The Leadership Hacker Podcast

Dr Ciela Hartanov was part of the founding team of The Google School for Leaders and Head of Next Practice Innovation and Strategy at Google, She is a psychologist and human behavioural expert and is the founder and CEO of Humcollective, in this episode, you can learn: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Ciela below: Ciela on LinkedIn: https://www.linkedin.com/in/cielarose/ Ciela on Twitter: https://twitter.com/CHartanov Humcollective Website: https://www.humcollective.co Full Transcript Below. ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you. Dr. Ciela Hartanov is a special guest on today's show. She's an ex-Google executive, psychologist and the founder and CEO of humcollective. But before we get a chance to speak with Ciela, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: It's been a while since we've dug into the history books to find those lessons of leadership that we can draw on. So, I thought we'd start with a couple today. In the early 1960s, a marine biologist and author, Rachel Carson was working to overcome some immense personal and professional challenges. On top of writing what would ultimately become Silent Spring. Her watershed book, exposing the dangers of synthetic pesticides and their impact on the environment. Carson was fighting a battle on a whole other front, cancer. Professor, Nancy Cohen, chronicled the stories of her and others for Harvard Business School and Cohen focused on attitudes and actions in the face of crisis that made a positive difference to the world. Carson's moment of forging her crucible, stretched out for more than two years, Cohen writes, this long slow burn demanded again and again, that she find her way back from the perceptive despair and then recommit to her mission. Her ability to stay the course, finish her book and exert enormous impact was fueled only by her unrelenting dedication to a mightier cause. Despite being played by a series of health complications that took great physical and emotional tolls. Carson remained staunchly committed to her mission. Cohen described it as to bring the wonders of the natural world to the public and to spotlight the responsibility we each have to protect the earth and to sustain all life and Cohen notes that unlike many other prominent leaders throughout history known for their charisma or aggressiveness and assertiveness. Carson was shy in retiring, almost quite introvert whose leadership approach was characterized by a quiet, determination, resilience, and stone wall commitment to doing purposeful and driven work. Frederick Douglas was an abolitionist like Carson. He was driven by deep sense of mission. After escaping from slavery in 1838, he used his experience in bondage to become a leader in the anti-slavery movement and a champion for black freedom. In her book Cohen notes. Douglas realized that in order to enact large scale change, he had to be self-committed and to create his own internal, moral, intellectual, and emotional infrastructure, a framework for both understanding the power of slavery and how to consistently and effectively...

Adrian Simpson is a Co-founder of Wavelength leadership group; for over 20 years he's taken top leaders into the boardrooms and shop floors of the world's most successful, innovative and admired companies. Today you can learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services #some audio issues in this show – thanks for your patience. Find out more about Adrian below: Adrian on LinkedIn: https://www.linkedin.com/in/adrian-simpson-b600139/ Adrian on Twitter: https://twitter.com/AdieSimpson Wavelength on Instagram: https://www.instagram.com/wavelengthleadership/ Wavelength Website: https://www.wavelengthleadership.com Full Transcript Below Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Adrian Simpson is a special guest on today's show. For over 20 years he's really been immersing himself in amongst some of the top firms around the world, including the likes of Apple, Tesla, Netflix, and Google. And we're going to dive into some of those leadership secrets, but before we do, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: Purpose is a real key part of all leaders’ capabilities, but often leaders get it wrong. Commonly, we see leaders think that purpose should be the same as their company's vision, mission, or purpose, but it shouldn't. Believe writing a leadership purpose statement is not a onetime exercise at all. It's something that should evolve, and it should connect the individual to the purpose of the organization. It's incredibly important and it needs deep insight and deep thoughts. So, what is leadership purpose? Your leadership purpose is your statement about who you are as a person and how you bring those unique qualities into your world. First and foremost, leadership purpose is about your values and what's important to life for you. It's often also considered as your why statement or your reason, your beliefs. Think about your leadership purpose statement as being your beacon, enabling people to have a real clear understanding of what your direction in life and work is. In doing so, it'll help you drive the right behaviors on a daily basis and keep you engaged when circumstances around you can be challenging. It doesn't need to be overly complicated. Your leadership purpose statement must be a living and breathing document that you can share so, others understand it too. And it'll likely change as you change as a person, or your career grows or changes shape. So, you should always update it regularly. And remember your leadership purpose will not only help keep you grounded, and you stay on your path, will help you be a better leader and the leader you're meant to be. Most important, it sets a declaration of the kind of support you're prepared to give as a leader for the people around you. So, they can also buy into your journey. So simply put, think about the purpose, your why, and make sure it describes your values, your beliefs, and your vision, and how that aligns to the organization that you work and serve with. That's been The Leadership Hacker News. Let's dive into the show. Start of Podcast Steve Rush: Adrian Simpson is a Co-founder of...

