that suggested we have an offline conversation, which I thought was a refreshing move in the social media world we live in. Bruce Johnston is a LinkedIn Expert and Consultant, and I thought he’d be a great guest to talk about LinkedIn and where it should be in our professional lives as managers and (aspiring) leaders. In this episode, we talk about his story as an accidental LinkedIn consultant, how to optimize your LinkedIn profile, memberships, LinkedIn publishing, and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Practical Uses of LinkedIn Your LinkedIn Profile You have to think of it like a pyramid. The base level of your pyramid is your LinkedIn profile. It’s important to have a profile, and it’s important to have it semi-completed. It’s important that people can know about you, your track record, background, because it’s the place that people go to reference check. If I hear about someone interesting in a casual conversation, the first thing I do when I get a chance and no one’s looking is I get my mobile phone and look that person up on LinkedIn. Your Profile Photo A lot of people don’t bother putting a photo; you should have a photo. It makes you look trustworthy. The absence of a photo works the other way – when you don’t see a photo, people automatically think, “This person is a technological luddite; they don’t know how to put a photo on their profile” OR “What are they trying to hide?” Publishing on LinkedIn There are two big things you can do on LinkedIn: 1) you can increase your reach and have more people become aware of you or your company, and 2) you can increase your credibility. I get a lot of people who go, “Well, I tried publishing for 3 weeks. I published 5 or 6 times in 3 weeks and didn’t really get anywhere.” I go, ”Well you have to do it more often than that.” Ford doesn’t advertise on three football games and then give up. They keep doing it, and keep doing it and keep doing it, and that’s how everyone’s aware of who they are and what they sell. It’s that repetition. You see it, and it doesn’t sink through the first couple of times, but sooner or later it does. You have to keep it up, and you have to stay focused; you can’t wander off and doing odd things, talking about your hobbies. If you’re doing this as a business, then it has to be the business. You know what your customers want and what questions they have? Good. Start answering them. Bruce’s Productivity Tip Figure out when you’re at your most productive and do your important work then. I’m most productive early in the morning, so I tend to do most of my writing and my work that takes deep thinking – that tends to take place between 6 and 8 o’clock in the morning. It’s before all the preoccupations set in – before I start talking to people, before people start emailing me, before people start calling me. That’s when I’m thinking very clearly and I can be really focused.   Links and Resources Connect with Bruce: LinkedIn Rework by Jason Fried and David Heinemeier Hansson  The New Strategic Selling: The Unique Sales System Proven Successful by the World's Best Companies by Robert B. Miller, Stephen E. Heiman and Tad Tuleja

A lot of people say, “I don’t want to give away too much.” I say, “Give away everything. Give away tons of stuff.” It works when you do that. Giving away free samples works.  – Bruce Johnston Hi everyone, welcome to the show! Today’s guest is the first person who connected with me on LinkedIn that suggested we have an offline conversation, which I thought was a refreshing move in the social media world we live in. Bruce Johnston is a LinkedIn Expert and Consultant, and I thought he’d be a great guest to talk about LinkedIn and where it should be in our professional lives as managers and (aspiring) leaders. In this episode, we talk about his story as an accidental LinkedIn consultant, how to optimize your LinkedIn profile, memberships, LinkedIn publishing, and a lot more. Click that play button to listen, and don’t forget to rate us on iTunes! Practical Uses of LinkedIn Your LinkedIn Profile You have to think of it like a pyramid. The base level of your pyramid is your LinkedIn profile. It’s important to have a profile, and it’s important to have it semi-completed. It’s important that people can know about you, your track record, background, because it’s the place that people go to reference check. If I hear about someone interesting in a casual conversation, the first thing I do when I get a chance and no one’s looking is I get my mobile phone and look that person up on LinkedIn. Your Profile Photo A lot of people don’t bother putting a photo; you should have a photo. It makes you look trustworthy. The absence of a photo works the other way – when you don’t see a photo, people automatically think, “This person is a technological luddite; they don’t know how to put a photo on their profile” OR “What are they trying to hide?” Publishing on LinkedIn There are two big things you can do on LinkedIn: 1) you can increase your reach and have more people become aware of you or your company, and 2) you can increase your credibility. I get a lot of people who go, “Well, I tried publishing for 3 weeks. I published 5 or 6 times in 3 weeks and didn’t really get anywhere.” I go, ”Well you have to do it more often than that.” Ford doesn’t advertise on three football games and then give up. They keep doing it, and keep doing it and keep doing it, and that’s how everyone’s aware of who they are and what they sell. It’s that repetition. You see it, and it doesn’t sink through the first couple of times, but sooner or later it does. You have to keep it up, and you have to stay focused; you can’t wander off and doing odd things, talking about your hobbies. If you’re doing this as a business, then it has to be the business. You know what your customers want and what questions they have? Good. Start answering them. Bruce’s Productivity Tip Figure out when you’re at your most productive and do your important work then. I’m most productive early in the morning, so I tend to do most of my writing and my work that takes deep thinking – that tends to take place between 6 and 8 o’clock in the morning. It’s before all the preoccupations set in – before I start talking to people, before people start emailing me, before people start calling me. That’s when I’m thinking very clearly and I can be really focused. Links and Resources Connect with Bruce: <a href="https://www.linkedin.com/in/brucejohnston115/" rel="nofollow" target="_blank">LinkedIn</a> <a href="https://www.amazon.com/Rework-Jason-Fried/dp/0307463745" rel="nofollow" target="_blank">Rework</a> by Jason Fried and David Heinemeier Hansson <a href="https://www.amazon.com/New-Strategic-Selling-Successful-Companies-ebook/dp/B001J8PQX8" rel="nofollow" target="_blank"> The New Strategic Selling: The Unique Sales System Proven Successful by the World's Best Companies</a> by Robert B. Miller, Stephen E. Heiman and Tad Tuleja

