http://odeo.com/channels/2116490-Total-Picture-Radio-with-Peter-Clayton no Total Picture Radio is a career advancement podcast to help knowledge workers navigate today's job market. We are committed to sharing ideas and commentary from thought leaders in business, strategy, marketing, career management, media, and the Internet. TPR podcasts actionable information for high-performance careerists - and business leaders creating talent-focused organizations. Our in-depth interviews include best-selling authors, senior executives, visionaries, leadership coaches, and entrepreneurs. Total Picture Radio is a career advancement podcast to help knowledge workers navigate today's job market. We are committed to sharing ideas and commentary from thought leaders in business, strategy, marketing, career management, media, and the Internet. TPR podcasts actionable information for high-performance careerists - and business leaders creating talent-focused organizations. Our in-depth interviews include best-selling authors, senior executives, visionaries, leadership coaches, and entrepreneurs. The First Podcast for Career Advancement, Employment Trends, Web 2.0 Recruiting, and Leadership Development en-us 40 Mon, 09 Nov 2009 04:41:00 -0800 Mon, 09 Nov 2009 04:41:00 -0800 (c) 2006/2008 Leadership, social networking, job search, employment, jobs, executive search, career advice, recruiting, human resources Business Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25424778-Onboard-Experts-Series-6-Jean-Brown-Connect-Inspire-Persuade-Onboarding-a-New-Employee-for-Success Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Communications expert Jean Brown, partn... Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Communications expert Jean Brown, partner with New York City based MacKenzie Brown, LLC works with senior executives, managers, and partners of many Fortune 500 companies and law firms. Jean contributed to chapter 8 of Onboarding, titled "Manage the Announcement to Set Your New Employee up for Success." Questions for Jean Brown: How important is it to carefully plan and manage the announcement when a new executive arrives at a company? Although this announcement process may be done when someone initially joins an organization, it seems it is not done as effectively (if at all) with internal promotions. Is this a mistake? In Onboarding, you outline four keys to an effective message. I’d like you to expand on each of these: Concrete Targeted to your audience Pithy, memorable Short: 10 words or fewer. Give us some examples. Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Communications expert Jean Brown, partner with New York City based MacKenzie Brown, LLC works with senior executives, managers, and partners of many Fortune 500 companies and law firms. Jean contributed to chapter 8 of Onboarding, titled "Manage the Announcement to Set Your New Employee up for Success." Questions for Jean Brown: How important is it to carefully plan and manage the announcement when a new executive arrives at a company? Although this announcement process may be done when someone initially joins an organization, it seems it is not done as effectively (if at all) with internal promotions. Is this a mistake? In Onboarding, you outline four keys to an effective message. I’d like you to expand on each of these: Concrete Targeted to your audience Pithy, memorable Short: 10 words or fewer. Give us some examples. tag:odeo.com,2009-11-09,25424778 Mon, 09 Nov 2009 04:41:00 -0800 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25406815-i4cp-TrendWatcher-Podcast-Carol-Morrison-What-High-Performing-Companies-Are-Doing-Now-to-Retain-Talent-Later What High-Performing Companies Are Doing Now to Retain Talent Later "There's a change in the wind. Most employers believe the poor economy has been key to employee retention over the last year or so. But now they're gearing up for a time when only solid retention initiatives will make the difference between keeping and losing key talent." Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Carol Morrison, senior analyst at i4cp. i4cp found that over half (58%) of those responding to their recent Employee Turnover and Engagement Pulse Survey said their organizations are "taking action today to prevent an... What High-Performing Companies Are Doing Now to Retain Talent Later "There's a change in the wind. Most employers believe the poor economy has been key to employee retention over the last year or so. But now they're gearing up for a time when only solid retention initiatives will make the difference between keeping and losing key talent." Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Carol Morrison, senior analyst at i4cp. i4cp found that over half (58%) of those responding to their recent Employee Turnover and Engagement Pulse Survey said their organizations are "taking action today to prevent an increase in turnover when the economy turns around." In larger firms, the percentage was even higher, and in companies designated as high performers (according to self-reported revenue growth, market share, profitability and customer satisfaction), the number rose to over three fifths. Why this sense that it's time not just to think ahead but to take action? After all, this same study showed that nearly three quarters of respondents said that turnover had stayed the same or even decreased over the past 13 months. It seems organizations are starting to worry that pre-recession predictions of talent shortages and waves of retirement may indeed follow on the heels of an economic recovery. read the entire TrendWatcher in the TrendWatcher Channel of Total Picture Radio. What High-Performing Companies Are Doing Now to Retain Talent Later "There's a change in the wind. Most employers believe the poor economy has been key to employee retention over the last year or so. But now they're gearing up for a time when only solid retention initiatives will make the difference between keeping and losing key talent." Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Carol Morrison, senior analyst at i4cp. i4cp found that over half (58%) of those responding to their recent Employee Turnover and Engagement Pulse Survey said their organizations are "taking action today to prevent an increase in turnover when the economy turns around." In larger firms, the percentage was even higher, and in companies designated as high performers (according to self-reported revenue growth, market share, profitability and customer satisfaction), the number rose to over three fifths. Why this sense that it's time not just to think ahead but to take action? After all, this same study showed that nearly three quarters of respondents said that turnover had stayed the same or even decreased over the past 13 months. It seems organizations are starting to worry that pre-recession predictions of talent shortages and waves of retirement may indeed follow on the heels of an economic recovery. read the entire TrendWatcher in the TrendWatcher Channel of Total Picture Radio. tag:odeo.com,2009-11-05,25406815 Thu, 05 Nov 2009 09:01:08 -0800 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25398432-Onboarding-Experts-Series-5-Bill-Epifanio-Create-a-Powerful-Slate-of-Potential-Candidates-Closing-the-Sale "There's always a talent war for A players, most of whom are happily and successfully employed. One of the real challenges and primary added values of executive search consultants is our ability to encourage totally uninterested, passive candidates to consider new opportunities. Every placement I've made over the past several years started with a conversation with someone who assured me they were very happy with their current position and not at all interested in the job I was presenting." - Bill Epifanio Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to cont... "There's always a talent war for A players, most of whom are happily and successfully employed. One of the real challenges and primary added values of executive search consultants is our ability to encourage totally uninterested, passive candidates to consider new opportunities. Every placement I've made over the past several years started with a conversation with someone who assured me they were very happy with their current position and not at all interested in the job I was presenting." - Bill Epifanio Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the fifth Guest Expert podcast in the series. Bill Epifanio contributed to Chapter 6 of Onboarding: titled Create a Powerful Slate of Potential Candidates Questions: Bill Epifanio The bold type in your chapter contribution reads: Bill Epifanio on Closing the Sale. Which brings up an interesting point that's been overlooked in the mainstream media - there is still a war for talent for A players. Am I right? Tell us what's happening in the areas you specialize in: Clean Technology, Renewable Energy, and Financial Technology. Of these three, where do you see the most growth? These are all relatively new industries -- where do you find executive level leadership for your search assignments? Back to Closing the Sale -- once I've made an offer to a candidate, how long should I expect before getting an answer? In my interview with George Bradt, he recommends giving a candidate time to due diligence -- allowing for time to meet with peers and direct reports, talk with those who've held the position, and former employees. What do you think of this tactic? George told me a lot of executive recruiters think he's nuts! Referring to another interview in this series, Sheila Greco told me one impact of the recession -- it's very difficult to get passive candidates to leave their jobs if they feel fairly secure with their current employer. Has that been your experience as well? Are there any other roadblocks you're currently experiencing? (Relocation, selling homes, etc) Do you recommend making an offer in person, over the phone, or by Fed Ex? One of the pieces of advice you share in Onboarding - Blame the market if you need a quick decision. Isn't there some urgency to every new hire today? If you were going to write you segment in Onboarding today, would you add anything? What didn't I ask you think is important to share with the audience? "There's always a talent war for A players, most of whom are happily and successfully employed. One of the real challenges and primary added values of executive search consultants is our ability to encourage totally uninterested, passive candidates to consider new opportunities. Every placement I've made over the past several years started with a conversation with someone who assured me they were very happy with their current position and not at all interested in the job I was presenting." - Bill Epifanio Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the fifth Guest Expert podcast in the series. Bill Epifanio contributed to Chapter 6 of Onboarding: titled Create a Powerful Slate of Potential Candidates Questions: Bill Epifanio The bold type in your chapter contribution reads: Bill Epifanio on Closing the Sale. Which brings up an interesting point that's been overlooked in the mainstream media - there is still a war for talent for A players. Am I right? Tell us what's happening in the areas you specialize in: Clean Technology, Renewable Energy, and Financial Technology. Of these three, where do you see the most growth? These are all relatively new industries -- where do you find executive level leadership for your search assignments? Back to Closing the Sale -- once I've made an offer to a candidate, how long should I expect before getting an answer? In my interview with George Bradt, he recommends giving a candidate time to due diligence -- allowing for time to meet with peers and direct reports, talk with those who've held the position, and former employees. What do you think of this tactic? George told me a lot of executive recruiters think he's nuts! Referring to another interview in this series, Sheila Greco told me one impact of the recession -- it's very difficult to get passive candidates to leave their jobs if they feel fairly secure with their current employer. Has that been your experience as well? Are there any other roadblocks you're currently experiencing? (Relocation, selling homes, etc) Do you recommend making an offer in person, over the phone, or by Fed Ex? One of the pieces of advice you share in Onboarding - Blame the market if you need a quick decision. Isn't there some urgency to every new hire today? If you were going to write you segment in Onboarding today, would you add anything? What didn't I ask you think is important to share with the audience? tag:odeo.com,2009-11-04,25398432 Wed, 04 Nov 2009 06:53:18 -0800 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25398433-Onboarding-Experts-Series-4-Bill-Noll-Behavioral-Interviews-in-the-Hiring-Process Making the wrong hire in this economy can be unbelievably expensive — as well as emotionally devastating for everyone involved, including the person making the hire, the individual placed in the wrong job, and the co-workers involved." — Bill Noll "Bill Noll has developed an excellent way to screen candidates. His behavioral profiling process utilizes a structured interview format of open-ended questions and can accurately predict an individual's future performance in a specific position by identifying 29 work behavioral traits/tendencies in the areas of management, sales, and support services." Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total P... Making the wrong hire in this economy can be unbelievably expensive — as well as emotionally devastating for everyone involved, including the person making the hire, the individual placed in the wrong job, and the co-workers involved." — Bill Noll "Bill Noll has developed an excellent way to screen candidates. His behavioral profiling process utilizes a structured interview format of open-ended questions and can accurately predict an individual's future performance in a specific position by identifying 29 work behavioral traits/tendencies in the areas of management, sales, and support services." Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the 4th Guest Expert podcast in the series. Bill Noll contributed to Chapter 5 of Onboarding: titled Evaluate Candidates Against the Recruiting Brief While Pre-Selling and Pre-Boarding. Questions: Bill Noll Your segment in Onboarding focuses on behavioral interviews -- your company has pioneered a number of behavioral interview techniques - can you share some of your methodology with us, and why you've found your system to be effective is screening candidates? How does your screening process work? In Onboarding, you write about The Selection Cone - what is it and how does it work? George Bradt has told me there are only three questions in any interview: 1- Can you do the job;--- 2- will you love the job; and 3- can I stand working with you? Do you agree? How do George's three questions relate to the 130 structured questions in the Noll process? Do you use phone screens or video interviews in the selection process? The recession has negatively impacted most executive search firms I've talked with. How has your firm held up in this economy? Are you starting to see more activity? More searches? What are you projecting for 2010? What didn't I ask that's important to share with our audience regarding behavioral interviewing? Making the wrong hire in this economy can be unbelievably expensive — as well as emotionally devastating for everyone involved, including the person making the hire, the individual placed in the wrong job, and the co-workers involved." — Bill Noll "Bill Noll has developed an excellent way to screen candidates. His behavioral profiling process utilizes a structured interview format of open-ended questions and can accurately predict an individual's future performance in a specific position by identifying 29 work behavioral traits/tendencies in the areas of management, sales, and support services." Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the 4th Guest Expert podcast in the series. Bill Noll contributed to Chapter 5 of Onboarding: titled Evaluate Candidates Against the Recruiting Brief While Pre-Selling and Pre-Boarding. Questions: Bill Noll Your segment in Onboarding focuses on behavioral interviews -- your company has pioneered a number of behavioral interview techniques - can you share some of your methodology with us, and why you've found your system to be effective is screening candidates? How does your screening process work? In Onboarding, you write about The Selection Cone - what is it and how does it work? George Bradt has told me there are only three questions in any interview: 1- Can you do the job;--- 2- will you love the job; and 3- can I stand working with you? Do you agree? How do George's three questions relate to the 130 structured questions in the Noll process? Do you use phone screens or video interviews in the selection process? The recession has negatively impacted most executive search firms I've talked with. How has your firm held up in this economy? Are you starting to see more activity? More searches? What are you projecting for 2010? What didn't I ask that's important to share with our audience regarding behavioral interviewing? tag:odeo.com,2009-11-03,25398433 Tue, 03 Nov 2009 09:17:43 -0800 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25398434-Onboarding-Experts-Series-David-Lord-Eight-Prescriptions-for-Employers-Using-Outside-Search-Firms If you are going to use a recruiter, pick the right type and the right individual or firm and be prepared to manage your recruiting partner. David Lord is one of the world's experts on recruiters." Onboarding, p. 62 Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better... If you are going to use a recruiter, pick the right type and the right individual or firm and be prepared to manage your recruiting partner. David Lord is one of the world's experts on recruiters." Onboarding, p. 62 Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. David Lord has been independently tracking the performance of executive search consultants for more than 20 years, first as a journalist and since 1995 as a consultant to large corporations on the selection and engagement of search firms. This is the third Guest Expert podcast in the series. David contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates. Questions for David Lord What is the state of the executive search industry in the midst of this recession? (ESIX How has technology and social networks like Linkedin changed the role of the executive recruiter? Your contribution to Onboarding covers Eight Prescriptions for Employers using Outside Search Firms starting with “Focus on the Real Business Case for managing a search activity. Could you expand on that? Second on your list is avoid being driven by reducing search fees. That must be really difficult in this environment. I think there’s a mentality that exists today which says your a hero if you cut costs - regardless of the long-term consequences of these actions. Third: Get senior management buy in. Seems obvious. What are the disconnects? The old saw “what gets measured gets done” companies get so caught up in assessments, evaluations, scorecards, metrics: how do you go about effectively tracking the outcomes of search engagements? What do you measure that really matters in this arena? You recommend using engagement letters with fixed fees. Why a fixed fee approach? You also recommend separating the oversight of retained search from contingency recruiting. Why? What didn’t I ask that you would like to share with the audience? If you are going to use a recruiter, pick the right type and the right individual or firm and be prepared to manage your recruiting partner. David Lord is one of the world's experts on recruiters." Onboarding, p. 62 Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. David Lord has been independently tracking the performance of executive search consultants for more than 20 years, first as a journalist and since 1995 as a consultant to large corporations on the selection and engagement of search firms. This is the third Guest Expert podcast in the series. David contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates. Questions for David Lord What is the state of the executive search industry in the midst of this recession? (ESIX How has technology and social networks like Linkedin changed the role of the executive recruiter? Your contribution to Onboarding covers Eight Prescriptions for Employers using Outside Search Firms starting with “Focus on the Real Business Case for managing a search activity. Could you expand on that? Second on your list is avoid being driven by reducing search fees. That must be really difficult in this environment. I think there’s a mentality that exists today which says your a hero if you cut costs - regardless of the long-term consequences of these actions. Third: Get senior management buy in. Seems obvious. What are the disconnects? The old saw “what gets measured gets done” companies get so caught up in assessments, evaluations, scorecards, metrics: how do you go about effectively tracking the outcomes of search engagements? What do you measure that really matters in this arena? You recommend using engagement letters with fixed fees. Why a fixed fee approach? You also recommend separating the oversight of retained search from contingency recruiting. Why? What didn’t I ask that you would like to share with the audience? tag:odeo.com,2009-11-02,25398434 Mon, 02 Nov 2009 17:23:36 -0800 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25398435-i4cp-TrendWatcher-Podcast-Is-Job-Shadowing-Ignored-in-Your-Organization Is Job Shadowing Ignored in Your Organization? Maybe it's the name. "Job shadowing" has a slightly ominous, film noir ring to it, as if Sam Spade is lurking in the corners of the workplace, digging for secrets and casting a cynical eye on pernicious personalities. How else to explain why such a useful tactic is employed by less than a third of organizations? Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, VP of Research at i4cp. In essence, job shadowing occurs when an employee or prospective hire watches an experienced worker as she or he performs a specific job. A recent study i4cp c... Is Job Shadowing Ignored in Your Organization? Maybe it's the name. "Job shadowing" has a slightly ominous, film noir ring to it, as if Sam Spade is lurking in the corners of the workplace, digging for secrets and casting a cynical eye on pernicious personalities. How else to explain why such a useful tactic is employed by less than a third of organizations? Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, VP of Research at i4cp. In essence, job shadowing occurs when an employee or prospective hire watches an experienced worker as she or he performs a specific job. A recent study i4cp conducted on behalf of a major global organization found that just 31% of respondents said their firms use job shadowing. But there are several reasons why its use may be an up-and-coming trend... Is Job Shadowing Ignored in Your Organization? Maybe it's the name. "Job shadowing" has a slightly ominous, film noir ring to it, as if Sam Spade is lurking in the corners of the workplace, digging for secrets and casting a cynical eye on pernicious personalities. How else to explain why such a useful tactic is employed by less than a third of organizations? Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, VP of Research at i4cp. In essence, job shadowing occurs when an employee or prospective hire watches an experienced worker as she or he performs a specific job. A recent study i4cp conducted on behalf of a major global organization found that just 31% of respondents said their firms use job shadowing. But there are several reasons why its use may be an up-and-coming trend... tag:odeo.com,2009-10-29,25398435 Thu, 29 Oct 2009 09:28:00 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25381120-The-Onboarding-Experts-Series-Sheila-Greco-Create-a-Powerful-Slate-of-Potential-Candidates We are seeing companies that are being strategic, proactive, and methodical as it relates to hiring. The days of handing over 3 to 5 candidates for a specific rec and saying 'here you go' are over." Sheila Greco Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time, they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford,... We are seeing companies that are being strategic, proactive, and methodical as it relates to hiring. The days of handing over 3 to 5 candidates for a specific rec and saying 'here you go' are over." Sheila Greco Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time, they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Sheila Greco is President and Chief Executive Officer of Sheila Greco Associates, LLC. Prior to launching her firm in 1989, Sheila spent several years with Goodrich & Sherwood, an executive search company in New York City and Greenwich, Connecticut. She began her career as a research associate and quickly climbed through the ranks and ultimately became a Director of Executive Search specializing in consumer packaged goods marketing and sales. As an entrepreneur, she has gained extensive experience in human resources to include, research, recruiting, and competitive intelligence. As a strategic results oriented leader, Sheila has a proven track record of building long-term and solid relationships with clients and candidates. This is the second Guest Expert podcast in the series. Sheila contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates First, With so many highly qualified executives looking for work, I think there’s a common misperception in the C suite: It’s easy to fill any job opening. Not true, am I correct? What are some initiatives the staffing industry has taken to -- one -- adjust pricing and keep costs down and two -- broaden its value? How has the recession impacted the recruiting industry? What are some of the high-tech tools the staffing industry has employed to enhance their services? One trend you and I discussed back in March -- mid-sized companies are taking advantage of high unemployment to attract high-value talent to their organizations. Is this still happening? Tell us about your business and clients -- what are you seeing? What trends or opportunities are you mining? One hot tip I’d like you to discuss from Onboarding: Utilize parallel processing, don’t recruit sequentially. Why? We are seeing companies that are being strategic, proactive, and methodical as it relates to hiring. The days of handing over 3 to 5 candidates for a specific rec and saying 'here you go' are over." Sheila Greco Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time, they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series — Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis' mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Sheila Greco is President and Chief Executive Officer of Sheila Greco Associates, LLC. Prior to launching her firm in 1989, Sheila spent several years with Goodrich & Sherwood, an executive search company in New York City and Greenwich, Connecticut. She began her career as a research associate and quickly climbed through the ranks and ultimately became a Director of Executive Search specializing in consumer packaged goods marketing and sales. As an entrepreneur, she has gained extensive experience in human resources to include, research, recruiting, and competitive intelligence. As a strategic results oriented leader, Sheila has a proven track record of building long-term and solid relationships with clients and candidates. This is the second Guest Expert podcast in the series. Sheila contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates First, With so many highly qualified executives looking for work, I think there’s a common misperception in the C suite: It’s easy to fill any job opening. Not true, am I correct? What are some initiatives the staffing industry has taken to -- one -- adjust pricing and keep costs down and two -- broaden its value? How has the recession impacted the recruiting industry? What are some of the high-tech tools the staffing industry has employed to enhance their services? One trend you and I discussed back in March -- mid-sized companies are taking advantage of high unemployment to attract high-value talent to their organizations. Is this still happening? Tell us about your business and clients -- what are you seeing? What trends or opportunities are you mining? One hot tip I’d like you to discuss from Onboarding: Utilize parallel processing, don’t recruit sequentially. Why? tag:odeo.com,2009-10-26,25381120 Mon, 26 Oct 2009 21:05:39 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25373249-The-Onboarding-Experts-Series-Bill-Berman-The-Importance-of-Cultural-Fit "Most people who lead businesses are not in tune with human beings. They're in tune with with business side, with the financial world; they're in tune with the broad strategic approach they need to take. But the real successful leaders have learned to pay attention to both." Bill Berman Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we’ll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis’ mission is singular: use executive onboarding and facilitated transition acc... "Most people who lead businesses are not in tune with human beings. They're in tune with with business side, with the financial world; they're in tune with the broad strategic approach they need to take. But the real successful leaders have learned to pay attention to both." Bill Berman Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we’ll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis’ mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Bill Berman, PhD is a senior consultant to management with extensive experience in leadership development and talent management as well as line management for professional services and consulting organizations. Bill is co-author of 3 books and over 50 articles on a variety of psychology and business topics. He works with PrimeGenesis and contributed to Chapter Four of Onboarding, titled Create a Powerful Slate of Potential Candidates. This is the first Guest Expert podcast in the series. Questions for Bill Berman: You focus in on the importance of cultural fit in hiring. I think everyone would agree with this, however a lot of companies struggle to accurately define their culture. It seems many organizations define their culture as what they aspire to, instead of the reality of what exists today. You write about defining expectations. This seems simple enough, yet again its one of those things that tend to get glossed over. One C level job I’ve found expectations versus reality particularly acute is in the CMO role... walking in to a new job with the promise that they’ll really be able to change direction and implement their ideas only to be shot down. Cultural clashes are something we see in mergers. Do you think so many of these go south because of significant cultural disconnects? What effect has the economy -- the recession - had on corporate cultures? Is it possible for large global organizations to have multiple cultures and personalities? And, if so, how do you assess cultural fit? What didn’t I ask? "Most people who lead businesses are not in tune with human beings. They're in tune with with business side, with the financial world; they're in tune with the broad strategic approach they need to take. But the real successful leaders have learned to pay attention to both." Bill Berman Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we’ll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis’ mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Bill Berman, PhD is a senior consultant to management with extensive experience in leadership development and talent management as well as line management for professional services and consulting organizations. Bill is co-author of 3 books and over 50 articles on a variety of psychology and business topics. He works with PrimeGenesis and contributed to Chapter Four of Onboarding, titled Create a Powerful Slate of Potential Candidates. This is the first Guest Expert podcast in the series. Questions for Bill Berman: You focus in on the importance of cultural fit in hiring. I think everyone would agree with this, however a lot of companies struggle to accurately define their culture. It seems many organizations define their culture as what they aspire to, instead of the reality of what exists today. You write about defining expectations. This seems simple enough, yet again its one of those things that tend to get glossed over. One C level job I’ve found expectations versus reality particularly acute is in the CMO role... walking in to a new job with the promise that they’ll really be able to change direction and implement their ideas only to be shot down. Cultural clashes are something we see in mergers. Do you think so many of these go south because of significant cultural disconnects? What effect has the economy -- the recession - had on corporate cultures? Is it possible for large global organizations to have multiple cultures and personalities? And, if so, how do you assess cultural fit? What didn’t I ask? tag:odeo.com,2009-10-25,25373249 Sun, 25 Oct 2009 21:33:06 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25332594-What-are-You-Challenged-by-at-Work-An-interview-with-Global-Leadership-Coach-David-Rock When to do deeper work... the Goldilocks of the brain... we're talking about the most complicated thing in the non-universe: the brain... one of the things that activates strong emotions in a big way is uncertainty... Meet Emily and Paul, the parents of two young children. Emily is a newly promoted executive in a large corporation, while Paul has his own business as a consultant. Their lives, like all of ours, are filled with a bewildering blizzard of emails, phone calls, yet more emails, meetings, projects, proposals, and plans. For them, just staying ahead of the storm has become a seemingly insurmountable task. Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. David Rock is the founder and CEO of Results Coaching Systems, which has operations in 15 countries across the globe. David works with Fortune 500 clients specializing in embedding internal coaching capacity within organizations to develop leaders, retain talent, improve performance... When to do deeper work... the Goldilocks of the brain... we're talking about the most complicated thing in the non-universe: the brain... one of the things that activates strong emotions in a big way is uncertainty... Meet Emily and Paul, the parents of two young children. Emily is a newly promoted executive in a large corporation, while Paul has his own business as a consultant. Their lives, like all of ours, are filled with a bewildering blizzard of emails, phone calls, yet more emails, meetings, projects, proposals, and plans. For them, just staying ahead of the storm has become a seemingly insurmountable task. Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. David Rock is the founder and CEO of Results Coaching Systems, which has operations in 15 countries across the globe. David works with Fortune 500 clients specializing in embedding internal coaching capacity within organizations to develop leaders, retain talent, improve performance, and change culture. David Rock is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 10,000 professionals in more than fifteen countries. He is the author of 'Personal Best', 'Quiet Leadership' 'Coaching with the Brain in Mind' , and 'Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long' published in October, 2009 by HarperBusiness. When to do deeper work... the Goldilocks of the brain... we're talking about the most complicated thing in the non-universe: the brain... one of the things that activates strong emotions in a big way is uncertainty... Meet Emily and Paul, the parents of two young children. Emily is a newly promoted executive in a large corporation, while Paul has his own business as a consultant. Their lives, like all of ours, are filled with a bewildering blizzard of emails, phone calls, yet more emails, meetings, projects, proposals, and plans. For them, just staying ahead of the storm has become a seemingly insurmountable task. Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. David Rock is the founder and CEO of Results Coaching Systems, which has operations in 15 countries across the globe. David works with Fortune 500 clients specializing in embedding internal coaching capacity within organizations to develop leaders, retain talent, improve performance, and change culture. David Rock is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 10,000 professionals in more than fifteen countries. He is the author of 'Personal Best', 'Quiet Leadership' 'Coaching with the Brain in Mind' , and 'Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long' published in October, 2009 by HarperBusiness. tag:odeo.com,2009-10-21,25332594 Wed, 21 Oct 2009 21:15:05 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25320816-Leadership-Competencies-That-Matter-Most-i4cp-Trendwatcher-Podcast The Leadership Competencies That Matter Most in Today's Trying Economic Times Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Holly Tompson senior analyst at i4cp. The context for leadership is dramatically different from what it was even five years ago. Customers are harder to get and to keep, profit margins tend to be slimmer, and lots of employees live in a state of anxiety, stressed by overwork and worries about their jobs... What's a leader's role in these trying times, and what competencies do leaders need to succeed? i4cp recently conducted a major new study in partnership with the Americ... The Leadership Competencies That Matter Most in Today's Trying Economic Times Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Holly Tompson senior analyst at i4cp. The context for leadership is dramatically different from what it was even five years ago. Customers are harder to get and to keep, profit margins tend to be slimmer, and lots of employees live in a state of anxiety, stressed by overwork and worries about their jobs... What's a leader's role in these trying times, and what competencies do leaders need to succeed? i4cp recently conducted a major new study in partnership with the American Management Association (AMA) to find out. The Leadership Competencies That Matter Most in Today's Trying Economic Times Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Holly Tompson senior analyst at i4cp. The context for leadership is dramatically different from what it was even five years ago. Customers are harder to get and to keep, profit margins tend to be slimmer, and lots of employees live in a state of anxiety, stressed by overwork and worries about their jobs... What's a leader's role in these trying times, and what competencies do leaders need to succeed? i4cp recently conducted a major new study in partnership with the American Management Association (AMA) to find out. tag:odeo.com,2009-10-20,25320816 Tue, 20 Oct 2009 13:38:11 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25252038-Management-Innovation-and-Leadership-Skills-are-Impossible-if-You-re-in-the-Middle-of-a-Amygdala-Hijack “Applying neuroscience to leadership matters. Intelligence is our greatest strategic asset, yet we live and work profoundly out of sync with our own biology. The fundamental role of great leadership is to create places of work where the highest level of collective intelligence can emerge and flourish. If any one of your employees is not showing up to work with full brain/ body engagement, you are squandering your only true competitive advantage." Janet Crawford Welcome to a Leadership Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is Janet Crawford, a leadership consultant I met at the NeuroLeadership Summit in New York. Janet’s professional background began with a decade of experience as an environmental scientist and leader in technical environments. Based in San Francisco, Janet has consulted and coached in the Hi-tech, Bio-tech — Pharmaceutical, Financial Services, Education, and Non-profit sectors. She works on a variety of uses of neu... “Applying neuroscience to leadership matters. Intelligence is our greatest strategic asset, yet we live and work profoundly out of sync with our own biology. The fundamental role of great leadership is to create places of work where the highest level of collective intelligence can emerge and flourish. If any one of your employees is not showing up to work with full brain/ body engagement, you are squandering your only true competitive advantage." Janet Crawford Welcome to a Leadership Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is Janet Crawford, a leadership consultant I met at the NeuroLeadership Summit in New York. Janet’s professional background began with a decade of experience as