Martine Kalaw is the author of The ABC’s of Diversity, she’s a speaker and DEI consultant helping individuals and organizations overcome unconscious beliefs and implicit bias. In this insightful show you can learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Martine below: Martine on LinkedIn: https://www.linkedin.com/company/martinekalawconsulting/ Martine on Twitter: https://twitter.com/martinekalaw Martine on Instagram: https://www.instagram.com/martinekalaw/ Martine’s Website: https://martinekalaw.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today's show is Martine Kalaw. Martine is a DEI expert; she's worked with some of the world's top companies, helping them navigate through their organization's diversity, equity and inclusion, and created more diverse and inclusive workspace. She's also the author of The ABCs of Diversity. Before we get a chance to speak with MartinE, It's The Leadership Hacker News. The Leadership Hacker News Steve Rush: We all know that telling stories is a great leadership skill. So today I'm going to have a go. Once upon a time there was a beautiful kingdom ruled by a Prince. He took over the kingdom after the death of his father, the King, after a few months of ruling, the kingdom things started testing. There was no rain. Drought had brought losses to farmers and killed many animals, birds, and precious plants in the forest. It was followed by an unknown disease that caused loss of many lives. After a few months of pain, things started to improve gradually, but before they could recover completely, an enemy took over the kingdom, killing many people and imprisoning them. The young King managed to escape. He planned to meet his childhood friend, a King of a neighboring kingdom. On his way he was thinking about the past. He was born to be bred King of this powerful and wealthy nation. Now he's lost everything. He believed that he was cursed because nothing had happened to his father. It had only happened to him. When he reached the neighboring kingdom, and he met his friends. The guards did not allow him to pass because he looked dirty, and bedraggled. He tried many times to get access to the kingdom but failed miserably. Being cast outside the kingdom, he eventually took a job so he could buy food and clothes. Several weeks had passed and he'd now earned enough and ate enough. So, they allowed him to look presentable. So, he set off in a chance to get through the guards and to meet with his friend. After carefully navigating the guards and entering the kingdom. He was greeted warmly by his friend, the King of the neighboring kingdom, after explaining the sad story and things that had happened to him. The King took pity and ordered his people to give him a herd of a hundred sheep. While grateful, the King was a little surprised as it was expecting much more than just a hundred cheap. He was a King after all. He doesn't want to be a shepherd. Down on his luck. He realized there was no way out. After a few days of grazing his herd, group of wolves attacked his herd and killed all...

Timothy Bradshaw is former British Army Intelligence Officer and graduate of the Royal Military Academy, Sandhurst. His work as a Covert Human Intelligence Officer and Target Acquisition Patrol Soldier saw him recruit and run foreign agents worldwide and influence the outcome of extremely sensitive and dangerous situations. Recently, he’s been running aid missions to the Ukraine. He’s a keynote speaker and author of the book, “Because I Can”. This is packed full of leadership lessons including: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Tim below: Tim on LinkedIn: https://www.linkedin.com/in/timothy-bradshaw/ Tim’s Books: Because I Can Tim on Twitter: https://twitter.com/TimBecauseICan Tim on Instagram: https://www.instagram.com/timothy.bradshaw/ Tim’s Website: https://www.timothybradshaw.net Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today's show is Tim Bradshaw. He's a foreign British Army Intelligence Officer and recruited and run foreign agents worldwide as a Human Intelligent Officer. He's also the author of a great book, Because I can, but before we get a chance to speak with Tim, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: Leadership is about us everywhere. And I wanted to dive in to find some funny, and innovative ways of us, bringing some of those leadership lessons to life. So, if ever you've watched a movie Star Wars or any of the Star Wars Trilogy, you'll find loads of leadership lessons packed within there. Yoda is one of my favorites. He has this great saying that said. Do or not do, there is no try. And I'm often using that lighthearted analogy with any of my coaching conversations, but a long time ago in a galaxy far away, the leadership lessons were created amongst this epic series of films. So, here's a few, it's been proven that being born with talent is not enough. As we all know, Luke Skywalker is born with a natural talent to be a Jedi. Yet when, we watch the movies. We know that was not a given. He had to work hard at that. We watched Luke come to grips with putting himself in challenging situations and homing in on that force. And there are traits of good leadership, but true leadership takes place, self-reflection and mentoring, which we also saw through their relationship with Yoda. Adaptability is also a key leadership lesson throughout the Star Wars movies, all of those Star Wars movies demonstrate that life does not always go to plan. And if you are rigid in your plans are stuck in your ways, you're not going to win. From Han Solo, adapting, a broken hyper drive by hiding by the rubbish shoot instead of a surprise alliance along the way. If you're able to adapt and think quickly, you're able to lead a team through any surprises. We know it's okay to ask for help as leaders. Sometimes you can't get yourself out of a situation without calling on someone else. When Princess Leia was in a bind, she'd always know the right people to call and ask for help without hesitation. Some good leaders need other good leaders to advise them on their journey. And...

Frank Forencich is an internationally-recognized leader in health and performance education. A Stanford University graduate in human biology and neuroscience, he has over 30 years teaching martial arts and neuro health education. Frank holds black belt in both Karate and Aikido. He’s a multiple author, including the book, Beware False Tigers: Strategies and Antidotes for an Age of Stress. We can learn lot’s from Frank, including: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Frank below: Frank on LinkedIn: https://www.linkedin.com/in/frankforencich/ Frank’s Books: https://www.goodreads.com/author/show/507966.Frank_Forencich Frank on Twitter: https://twitter.com/ExuberantAnimal Frank on Instagram: https://www.instagram.com/exuberant_animal/ Frank’s Website: https://www.exuberantanimal.com Full Transcript Below Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you If ever you wonder what the relationship was with the animals in the Savannahs of Africa and our own emotional intelligence, you can find out today. Frank Forencich is an internationally recognized leader in health and performance education. Having studied human biology and neuroscience. He's dedicated his life to understanding the relationship we have with our brains. But before we had a chance speak with Frank, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: You'll know if you're a regular listener, there's always top tips and ideas to help you on your way. But we're going to flip that round today and look at things that we can avoid. So here are the five common mistakes that both young and experienced leaders make and how to avoid them. Number one, in properly delegating work, failing to properly delegate work is a number one, common leadership blunder, good leaders, hand out assignments, according to skills and interest. Don't assign a writing assignment to a developer and vice versa. You know, that just makes no sense, right? Another way to innovate and get results is to award certain work with those who volunteer for it. By taking a chance, you might discover unique skills from the person who least expect it. Number two, communicating poorly, feel like you're not providing enough feedback to your team. And it's time to revisit the lines of communication, make it a priority to have open communication, regardless of who it is. Reiterate this need to have weekly meetings, stress the importance of timely replies. Just as long as your team will answer, and you do the same. You can create a huge swell of energy that's positive. Overcommunication in a crisis is even more relevant, but the hack is to set out sometimes and set out some expectations of what it is you are intending to send and receive from your team. Number three, focusing too much on strategy and not enough on day-to-day tactics. Some leaders get blindsided by the alluring strategy rather than the day to day, but it’s these everyday tactics require strong focus in order to arrive at your final solution in the first place. I used to call these BBCs or basic, but critical behaviors, things that you expect to see happen that are task...