How To Leverage LinkedIn with guest Bruce Johnston 013

Adrian Salamunovic

Whenever you go out and get earned media, you’re going to get people’s attention in an authentic way unlike the banner ads and pay-per-click ads that are constantly distracting us and disrupting our day around us. We go right to the content.   Welcome to The New Leader Podcast! Today on the show we will be talking about the importance of great PR as leaders with one of the world's top experts in earned media and PR, Adrian Salamunovic. Adrian is the co-founder of CanvasPop and DNA11, as well as the co-author of FREE PR: How to Get Chased by the Press Without Hiring a PR Firm. In this episode we talk about his book, his two tips on how to fast-track your career and personal growth, owned, paid and earned media, hiring a coach versus finding a mentor, empathy and authenticity. I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes!   Self-awareness I think being self-aware and knowing where your strengths are and where your strengths aren’t is probably the biggest barrier for any manager or entrepreneur. In my case, I made the decision early on to bring in a business partner on my last couple of ventures. He had a background, or at least a desire to be a leader as far as managing people. Then we hired a CLO, and then we hired a CFO and so on and so forth. I think being a great leader is knowing where your strengths and weaknesses are, and then finding people to fill in those weaknesses. The Benefits of Earned Media We’re in an attention economy, there’s no doubt about it. Attention is worth more than it ever has been, and the reason is, there’s more noise than ever before. There’s information coming at us in every direction. Knowing how to work with earned media gives you a superpower, which allows you to cut through that noise in an authentic way like we’re doing right now. You and I are having a conversation, and people who are listening to this podcast have chosen to listen to this podcast. We’re not actually having this conversation between you and I; we’re having a conversation between us and a few thousand other people. That’s powerful. And it’s not advertising. Finding a mentor There’s two ways to do it. The first one is really fascinating, and a bit of a plug for Clarity.fm. I’m not only a huge user, but I’ve used the platform to find people whenever I need just a few minutes or half an hour of advice or coaching. No matter what you’re looking for, you can find it there. I happen to be one of the top-rated people on that platform today. It has about 75,000 members. You can just go in, and if you need help with SEO, there’s an expert for that. If you need HR advice, there’s an expert for that. If you need PR advice, there’s me. The second way is using LinkedIn. It is a little bit more difficult because whenever you’re cold-pitching people, “Will you be my mentor?” That’s not going to work. Usually, I will reach out on LinkedIn, establish a relationship with a person, and bring value to them first – whether it’s by sharing information I think they should know about, or buying their product and becoming a customer. Instead of asking, giving. It’s hard to say no to a LinkedIn request if someone’s your client or they’re using your product, for example. It’s hard to say no to somebody if they’re a fan – they really love what you’re doing, or if they’re referring people to you. And then later you can put them on your podcast, and then they get to know you, and then you an approach them later on. Build value first. LinkedIn and Clarity are the two fastest ways where you can find the right mentor.  Links and Resources Connect with Adrian: LinkedIn | Twitter | Facebook Find Adrian on Clarity.fm: https://clarity.fm/adrian-salamunovic FREE PR: How to Get Chased by the Press Without Hiring a PR Firm by Cameron Herold &amp; Adrian Salamunovic CanvasPop DNA11 Clarity.fm  The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael E. Gerber  Play Bigger: How Pirates, Dreamers, and Innovators Create and Dominate Markets by Al Ramadan Asana Fellow