an environmental scientist and leader in technical environments. Based in San Francisco, Janet has consulted and coached in the Hi-tech, Bio-tech — Pharmaceutical, Financial Services, Education, and Non-profit sectors. She works on a variety of uses of neuroscience in organizations, including applications in the areas of innovation, diversity, decision-making, strategy and organizational resilience. An example of that work is a recent speaking engagement at the opening session for the Kauffman Fellows on the Entrepreneurial Brain. The Kauffman Fellows Program is a prestigious two year development program for up and coming venture capitalists. Janet Crawford, M.A., Principal of The Brain-Friendly Leader, has over a decade of expertise as a coach and consultant. She supports executives in building brain-friendly organizations by developing their leadership presence, collaboration skills, trust-building behaviors and visionary thinking to produce significant results. As a pioneer in the emerging field of neuroleadership, Janet uses neuroscience principles in her work with clients to: Create mindsets that make strategic thinking the organizational norm. Design gatherings that bring forth the best possible thinking of the organization. Build time and task management practices which clear distractions and focus clients on the work that matters. Deepen emotional literacy and underscore the role of emotion in influence and decision-making. Champion the health practices which support optimal brain function, decrease stress and increase happiness. Enhance leadership presence by leveraging the non-verbal language of the brain. “Applying neuroscience to leadership matters. Intelligence is our greatest strategic asset, yet we live and work profoundly out of sync with our own biology. The fundamental role of great leadership is to create places of work where the highest level of collective intelligence can emerge and flourish. If any one of your employees is not showing up to work with full brain/ body engagement, you are squandering your only true competitive advantage." Janet Crawford Welcome to a Leadership Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is Janet Crawford, a leadership consultant I met at the NeuroLeadership Summit in New York. Janet’s professional background began with a decade of experience as an environmental scientist and leader in technical environments. Based in San Francisco, Janet has consulted and coached in the Hi-tech, Bio-tech — Pharmaceutical, Financial Services, Education, and Non-profit sectors. She works on a variety of uses of neuroscience in organizations, including applications in the areas of innovation, diversity, decision-making, strategy and organizational resilience. An example of that work is a recent speaking engagement at the opening session for the Kauffman Fellows on the Entrepreneurial Brain. The Kauffman Fellows Program is a prestigious two year development program for up and coming venture capitalists. Janet Crawford, M.A., Principal of The Brain-Friendly Leader, has over a decade of expertise as a coach and consultant. She supports executives in building brain-friendly organizations by developing their leadership presence, collaboration skills, trust-building behaviors and visionary thinking to produce significant results. As a pioneer in the emerging field of neuroleadership, Janet uses neuroscience principles in her work with clients to: Create mindsets that make strategic thinking the organizational norm. Design gatherings that bring forth the best possible thinking of the organization. Build time and task management practices which clear distractions and focus clients on the work that matters. Deepen emotional literacy and underscore the role of emotion in influence and decision-making. Champion the health practices which support optimal brain function, decrease stress and increase happiness. Enhance leadership presence by leveraging the non-verbal language of the brain. tag:odeo.com,2009-10-07,25252038 Wed, 07 Oct 2009 22:14:18 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25246411-Do-You-Need-A-Job-Search-Coach-A-Seven-Step-Checklist-To-Find-Out Welcome to a Career Transition podcast on Total Picture Radio with Peter Clayton Reporting. I’m delighted to have back on the show Mary Elizabeth Bradford, author, speaker, Internationally Certified Advanced Resume Writer and Internationally Certified Master Career Director with Career Directors International. You’ll find our interview titled Recession Busting Job Search Strategies in the Success Strategies Channel. Do you need a job search coach? That’s the focus of our discussion today. I wanted to approach this topic with Mary Elizabeth for two reasons. One - there are a lot of people who've lost their jobs who've never been in this position before and don’t know where to start. Two - I want to help people understand how to go about selecting and evaluating a coach. Give the recession, and record high unemployment rates, you'll find there are many unscrupulous people preying on the fears, desperation, and isolation many job seekers experience: Facing weeks, if not months of unemp... Welcome to a Career Transition podcast on Total Picture Radio with Peter Clayton Reporting. I’m delighted to have back on the show Mary Elizabeth Bradford, author, speaker, Internationally Certified Advanced Resume Writer and Internationally Certified Master Career Director with Career Directors International. You’ll find our interview titled Recession Busting Job Search Strategies in the Success Strategies Channel. Do you need a job search coach? That’s the focus of our discussion today. I wanted to approach this topic with Mary Elizabeth for two reasons. One - there are a lot of people who've lost their jobs who've never been in this position before and don’t know where to start. Two - I want to help people understand how to go about selecting and evaluating a coach. Give the recession, and record high unemployment rates, you'll find there are many unscrupulous people preying on the fears, desperation, and isolation many job seekers experience: Facing weeks, if not months of unemployment. A word of caution. No job search coach or employment counselor can guarantee they will find you a job matching your qualifications. Those who promote "job guarantee" schemes usually require a very hefty up-front fee. So how do you select a career coach? How much should you pay? What can you expect? What qualifications should you look for? So Mary Elizabeth, lets talk a little about coaching in general – this seems to be a big buzzword. There seems to be coaches for everyone these days – what’s the allure with coaching? Mary Elizabeth's Seven-Point Checklist: 1. If a job seeker is applying for jobs using internet job boards with little or no results 2. If a jobseeker wants to change industries but doesn’t know where to start 3. if a jobseeker is unsure about how to identify their best target market 4. if a jobseeker finds themselves frustrated when it comes to tapping into the hidden job market 5. if a jobseeker is confused about why they aren’t getting results in their job search (resume? Methods etc…) 6. If social networking is a big mystery… 7. if a jobseeker doesn’t know how to handle potential challenges such as a spotty job history, quantifiable achievements, age etc.. Welcome to a Career Transition podcast on Total Picture Radio with Peter Clayton Reporting. I’m delighted to have back on the show Mary Elizabeth Bradford, author, speaker, Internationally Certified Advanced Resume Writer and Internationally Certified Master Career Director with Career Directors International. You’ll find our interview titled Recession Busting Job Search Strategies in the Success Strategies Channel. Do you need a job search coach? That’s the focus of our discussion today. I wanted to approach this topic with Mary Elizabeth for two reasons. One - there are a lot of people who've lost their jobs who've never been in this position before and don’t know where to start. Two - I want to help people understand how to go about selecting and evaluating a coach. Give the recession, and record high unemployment rates, you'll find there are many unscrupulous people preying on the fears, desperation, and isolation many job seekers experience: Facing weeks, if not months of unemployment. A word of caution. No job search coach or employment counselor can guarantee they will find you a job matching your qualifications. Those who promote "job guarantee" schemes usually require a very hefty up-front fee. So how do you select a career coach? How much should you pay? What can you expect? What qualifications should you look for? So Mary Elizabeth, lets talk a little about coaching in general – this seems to be a big buzzword. There seems to be coaches for everyone these days – what’s the allure with coaching? Mary Elizabeth's Seven-Point Checklist: 1. If a job seeker is applying for jobs using internet job boards with little or no results 2. If a jobseeker wants to change industries but doesn’t know where to start 3. if a jobseeker is unsure about how to identify their best target market 4. if a jobseeker finds themselves frustrated when it comes to tapping into the hidden job market 5. if a jobseeker is confused about why they aren’t getting results in their job search (resume? Methods etc…) 6. If social networking is a big mystery… 7. if a jobseeker doesn’t know how to handle potential challenges such as a spotty job history, quantifiable achievements, age etc.. tag:odeo.com,2009-10-06,25246411 Tue, 06 Oct 2009 20:57:59 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25240251-Part-2-Onboarding-How-to-Get-Your-New-Employees-Up-to-Speed-in-Half-the-Time-with-PrimeGenesis-founder-George-Bradt Welcome to Part 2 of our special Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. George Bradt is founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his Primegenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and their latest book, for hiring managers, is titled; Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting yo... Welcome to Part 2 of our special Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. George Bradt is founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his Primegenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and their latest book, for hiring managers, is titled; Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role." Welcome to Part 2 of our special Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. George Bradt is founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his Primegenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and their latest book, for hiring managers, is titled; Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role." tag:odeo.com,2009-10-05,25240251 Mon, 05 Oct 2009 22:02:21 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25235233-George-Bradt-Onboarding-How-to-Get-Your-New-Employees-Up-to-Speed-in-Half-the-time Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is George Bradt, founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his PrimeGenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and his recently published book is titled, Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organizatio... Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is George Bradt, founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his PrimeGenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and his recently published book is titled, Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role." Getting new employees up to speed is one of the toughest jobs hiring managers face. Failure can lead to unfilled needs, unhappy recruits, and, ultimately, the failure to meet vital business goals. In Onboarding, top executive transition consultants George Bradt and Mary Vonnegut help you recruit great employees, orient them to your business culture and goals, and enable them to start contributing immediately. Even better, the Total Onboarding Program lets you get your new employees on track in half the normal time. The Total Onboarding Program can dramatically improve the performance, fit, and readiness of every person who takes on a new role in your organization. As a result, onboarding helps build, sustain, and perpetuate high-performing teams and leads to sustained, organization-wide competitive advantage. With deliberate practice and the right tools, you'll succeed at every step of the onboarding process: Preparing for your new employee's success before you even start to recruit Finding a powerful slate of potential candidates Creating a personal onboarding plan with your new employee Making your new employee ready, eager, and able to do real work on day one Speeding the development of importantworking relationships Providing the right resources, support, and follow-through for new employees Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is George Bradt, founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates’ Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his PrimeGenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and his recently published book is titled, Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role." Getting new employees up to speed is one of the toughest jobs hiring managers face. Failure can lead to unfilled needs, unhappy recruits, and, ultimately, the failure to meet vital business goals. In Onboarding, top executive transition consultants George Bradt and Mary Vonnegut help you recruit great employees, orient them to your business culture and goals, and enable them to start contributing immediately. Even better, the Total Onboarding Program lets you get your new employees on track in half the normal time. The Total Onboarding Program can dramatically improve the performance, fit, and readiness of every person who takes on a new role in your organization. As a result, onboarding helps build, sustain, and perpetuate high-performing teams and leads to sustained, organization-wide competitive advantage. With deliberate practice and the right tools, you'll succeed at every step of the onboarding process: Preparing for your new employee's success before you even start to recruit Finding a powerful slate of potential candidates Creating a personal onboarding plan with your new employee Making your new employee ready, eager, and able to do real work on day one Speeding the development of importantworking relationships Providing the right resources, support, and follow-through for new employees tag:odeo.com,2009-10-05,25235233 Mon, 05 Oct 2009 04:23:14 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25202661-What-is-Your-Primary-Color-And-How-Will-This-Knowledge-Impact-Your-Career Have you ever asked yourself, "Is this it?" Maybe you're trapped in a dead-end job that you're afraid to leave. Or maybe you already have a good job-one that gives you room to grow and exercise your talents-but you don't really feel like you're doing your best work. Your life is plain vanilla, yet you know in your heart that you can be a triple scoop banana split. You just don't know how to make that leap. Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today: Rick Smith, the bestselling author of The Leap: How 3 Simple Changes Can Propel Your Career from Good to Great, He is the co-author of the Wall Street Journal and Business Week bestseller The 5 Patterns of Extraordinary Careers, which remains one of the top-selling professional career books of all time. A serial entrepreneur, Rick is the creator of the Primary Color Assessment, and the founding CEO of World 50, cited as one of the world’s most influential senior ex... Have you ever asked yourself, "Is this it?" Maybe you're trapped in a dead-end job that you're afraid to leave. Or maybe you already have a good job-one that gives you room to grow and exercise your talents-but you don't really feel like you're doing your best work. Your life is plain vanilla, yet you know in your heart that you can be a triple scoop banana split. You just don't know how to make that leap. Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today: Rick Smith, the bestselling author of The Leap: How 3 Simple Changes Can Propel Your Career from Good to Great, He is the co-author of the Wall Street Journal and Business Week bestseller The 5 Patterns of Extraordinary Careers, which remains one of the top-selling professional career books of all time. A serial entrepreneur, Rick is the creator of the Primary Color Assessment, and the founding CEO of World 50, cited as one of the world’s most influential senior executive networking companies. Questions for Rick Smith: I must admit when I first saw the title of your book I thought "yeah right, another feel good book with miracle cures." But to my surprise and delight there’s meat on this bone! Give us the back-story Rick, how did The Leap come about? In reading your story about Spencer Stuart, I thought about Paul Kahn (AT&T Universal Card Service) - first no-fee card -- inventive, out-of-the-box -- UCS was a home run, like your book The 5 Patterns of Extraordinary Careers was a home run I love your story about w50 (no this is not a lubricant) - and the CMO of Kodak, can you share that with us? The importance of Force Multipliers How do you respond to people who say you were “just real lucky.” One story that really aligns the Leap concept is Brad Margus - can you share some of his story with us? One more story that many people are living today -- your experience from going through batteries of test like Myers-Briggs with an outplacement firm... you write” I had discovered almost nothing useful about the most important question in my life at that point: where do I take my career?” There’s a free online assessment Rick provides called the Primary Color Analyzer - how was this developed? According to Rick Smith's Primary Color Analyzer, I'm a Pink Cadillac - Management Maven (I feel like Mary Kay, Rick) 86% curiosity 20% execution 87% leadership - so now what? How do I use this information? Have you ever asked yourself, "Is this it?" Maybe you're trapped in a dead-end job that you're afraid to leave. Or maybe you already have a good job-one that gives you room to grow and exercise your talents-but you don't really feel like you're doing your best work. Your life is plain vanilla, yet you know in your heart that you can be a triple scoop banana split. You just don't know how to make that leap. Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today: Rick Smith, the bestselling author of The Leap: How 3 Simple Changes Can Propel Your Career from Good to Great, He is the co-author of the Wall Street Journal and Business Week bestseller The 5 Patterns of Extraordinary Careers, which remains one of the top-selling professional career books of all time. A serial entrepreneur, Rick is the creator of the Primary Color Assessment, and the founding CEO of World 50, cited as one of the world’s most influential senior executive networking companies. Questions for Rick Smith: I must admit when I first saw the title of your book I thought "yeah right, another feel good book with miracle cures." But to my surprise and delight there’s meat on this bone! Give us the back-story Rick, how did The Leap come about? In reading your story about Spencer Stuart, I thought about Paul Kahn (AT&T Universal Card Service) - first no-fee card -- inventive, out-of-the-box -- UCS was a home run, like your book The 5 Patterns of Extraordinary Careers was a home run I love your story about w50 (no this is not a lubricant) - and the CMO of Kodak, can you share that with us? The importance of Force Multipliers How do you respond to people who say you were “just real lucky.” One story that really aligns the Leap concept is Brad Margus - can you share some of his story with us? One more story that many people are living today -- your experience from going through batteries of test like Myers-Briggs with an outplacement firm... you write” I had discovered almost nothing useful about the most important question in my life at that point: where do I take my career?” There’s a free online assessment Rick provides called the Primary Color Analyzer - how was this developed? According to Rick Smith's Primary Color Analyzer, I'm a Pink Cadillac - Management Maven (I feel like Mary Kay, Rick) 86% curiosity 20% execution 87% leadership - so now what? How do I use this information? tag:odeo.com,2009-09-28,25202661 Mon, 28 Sep 2009 21:28:51 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25197348-Healing-the-Wounds-Overcoming-the-Trauma-of-Layoffs-and-Revitalizing-Downsized-Organizations "Our research shows that about one-quarter of the workers who survive a layoff are depressed enough to be clinically treated." David Noer David Noer is an author, consultant, speaker and executive coach. His career has spanned corporate management, global consulting, and higher education. He has been named a Senior Fellow at the Center for Creative Leadership and Professor Emeritus at Elon University. His professional practice involves executive coaching, speaking, building high performance teams, and helping individuals and organizations recover from the trauma of downsizing. Organizations of all types are experiencing an unprecedented, global pandemic of downsizing. Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations (Amazon.com link) addresses the most crucial and complex leadership task since the industrial revolution: how to put the pieces back together and restore productivity in the midst of uncertain contracts between employee and em... "Our research shows that about one-quarter of the workers who survive a layoff are depressed enough to be clinically treated." David Noer David Noer is an author, consultant, speaker and executive coach. His career has spanned corporate management, global consulting, and higher education. He has been named a Senior Fellow at the Center for Creative Leadership and Professor Emeritus at Elon University. His professional practice involves executive coaching, speaking, building high performance teams, and helping individuals and organizations recover from the trauma of downsizing. Organizations of all types are experiencing an unprecedented, global pandemic of downsizing. Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations (Amazon.com link) addresses the most crucial and complex leadership task since the industrial revolution: how to put the pieces back together and restore productivity in the midst of uncertain contracts between employee and employer. From an employee perspective, this book provides a remedy for the toxic symptoms—anger, fear, anxiety, and depression—of layoff survivor sickness and offers a prescription for a deeper, more autonomous and fulfilling employment relationship. Combining dramatic front-line case studies and original research that deals with both downsized organizations and layoff survivors, David Noer—an expert who coined the term layoff survivor sickness and has been frequently quoted in major media such as the Wall Street Journal and Fortune—offers organizational leaders, managers, human resource professionals, consultants, layoff survivors, and layoff victims an original model, clear guidelines, and much-needed perspective on personal and organizational revitalization. This new and significantly revised edition includes a focus on leadership and coaching that literally rewrites the rulebook on how to lead during times of crisis, a cutting-edge approach for employees to reorient themselves within their jobs and organizations, plus vivid examples Noer has amassed over the past 15 years reflecting increased globalization, changing demographic realities, and of course, uncertainties in the marketplace. Healing the Wounds is a must-read for all involved in helping organizations rebound from downsizing and who wish to personally increase their job satisfaction, autonomy, and relevance. "Our research shows that about one-quarter of the workers who survive a layoff are depressed enough to be clinically treated." David Noer David Noer is an author, consultant, speaker and executive coach. His career has spanned corporate management, global consulting, and higher education. He has been named a Senior Fellow at the Center for Creative Leadership and Professor Emeritus at Elon University. His professional practice involves executive coaching, speaking, building high performance teams, and helping individuals and organizations recover from the trauma of downsizing. Organizations of all types are experiencing an unprecedented, global pandemic of downsizing. Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations (Amazon.com link) addresses the most crucial and complex leadership task since the industrial revolution: how to put the pieces back together and restore productivity in the midst of uncertain contracts between employee and employer. From an employee perspective, this book provides a remedy for the toxic symptoms—anger, fear, anxiety, and depression—of layoff survivor sickness and offers a prescription for a deeper, more autonomous and fulfilling employment relationship. Combining dramatic front-line case studies and original research that deals with both downsized organizations and layoff survivors, David Noer—an expert who coined the term layoff survivor sickness and has been frequently quoted in major media such as the Wall Street Journal and Fortune—offers organizational leaders, managers, human resource professionals, consultants, layoff survivors, and layoff victims an original model, clear guidelines, and much-needed perspective on personal and organizational revitalization. This new and significantly revised edition includes a focus on leadership and coaching that literally rewrites the rulebook on how to lead during times of crisis, a cutting-edge approach for employees to reorient themselves within their jobs and organizations, plus vivid examples Noer has amassed over the past 15 years reflecting increased globalization, changing demographic realities, and of course, uncertainties in the marketplace. Healing the Wounds is a must-read for all involved in helping organizations rebound from downsizing and who wish to personally increase their job satisfaction, autonomy, and relevance. tag:odeo.com,2009-09-27,25197348 Sun, 27 Sep 2009 21:23:16 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25182638-The-Art-of-Strategy-Creation-A-Conversation-with-Rich-Horwath The Art of Strategy Creation - A Conversation with Rich Horwath A recent Wall Street Journal study revealed that the number one most sought after executive skill by organizations is strategic thinking, but few leaders have that skill set. In his new book, Deep Dive: The Proven Method for Building Strategy, Focusing Your Resources, and Taking Smart Action, Rich Horwath dissects the three most important elements of strategic thinking, breaks them down into simple and attainable skills, and shows readers how to apply them every day. Deep Dive provides managers with a clear path to mastery of three disciplines: Acumen - generate critical insights through a step-by-step evaluation of the business and its environment; Allocation - focus limited resources of time, talent, and money; and, Action - implement a system to guarantee effective execution and communication of strategy throughout the organization. This book is based on research with senior executives from more than 150 companies an... The Art of Strategy Creation - A Conversation with Rich Horwath A recent Wall Street Journal study revealed that the number one most sought after executive skill by organizations is strategic thinking, but few leaders have that skill set. In his new book, Deep Dive: The Proven Method for Building Strategy, Focusing Your Resources, and Taking Smart Action, Rich Horwath dissects the three most important elements of strategic thinking, breaks them down into simple and attainable skills, and shows readers how to apply them every day. Deep Dive provides managers with a clear path to mastery of three disciplines: Acumen - generate critical insights through a step-by-step evaluation of the business and its environment; Allocation - focus limited resources of time, talent, and money; and, Action - implement a system to guarantee effective execution and communication of strategy throughout the organization. This book is based on research with senior executives from more than 150 companies and Horwath's own experience as a professional strategist. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton Reporting. Rich Horwath is the founder and president of the Strategic Thinking Institute, an organization dedicated to helping managers develop their strategic thinking skills to achieve competitive advantage. He is a former Chief Strategy Officer and serves as a professor of strategy at the Lake Forest Graduate School of Management. The Art of Strategy Creation - A Conversation with Rich Horwath A recent Wall Street Journal study revealed that the number one most sought after executive skill by organizations is strategic thinking, but few leaders have that skill set. In his new book, Deep Dive: The Proven Method for Building Strategy, Focusing Your Resources, and Taking Smart Action, Rich Horwath dissects the three most important elements of strategic thinking, breaks them down into simple and attainable skills, and shows readers how to apply them every day. Deep Dive provides managers with a clear path to mastery of three disciplines: Acumen - generate critical insights through a step-by-step evaluation of the business and its environment; Allocation - focus limited resources of time, talent, and money; and, Action - implement a system to guarantee effective execution and communication of strategy throughout the organization. This book is based on research with senior executives from more than 150 companies and Horwath's own experience as a professional strategist. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton Reporting. Rich Horwath is the founder and president of the Strategic Thinking Institute, an organization dedicated to helping managers develop their strategic thinking skills to achieve competitive advantage. He is a former Chief Strategy Officer and serves as a professor of strategy at the Lake Forest Graduate School of Management. tag:odeo.com,2009-09-25,25182638 Fri, 25 Sep 2009 06:04:43 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25171464-Sonya-Hamlin-How-To-Talk-So-People-Will-Listen-Connecting-in-Today-s-Stressed-Out-Workplace Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Communicating in Today's Workplace - Do People Listen When You Talk? Do Others Understand You? Do You Get What You Want? Joining us today is Sonya Hamlin, president of Sonya Hamlin Communications, a nationally recognized expert in many phases of communication. Sonya Hamlin's major focus is on business communication --both verbal and visual. She conducts seminars worldwide and consults privately with CEOs and senior executives in many corporations - she is the author of several books on communication skills, including How to Talk So People Listen Connecting in Today's Workplace. Whether making a presentation to a large audience or dealing one–on–one with a client or colleague, or communicating by email, Hamlin's book teaches us that one of the keys to making people listen is to think about and respond to what motivates them – namely, self–interest. She then provides tools to assess others' se... Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Communicating in Today's Workplace - Do People Listen When You Talk? Do Others Understand You? Do You Get What You Want? Joining us today is Sonya Hamlin, president of Sonya Hamlin Communications, a nationally recognized expert in many phases of communication. Sonya Hamlin's major focus is on business communication --both verbal and visual. She conducts seminars worldwide and consults privately with CEOs and senior executives in many corporations - she is the author of several books on communication skills, including How to Talk So People Listen Connecting in Today's Workplace. Whether making a presentation to a large audience or dealing one–on–one with a client or colleague, or communicating by email, Hamlin's book teaches us that one of the keys to making people listen is to think about and respond to what motivates them – namely, self–interest. She then provides tools to assess others' self–interest and use it to get them to listen to your message. Hamlin also explains how to capitalize on the latest visual aids we have at our disposal today. We learn to determine what information needs or lends itself to visual presentation, and how to make visuals active, so that they serve as an extension of the speaker. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Communicating in Today's Workplace - Do People Listen When You Talk? Do Others Understand You? Do You Get What You Want? Joining us today is Sonya Hamlin, president of Sonya Hamlin Communications, a nationally recognized expert in many phases of communication. Sonya Hamlin's major focus is on business communication --both verbal and visual. She conducts seminars worldwide and consults privately with CEOs and senior executives in many corporations - she is the author of several books on communication skills, including How to Talk So People Listen Connecting in Today's Workplace. Whether making a presentation to a large audience or dealing one–on–one with a client or colleague, or communicating by email, Hamlin's book teaches us that one of the keys to making people listen is to think about and respond to what motivates them – namely, self–interest. She then provides tools to assess others' self–interest and use it to get them to listen to your message. Hamlin also explains how to capitalize on the latest visual aids we have at our disposal today. We learn to determine what information needs or lends itself to visual presentation, and how to make visuals active, so that they serve as an extension of the speaker. tag:odeo.com,2009-09-23,25171464 Wed, 23 Sep 2009 08:11:45 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25165839-Whole-Lot-of-Googling-Goin-On-Jobs2Web-Founder-Doug-Berg Whole "Lot of Googling Goin' On: Jobs2Web Founder Doug Berg Sales Jobs, Medical Jobs, Nursing Jobs, Accounting Jobs, Construction Jobs, Retail Jobs, Hospital Jobs, Engineering Jobs, Finance Jobs, IT Jobs -- add them all up: 300 Million Job Related Searches on Google - Per Month! Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. I spoke to Doug last year after reading an article he wrote for ERE titled "100 Million Job-Related Searches on Google -- in June" - You can find that interview in the Inside Recruiting channel of Total Picture Radio. Questions for Doug: How has your business changed in the past year? Give us a brief update on what Jobs2Web does? Your business model depends on two things: jobs and candidates. We all know there are an overabund... Whole "Lot of Googling Goin' On: Jobs2Web Founder Doug Berg Sales Jobs, Medical Jobs, Nursing Jobs, Accounting Jobs, Construction Jobs, Retail Jobs, Hospital Jobs, Engineering Jobs, Finance Jobs, IT Jobs -- add them all up: 300 Million Job Related Searches on Google - Per Month! Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. I spoke to Doug last year after reading an article he wrote for ERE titled "100 Million Job-Related Searches on Google -- in June" - You can find that interview in the Inside Recruiting channel of Total Picture Radio. Questions for Doug: How has your business changed in the past year? Give us a brief update on what Jobs2Web does? Your business model depends on two things: jobs and candidates. We all know there are an overabundance of great candidates out there -- but are there any jobs? Can you give us an idea of who's hiring? (Industry/geography/level) Even though a number of economists have stated the recession is over -- many of these folks refer to this as a "jobless recovery." Do you agree? Do you see any pick up of job reqs? One thing that has certainly changed in the last year is the importance of Linkedin, Facebook and Twitter - for recruiters and job seekers. How does Job2Web, your clients, and recruiters in general - using social networks for sourcing candidates? Are the traditional job boards still relevant? Is this still a passive candidate game? Given the economy, are recruiters willing to look at someone that's been laid off? One topic we discussed last year was the use of ATS by companies. Have applicant tracking systems become more candidate friendly in the past year? One of the services you provide is called a Recruiting Dashboard - which allows your clients to track the source of visitors to their career site. How does this work? If you were conducting a job search today what steps would you take? Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. Prior to Jobs2Web, Doug founded techies.com which was a leading technology career site which had nearly 1 million IT professional members nationally, and won PC Weeks number 1 career website in 1999. Doug was also founder and CEO of Quantum Consulting & Placement a Minneapolis based IT consulting and placement services company. Doug is frequently quoted in the press on workforce and career related trends including major publications such as the Wall Street Journal, Fast Company, Business 2.0 and is a featured speaker/presenter at HR and technology conferences, and holds an honorary Doctorate Degree from Capella University. Whole "Lot of Googling Goin' On: Jobs2Web Founder Doug Berg Sales Jobs, Medical Jobs, Nursing Jobs, Accounting Jobs, Construction Jobs, Retail Jobs, Hospital Jobs, Engineering Jobs, Finance Jobs, IT Jobs -- add them all up: 300 Million Job Related Searches on Google - Per Month! Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. I spoke to Doug last year after reading an article he wrote for ERE titled "100 Million Job-Related Searches on Google -- in June" - You can find that interview in the Inside Recruiting channel of Total Picture Radio. Questions for Doug: How has your business changed in the past year? Give us a brief update on what Jobs2Web does? Your business model depends on two things: jobs and candidates. We all know there are an overabundance of great candidates out there -- but are there any jobs? Can you give us an idea of who's hiring? (Industry/geography/level) Even though a number of economists have stated the recession is over -- many of these folks refer to this as a "jobless recovery." Do you agree? Do you see any pick up of job reqs? One thing that has certainly changed in the last year is the importance of Linkedin, Facebook and Twitter - for recruiters and job seekers. How does Job2Web, your clients, and recruiters in general - using social networks for sourcing candidates? Are the traditional job boards still relevant? Is this still a passive candidate game? Given the economy, are recruiters willing to look at someone that's been laid off? One topic we discussed last year was the use of ATS by companies. Have applicant tracking systems become more candidate friendly in the past year? One of the services you provide is called a Recruiting Dashboard - which allows your clients to track the source of visitors to their career site. How does this work? If you were conducting a job search today what steps would you take? Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. Prior to Jobs2Web, Doug founded techies.com which was a leading technology career site which had nearly 1 million IT professional members nationally, and won PC Weeks number 1 career website in 1999. Doug was also founder and CEO of Quantum Consulting & Placement a Minneapolis based IT consulting and placement services company. Doug is frequently quoted in the press on workforce and career related trends including major publications such as the Wall Street Journal, Fast Company, Business 2.0 and is a featured speaker/presenter at HR and technology conferences, and holds an honorary Doctorate Degree from Capella University. tag:odeo.com,2009-09-22,25165839 Tue, 22 Sep 2009 06:41:03 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25158883-Corporate-Mindset-Circa-2009-Don-t-Bother-Me-With-the-Truth-I-m-Busy I would bet anyone that has worked in the corporate world would agree that organizations are hugely inefficient and that much of what managers do is self-defeating. At the same time, there is a solid body of data on which organizational designs and management practices improve performance. The reason we don't replace what doesn't work with what does is exactly what the latest research in neuroscience teaches us." - Charles S. Jacobs Welcome to a Leadership Channel Podcast on Total Picture Radio. This is Peter Clayton reporting. Charles S. Jacobs is the founder of the Amherst Consulting Group, founder and managing partner of 180 Partners, and the author of Management Rewired: Why Feedback Doesn't Work and Other Surprising Lessons from the Latest Brain Science. For over two decades, he has helped the leadership of the most renowned corporations improve the performance of their businesses. He numbers among his clients fifty of the Fortune 100, and has worked in Europe, Asia, and the U.... I would bet anyone that has worked in the corporate world would agree that organizations are hugely inefficient and that much of what managers do is self-defeating. At the same time, there is a solid body of data on which organizational designs and management practices improve performance. The reason we don't replace what doesn't work with what does is exactly what the latest research in neuroscience teaches us." - Charles S. Jacobs Welcome to a Leadership Channel Podcast on Total Picture Radio. This is Peter Clayton reporting. Charles S. Jacobs is the founder of the Amherst Consulting Group, founder and managing partner of 180 Partners, and the author of Management Rewired: Why Feedback Doesn't Work and Other Surprising Lessons from the Latest Brain Science. For over two decades, he has helped the leadership of the most renowned corporations improve the performance of their businesses. He numbers among his clients fifty of the Fortune 100, and has worked in Europe, Asia, and the U.S. His unique approach enables managers to use the new understanding of how the brain works to comprehensively rethink their businesses, creating more robust competitive strategies and the performance-oriented organizations needed to implement them. His work provides the key to overcome the number one obstacle to meaningful improvement in business performance—the rapid and effective management of change. I would bet anyone that has worked in the corporate world would agree that organizations are hugely inefficient and that much of what managers do is self-defeating. At the same time, there is a solid body of data on which organizational designs and management practices improve performance. The reason we don't replace what doesn't work with what does is exactly what the latest research in neuroscience teaches us." - Charles S. Jacobs Welcome to a Leadership Channel Podcast on Total Picture Radio. This is Peter Clayton reporting. Charles S. Jacobs is the founder of the Amherst Consulting Group, founder and managing partner of 180 Partners, and the author of Management Rewired: Why Feedback Doesn't Work and Other Surprising Lessons from the Latest Brain Science. For over two decades, he has helped the leadership of the most renowned corporations improve the performance of their businesses. He numbers among his clients fifty of the Fortune 100, and has worked in Europe, Asia, and the U.S. His unique approach enables managers to use the new understanding of how the brain works to comprehensively rethink their businesses, creating more robust competitive strategies and the performance-oriented organizations needed to implement them. His work provides the key to overcome the number one obstacle to meaningful improvement in business performance—the rapid and effective management of change. tag:odeo.com,2009-09-21,25158883 Mon, 21 Sep 2009 05:34:35 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25149690-Mark-Vickers-TrendWatcher-So-How-Do-You-Really-Feel-About-Management Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Stay tuned... Our exclusive podcast with Mark will air soon! Overall, six of 10 respondents to the April 2009 survey said that managers tend to have "tough but fulfilling" jobs, while almost nobody thinks managers have easy jobs. One respondent clarified, "It can be tough and fulfilling or just tough." But management isn't an Olympic event where you get a lot of points for degree of difficulty. Too much is riding on managers, and they have to earn the respect they get. Slightly fewer than half of re... Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Stay tuned... Our exclusive podcast with Mark will air soon! Overall, six of 10 respondents to the April 2009 survey said that managers tend to have "tough but fulfilling" jobs, while almost nobody thinks managers have easy jobs. One respondent clarified, "It can be tough and fulfilling or just tough." But management isn't an Olympic event where you get a lot of points for degree of difficulty. Too much is riding on managers, and they have to earn the respect they get. Slightly fewer than half of respondents think that the overall management in their organizations is above average, and that number drops to two-fifths when you're asking only non-managers. Some participants were downright harsh. About 15% said their companies' overall management is either "barely deserving the name ‘management'" or just plain "hopeless," a proportion that rises to 19% among non-manager respondents. But not all managers are created equal. "Some are very good; some are very bad," stated one participant. Another elaborated, "For most of them, dodging bullets and carrying an extinguisher around is a must. For the successful ones, they anticipate things, plan ahead, work towards goals, and balance multiple tasks at once with ease." To find out which kind of managers people prefer, i4cp asked participants to choose between easy-going and tough. More than a third (34%) opted for "easy-going" over "tough" (9%), but the majority didn't like either of those two options. Nearly 57% selected "other" and elaborated on their own idea of a preferred manager. Most people recognize management as a complex process. They want a mix of managerial qualities, with fairness, consistency, balance and flexibility being among the most widely cited characteristics. In another question, participants were asked to write in one positive word to describe managers. The top answer was "leadership," followed by "supporting" and "mentor." "Motivating," "inspirational" and "responsible" were other top words. Asked to provide a negative word, the main choice was "micro-manage," followed by "controlling," "selfish," and "arrogant." See the Trendwatcher Channel on Total Picture Radio for the complete report Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Stay tuned... Our exclusive podcast with Mark will air soon! Overall, six of 10 respondents to the April 2009 survey said that managers tend to have "tough but fulfilling" jobs, while almost nobody thinks managers have easy jobs. One respondent clarified, "It can be tough and fulfilling or just tough." But management isn't an Olympic event where you get a lot of points for degree of difficulty. Too much is riding on managers, and they have to earn the respect they get. Slightly fewer than half of respondents think that the overall management in their organizations is above average, and that number drops to two-fifths when you're asking only non-managers. Some participants were downright harsh. About 15% said their companies' overall management is either "barely deserving the name ‘management'" or just plain "hopeless," a proportion that rises to 19% among non-manager respondents. But not all managers are created equal. "Some are very good; some are very bad," stated one participant. Another elaborated, "For most of them, dodging bullets and carrying an extinguisher around is a must. For the successful ones, they anticipate things, plan ahead, work towards goals, and balance multiple tasks at once with ease." To find out which kind of managers people prefer, i4cp asked participants to choose between easy-going and tough. More than a third (34%) opted for "easy-going" over "tough" (9%), but the majority didn't like either of those two options. Nearly 57% selected "other" and elaborated on their own idea of a preferred manager. Most people recognize management as a complex process. They want a mix of managerial qualities, with fairness, consistency, balance and flexibility being among the most widely cited characteristics. In another question, participants were asked to write in one positive word to describe managers. The top answer was "leadership," followed by "supporting" and "mentor." "Motivating," "inspirational" and "responsible" were other top words. Asked to provide a negative word, the main choice was "micro-manage," followed by "controlling," "selfish," and "arrogant." See the Trendwatcher Channel on Total Picture Radio for the complete report tag:odeo.com,2009-09-18,25149690 Fri, 18 Sep 2009 19:34:18 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25106966-Chris-Brogan-Trust-Agents-Using-the-Web-to-Build-Influence-Improve-Reputation-and-Earn-Trust Chris Brogan helps large and mid-sized businesses understand how to use social media tools like blogging, social networks, community platforms, and more to build business value for marketers, sales organizations, and how these tool foster internal collaboration for a competitive advantage. Chris runs the New Marketing Summit events with CrossTech Media. He is also the cofounder of the PodCamp new media conference series. I first met Chris at PodCamp Boston last year. He is the co-author, with Julien Smith of the New York Times' best seller - Trust Agents Using the Web to Build Influence, Improve Reputation and Earn Trust, published by Wiley. Trust Agent is #1 in a number of Amazon.com categories. I encourage our listeners to check out the reviews of Trust Agent on Amazon.com. Questions: Tell us about your Inbound Marketing Summit. Gillette Stadium? Who is this conference designed for? Shifting gears to your blog... Can you share some of your advice for using Linkedin? (Most profiles... Chris Brogan helps large and mid-sized businesses understand how to use social media tools like blogging, social networks, community platforms, and more to build business value for marketers, sales organizations, and how these tool foster internal collaboration for a competitive advantage. Chris runs the New Marketing Summit events with CrossTech Media. He is also the cofounder of the PodCamp new media conference series. I first met Chris at PodCamp Boston last year. He is the co-author, with Julien Smith of the New York Times' best seller - Trust Agents Using the Web to Build Influence, Improve Reputation and Earn Trust, published by Wiley. Trust Agent is #1 in a number of Amazon.com categories. I encourage our listeners to check out the reviews of Trust Agent on Amazon.com. Questions: Tell us about your Inbound Marketing Summit. Gillette Stadium? Who is this conference designed for? Shifting gears to your blog... Can you share some of your advice for using Linkedin? (Most profiles seem to be written by robots from the school of resume writing). What additional advice would you give someone looking of a job today? A friend of yours at Linkedin gave away 50 copies of your book - which I thought was fantastic because the idea embraced the concept of Trust Agents. Can you give us the back-story? How do you define a Trust Agent? This is a frequent rant of mine. Why do you think large companies still think they can somehow "control the message"? A great line from your book. "Nobody minds buying, but everybody hates being sold to." I'd add to that - especially on Twitter. I want to circle back... from the perspective of career management, what are the most important tools, websites, strategies everyone needs to be mindful of? Chris Brogan helps large and mid-sized businesses understand how to use social media tools like blogging, social networks, community platforms, and more to build business value for marketers, sales organizations, and how these tool foster internal collaboration for a competitive advantage. Chris runs the New Marketing Summit events with CrossTech Media. He is also the cofounder of the PodCamp new media conference series. I first met Chris at PodCamp Boston last year. He is the co-author, with Julien Smith of the New York Times' best seller - Trust Agents Using the Web to Build Influence, Improve Reputation and Earn Trust, published by Wiley. Trust Agent is #1 in a number of Amazon.com categories. I encourage our listeners to check out the reviews of Trust Agent on Amazon.com. Questions: Tell us about your Inbound Marketing Summit. Gillette Stadium? Who is this conference designed for? Shifting gears to your blog... Can you share some of your advice for using Linkedin? (Most profiles seem to be written by robots from the school of resume writing). What additional advice would you give someone looking of a job today? A friend of yours at Linkedin gave away 50 copies of your book - which I thought was fantastic because the idea embraced the concept of Trust Agents. Can you give us the back-story? How do you define a Trust Agent? This is a frequent rant of mine. Why do you think large companies still think they can somehow "control the message"? A great line from your book. "Nobody minds buying, but everybody hates being sold to." I'd add to that - especially on Twitter. I want to circle back... from the perspective of career management, what are the most important tools, websites, strategies everyone needs to be mindful of? tag:odeo.com,2009-09-11,25106966 Fri, 11 Sep 2009 03:48:17 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25103146-Irving-Dardik-and-his-SuperWave-Theory-Part-2 Welcome to part 2 of a Big Picture Channel podcast on Total Picture Radio, featuring Dr. Irving Dardik, Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies and Alison Godfrey, CEO and Co-Founder of LifeWaves International and Energetics Technologies. This is Peter Clayton reporting. If you have not done so, I encourage you to have a listen to part one first, and also listen to our podcast with Stan Smith, a participant in the LifeWaves Cycles Exercise Program, a victim of Parkinson’s disease for the past eleven years. In Making Waves: Irving Dardik and his SuperWave Principal, Roger Lewin writes, “Ever since life first appeared on Earth, some 3 billion years ago, the sun has risen and set a trillion times a constant daily rythm to which the vast majority of organisms are exposed. It is little wonder, then, that virtually every aspect of an individual organism’s behavior and physiology is imprinted in some fashion by daily, or circadian rhyt... Welcome to part 2 of a Big Picture Channel podcast on Total Picture Radio, featuring Dr. Irving Dardik, Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies and Alison Godfrey, CEO and Co-Founder of LifeWaves International and Energetics Technologies. This is Peter Clayton reporting. If you have not done so, I encourage you to have a listen to part one first, and also listen to our podcast with Stan Smith, a participant in the LifeWaves Cycles Exercise Program, a victim of Parkinson’s disease for the past eleven years. In Making Waves: Irving Dardik and his SuperWave Principal, Roger Lewin writes, “Ever since life first appeared on Earth, some 3 billion years ago, the sun has risen and set a trillion times a constant daily rythm to which the vast majority of organisms are exposed. It is little wonder, then, that virtually every aspect of an individual organism’s behavior and physiology is imprinted in some fashion by daily, or circadian rhythms. Welcome to part 2 of a Big Picture Channel podcast on Total Picture Radio, featuring Dr. Irving Dardik, Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies and Alison Godfrey, CEO and Co-Founder of LifeWaves International and Energetics Technologies. This is Peter Clayton reporting. If you have not done so, I encourage you to have a listen to part one first, and also listen to our podcast with Stan Smith, a participant in the LifeWaves Cycles Exercise Program, a victim of Parkinson’s disease for the past eleven years. In Making Waves: Irving Dardik and his SuperWave Principal, Roger Lewin writes, “Ever since life first appeared on Earth, some 3 billion years ago, the sun has risen and set a trillion times a constant daily rythm to which the vast majority of organisms are exposed. It is little wonder, then, that virtually every aspect of an individual organism’s behavior and physiology is imprinted in some fashion by daily, or circadian rhythms. tag:odeo.com,2009-09-10,25103146 Thu, 10 Sep 2009 06:29:03 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25096531-Making-Waves-Dr-Irving-Dardik-s-Remarkable-Concept-for-Maintaining-Health Making Waves - Dr. Irving Dardik's Remarkable Concept for Maintaining Health. In Making Waves: Irving Dardik and his SuperWave Principal, author Roger Lewin writes; "Dardik's Big Idea has many dimensions. The health dimension is the one that's easiest to experience; it just seems right, intuitively... the health crisis that looms over Western civilization, in the surge of lifestyle diseases and modern medicine's sclerotic approach to them, requires a revolutionary new approach, and the SuperWave Principle may just be what is required..Our bodies, it seems, are suffused with an innate rhythm, pulsating unendingly in every cell. Rhythms, or waves, are what make nature alive. Rhythms are the nature of nature." Welcome to Part One of a special two part Big Picture Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Dr. Irving Dardik's radical notions about how all matter moves in interconnected waves has drawn deep skepticism from physicists, and his early attempts ... Making Waves - Dr. Irving Dardik's Remarkable Concept for Maintaining Health. In Making Waves: Irving Dardik and his SuperWave Principal, author Roger Lewin writes; "Dardik's Big Idea has many dimensions. The health dimension is the one that's easiest to experience; it just seems right, intuitively... the health crisis that looms over Western civilization, in the surge of lifestyle diseases and modern medicine's sclerotic approach to them, requires a revolutionary new approach, and the SuperWave Principle may just be what is required..Our bodies, it seems, are suffused with an innate rhythm, pulsating unendingly in every cell. Rhythms, or waves, are what make nature alive. Rhythms are the nature of nature." Welcome to Part One of a special two part Big Picture Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Dr. Irving Dardik's radical notions about how all matter moves in interconnected waves has drawn deep skepticism from physicists, and his early attempts to put his theory into practice in the field of health care got him banned from practicing medicine in the 1990s. But now, after a decade's worth of rigorous research that seems to support Dardik's SuperWave theory, scientists at such esteemed institutions as MIT, Harvard, and Stanford Research International are signing on with Dardik's team to probe the possibilities. Irving Dardik is Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies. He is joined in our podcast by the firm's CEO and Co-Founder, Alison Godfrey. Dardik's unique approach to physical exercise, based on his LifeWaves Principle, has achieved some remarkable successes in reversing symptoms of chronic disease. This interview was initiated by one such success. I encourage you to have a listen to our podcast with Stan Smith, titled "Stan, Walking," who has, in my opinion, achieved remarkable results in reversing the debilitating effects of Parkinson's disease after four years on the LifeWaves Cycles Exercise Program. The LiveWaves Cycles Exercise program is a radically natural approach to health. By shaping your health with the rhythms of nature, Lifewaves empowers you to re-pattern your HeartWave with the goal of variability and vitality. The timing of the Cycles Exercise is carefully designed in accordance with the rhythms of nature. Participants perform Cycles Exercise sessions three to four times a week for three weeks out of the month with one week of recovery. Each session consists of four to seven pairings of a short burst of exercise followed by an immediate and full recovery.You will exercise for approximately one minute or less, and then sit until you are completely recovered. You can use any form of exercise that's right for you. The program is simple and can be tailored to anyone at any age or physical ability. Making Waves - Dr. Irving Dardik's Remarkable Concept for Maintaining Health. In Making Waves: Irving Dardik and his SuperWave Principal, author Roger Lewin writes; "Dardik's Big Idea has many dimensions. The health dimension is the one that's easiest to experience; it just seems right, intuitively... the health crisis that looms over Western civilization, in the surge of lifestyle diseases and modern medicine's sclerotic approach to them, requires a revolutionary new approach, and the SuperWave Principle may just be what is required..Our bodies, it seems, are suffused with an innate rhythm, pulsating unendingly in every cell. Rhythms, or