Dr Bob Nelson is author of the multimillion-copy bestseller 1001 Ways to Engage Employees, he’s also is president of Nelson Motivation, Inc. and the world's leading authority on Employee Recognition and Engagement. He has published 31 books that have sold over 5 million copies that have been translated into over 30 languages. In the humorous and insightful show you can learn: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Dr Bob below: Dr Bob on LinkedIn: www.linkedin.com/in/drbobnelson Dr Bob on Twitter: https://twitter.com/DrBobNelson1 Website: https://drbobnelson.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Dr. Bob Nelson. He's a world's leading authority on employee recognition, motivation and engagement. Dr. Bob has authored over 30 books, which have collectively sold over five million copies. Before we get a chance to speak with Bob. It's The Leadership Hacker News. The Leadership Hacker News Steve Rush: In the news today. We're going to explore how social media can really make a difference to any business of any kind anywhere. So, we're going to look at a fast-food joint when from a local eatery to internet stardom, thanks to iconic memes and a catchy theme tune. And this is a story of Binley Mega Chippy. Now, for those that are in North America and around the world, a chip shop in England is a place where you go to buy French fries and fast food. It started out as unassuming, local, fast-food joint, and it's now arguably the most famous fast-food joint on the planet. For years, it was just like any other English eatery, serving French fries, chips, fish, and of course, other really unhealthy, deep-fried foods. It's not particularly attractive to look at. It's a vision of red and gold, but it's a reliable Oasis to many people in and around Coventry, but the Internet's taken Binley Mega Chippy and turned it into a TikTok fiesta for culinary destination for anybody visiting this part of England. Owner, Kamal Gandhi, 70-years-old. Now has a huge number of customers. Some of whom have apparently traveled from as far as France, America and even Australia. So how did this local chip shop go from a small fry to a huge gastronomic location of choice? Well, the first mention of Binley Mega Chippy hit the internet in just 2009, and it was a simple kind of nod to here's where we are and what we do. Fast forward to 2022, Binley Mega Chippy began to appear, but still continued on relative obscurity, not knowing what's to come. Viral hysteria hit the fast-food outlet. In 2022 when it featured in the slideshow of multiple UK, fast food joints and TikTok in April. It's first month, there were 82,000 views and 11,000 likes. Fast forward now, millions and millions of people are using this as a backdrop to other memes and are joining in with the chant of the song. Decades of research and millions of dollars and pounds of advertising who have shown that society loves a good jingle, and it helps sell a product. And the same appears to be true for fast food outlets. On the 25th of May, binleymegachippyfan53 posted just a ten second...

Simon Alexander Ong is an award-winning life and executive coach, keynote speaker, an author of the book Energize. This show is packed full of leadership hacks, tools and ideas that will get you energized, including: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Simon below: Simon on LinkedIn: https://www.linkedin.com/in/simonalexanderong/ Simon’s Book: https://getenergizebook.com Simon on Twitter: https://twitter.com/SimonAlexanderO Simon on Instagram: https://www.instagram.com/simonalexandero/ Simon’s Website: https://www.simonalexanderong.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you I'm delighted to welcome to our show today. Simon Alexander Ong. He's an award-winning life and executive coach, keynote speaker, an author of the book Energize. But before we get a chance to speak with Simon, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: What would you do with an extra two hours a week? Just two. Now, imagine if you could even create more free time, here's an equation I want you to think about. Structure plus discipline, equals freedom. Do you believe that to be true? The reality is, by giving us disciplines within a structure creates capacity for us to do other things. But if we get caught up in the moment, here's a few tech hacks will help us unlock capacity. Set up email filters. in a perfect world we'd only have emails hit our inbox for those that we really needed. The reality is, our inbox gets inundated with emails, not only internally, but from marketeers and those who choose to spam us. Given the fact we don't already have enough, right? You can set up rules that help you filter emails. There's software out there as well. But your firm will probably just let you use the one that you are used to use. But most email service providers let you automatically create labels, filters, and folders. And rule of mine, when I’m on vacation, CC into the delete box. And only if it's resent as a main message, I'd read it. Asynchronous and automatic meetings. Now asynchronous meetings means that you don't have meetings per se, but you use other mediums to communicate through Teams or Zoom or slack or whatever it is you use. Collectively the stuff still gets done, but in a more flexible way, other ways of course is using automation. And according to a recent survey by Dialpad, 83% of professionals spend between at least four to twelve hours in back-to-back meetings. And in my experience, I'd love it to be so few. To help you. You can use automated meeting calendars and you can ask your teams to work with that calendaring system. Also just create space and blocks so that others don't take advantage of your open calendar system. For those of you, a little late adopter to computers, talk to type functions, you might want to take a look. Speech recognition software can really speed up how you take notes, prepare meetings, and you can even use your computers, talk to type function, to dictate emails or other documents, or even play emails back to you invoice while you are walking the dog, or you are in between meetings. And...