Whenever you go out and get earned media, you’re going to get people’s attention in an authentic way unlike the banner ads and pay-per-click ads that are constantly distracting us and disrupting our day around us. We go right to the content. Welcome to The New Leader Podcast! Today on the show we will be talking about the importance of great PR as leaders with one of the world's top experts in earned media and PR, Adrian Salamunovic. Adrian is the co-founder of <a href="https://www.canvaspop.com/" rel="nofollow" target="_blank">CanvasPop</a> and <a href="https://www.dna11.com/" rel="nofollow" target="_blank">DNA11</a>, as well as the co-author of <a href="https://www.freeprbook.com/" rel="nofollow" target="_blank">FREE PR: How to Get Chased by the Press Without Hiring a PR Firm</a>. In this episode we talk about his book, his two tips on how to fast-track your career and personal growth, owned, paid and earned media, hiring a coach versus finding a mentor, empathy and authenticity. I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes! Self-awareness I think being self-aware and knowing where your strengths are and where your strengths aren’t is probably the biggest barrier for any manager or entrepreneur. In my case, I made the decision early on to bring in a business partner on my last couple of ventures. He had a background, or at least a desire to be a leader as far as managing people. Then we hired a CLO, and then we hired a CFO and so on and so forth. I think being a great leader is knowing where your strengths and weaknesses are, and then finding people to fill in those weaknesses. The Benefits of Earned Media We’re in an attention economy, there’s no doubt about it. Attention is worth more than it ever has been, and the reason is, there’s more noise than ever before. There’s information coming at us in every direction. Knowing how to work with earned media gives you a superpower, which allows you to cut through that noise in an authentic way like we’re doing right now. You and I are having a conversation, and people who are listening to this podcast have chosen to listen to this podcast. We’re not actually having this conversation between you and I; we’re having a conversation between us and a few thousand other people. That’s powerful. And it’s not advertising. Finding a mentor There’s two ways to do it. The first one is really fascinating, and a bit of a plug for <a href="http://Clarity.fm" rel="nofollow" target="_blank">Clarity.fm</a>. I’m not only a huge user, but I’ve used the platform to find people whenever I need just a few minutes or half an hour of advice or coaching. No matter what you’re looking for, you can find it there. I happen to be one of the top-rated people on that platform today. It has about 75,000 members. You can just go in, and if you need help with SEO, there’s an expert for that. If you need HR advice, there’s an expert for that. If you need PR advice, there’s me. The second way is using LinkedIn. It is a little bit more difficult because whenever you’re cold-pitching people, “Will you be my mentor?” That’s not going to work. Usually, I will reach out on LinkedIn, establish a relationship with a person, and bring value to them first – whether it’s by sharing information I think they should know about, or buying their product and becoming a customer. Instead of asking, giving. It’s hard to say no to a LinkedIn request if someone’s your client or they’re using your product, for example. It’s hard to say no to somebody if they’re a fan – they really love what you’re doing, or if they’re referring people to you. And then later you can put them on your podcast, and then they get to know you, and then you an approach them later on. Build value first. LinkedIn and Clarity are the two fastest ways where you can find the right mentor. Links and Resources Connect with Adrian: <a href="https://www.linkedin.com/in/adriansalamunovic/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://twitter.com/asalamunovic?lang=en" rel="nofollow" target="_blank">Twitter</a> | <a href="https://www.facebook.com/adrian.salamunovic" rel="nofollow" target="_blank">Facebook</a> Find Adrian on <a href="http://Clarity.fm" rel="nofollow" target="_blank">Clarity.fm</a>: <a href="https://clarity.fm/adrian-salamunovic" rel="nofollow" target="_blank">https://clarity.fm/adrian-salamunovic</a> <a href="https://www.freeprbook.com/" rel="nofollow" target="_blank">FREE PR: How to Get Chased by the Press Without Hiring a PR Firm</a> by Cameron Herold &amp; Adrian Salamunovic <a href="https://www.canvaspop.com/" rel="nofollow" target="_blank">CanvasPop</a> <a href="https://www.dna11.com/" rel="nofollow" target="_blank">DNA11</a> <a href="https://clarity.fm/" rel="nofollow" target="_blank">Clarity.fm</a> <a href="https://www.amazon.com/Myth-Revisited-Small-Businesses-About-ebook/dp/B000RO9VJK" rel="nofollow" target="_blank"> The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It</a> by Michael E. Gerber <a href="https://www.amazon.com/Play-Bigger-Dreamers-Innovators-Dominate/dp/0062407619" rel="nofollow" target="_blank"> Play Bigger: How Pirates, Dreamers, and Innovators Create and Dominate Markets</a> by Al Ramadan <a href="https://asana.com/" rel="nofollow" target="_blank">Asana</a> <a href="https://www.fellow.app/" rel="nofollow" target="_blank">Fellow</a>