Joseph O’Connor is the founder of the Neuroscience Coaching Centre, Co-Founder of the ICC, The International Coaching Community. Joseph is one of the worlds most renowned experts on NLP, Neuro Linguistic Programming and written dozens of articles, over 20 books and education material on NLP and Coaching. In this show you can learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services. Find out more about Joseph Joseph’s website: https://www.coachingthebrain.com Joseph on LinkedIn: https://www.linkedin.com/in/josephlambent/ Joseph email: joseph@thecreatorsclub.net Full Transcript Below Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you The Leadership Hacker News How many leaders does it take to change a light bulb? Well, the answer's one, however, it takes seven or eight leaders to decide that it's the right light bulb to change that it needs changing now, and that we have the right technical kit and equipment to change the light bulb. So where am I getting at here? Well, I asked a question. What is the optimum number of leaders that we need typically in a quorum to make the right decisions? There's lots of research about this. So, I dove into Harvard Business Review and Governance today. Harvard Business Review claims that seven is the right number and odd numbers in fact of any criteria is a good thing. While Governance today said it was eight to ten. Getting back to your actual number, think about the benefits of a large group. The more people you have, theoretically, the better chance you have getting the best information. However, if that said seven or ten have really opened channels of communication, have created a flow of information through their workforce, then it is probably the right number. What is critically important however, is the diversity of that seven to ten, making sure they bring social sensitivity to situations, making sure that they reflect the true voice of their workforce in those meetings and have the real clarity understanding of expectations from not only their workforce, but their shareholders too. Going way back to the 1970s research concluded by Hackman and Vidmar on the Optum size of groups for membership, communication and outcomes actually composed an optimum size of four point six. This is based on research and science and still holds true somewhat today. Their study concluded that senior teams operate best when the optimum size of number is about seven. Correlated with our recent research, the research and studies provide evidence that the more the numbers are in a team and particularly a leadership team, the more likely the team is to encounter problems with its functioning and its outcomes. So, getting the size right, get the diversity of your team, right, tick, but let's not forget. Engagement of that team is incredibly important, and size alone is not sufficient in creating a winning success. That success depends on you as the leader of that leadership team, encouraging, engaging, and facilitating great conversations so they put their energy to the front so that you all collectively can achieve your goals. And for those listeners here today who have maybe...

Fred Joyal was founder of of 1-800-DENTIST, which for over 30 years has generated over a billion dollars in revenue. No he’s a keynote speaker, coach and author of the book Superbold: From Under Confident To Charismatic In 90 days. This amazing show uncovers: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Fred below: Fred on LinkedIn: https://www.linkedin.com/in/fredjoyal/ Fred on Twitter: https://twitter.com/fredjoyal Fred on Instagram: https://instagram.com/fredjoyal Fred’s Website: https://fredjoyal.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Fred Joyal. He's a speaker, author and business coach on the superpower of boldness and the author of Superbold: From Under Confident To Charismatic In 90 Days. But before we get a chance to speak with Fred, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: We're going to explore names, names matter. My name is Steve. Everybody introduced themselves with this one special gift that we were given from the moment of our birth. Yet, how often do we get people's names wrong? And how often do we give ourselves the permission to say, oh, I'm terrible with names, but I'm great with faces. A somewhat convenient excuse, maybe. We live and work in a really multicultural society. Our names come from all over the world and not necessarily from the location you are in, they sound different, they have different spellings, they may be shortened names that are nicknames almost in replace of their real names but come in many different ways. Some of my kids in fact have even changed their names. Well, metaphorically changed names growing up because they thought they weren't comfortable with this particular label, but soon changed it back. Whichever way we think about our names, it's our identity. You must know how it feels when somebody gets your name wrong and that's because getting someone's name right really matters. It may take a bit of extra effort. You may have to ask them to spell it. However, often minimal effort as a leader can really engage people when they know, you know them, and this demonstrates you're willing to take an interest in them and from wherever their name derives their culture too. So, is this such a big effort? Let's have a look. The acknowledgement, firstly, that the name is tricky for you is okay. Let people know that if they have got a tricky name. That demonstrates you care enough; recognize you may need to take time to practice somebody's name. And as much as that sounds crazy, it will make a huge impact to the relationship. Ask the person for clarification if you are unsure. I've made loads of mistakes on this podcast initially, when I've had guests come on the show and made an assumption on how their name was spelled. Only to have to re-edit episodes to get their name right. And by practicing and persevering until you do get it right, you create a bond between the individual and you, when we address your colleagues by name, especially in team settings and meetings, it helps collaboration, and that behavior will help create...

Matthew Cox is the CEO and Founder of the Never Give Up Foundation, he’s a coach, speaker and Co-author of the book, The Courage to Learn Differently. In this remarkable conversation learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Matthew below: Matthew on LinkedIn: https://www.linkedin.com/in/matthew-cox-64228256/ Matthew on Twitter: https://twitter.com/MatthewLCox1 Matthew on Instagram: https://www.instagram.com/matthewlelandcox/ Matthew’s Website: http://www.matthewlelandcox.com/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today shows Matthew Cox. Matthew was diagnosed with a learning disability in high school where he was told he would never attend college and he wouldn't amount to anything. However, Matthew was an incredibly successful businessman. He's the co-founder of the Never Give Up Behavioral Services and Never Give Up Foundation. But before we get a chance to speak with Matthew, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: For any organization to be successful. It must find a way to develop talent. It isn't always possible to hire great talent in leadership, particularly from outside the organization. So being able to develop leaders within the organization is a key success factor and will help the company grow and meet future needs. I'm going to share with you four principles that really help drive leadership development and leadership potential for 2022. The first principle is taking ownership. This is about being fully responsible for your leadership team and their personal development in that journey. And it's different from being in charge. Taking ownership is simply about empowering people around you, but being fully responsible, knowing that it's actually a shared responsibility, great leaders make it their job to keep pushing things forward. They didn't sit back and wait for tasks to be given to them. They search for new ways to improve. That includes developing them and their teams. Learning through mistakes and continually being brave enough to make them. When everyone takes ownership, people are willing to do what's needed without finding ways to skirt responsibility. By taking ownership, this is also creates consistency and consistency creates routines, habits and patterns that others can also learn from rather than just one off activities. Principle two, use next level thinking. How do you know if you did something right? Most people look at the task. Did you accomplish it or not? Did you do what you said you were going to do or not? Well for leadership, we need to shift our thinking. Each task is important, and we consistently need to measure our productivity versus key performance. But next level leadership requires a shift in a perspective, helping people move away from linear thinking is really important. Linear thinking follows quick snap decisions without much analysis and a usually short term. Instead, we need to think systems thinking, see the bigger picture. Interconnection between the various parts of a system. In doing so, it gives us the...

Our very special guests are global business guru Pepyn Dinandt and Military Cross holder, ex-army Colonel, Richard Westley OBE. They teamed up and wrote the book Business Leadership Under Fire. This is such a compelling show, packed full of hacks and lessons including: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Pepyn and Richard below: Website: https://businessleadershipunderfire.com Pepyn on LinkedIn: https://www.linkedin.com/in/pepyn-dinandt/ Richard on LinkedIn: https://www.linkedin.com/in/richard-westley-obe-mc-66875216/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you What do you get when you smudge one of the world's global business leaders and one of the UK's top Army Colonels? The answer, Business Leadership Under Fire, our special guest today are Pepyn Dinandt and Richard Westley OBE, and they wrote the book, Business Leadership Under Fire, but before we dive in with Pepyn and Richard, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: Have you ever heard, focus takes you where it takes you? Inspired by a blog by Seth Godin many years ago, he had a focus of depth of field, and I'll share a story with you around how and why focus is so important. Picture the scene. There are two runners, both have exactly the same capability, exactly the same pace and the same injury, an injured left toe. The runner who's concentrating on how much their left toe hurts will be left in a dust by the one who's focused on winning. Even if the winner's toe hurts just as much. Hurt of course is a matter of perception. Most of what we think about is, we had a choice about where to aim that focus, aim that lens of our attention. We can relieve past injustices, settled old grudges, nurse festering sorts. We can imagine failure build up its potential for destruction and calculate its odds. Or we can imagine generous outcomes that we're working on. Feel gratitude, feel compassion for those that got us here and revel in the possibilities of what's next, we have an automatic focus are instinctive and cultural choices, and that focus isn't the only ones that are available to us. Of course, those are somewhat difficult to change, which is why so few people manage to do so, but there's no work that pays off better in the long run than focusing on positive and progressive outcomes. Remember the stories that you tell yourself, your story is your story, but you don't have to keep reminding yourself of the story you've told yourself before. If that story doesn't help you change positively for the future, it's probably not the right story in the first place. So, focus on the future stories that you want to tell yourself, and guess what? Those stories become a reality. That's been The Leadership Hacker New. Really looking forward to our conversation with Richard and with Pepyn. Let's dive into the show. Start of Podcast Steve Rush: I'm joined by two very special guests on today's show. Pepyn Dinandt is a business executive with 30 years’ experience successfully leading and restructuring companies in challenging situations as CEO and Chairman. Or in...

Matt May is Founder and CEO of Premier Team Building and Interactive experiences, he’s also a speaker and author of the Book, "Take the Fear out of Team Building." In this engaging and fun show, you can learn: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Matt below: Matt on LinkedIn: https://www.linkedin.com/in/mattmayptb/ Matt on Twitter: https://twitter.com/PremierTeamBld Matt on Instagram: https://www.instagram.com/premierteambuilding/ Matt’s Website: https://premierteambuilding.com/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today shows Matt May. He's the founder and CEO of Premier Team Building & Interactive Experiences Company. He's also a speaker, an author of the book, Take The Fear Out Of Team Building. But before we get a chance to speak with Matt, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: The values and culture play a real part in leadership post pandemic. We're going to look at how environments have changed dramatically over the last 10 years and particularly since the pandemic. It's exposed weaknesses and for some businesses strengths and the effectiveness of company values and how they're put into practice. I want to dive in and have a quick look at how leadership drastically changes company culture and how values inform it. There's a fantastic report from the ILM called leading through values if you get a chance to get your hands on it, which gives you much more context and detail about the things I'm going to talk to you about. And just to throw something else into the mix that helps inform culture and values, right now. I wrote an article in CEOWorld Magazine and on LinkedIn called Mind The Gen Gap. For the first time, we now have four generations in the workforce, Baby Boomers, Gen Xers, Millennials, and Gen Zers or Gen Zers if you're in the UK. And the reason this is important is because values is the principles, the rules of the game, and we all have perspectives based on our generations. And whilst these are not scientifically proven, it's a good barometer and we should take it into consideration. The ILM research found that 69% of people will reconsider a job if the company culture seems to be toxic, 77% felt that company culture was incredibly important to them and the values that their boss also brings to the culture and 56% ranked opportunities for growth as more important than their basic salary and package. So, the top values that impact on culture are having a person centered and authentic approach with the core elements, being congruence. In other words, your words and actions make sense to your employees. Being genuine in essence, empathy, having a deep understanding of what it feels like for employees of every grade and every level and an unconditional positive regard for the individual. And only if there is a genuine approach to demonstrate these values from senior leadership. There can be congruency throughout the organization. You'd expect wellbeing of employees to be up there and of course, it is. The Chartered Institute of Personnel and Development,...

Jill McAbe is a bestselling author of “It’s Go Time: Build the Business and Life You Really Want.” Jill’s recently been ranked #1 in Entrepreneur Magazine's inspiring education Entrepreneurs to watch in 2022. We dove into a bunch of topics in this awesome conversation, including: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Jill below: Jill on LinkedIn: https://www.linkedin.com/in/garydfrey/ Jill on Twitter: https://twitter.com/jillmcabe Jill on Instagram: https://www.instagram.com/jillmcabe Jill’s Website: https://www.jillmcabe.com/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Steve Rush: Jill McAbe is a special guest on today's show. Jill is the bestselling author of Its Go Time. She's also a teacher, coach, and a business guru, but before we get a chance to speak with Jill, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: We all know leadership can be tough, right? Despite the success. And sometimes a glory leadership can bring, the lows can be incredibly low. The job can feel quite lonely at times, especially when you have to make unpopular decisions. As leaders, we must all deal with stress, but the very best leaders handle the ups and downs with ease. They let things slide off their backs with resiliency, grace and grit, and it's not easy to do. Leaders can't afford to break down, lose their cool and be oversensitive. Instead, they must be steadfast, tough, no matter the up and downs. In an article from Entrepreneur Magazine, Kerry Siggins talks about five things that can make a big difference. Be determined. Determination is often overlooked as a leadership attribute but is needed to get through the difficult situations. You must be resolute in your vision, decision making and resiliency. During the early days of the pandemic, the uncertainty was unbearable. Like so many of the leaders many had to make difficult decisions about expenses and staffing. Kerry Siggins planned and kept one thing in the front of her mind, her determination to succeed. And that grew stronger than as she arrived in into the pandemic in the first place, determination helped drive her decision making and kept her focused and resolute. Know when to let things go. The flip side of determination is knowing when to say enough is enough. And when things aren't really working, and resiliency is not about consistently pushing through. Resiliency is also about letting know when to let things go to move on. There are times when you must be tough enough to back down, let go, change your mind, pivot, whatever words you want to use. Just because you think you are right doesn't make it so. So, when people around you and the evidence suggest that you are moving in the wrong direction, make the toughest decision of all and let go. It's quite natural to get defensive when you receive tough or unpleasant news through feedback, but it doesn't mean you should allow yourself to go there just because it's a natural response. If you want a toughen up as a leader, you must handle yourself with grace and hearing hard things as being part of the way we do...