The Importance of Great PR with guest Adrian Salamunovic 008

Carolyn Swora

Something that I never believed in was telling people what to do Today we are going to dig into the topic of why culture is so important in the workplace. Our guest is Workplace Culture Architect, Carolyn Swora. She is also the principal and founder of Pinnacle Culture, and author of the great book, Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World. We talk about the importance of creating a shared vision, connecting people to their “Why”, knowing your people’s strengths, culture and values, and many more.   I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes!   The power of creating a shared vision Carolyn went from being a peer to being a manager in her first leadership role. Below, she shares one of the biggest things she has learned. Because I had worked with these two people before, I thought, “I can’t come in and tell everyone what to do.” I naturally gravitated to “Let’s create a vision or an image or what the end state looks like for us,” and that really worked well. It really set me up to realize the importance of doing that. Great managers don’t come in and tell everyone what to do. They give people the space to do it on their own, and they inspire them to connect to something bigger and essentially find their ‘Why’. Finding their ‘Why’ is important. Why is culture important So much has changed in our workplace. People recognize collectively, now more than ever – how we get our work done really matters, and how we get our work done will impact what gets done. You can have the most wonderful, perfect, beautiful strategy, and it will not get executed half as well as you would like it to if how you’re getting things done isn’t given some attention.   Building blocks of culture Values are the building blocks of your culture. Quite often you’ll see these beautiful words or values painted on a wall when you walk in, in the corporate brochure, on the website, etc. and employees might look the other way and think, “Yeah, right. We don’t really do that.” Values will tell you how people make decisions. Carolyn’s advice for New Leaders You are an enabler. You’re not a doer. You’re there to create an environment for people to do their best work. Help set the context, help them find the vision and the purpose in what they’re doing, and then go let them do their thing. You’ve likely been promoted into this job as a leader because you were good at getting stuff done, but that is not what is going to define your success moving forward.  Links and Resources Connect with Carolyn: LinkedIn | Twitter | Facebook | Instagram Visit her website: http://carolynswora.com/ Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World by Carolyn Swora Headspace (App)

Something that I never believed in was telling people what to do Today we are going to dig into the topic of why culture is so important in the workplace. Our guest is Workplace Culture Architect, Carolyn Swora. She is also the principal and founder of Pinnacle Culture, and author of the great book, <a href="https://www.amazon.com/gp/product/1988179351/" rel="nofollow" target="_blank">Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World</a>. We talk about the importance of creating a shared vision, connecting people to their “Why”, knowing your people’s strengths, culture and values, and many more. I hope you enjoy this episode, and don’t forget to subscribe and rate us on iTunes! The power of creating a shared vision Carolyn went from being a peer to being a manager in her first leadership role. Below, she shares one of the biggest things she has learned. Because I had worked with these two people before, I thought, “I can’t come in and tell everyone what to do.” I naturally gravitated to “Let’s create a vision or an image or what the end state looks like for us,” and that really worked well. It really set me up to realize the importance of doing that. Great managers don’t come in and tell everyone what to do. They give people the space to do it on their own, and they inspire them to connect to something bigger and essentially find their ‘Why’. Finding their ‘Why’ is important. Why is culture important So much has changed in our workplace. People recognize collectively, now more than ever – how we get our work done really matters, and how we get our work done will impact what gets done. You can have the most wonderful, perfect, beautiful strategy, and it will not get executed half as well as you would like it to if how you’re getting things done isn’t given some attention. Building blocks of culture Values are the building blocks of your culture. Quite often you’ll see these beautiful words or values painted on a wall when you walk in, in the corporate brochure, on the website, etc. and employees might look the other way and think, “Yeah, right. We don’t really do that.” Values will tell you how people make decisions. Carolyn’s advice for New Leaders You are an enabler. You’re not a doer. You’re there to create an environment for people to do their best work. Help set the context, help them find the vision and the purpose in what they’re doing, and then go let them do their thing. You’ve likely been promoted into this job as a leader because you were good at getting stuff done, but that is not what is going to define your success moving forward. Links and Resources Connect with Carolyn: <a href="https://www.linkedin.com/in/carolynswora/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://twitter.com/PinnacleCarolyn" rel="nofollow" target="_blank">Twitter</a> | <a href="https://www.facebook.com/carolynsworkplaceculture/" rel="nofollow" target="_blank">Facebook</a> | <a href="https://www.instagram.com/culturecarolyn/" rel="nofollow" target="_blank">Instagram</a> Visit her website: <a href="http://carolynswora.com/" rel="nofollow" target="_blank">http://carolynswora.com/</a> <a href="https://www.amazon.com/gp/product/1988179351/" rel="nofollow" target="_blank">Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World</a> by Carolyn Swora <a href="https://www.headspace.com/headspace-meditation-app" rel="nofollow" target="_blank">Headspace (App)</a>