Rhamy Alejeal is the CEO of People Processes, he's also an author and an HR guru. In this fun and engaging show we talk about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Rhamy below: Rhamy on Twitter: https://twitter.com/RAlejeal People Processes Twitter: https://twitter.com/people_process Rhamy on LinkedIn: https://www.linkedin.com/in/rhamy/ People Processes Website: https://peopleprocesses.com Instagram: https://www.instagram.com/peopleprocesses/ Full Transcript Below Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Rhamy Alejeal. He's the CEO of People Processes. He's an author, an HR guru, but before we get a chance to speak with Rhamy, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: One of the main reasons that keep business leaders awake at night, I ask that question to my network and reached out to over a hundred business leaders. And this is the top six things that they came back with that keep them awake at night. Number one is planning, planning around the short term, financial, their tactical, their team, and their strategy. Having a bad or an ill-informed plan keeps people awake at night, which is also strange. Because number two is long term strategy. So, it goes without saying, if you don't have a short-term plan, you're never going to have a long-term strategy. But long term to me is beyond five years. Beyond the linear. The next thing on the list was dealing with market changes and in particular, how they've responded to COVID, but generally how supply chains are moving and changing around. Hybrid working wasn’t before on the list but how they can gain access to their team's insights and behaviors while being remote and distant from them. Number five was around staff retention. We've heard lots of discussion in the past about the great resignation but holding onto real talent has become a real challenge for many business leaders and a final one coming in number six was finding enough diversity in their workforce through either gender, race, or just deep thoughts, because thoughts is about differentiation too. And there of course is then the elephant in the room. So, for those who listening to this who sleep peacefully at night, there's also a reason for that. And that reason is that you've likely gone from an intention to an action. You've made something happen. You've made a decision; you've closed it off before the end of the day. And therefore, you can do what your brain's designed to do when you get to bed and that's repair and recover. That's been The Leadership Hacker News. Thanks to a number of you in the community who have raised us as a subject that you wanted us to feature on the show. So please also get in touch if there's something that you want to hear. Let's dive in. Strat of Podcast Steve Rush: Joining me on the show today is Rhamy Alejeal. He's a CEO of People Processes, or if you're in North America, of course it's Process and they provide the entire HR department for your business. He's also the author of the book People Processes, How Your People Can Be Your Organization's...

Gary Frey has served as president of a number successful companies, including Bizjournals.com, a business news portal which he helped transform from a three-person organization to a $100 million company which he sold to Microsoft. In this show you can learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Gary below: Gary on LinkedIn: https://www.linkedin.com/in/garydfrey/ Gary’s Blog Page: https://gfrey.wordpress.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest today is Gary Frey. He's an entrepreneur, multiple C-suite executive, and now super coach. But before we get a chance to dive into the conversation with Gary, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: In the news today, we explore how to balance employee happiness and building business expectations. Toxic workplaces are nothing new. We've likely heard of horror stories of offices run on terror. What is new is, few workers are willing to put up with such conditions, a recent study for the Human Resources Management, SHRM. Completed the study that indicated one in five have left their job in the last five years because of company culture. So that culture is not only bad for the health of employees, but it's also bad for business with an estimated cost to businesses of being over 200 million pounds. Clearly, then keeping employees happy is critical to run a successful enterprise but needs a balance, and that balance needs to be achieved so that you get productivity too. And we can't become subservient to the needs of every employee, or we lose sight of the business needs. In 2017, Google's apparent overcompensation of some staff politically was incorrect at the time called the F.U. Money, but colloquially led to a departure of many, and they took their hefty paychecks and used them to pursue other roles. And if you're underpaying employees so much that they can triple their salary elsewhere, well, then they should leave. However, if we allow every person who is headhunted to jump ship, we won't be left much talent at all. Those do stick around most likely to be under performers and unable to get a job elsewhere. And therefore, the companies left scrambling again. So, we have to create the right environment that fosters loyalty and motivation, so that talent feel the need to stay and want to continue on that journey. And of course, some businesses may not have the budget or flexibility to pay more, but it's still vital to show employees that ownership or leadership of a firm are doing all they can to cultivate happy and healthy work culture. Paying more doesn't necessarily mean you get results. And this is where the key to balancing employee happiness lies. It's critical that we first communicate clearly and transparently any responsibilities that are tied to a position. If performance doesn't match that position, then there needs to be some open dialogue about standards, expectations, and the consequences of positively achieving and negatively achieving those outcomes. And honest, candid conversations can motivate individuals to work...

Matt Schlegel is the Principal of Schlegel Consulting and Evolutionary Teams, he’s an entrepreneur and ex Tech Executive and now author of Teamwork 9.0. In this show you can learn: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services. Find out more about Matt below: Matt on LinkedIn: https://www.linkedin.com/in/mattschlegel/ Matt on Twitter: https://twitter.com/MattSchlegel Company Website: https://evolutionaryteams.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Matt Schlegel is joining me on the show today. He's an author, consultant speaker, and founder of Schlegel Consulting. But before we get a chance to speak with Matt, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: We've all heard of the great resignation, right? However, employees say and sustainable workloads and expect are the things that are driving to quit. In a recent article by Emmy Lucas of Forbes. She describes that not only unsustainable workloads or one of the top factors contributing to the great resignation, others such as uncaring managers, inadequate compensation, lack of career development are all contributory factors. However, survey completed by McKinsey recently, which queried nearly 600 employees looked at those who'd left without another job lined up and those who returned to work. Much of the analysis of how to solve the great resignation is really focused on giving workers higher pay, better career opportunities and nicer perks and days off and mental therapy and help and better family leave. But there's been less attention paid to actual workloads employees have. And how employees plan to address that issue. 35% of respondent said unsustainable work performance expectations were they reason that they left their job without another in hand. And the same percentage said that they would leave uncaring leaders or a lack of career development. Following these reasons were a lack of meaningful work, better support for employee health and wellbeing, inadequate compensation, but ironically compensation ranked six as a reason of leaving, suggesting that evidence that pay isn't everything. It means something, of course, the report showed that those who work in an environment, they like also find purpose in their work and have better relationships and therefore, probably stick around. When it comes to returning to work. 47% of the 600 respondents polled and about a quarter of those return to non-traditional work, whilst three quarters went back to traditional employment and of those 600 respondents who left without another job lined up, 44% of them said that they'd have little or no interest in returning to the same job doing the same work in the next six months. The highest-ranking reason for why people did return to work in the work they were doing previously was having a strong identity and policy that addresses workplace flexibility. So, post pandemic workplace flexibility includes not just ours, but flexible places, space, time, empathy, understanding. Commitments to the work that they're undertaking. So, organizations and employers really need to take a hard look at...

Michael Sahota is a thought leader, author, and speaker in the Agile industry. He's also the co-founder and CEO of SHIFT314, and he's joined by Audree Sahota, Chief Metaphysics Officer and also co-founder of SHIFT314, together they wrote the book Leading Beyond Change. In this amazing show we discover: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Michael and Audree below: Michael on LinkedIn: https://www.linkedin.com/in/michaelsahota/ Audree on LinkedIn: https://www.linkedin.com/in/audreetara/ Michael on Twitter: https://twitter.com/MichaelSahota Instagram: https://www.instagram.com/shift314_leadership/ Company Website: https://shift314.com Full Transcript Below Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Our two special guests on today's show is Michael Sahota who's the founder and CEO of SHIFT314, he's a speaker, a thought leader. And the author of Leading Beyond Change. His co-author is Audree Sahota who's also the co-founder and Chief Metaphysics officer at SHIFT314. But before we get a chance to speak with Michael and Audree, it’s The Leadership Hacker News. The Leadership Hacker News Steve Rush: It turns out in times of crisis, that's a perfect opportunity for us to do some self-reflection and think about what's really important to us. According to some recent research completed by Microsoft, workers' sense of worth grew during the pandemic and during 2020 during terms to crisis, so did their expectations. For almost a year of publishing the first study, Microsoft shared results of another iteration of the Microsoft world index. And it's a study run across 31 countries, 31,000 people along with analysis of trillions of productivity signals in Microsoft, 365 trends on LinkedIn and labor trends. Some findings found that flexible working is here to stay. And leaders seemed out of touch with employees while workers were highly productive, yet also exhausted. Gen Zed or Gen Zers if you're in the U.S. needed, re-energizing due to a lack of networking opportunities. And finally, talent availability grew with the hybrid work, but the word hybrid work means so much to so many. Organizations still grapple to get an understanding of what hybrid work really means to them. What comes out in research from Microsoft is that COVID changed our relationship with work forever. 53% of employees are more like to prioritize health and wellbeing over their work compared to that pre pandemic. And in addition, 47% of responders said that they're most likely to put family and personal life first ahead of any work commitments. Employers must be ready to accommodate the needs and trends that are playing out or risk losing their talent to competitors who might offer exactly what they're looking for. The study shows that many hybrid employees, in fact, 51% say they'll consider a switch to remote working over the next 12 months. And even more remote employees, 57% said they would consider a switch to more hybrid. And while the two data points could be confusing, they clearly speak to the role of hybrid working is here to stay, providing the flexibility needed to lead a more blended life while offering opportunities to stay connected with coworkers. And it clearly shows that deciding what's best for your talent will not be a one size fits all affair either. Needs will be different based on the seniority within the company, the type of job, how long somebody's been with the organization, their home circumstances. It's also critically to fully understand and embrace hybrid work so that it requires more than just offering working from home. It really does mean making...