Why Culture Matters with guest Carolyn Swora 007

Welcome to The New Leader Podcast. I’m your host, Ian Daley. Today we’re going to have a short, five-minute episode to wrap up 2018. The purpose of this episode is two-fold. First, I want to give you a quick teaser on some upcoming guests that will be joining the show in 2019, and second, I want to remind you about the free tool that you can access to make 2019 a banner year. Have a wonderful holiday season and see you next year!   Upcoming Guests One of my guests in the beginning of January will be David Dingwall. David and I will talk about the three things about negotiation that you need to know in your career. David is an expert in this area. Next up we have Carolyn Swora who’s a workplace culture architect. Carolyn is the author of  Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World. Culture in the workplace is a very hot topic right now and Carolyn and I will dig into that. We will also have Trevor Murphy, Senior Vice President of Hockey Operations at the Newfoundland Growlers – a professional hockey team. Trevor and I are going to talk about sports and leadership lessons from the ice. I’ve known Trevor since I was young, and he’s really someone who embodies everything that a leader should be. Lastly, we’ll also have Adrian Salamunovic, a serial entrepreneur. He and I sat down to chat about his new book, Free PR: How to Get Chased by the Press Without Hiring a PR Firm. We will talk about public relations and PR for leaders and new managers. Free Tool If you want to make 2019 a banner year, click this link to access a free tool I’ve created called an Achievement Workbook. If you already have a copy of the workbook, or if you signup to get a copy, I’ll also throw in a free 30-minute consultation if you send me an email at info@iandaley.com. The reason I do this is because I know how much it benefited me having somebody walk me through the goal-planning exercise when I’m setting my goals for the new year. 2019 should be the year where you take control and blast through your goals, and I’d be honored to be part of that.  Links and Resources Connect with me: LinkedIn | Facebook

Welcome to The New Leader Podcast. I’m your host, Ian Daley. Today we’re going to have a short, five-minute episode to wrap up 2018. The purpose of this episode is two-fold. First, I want to give you a quick teaser on some upcoming guests that will be joining the show in 2019, and second, I want to remind you about the free tool that you can access to make 2019 a banner year. Have a wonderful holiday season and see you next year!   Upcoming Guests One of my guests in the beginning of January will be David Dingwall. David and I will talk about the three things about negotiation that you need to know in your career. David is an expert in this area. Next up we have Carolyn Swora who’s a workplace culture architect. Carolyn is the author of <a href="https://www.amazon.com/Rules-Engagement-Building-Workplace-Uncertain/dp/1988179351" rel="nofollow" target="_blank"> Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World</a>. Culture in the workplace is a very hot topic right now and Carolyn and I will dig into that. We will also have Trevor Murphy, Senior Vice President of Hockey Operations at the Newfoundland Growlers – a professional hockey team. Trevor and I are going to talk about sports and leadership lessons from the ice. I’ve known Trevor since I was young, and he’s really someone who embodies everything that a leader should be. Lastly, we’ll also have Adrian Salamunovic, a serial entrepreneur. He and I sat down to chat about his new book, <a href="https://www.freeprbook.com/" rel="nofollow" target="_blank">Free PR: How to Get Chased by the Press Without Hiring a PR Firm</a>. We will talk about public relations and PR for leaders and new managers. Free Tool If you want to make 2019 a banner year, <a href="http://iandaley.com/free-stuff/" rel="nofollow" target="_blank">click this link</a> to access a free tool I’ve created called an Achievement Workbook. If you already have a copy of the workbook, or if you signup to get a copy, I’ll also throw in a free 30-minute consultation if you send me an email at <a href="mailto:info@iandaley.com">info@iandaley.com</a>. The reason I do this is because I know how much it benefited me having somebody walk me through the goal-planning exercise when I’m setting my goals for the new year. 2019 should be the year where you take control and blast through your goals, and I’d be honored to be part of that. Links and Resources Connect with me: <a href="https://www.linkedin.com/in/catherinerice2017/" rel="nofollow" target="_blank">LinkedIn</a> | <a href="https://www.facebook.com/Ian-Daley-273495433091977/" rel="nofollow" target="_blank">Facebook</a>

2018 Wrap Up: Upcoming Guests and How to Make 2019 a Banner Year 005

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