Richard Medcalf is Founder and CEO of Xquadrant and an executive coach to some of the world's most impressive and successful CEOs and their teams. He’s also the host of the Impact Multiplier CEO Podcast. In today’s show you can learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Richard below: Special Link to resources: https://xquadrant.com/hacker Richard on LinkedIn: https: https://www.linkedin.com/in/richardmedcalf/ Richard on Twitter: https://twitter.com/rmedcalf Podcast: https://xquadrant.com/podcast/ Company Website: https://xquadrant.com/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Joining on today. Show is super coach Richard Medcalf. He's the founder of Xquadrant, and he's an Executive Coach of some of the world's most impressive and successful CEOs and their teams. He's also the host of The Impact Multiplier CEO Podcast. But before we get a chance to be Richard, it's The Leadership Hacker News The Leadership Hacker News Time is a valuable commodity that should not be wasted. A marketer is likely to be concerned with both time and money about the value they create. Luckily, plenty of thought leadership techniques are also available for those who do not mind spending time on their strategy, but don't wish to spend a lot of money on marketing. Thought leadership is a leader's best friend for promoting what they do. Recently I researched Services, a global thought leadership agency that focused on evidence-based research, published a list of techniques and ideas to help leaders in the space of thought leadership. And I'm just going to share with you the top four. Be accessible. Thought leadership is about being visible. You can boost your visibility by making yourself accessible to others. Sharing your expertise freely and having your team do the same. Don't be afraid to speak to media outlooks or bloggers or write articles. It can all help you get your brand out there and your message to the audience. Always create content. Consistently creating content can take time, but it also can help you build an audience for your brand. Additionally, it can help you create more ideas, content creations is an excellent way to show that you're aware of your industry. You're aware of the news and you're aware of what's trending. This can really help you become an industry leader, become more renowned so that people can see your content and become familiar with who you are and what you stand for. Hone your problem-solving skills. Problem solving is a life skill and one you should hone. It shows that you can identify, analyze, and solve a problem. It also shows that you are innovative and capable of being an industry leader and helping others solve problems with you, demonstrates credibility. Be a leader. Thought leadership is about being a leader in your industry. This means that you should express ideas and take action when the opportunity arises. While you shouldn't strive to jump into every issue of controversy that abounds, you should also not be content to sit on the sidelines, particularly if it concerns your industry, it's all...

Rasha Hasaneen is the Vice President of Innovation and Product Excellence for Trane Technologies. A former executive with global businesses, Rasha also leads the Center for Healthy & Efficient Spaces as Executive Director. In this show learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Rasha below: Rasha on LinkedIn: https://www.linkedin.com/in/rashahasaneen/ Rasha on Twitter: https://twitter.com/rhasaneen Company Website: https://www.tranetechnologies.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Rasha Hasaneen. She's a Vice President and Executive Director, at Trane Technologies where she runs Center for Healthy & Efficient Spaces. Rasha is also a board of advisor member, a board member for a number of technology and climate tech companies and councils. But before we get a chance to speak with Rasha, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: In the news today, we explore whether or not organizations and leaders are taking ESG seriously. And if they do, how it can directly correlate to great results. The letters ESG of course stand for Environmental, Social and Governance, and are typically how organizations structure activities and commitments to each be it greenhouse gases and emissions and waste, that's E. Staff, labor, relations, employee safety, that's the S or board diversity in supply chain management, that's the G and while most organizations will have a view and a lens. Having tactical and focused activities can be really relevant to the business world and more and more shareholders and stakeholders, as well as customers, staff and consumers are starting to take more notice around ESG and ESG ratings. The momentum towards ESG has not slowed with the pandemic. The crisis has intensified and reinforced the important issues of ESG. George Serafeim, a Harvard Business School Professor and ESG expert said COVID 19 has caused us to dive deeper and integrate our ESG inside organizations around them management and their strategy. And it's no longer just about feel-good issues. We're talking about even more important value drivers. So, let's have a look at how ESG can really drive shareholder return and maximize value for the organization. In one HBR Study, they found that $1 investment yielded $28 return over 20 years for companies that focused on ESG. And those that didn't focus on ESG measures only returned $14. In a recent study by McKinsey's, they explained executing ESG effectively can help combat rising operating expenses. Affecting operating profits as much as 60%. For leaders who want to reap such reports, they should immediately begin measuring ESG metrics alongside other KPIs. Of course, companies can then demonstrate what they measure and the impact that has to returns, and ESG helps with talent too. According to Wharton, Professor Peter Cappelli. Most hiring is a result of drastically poor retention. This issue has only been compounded in recent years with Mercer Global Talent Trends, 2020, calling the great recession. Revealing that nearly half, that's 46%...

Shannon Russo is the Chief Executive Officer for Kinetix, After a successful career as a finance executive Shannon founded Kinetix with the goal of creating a firm that could help growing companies get the talent they need to compete. In this special show, learn about: Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Shannon below: Shannon on LinkedIn: https: https://www.linkedin.com/in/shannonwrusso Shannon on Twitter: https://twitter.com/kinetixhr Shannon on Instagram: https://www.instagram.com/kinetixhr/ Company Website: https://www.kinetixhr.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Shannon Russo. She's the CEO of Kinetix, has a background as an executive with companies, such as M&M/Mars, Kidder Peabody & Company, and after riding the corporate wave, she opted to run her own firm and founded Kinetix, with a goal of creating a firm that could help grow companies, get the talent that they needed to compete. But before we get a chance to speak with Shannon, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: The great resignation is a real thing and it's happening to many people around the world, but of course it even impacts on global enterprises as well as global superstars in the world of business. Tesla, CEO, Elon Musk has joined the great resignation, or has he? He's tweeted numerous times over the last few months that he's quitting his job to become an influencer. But while he still sits as a CEO, his role has significantly shifted to appeal to his lifestyle choices in philanthropic adventures. Shareholders, customers, and regulators haven't always appreciated the humor in Elon Musk's approach to his Twitter or high jinks, 2018 Tesla shares plummeted after he posted an April fool’s day message saying the company gone bankrupt. He quoted earlier this year that he was going to dispose of all of his shares and equally had a massive impact. Tesla shares fell from about 20% from November to now, as Musk has offloaded his shares. And he tweeted in December that he would be able to buy by a poll that he took whether or not to sell his stake in the car maker. So even Elon Musk, the CEO of Tesla and space exploration technologies cited to be the world richest person with a fortune and an estate worth 266 billion dollars. Even Elon Musk has been affected by the world around us over the last couple of years. So, if you're a leader, listening to this, pay attention to how our teams are performing and behaving. Some of the idiosyncrasy, and little idioms that you might notice in people's behavior could be a sign that they're being restless and actually having conversations to help people find their purpose is really what it's all about. Finding out what your team need, want and expect from you as a boss is incredibly important as well as appealing to their intrinsic motivation, and that can really help the great resignation become the great retention. So that's been The Leadership Hacker News today. Please continue to get in touch and contact us through our social media. We'd love to...