waves, are what make nature alive. Rhythms are the nature of nature." Welcome to Part One of a special two part Big Picture Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Dr. Irving Dardik's radical notions about how all matter moves in interconnected waves has drawn deep skepticism from physicists, and his early attempts to put his theory into practice in the field of health care got him banned from practicing medicine in the 1990s. But now, after a decade's worth of rigorous research that seems to support Dardik's SuperWave theory, scientists at such esteemed institutions as MIT, Harvard, and Stanford Research International are signing on with Dardik's team to probe the possibilities. Irving Dardik is Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies. He is joined in our podcast by the firm's CEO and Co-Founder, Alison Godfrey. Dardik's unique approach to physical exercise, based on his LifeWaves Principle, has achieved some remarkable successes in reversing symptoms of chronic disease. This interview was initiated by one such success. I encourage you to have a listen to our podcast with Stan Smith, titled "Stan, Walking," who has, in my opinion, achieved remarkable results in reversing the debilitating effects of Parkinson's disease after four years on the LifeWaves Cycles Exercise Program. The LiveWaves Cycles Exercise program is a radically natural approach to health. By shaping your health with the rhythms of nature, Lifewaves empowers you to re-pattern your HeartWave with the goal of variability and vitality. The timing of the Cycles Exercise is carefully designed in accordance with the rhythms of nature. Participants perform Cycles Exercise sessions three to four times a week for three weeks out of the month with one week of recovery. Each session consists of four to seven pairings of a short burst of exercise followed by an immediate and full recovery.You will exercise for approximately one minute or less, and then sit until you are completely recovered. You can use any form of exercise that's right for you. The program is simple and can be tailored to anyone at any age or physical ability. tag:odeo.com,2009-09-09,25096531 Wed, 09 Sep 2009 03:57:10 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25088880-Stan-Walking-Fighting-Parkinson-s-Disease-with-a-New-Approach Welcome to a special Big Picture Channel podcast on Total Picture Radio with Peter Clayton reporting. Our guest today is a frequent contributor to this show; Stan Smith, National Director of Cross Generational Initiatives at Deloitte. However, our topic today is a departure from what we normally discuss here on Total Picture Radio, inspired by a video Stan posted to his Facebook Page, titled 'Stan Walking," With the following caption "See the results of nearly 4 years of a type of interval training...I am now walking without a cane and heel to toe...this is remarkable as I have had Parkinson's Disease for about 11 years...while not a cure this training regimen appears to be really improving the quality of my life. ... some have asked if there is a "before" clip...unfortunately there isn't but suffice it to say that at the point I started this program (August '05) my becoming wheelchair-bound was imminent...thanks again for all your good wishes." Many people commented on Stan’s Faceb... Welcome to a special Big Picture Channel podcast on Total Picture Radio with Peter Clayton reporting. Our guest today is a frequent contributor to this show; Stan Smith, National Director of Cross Generational Initiatives at Deloitte. However, our topic today is a departure from what we normally discuss here on Total Picture Radio, inspired by a video Stan posted to his Facebook Page, titled 'Stan Walking," With the following caption "See the results of nearly 4 years of a type of interval training...I am now walking without a cane and heel to toe...this is remarkable as I have had Parkinson's Disease for about 11 years...while not a cure this training regimen appears to be really improving the quality of my life. ... some have asked if there is a "before" clip...unfortunately there isn't but suffice it to say that at the point I started this program (August '05) my becoming wheelchair-bound was imminent...thanks again for all your good wishes." Many people commented on Stan’s Facebook video, looking for more information, and with words of praise and encouragement. It inspired me to call Stan and ask him if he would agree to talk about the personal challenges he’s faced for the past eleven years in dealing with Parkinson’s Disease. I too had witnessed a dramatic transformation in Stan's physical and cognitive capabilities. I first met Stan in 2004, he walked with the shuffle and dip characteristic of Parkinson's. He used a cane, always. Often, he would pause, searching for the words to express his ideas. A common definition of Parkinson's disease (also known as PD) is a chronic and progressive degenerative disease of the brain that impairs motor control, speech, and other functions. The disease is named after English physician James Parkinson, who gave a detailed description of it in an 1817 work titled, "An Essay on the Shaking Palsy". Given that PD is "a chronic and progressive degenerative disease," how was Stan's quality of life improving so dramatically? The "training regimen" Stan refers to in his Facebook video is called LifeWaves Cycles Exercise Program. I met with the visionary who developed concept of LifeWaves, (also called SuperWaves), Dr. Irving Dardik, and the CEO of his organization, Alison Godfrey. A two-part interview with Dr. Dardik and Alison will air soon. Welcome to a special Big Picture Channel podcast on Total Picture Radio with Peter Clayton reporting. Our guest today is a frequent contributor to this show; Stan Smith, National Director of Cross Generational Initiatives at Deloitte. However, our topic today is a departure from what we normally discuss here on Total Picture Radio, inspired by a video Stan posted to his Facebook Page, titled 'Stan Walking," With the following caption "See the results of nearly 4 years of a type of interval training...I am now walking without a cane and heel to toe...this is remarkable as I have had Parkinson's Disease for about 11 years...while not a cure this training regimen appears to be really improving the quality of my life. ... some have asked if there is a "before" clip...unfortunately there isn't but suffice it to say that at the point I started this program (August '05) my becoming wheelchair-bound was imminent...thanks again for all your good wishes." Many people commented on Stan’s Facebook video, looking for more information, and with words of praise and encouragement. It inspired me to call Stan and ask him if he would agree to talk about the personal challenges he’s faced for the past eleven years in dealing with Parkinson’s Disease. I too had witnessed a dramatic transformation in Stan's physical and cognitive capabilities. I first met Stan in 2004, he walked with the shuffle and dip characteristic of Parkinson's. He used a cane, always. Often, he would pause, searching for the words to express his ideas. A common definition of Parkinson's disease (also known as PD) is a chronic and progressive degenerative disease of the brain that impairs motor control, speech, and other functions. The disease is named after English physician James Parkinson, who gave a detailed description of it in an 1817 work titled, "An Essay on the Shaking Palsy". Given that PD is "a chronic and progressive degenerative disease," how was Stan's quality of life improving so dramatically? The "training regimen" Stan refers to in his Facebook video is called LifeWaves Cycles Exercise Program. I met with the visionary who developed concept of LifeWaves, (also called SuperWaves), Dr. Irving Dardik, and the CEO of his organization, Alison Godfrey. A two-part interview with Dr. Dardik and Alison will air soon. tag:odeo.com,2009-09-07,25088880 Mon, 07 Sep 2009 21:06:47 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25075583-i4cp-TrendWatcher-Podcast-Your-Digital-Shadow Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. TPR has formed a strategic alliance with The Institute for Corporate Productivity (i4cp), allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Today's podcast is titled Digital Shadows: The Rise of New Workforce Productivity Issues. QUESTIONS: How do you define digital shadow? You’re not just referring to someone’s Linkedin profile, am I right? How much digital information is out there? I want to return to this idea of employers’ ability to track the efficiency and effectiveness of their workforce. Can you site some examples of how this works? Where does privacy fit into this idea of a digital shadow? You write about Augmented reality in this TrendWatch... Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. TPR has formed a strategic alliance with The Institute for Corporate Productivity (i4cp), allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Today's podcast is titled Digital Shadows: The Rise of New Workforce Productivity Issues. QUESTIONS: How do you define digital shadow? You’re not just referring to someone’s Linkedin profile, am I right? How much digital information is out there? I want to return to this idea of employers’ ability to track the efficiency and effectiveness of their workforce. Can you site some examples of how this works? Where does privacy fit into this idea of a digital shadow? You write about Augmented reality in this TrendWatcher, can you explain what this means? Can you give us some examples? How are recruiters using these technologies? What impact do these technologies have for corporations in the short term? What are some of i4cp’s recommendations for dealing with this? What surprised you in researching this article? Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. TPR has formed a strategic alliance with The Institute for Corporate Productivity (i4cp), allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Today's podcast is titled Digital Shadows: The Rise of New Workforce Productivity Issues. QUESTIONS: How do you define digital shadow? You’re not just referring to someone’s Linkedin profile, am I right? How much digital information is out there? I want to return to this idea of employers’ ability to track the efficiency and effectiveness of their workforce. Can you site some examples of how this works? Where does privacy fit into this idea of a digital shadow? You write about Augmented reality in this TrendWatcher, can you explain what this means? Can you give us some examples? How are recruiters using these technologies? What impact do these technologies have for corporations in the short term? What are some of i4cp’s recommendations for dealing with this? What surprised you in researching this article? tag:odeo.com,2009-09-04,25075583 Fri, 04 Sep 2009 17:35:01 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25067198-Summer-Rayne-Oakes-Connect-This-How-Youth-Climate-Change-Organizers-Use-Technology-to-Build-a-Grassroots-Movement Summer Rayne Oakes is a Udall environmental scholar, National Wildlife Federation fellow and United Nations U.S. Partnership Youth Emissary. Based in New York City, she travels the world modelling eco fashions, writing on sustainable style and speaking on sustainable design and environmental activism. Summer graduated from Cornell University —an entomologist and environmental scientist by training. In 2000 in the midst of her studies, Oakes embarked on a journey of cause-related modeling and innovative sustainable design/development projects to push sustainability issues through fashion and media, a position which earned her the name of “The Eco-Model ” . In addition to this, Summer Rayne is now a spokesperson, resident expert, and youngest Board of Advisors for Planet Green , Discovery Network’s new eco-lifestyle network that launched June 4, 2008 to 50 million households. She is the author of Style, Naturally: The Savvy Shopping Guide to Sustainable Fashion and Beauty Summer Rayne Oakes is a Udall environmental scholar, National Wildlife Federation fellow and United Nations U.S. Partnership Youth Emissary. Based in New York City, she travels the world modelling eco fashions, writing on sustainable style and speaking on sustainable design and environmental activism. Summer graduated from Cornell University —an entomologist and environmental scientist by training. In 2000 in the midst of her studies, Oakes embarked on a journey of cause-related modeling and innovative sustainable design/development projects to push sustainability issues through fashion and media, a position which earned her the name of “The Eco-Model ” . In addition to this, Summer Rayne is now a spokesperson, resident expert, and youngest Board of Advisors for Planet Green , Discovery Network’s new eco-lifestyle network that launched June 4, 2008 to 50 million households. She is the author of Style, Naturally: The Savvy Shopping Guide to Sustainable Fashion and Beauty Summer Rayne Oakes is a Udall environmental scholar, National Wildlife Federation fellow and United Nations U.S. Partnership Youth Emissary. Based in New York City, she travels the world modelling eco fashions, writing on sustainable style and speaking on sustainable design and environmental activism. Summer graduated from Cornell University —an entomologist and environmental scientist by training. In 2000 in the midst of her studies, Oakes embarked on a journey of cause-related modeling and innovative sustainable design/development projects to push sustainability issues through fashion and media, a position which earned her the name of “The Eco-Model ” . In addition to this, Summer Rayne is now a spokesperson, resident expert, and youngest Board of Advisors for Planet Green , Discovery Network’s new eco-lifestyle network that launched June 4, 2008 to 50 million households. She is the author of Style, Naturally: The Savvy Shopping Guide to Sustainable Fashion and Beauty tag:odeo.com,2009-09-03,25067198 Thu, 03 Sep 2009 07:14:06 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25058386-Erin-Gruwell-Teaching-Hope-and-The-Freedom-Writers When you feel the pang of hunger in your stomach, that's reality. When you are shot at on your way to school, that's reality. When you have been a pallberer at your friend's funeral, that's reality." Erin Gruell (from the preface in Teaching Hope). Erin Gruwell has earned an award-winning reputation for her steadfast commitment to the future of education. Her impact as a change agent runs deep. In January 2007, Paramount Pictures released Freedom Writers, starring two-time Oscar winner Hilary Swank as Erin. The film is based on The Freedom Writers Diary, the New York Times bestseller that chronicled Erin’s extraordinary journey with 150 high school students who had been written off by the education system. I first met Erin at a Women in Leadership Summit in Boston, and had an opportunity to interview Erin at her foundation's headquartes in Long Beach, California, in 2006, while the feature film was being shot. That interview remains one of the most popular on Total Picture Radio, ha... When you feel the pang of hunger in your stomach, that's reality. When you are shot at on your way to school, that's reality. When you have been a pallberer at your friend's funeral, that's reality." Erin Gruell (from the preface in Teaching Hope). Erin Gruwell has earned an award-winning reputation for her steadfast commitment to the future of education. Her impact as a change agent runs deep. In January 2007, Paramount Pictures released Freedom Writers, starring two-time Oscar winner Hilary Swank as Erin. The film is based on The Freedom Writers Diary, the New York Times bestseller that chronicled Erin’s extraordinary journey with 150 high school students who had been written off by the education system. I first met Erin at a Women in Leadership Summit in Boston, and had an opportunity to interview Erin at her foundation's headquartes in Long Beach, California, in 2006, while the feature film was being shot. That interview remains one of the most popular on Total Picture Radio, having been downloaded thousands of times. Questions for Erin Gruwell: You’ve been out on a book tour, promoting Teaching Hope, and the 10th Anniversary Edition of Freedom Writers. What have you learned? What have people shared with you? What have you been asked most often? When I visited your Foundation in 2006, a number of your staff members were former students of yours. Is that still true? Do you continue to stay in touch with the students from room 203? It’s hard to believe its been 10 years since the Freedom Writers Diary was first published. A 10th Anniversary Edition was just published? (Any new content?) As I mentioned in the open, all of your students at Wilson High not only graduated from high school, but went on to college. By any standard, that’s remarkable. Is there any one thing you can point to as the catalyst for this success? How did the Teaching Hope come about? How were the 150 teachers profiled in Teaching Hope selected? Considering your success, the film the fact that the Freedom Writers has sold over 1 million copies, you would think these teachers would have a relatively easy time of it. However, as you point out in your preface to Teaching Hope, they did not. One of the assumptions I had picking up Teaching Hope for the first time proved wrong. I assumed there would be 150 new “Erins” young idealists right out of college ready to change the world. That’s not who most of these teacher are. Teaching Hope is organized in sections: Anticipation, Challenges, Engagement, Disillusionment, Rejuvenation, and Empowerment. Did you anticipate this structure, or did it present itself? There are so many incredible stories in these pages, could you share one or two with the audience? What haven’t I asked that you think is important to know? When you feel the pang of hunger in your stomach, that's reality. When you are shot at on your way to school, that's reality. When you have been a pallberer at your friend's funeral, that's reality." Erin Gruell (from the preface in Teaching Hope). Erin Gruwell has earned an award-winning reputation for her steadfast commitment to the future of education. Her impact as a change agent runs deep. In January 2007, Paramount Pictures released Freedom Writers, starring two-time Oscar winner Hilary Swank as Erin. The film is based on The Freedom Writers Diary, the New York Times bestseller that chronicled Erin’s extraordinary journey with 150 high school students who had been written off by the education system. I first met Erin at a Women in Leadership Summit in Boston, and had an opportunity to interview Erin at her foundation's headquartes in Long Beach, California, in 2006, while the feature film was being shot. That interview remains one of the most popular on Total Picture Radio, having been downloaded thousands of times. Questions for Erin Gruwell: You’ve been out on a book tour, promoting Teaching Hope, and the 10th Anniversary Edition of Freedom Writers. What have you learned? What have people shared with you? What have you been asked most often? When I visited your Foundation in 2006, a number of your staff members were former students of yours. Is that still true? Do you continue to stay in touch with the students from room 203? It’s hard to believe its been 10 years since the Freedom Writers Diary was first published. A 10th Anniversary Edition was just published? (Any new content?) As I mentioned in the open, all of your students at Wilson High not only graduated from high school, but went on to college. By any standard, that’s remarkable. Is there any one thing you can point to as the catalyst for this success? How did the Teaching Hope come about? How were the 150 teachers profiled in Teaching Hope selected? Considering your success, the film the fact that the Freedom Writers has sold over 1 million copies, you would think these teachers would have a relatively easy time of it. However, as you point out in your preface to Teaching Hope, they did not. One of the assumptions I had picking up Teaching Hope for the first time proved wrong. I assumed there would be 150 new “Erins” young idealists right out of college ready to change the world. That’s not who most of these teacher are. Teaching Hope is organized in sections: Anticipation, Challenges, Engagement, Disillusionment, Rejuvenation, and Empowerment. Did you anticipate this structure, or did it present itself? There are so many incredible stories in these pages, could you share one or two with the audience? What haven’t I asked that you think is important to know? tag:odeo.com,2009-09-01,25058386 Tue, 01 Sep 2009 14:40:09 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25035728-Dave-Logan-The-Three-Laws-of-Performance-Rewriting-The-Future-Of-Your-Organization-And-Your-Life Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. In their new book The Three Laws Of Performance: Rewriting The Future Of Your Organization And Your Life (Amazon.com link), Dave Logan and co-author Steve Zaffron show companies and individuals how to revive people's passion for accomplishment creating a pathway to unprecedented organizational and personal success. Zaffron, who is CEO of the Vanto Group, has directed corporate initiatives with more than three hundred organizations in twenty countries. Logan, who is on the faculty at the Marshall School of Business at the University of Southern California, works with businesses, government, and non-profits, implementing cultural change and strategy. Logan is the author of Tribal Leadership. The Three Laws Of Performance is no ordinary change-management book. When the Three Laws are applied, performance transforms to a level far beyond what most people think is possible. Based on in-depth rese... Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. In their new book The Three Laws Of Performance: Rewriting The Future Of Your Organization And Your Life (Amazon.com link), Dave Logan and co-author Steve Zaffron show companies and individuals how to revive people's passion for accomplishment creating a pathway to unprecedented organizational and personal success. Zaffron, who is CEO of the Vanto Group, has directed corporate initiatives with more than three hundred organizations in twenty countries. Logan, who is on the faculty at the Marshall School of Business at the University of Southern California, works with businesses, government, and non-profits, implementing cultural change and strategy. Logan is the author of Tribal Leadership. The Three Laws Of Performance is no ordinary change-management book. When the Three Laws are applied, performance transforms to a level far beyond what most people think is possible. Based on in-depth research supported by Zaffron’s and Logan’s direct experience, the book is filled with dramatic case studies that illustrate the power and immediate benefits of applying the Three Laws. All of these transformations were based on applying the ideas that are at the heart of this book. In a clear, step-by-step progression, Zaffron and Logan take the reader through each of the Three Laws and show how to apply the Leadership Corollaries that initiate transformation. The Laws and their related Corollaries are: Law 1: How People Perform Correlates To How Situations Occur To Them – The First Law rejects the concept that people do what they do because of a common understanding of the facts, and instead takes the view that people do what they do because their actions are correlated to how situations occur to them. When people understand that situations occur differently to each of us, then other people’s responses and actions suddenly makes sense. Leadership Corollary: Leaders Have A Say And Give Others A Say, In How Situations Occur – Leaders cannot control or determine how situations occur for others, but they do have a say. The authors suggest that leaders ask themselves: “How can I interact with others so that situations occur more empowering to them? What processes, dialogues, or meeting can I arrange so that people can feel like coauthors of a new future, not merely recipients of others decisions?” Law 2: How A Situation Occurs Arises In Language – How situations occur is inseparable from language. Untying the knots of language begins with seeing that no matter what is said, other communication is carried along with it. The unsaid – but communicated – includes assumptions, expectations, disappointments, resentments, regrets, interpretations, and more. Leadership Corollary: Leaders Master The Conversational Environment – In most organizations, the network of conversations is noisy and conflicted, filled with chatter that makes new futures impossible to occur. The effective leader must change the conversational environment, insuring that everyone has a chance to clear out their issues, eliminate old grievances, and leave space for a new future. Law 3: Future-Based Language Transforms How Situations Occur To People – This Law rests on an important distinction: there are two different ways to use language. The first use is descriptive – using language to depict or represent things as they are or have been. The second is future-based. It has the power to craft vision, and to illuminate the blinders that prevent people from seeing possibilities. Leadership Corollary: Leaders Listen For The Future Of Their Organization – Leaders do not rewrite the future by themselves. They listen for a future that inspires them and then they create a space that allows others to help them coauthor a new future. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. In their new book The Three Laws Of Performance: Rewriting The Future Of Your Organization And Your Life (Amazon.com link), Dave Logan and co-author Steve Zaffron show companies and individuals how to revive people's passion for accomplishment creating a pathway to unprecedented organizational and personal success. Zaffron, who is CEO of the Vanto Group, has directed corporate initiatives with more than three hundred organizations in twenty countries. Logan, who is on the faculty at the Marshall School of Business at the University of Southern California, works with businesses, government, and non-profits, implementing cultural change and strategy. Logan is the author of Tribal Leadership. The Three Laws Of Performance is no ordinary change-management book. When the Three Laws are applied, performance transforms to a level far beyond what most people think is possible. Based on in-depth research supported by Zaffron’s and Logan’s direct experience, the book is filled with dramatic case studies that illustrate the power and immediate benefits of applying the Three Laws. All of these transformations were based on applying the ideas that are at the heart of this book. In a clear, step-by-step progression, Zaffron and Logan take the reader through each of the Three Laws and show how to apply the Leadership Corollaries that initiate transformation. The Laws and their related Corollaries are: Law 1: How People Perform Correlates To How Situations Occur To Them – The First Law rejects the concept that people do what they do because of a common understanding of the facts, and instead takes the view that people do what they do because their actions are correlated to how situations occur to them. When people understand that situations occur differently to each of us, then other people’s responses and actions suddenly makes sense. Leadership Corollary: Leaders Have A Say And Give Others A Say, In How Situations Occur – Leaders cannot control or determine how situations occur for others, but they do have a say. The authors suggest that leaders ask themselves: “How can I interact with others so that situations occur more empowering to them? What processes, dialogues, or meeting can I arrange so that people can feel like coauthors of a new future, not merely recipients of others decisions?” Law 2: How A Situation Occurs Arises In Language – How situations occur is inseparable from language. Untying the knots of language begins with seeing that no matter what is said, other communication is carried along with it. The unsaid – but communicated – includes assumptions, expectations, disappointments, resentments, regrets, interpretations, and more. Leadership Corollary: Leaders Master The Conversational Environment – In most organizations, the network of conversations is noisy and conflicted, filled with chatter that makes new futures impossible to occur. The effective leader must change the conversational environment, insuring that everyone has a chance to clear out their issues, eliminate old grievances, and leave space for a new future. Law 3: Future-Based Language Transforms How Situations Occur To People – This Law rests on an important distinction: there are two different ways to use language. The first use is descriptive – using language to depict or represent things as they are or have been. The second is future-based. It has the power to craft vision, and to illuminate the blinders that prevent people from seeing possibilities. Leadership Corollary: Leaders Listen For The Future Of Their Organization – Leaders do not rewrite the future by themselves. They listen for a future that inspires them and then they create a space that allows others to help them coauthor a new future. tag:odeo.com,2009-08-28,25035728 Fri, 28 Aug 2009 02:40:05 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/25009917-Five-Essential-Moves-That-Are-Happening-Right-Now-in-the-Executive-Job-Market Karen has coached C-Level executives in different industries and positions since 1992. Armon's long experience in executive-readiness has given her the inside track into what leaders must do to find the top position they want in this challenging job market. Karen's latest book has a great title: Market Your Potential, Not Your Past. She is a featured speaker and author for many top-level executive information sources such as ExecuNet, Harvard Business Review, Oracle’s Profit Magazine, the Wall Street Journal and many Internet sites throughout the world. Karen has achieved a MBA and a BS in Marketing, ans is a faculty member at Keller Graduate School of Management teaching leadership topics. Her MarketOne Executive system utilizes an approach that includes the most up-to-date strategies available for executives who want to move into top roles now or in the future. QUESTIONS: * Karen, another great title comes from your Tips & Trends Newsletter: “Five Essential Moves That Are Happenin... Karen has coached C-Level executives in different industries and positions since 1992. Armon's long experience in executive-readiness has given her the inside track into what leaders must do to find the top position they want in this challenging job market. Karen's latest book has a great title: Market Your Potential, Not Your Past. She is a featured speaker and author for many top-level executive information sources such as ExecuNet, Harvard Business Review, Oracle’s Profit Magazine, the Wall Street Journal and many Internet sites throughout the world. Karen has achieved a MBA and a BS in Marketing, ans is a faculty member at Keller Graduate School of Management teaching leadership topics. Her MarketOne Executive system utilizes an approach that includes the most up-to-date strategies available for executives who want to move into top roles now or in the future. QUESTIONS: * Karen, another great title comes from your Tips & Trends Newsletter: “Five Essential Moves That Are Happening Right Now in the Executive Job Market!” One thing I’ve discovered, Karen, -- this recession has gone much higher up the food chain, hitting executives who’ve never been laid off... Would you agree? * This group, (senior execs), in particular, is really lost. What are you hearing from executives you work with at MarketOne? * Let’s talk about some of the strategies you write about in your Tips and Trends article: be prepared for a long search -- one issue many executives are dealing with: former friends and colleagues are not returning their phone calls or emails: How can you keep in touch with your network without coming across as a pest -- or worse -- seeming desperate? * Reading between the lines of your newsletter -- there seems to be a trend in mid-market companies to bargain hunt -- trying to recruit top execs at a deep discount? (What is your advice in these situations? * What should executives expect that are lucky enough to get a face-to-face interview? (How do they need to prepare?) * How has the job search changed from a couple of years ago? What new tools/technology must executives employ? * Continuing on this topic, what marketing materials should executives invest in? * #5 on your list of Essential Moves: “Mobile technology may be the engine that leads us out of the recession, but watch for new regulation that may stifle rapid growth.” * What are the best resources for leads? * Where are your client’s finding opportunities? (Industries, geographies) * Are you seeing any daylight? (Coming out of the recession) * A couple of my take-aways: Open mind, flexibility, project-based short term assignments to keep some cash flow -- am I right? * Are baby boomers getting job offers? * What haven’t we discussed you think is important for those in a career transition need to know? Karen has coached C-Level executives in different industries and positions since 1992. Armon's long experience in executive-readiness has given her the inside track into what leaders must do to find the top position they want in this challenging job market. Karen's latest book has a great title: Market Your Potential, Not Your Past. She is a featured speaker and author for many top-level executive information sources such as ExecuNet, Harvard Business Review, Oracle’s Profit Magazine, the Wall Street Journal and many Internet sites throughout the world. Karen has achieved a MBA and a BS in Marketing, ans is a faculty member at Keller Graduate School of Management teaching leadership topics. Her MarketOne Executive system utilizes an approach that includes the most up-to-date strategies available for executives who want to move into top roles now or in the future. QUESTIONS: * Karen, another great title comes from your Tips & Trends Newsletter: “Five Essential Moves That Are Happening Right Now in the Executive Job Market!” One thing I’ve discovered, Karen, -- this recession has gone much higher up the food chain, hitting executives who’ve never been laid off... Would you agree? * This group, (senior execs), in particular, is really lost. What are you hearing from executives you work with at MarketOne? * Let’s talk about some of the strategies you write about in your Tips and Trends article: be prepared for a long search -- one issue many executives are dealing with: former friends and colleagues are not returning their phone calls or emails: How can you keep in touch with your network without coming across as a pest -- or worse -- seeming desperate? * Reading between the lines of your newsletter -- there seems to be a trend in mid-market companies to bargain hunt -- trying to recruit top execs at a deep discount? (What is your advice in these situations? * What should executives expect that are lucky enough to get a face-to-face interview? (How do they need to prepare?) * How has the job search changed from a couple of years ago? What new tools/technology must executives employ? * Continuing on this topic, what marketing materials should executives invest in? * #5 on your list of Essential Moves: “Mobile technology may be the engine that leads us out of the recession, but watch for new regulation that may stifle rapid growth.” * What are the best resources for leads? * Where are your client’s finding opportunities? (Industries, geographies) * Are you seeing any daylight? (Coming out of the recession) * A couple of my take-aways: Open mind, flexibility, project-based short term assignments to keep some cash flow -- am I right? * Are baby boomers getting job offers? * What haven’t we discussed you think is important for those in a career transition need to know? tag:odeo.com,2009-08-23,25009917 Sun, 23 Aug 2009 14:07:44 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24996942-Stephen-Rhinesmith-Leading-in-Times-of-Crisis Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Stephen H. Rhinesmith is a senior partner of the Oliver Wyman Executive Learning Center. He is former special ambassador to the Soviet Union and was president of Holland America Line. Stephen is co-author, with David Dotlich and Peter Cairo of Leading in Times of Crisis Navigating Through Complexity, Diversity and Uncertainty to Save Your Business. Leading In Times of Crisis highlights nine specific leadership challenges that are presented in the context of a world grown more complex, diverse, and uncertain. It reflects on a proven method – whole leadership – to show what proportion of head, heart and guts must be applied to tackle each issue. The authors reveal strategies on how leaders can: • Rethink and rebuild their business model amidst chaos. • Redefine risk and uncertainty in troubled times. • Become stakeholder savvy amongst increasingly divergent interests. • Build a climate of inno... Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Stephen H. Rhinesmith is a senior partner of the Oliver Wyman Executive Learning Center. He is former special ambassador to the Soviet Union and was president of Holland America Line. Stephen is co-author, with David Dotlich and Peter Cairo of Leading in Times of Crisis Navigating Through Complexity, Diversity and Uncertainty to Save Your Business. Leading In Times of Crisis highlights nine specific leadership challenges that are presented in the context of a world grown more complex, diverse, and uncertain. It reflects on a proven method – whole leadership – to show what proportion of head, heart and guts must be applied to tackle each issue. The authors reveal strategies on how leaders can: • Rethink and rebuild their business model amidst chaos. • Redefine risk and uncertainty in troubled times. • Become stakeholder savvy amongst increasingly divergent interests. • Build a climate of innovation amidst calls for caution. Questions: One of the things I admire about your book -- this is all real-world stuff. You and your co-authors are part of Oliver Wyman Leadership Development. So I’d like to start by asking you to give us a brief overview of your firm and the work you do - and perhaps an example of the kinds of projects you’re currently working on. What is your background? Reading from the inside flap of your book: “Leaders today are grappling with complex choices, diverse customers and employees, and unprecedented uncertainty in the economic environment. Business models are becoming obsolete, cost and performance pressures are growing, regulatory requirements are changing, and trust in institutions is declining. Tackling these and other growing demands requires every leader to radically rethink what constitutes effective leadership.” So what is effective leadership and how has it changed in the last 10 years? This is an incredibly dense (and by that I mean information rich) book. It would be impossible to cover all of the concepts in your book -- so I’ve picked one: Developing Yourself as a Whole Leader. What do you mean by a “Leadership Agenda?” I don’t want to turn this into a political conversation -- but when President Obama referred to the controversy over the Boston police officer and the Harvard professor and his reaction as a “teachable moment” I was impressed. To me, that’s a leader taking responsibility for his actions and wanting to learn from the experience. What was your reaction? Back to your Whole Leader Chapter: You write - “To navigate the perfect storm leaders must commit to daily learning.” A difficult task in the middle of crisis? Understanding and Managing your Personal Energy: Why is this so important? What did you learn in writing Leading in the Times of Crisis? Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Stephen H. Rhinesmith is a senior partner of the Oliver Wyman Executive Learning Center. He is former special ambassador to the Soviet Union and was president of Holland America Line. Stephen is co-author, with David Dotlich and Peter Cairo of Leading in Times of Crisis Navigating Through Complexity, Diversity and Uncertainty to Save Your Business. Leading In Times of Crisis highlights nine specific leadership challenges that are presented in the context of a world grown more complex, diverse, and uncertain. It reflects on a proven method – whole leadership – to show what proportion of head, heart and guts must be applied to tackle each issue. The authors reveal strategies on how leaders can: • Rethink and rebuild their business model amidst chaos. • Redefine risk and uncertainty in troubled times. • Become stakeholder savvy amongst increasingly divergent interests. • Build a climate of innovation amidst calls for caution. Questions: One of the things I admire about your book -- this is all real-world stuff. You and your co-authors are part of Oliver Wyman Leadership Development. So I’d like to start by asking you to give us a brief overview of your firm and the work you do - and perhaps an example of the kinds of projects you’re currently working on. What is your background? Reading from the inside flap of your book: “Leaders today are grappling with complex choices, diverse customers and employees, and unprecedented uncertainty in the economic environment. Business models are becoming obsolete, cost and performance pressures are growing, regulatory requirements are changing, and trust in institutions is declining. Tackling these and other growing demands requires every leader to radically rethink what constitutes effective leadership.” So what is effective leadership and how has it changed in the last 10 years? This is an incredibly dense (and by that I mean information rich) book. It would be impossible to cover all of the concepts in your book -- so I’ve picked one: Developing Yourself as a Whole Leader. What do you mean by a “Leadership Agenda?” I don’t want to turn this into a political conversation -- but when President Obama referred to the controversy over the Boston police officer and the Harvard professor and his reaction as a “teachable moment” I was impressed. To me, that’s a leader taking responsibility for his actions and wanting to learn from the experience. What was your reaction? Back to your Whole Leader Chapter: You write - “To navigate the perfect storm leaders must commit to daily learning.” A difficult task in the middle of crisis? Understanding and Managing your Personal Energy: Why is this so important? What did you learn in writing Leading in the Times of Crisis? tag:odeo.com,2009-08-19,24996942 Wed, 19 Aug 2009 08:19:05 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24970786-Mary-Claire-Ryan-Riviera-Advisors-RPO-Explained Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Today were going to delve into the rather mysterious world of RPO - recruitment process outsourcing -- with recruiting industry expert Mary Claire Ryan, principal with Riviera Advisors. Mary Claire has significant experience in the disciplines of recruitment, organizational and strategic planning, employee relations, change management, training, regulatory issues, safety, and staffing management. Mary Claire regularly consults with Riviera Advisors' clients on RPO initiatives. Prior to consulting and joining Riviera Advisors in 2005, Mary Claire led Abbott Laboratories’ Talent Acquisition Organization and was instrumental in engineering a new recruitment and sourcing organizational model. As Director, Global Executive Search and Diversity Staffing, she was responsible for all sources of hire for the company, as well as executive search activities. Questions: Give us some background on... Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Today were going to delve into the rather mysterious world of RPO - recruitment process outsourcing -- with recruiting industry expert Mary Claire Ryan, principal with Riviera Advisors. Mary Claire has significant experience in the disciplines of recruitment, organizational and strategic planning, employee relations, change management, training, regulatory issues, safety, and staffing management. Mary Claire regularly consults with Riviera Advisors' clients on RPO initiatives. Prior to consulting and joining Riviera Advisors in 2005, Mary Claire led Abbott Laboratories’ Talent Acquisition Organization and was instrumental in engineering a new recruitment and sourcing organizational model. As Director, Global Executive Search and Diversity Staffing, she was responsible for all sources of hire for the company, as well as executive search activities. Questions: Give us some background on RPO -- from what I’ve read this concept really gained traction back in the 1970’s in Silicon Valley where the competition for high-tech employees was really intense, and companies were desperate to find a way to recruit talent that did not involve high priced executive search firms. So here we are in the midst of a terrible recession, with a glut of talent available -- why is RPO attractive to companies in this economy? What are the primary components of an RPO program? What are the primary drivers? Is this all about cost? What are the factors that determine if a company really needs an RPO solution? For those companies that actually believe talent is their most important asset, does it make sense to outsource recruiting? When you go into a company, what do you find are the biggest roadblocks to implementing an RPO program? I know that Riviera Advisors is “vendor neutral” -- but for those unfamiliar with this space there are lot of big companies involved in RPO -- The Right Thing, Source Right, FutureStep, Adecco, AON, Kenexa, Manpower -- how do you help your clients make the right choice of an RPO partner? What’s the criteria they need to evaluate? What’s the biggest disconnect you find when you start working on an RPO project with a client? What’s the number one thing you recommend companies consider when they’re evaluating RPO? What didn’t I ask that’s important to share? Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Today were going to delve into the rather mysterious world of RPO - recruitment process outsourcing -- with recruiting industry expert Mary Claire Ryan, principal with Riviera Advisors. Mary Claire has significant experience in the disciplines of recruitment, organizational and strategic planning, employee relations, change management, training, regulatory issues, safety, and staffing management. Mary Claire regularly consults with Riviera Advisors' clients on RPO initiatives. Prior to consulting and joining Riviera Advisors in 2005, Mary Claire led Abbott Laboratories’ Talent Acquisition Organization and was instrumental in engineering a new recruitment and sourcing organizational model. As Director, Global Executive Search and Diversity Staffing, she was responsible for all sources of hire for the company, as well as executive search activities. Questions: Give us some background on RPO -- from what I’ve read this concept really gained traction back in the 1970’s in Silicon Valley where the competition for high-tech employees was really intense, and companies were desperate to find a way to recruit talent that did not involve high priced executive search firms. So here we are in the midst of a terrible recession, with a glut of talent available -- why is RPO attractive to companies in this economy? What are the primary components of an RPO program? What are the primary drivers? Is this all about cost? What are the factors that determine if a company really needs an RPO solution? For those companies that actually believe talent is their most important asset, does it make sense to outsource recruiting? When you go into a company, what do you find are the biggest roadblocks to implementing an RPO program? I know that Riviera Advisors is “vendor neutral” -- but for those unfamiliar with this space there are lot of big companies involved in RPO -- The Right Thing, Source Right, FutureStep, Adecco, AON, Kenexa, Manpower -- how do you help your clients make the right choice of an RPO partner? What’s the criteria they need to evaluate? What’s the biggest disconnect you find when you start working on an RPO project with a client? What’s the number one thing you recommend companies consider when they’re evaluating RPO? What didn’t I ask that’s important to share? tag:odeo.com,2009-08-16,24970786 Sun, 16 Aug 2009 06:30:13 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24950306-The-iPhone-of-MBA-Programs-A-Conversation-with-Noel-Tichy Welcome to a special Big Picture Channel Podcast on Total Picture Radio with Peter Clayton reporting. We’re delighted to have back on the show Dr. Noel M. Tichy, Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. Noel consults widely in both the business and private sectors. Most recently, he’s accepted the role as Director of the Jack Welch Management Institute at Chancellor University. The Jack Welch Management Institute is designed to introduce a progressive approach to business education. Its curriculum will offer students traditional coursework, with instruction on topics from strategy to marketing to finance, but will be melded with Jack Welch’s canon of teachings... Welcome to a special Big Picture Channel Podcast on Total Picture Radio with Peter Clayton reporting. We’re delighted to have back on the show Dr. Noel M. Tichy, Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. Noel consults widely in both the business and private sectors. Most recently, he’s accepted the role as Director of the Jack Welch Management Institute at Chancellor University. The Jack Welch Management Institute is designed to introduce a progressive approach to business education. Its curriculum will offer students traditional coursework, with instruction on topics from strategy to marketing to finance, but will be melded with Jack Welch’s canon of teachings on every aspect of business practice. Further, Jack’s core principles of candor, differentiation, and voice and dignity for all – as well as his extensive commentary on authentic leadership and people-driven management – will be integral to the curriculum. The Jack Welch Management Institute is unique in other ways as well. Classes will be small; faculty will receive input from Jack, and the curriculum will be refreshed weekly with online video updates from Jack about breaking business news and topics. “We’re trying to do something really different and exciting with this school,” Jack explained recently. “We want to reach a lot of people, more than you can just reach in one class or at one school, with a management philosophy and set of practices we really believe in. We know they work. We think this school, with its fresh approach, reach, accessibility, and flexibility, has the potential to change lives and organizations for the better.” Dr. Noel M. Tichy is a Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. He is now partnered with the Boys & Girls Clubs of America to build a world class capability for leadership development. Professor Tichy also conducts the LEADERSHIP JUDGMENT PROGRAM executive workshop at the University of Michigan. Most recently, he led the launch of the Global Corporate Citizenship Initiative in partnership with General Electric, Procter & Gamble and 3M, designed to create a national model for partnership opportunities between business and society emphasizing free enterprise and democratic principles. In the mid 1980s, Dr. Tichy was head of GE’s Leadership Center, the fabled Crotonville, where he led the transformation to action learning at GE. Between 1985 – 1987, Dr. Tichy was Manager of Management Education for General Electric where he directed its worldwide development efforts at Crotonville. Prior to joining the Michigan faculty, he served for nine years on the Columbia University Business School faculty. Noel Tichy consults widely in both the private and public sectors. He is a senior partner in Action Learning Associates. His clients have included: Best Buy, GE, PepsiCo, Coca Cola, GM, Nokia, Nomura Securities, 3M, Daimler-Benz and Royal Dutch Shell. Welcome to a special Big Picture Channel Podcast on Total Picture Radio with Peter Clayton reporting. We’re delighted to have back on the show Dr. Noel M. Tichy, Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. Noel consults widely in both the business and private sectors. Most recently, he’s accepted the role as Director of the Jack Welch Management Institute at Chancellor University. The Jack Welch Management Institute is designed to introduce a progressive approach to business education. Its curriculum will offer students traditional coursework, with instruction on topics from strategy to marketing to finance, but will be melded with Jack Welch’s canon of teachings on every aspect of business practice. Further, Jack’s core principles of candor, differentiation, and voice and dignity for all – as well as his extensive commentary on authentic leadership and people-driven management – will be integral to the curriculum. The Jack Welch Management Institute is unique in other ways as well. Classes will be small; faculty will receive input from Jack, and the curriculum will be refreshed weekly with online video updates from Jack about breaking business news and topics. “We’re trying to do something really different and exciting with this school,” Jack explained recently. “We want to reach a lot of people, more than you can just reach in one class or at one school, with a management philosophy and set of practices we really believe in. We know they work. We think this school, with its fresh approach, reach, accessibility, and flexibility, has the potential to change lives and organizations for the better.” Dr. Noel M. Tichy is a Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. He is now partnered with the Boys & Girls Clubs of America to build a world class capability for leadership development. Professor Tichy also conducts the LEADERSHIP JUDGMENT PROGRAM executive workshop at the University of Michigan. Most recently, he led the launch of the Global Corporate Citizenship Initiative in partnership with General Electric, Procter & Gamble and 3M, designed to create a national model for partnership opportunities between business and society emphasizing free enterprise and democratic principles. In the mid 1980s, Dr. Tichy was head of GE’s Leadership Center, the fabled Crotonville, where he led the transformation to action learning at GE. Between 1985 – 1987, Dr. Tichy was Manager of Management Education for General Electric where he directed its worldwide development efforts at Crotonville. Prior to joining the Michigan faculty, he served for nine years on the Columbia University Business School faculty. Noel Tichy consults widely in both the private and public sectors. He is a senior partner in Action Learning Associates. His clients have included: Best Buy, GE, PepsiCo, Coca Cola, GM, Nokia, Nomura Securities, 3M, Daimler-Benz and Royal Dutch Shell. tag:odeo.com,2009-08-12,24950306 Wed, 12 Aug 2009 11:11:00 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24937063-Continuing-the-conversation-Michael-Gerber-The-E-Myth-Enterprise Seventy percent of all businesses in the United States are sole proprietors. They started out doing it doing it doing it — and they continue doing it doing it doing it — just one guy... one woman. It's not even a business; it's a practice. And they are the sum and the substance of that practice. So, most people who start, start because they need a job, they gotta have a job, they create their own job, and it becomes the worst job in the world and they're working for a lunatic." - Michael Gerber Welcome to an Entrepreneur Channel podcast on Total Picture Radio with Peter Clayton reporting. Michael Gerber is one of the best known entrepreneurs; the founder and CEO of E-Myth Worldwide, and best selling author of The E-Myth Revisited, E-Myth Mastery, and now, The E-Myth Enterprise: How to Turn A Great Idea Into a Thriving Business. If you think of this trilogy as films, The E-Myth Enterprise is the prequel. Gerber turns his attention to business invention in this slim, straightforward b... Seventy percent of all businesses in the United States are sole proprietors. They started out doing it doing it doing it — and they continue doing it doing it doing it — just one guy... one woman. It's not even a business; it's a practice. And they are the sum and the substance of that practice. So, most people who start, start because they need a job, they gotta have a job, they create their own job, and it becomes the worst job in the world and they're working for a lunatic." - Michael Gerber Welcome to an Entrepreneur Channel podcast on Total Picture Radio with Peter Clayton reporting. Michael Gerber is one of the best known entrepreneurs; the founder and CEO of E-Myth Worldwide, and best selling author of The E-Myth Revisited, E-Myth Mastery, and now, The E-Myth Enterprise: How to Turn A Great Idea Into a Thriving Business. If you think of this trilogy as films, The E-Myth Enterprise is the prequel. Gerber turns his attention to business invention in this slim, straightforward book that distills the essential knowledge needed to create a completely original company. He identifies four essential facets of building a new company—visual, emotional, functional and financial—and the five essential skills: concentration, discrimination, organization, innovation and communication. As in the previous books in the series, Michael shares success stories and insightful advice on how to conquer obstacles. He ends the book with a noble challenge to any company—to be a business with a conscience, to be responsible for the condition of the world it finds itself in and the condition of the people with whom it interacts, among others. Each chapter ends with takeaway points summarizing key ideas; the points are available as podcasts on a companion Web site. We interviewed Michael in 2006 -- focusing on E-Myth Revisited. You'll find that podcast here. The latest book in the Gerber franchise, The E-Myth Enterprise explores the requirements that any new business must meet: the satisfaction of its four primary influencers – its employees, customers, supplies, and investors – through four fundamental categories – visual, emotional, functional, and financial. In combination, these strategies are essential as an entrepreneur designs a business. The E-Myth Enterprise shows entrepreneurs and future entrepreneurs how to put a great idea to work and fits neatly into Michael E. Gerber’s radical and concise training program that all entrepreneurs can use to fulfill their dream. Seventy percent of all businesses in the United States are sole proprietors. They started out doing it doing it doing it — and they continue doing it doing it doing it — just one guy... one woman. It's not even a business; it's a practice. And they are the sum and the substance of that practice. So, most people who start, start because they need a job, they gotta have a job, they create their own job, and it becomes the worst job in the world and they're working for a lunatic." - Michael Gerber Welcome to an Entrepreneur Channel podcast on Total Picture Radio with Peter Clayton reporting. Michael Gerber is one of the best known entrepreneurs; the founder and CEO of E-Myth Worldwide, and best selling author of The E-Myth Revisited, E-Myth Mastery, and now, The E-Myth Enterprise: How to Turn A Great Idea Into a Thriving Business. If you think of this trilogy as films, The E-Myth Enterprise is the prequel. Gerber turns his attention to business invention in this slim, straightforward book that distills the essential knowledge needed to create a completely original company. He identifies four essential facets of building a new company—visual, emotional, functional and financial—and the five essential skills: concentration, discrimination, organization, innovation and communication. As in the previous books in the series, Michael shares success stories and insightful advice on how to conquer obstacles. He ends the book with a noble challenge to any company—to be a business with a conscience, to be responsible for the condition of the world it finds itself in and the condition of the people with whom it interacts, among others. Each chapter ends with takeaway points summarizing key ideas; the points are available as podcasts on a companion Web site. We interviewed Michael in 2006 -- focusing on E-Myth Revisited. You'll find that podcast here. The latest book in the Gerber franchise, The E-Myth Enterprise explores the requirements that any new business must meet: the satisfaction of its four primary influencers – its employees, customers, supplies, and investors – through four fundamental categories – visual, emotional, functional, and financial. In combination, these strategies are essential as an entrepreneur designs a business. The E-Myth Enterprise shows entrepreneurs and future entrepreneurs how to put a great idea to work and fits neatly into Michael E. Gerber’s radical and concise training program that all entrepreneurs can use to fulfill their dream. tag:odeo.com,2009-08-10,24937063 Mon, 10 Aug 2009 04:36:35 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24922416-Biznik-Going-it-Alone-Together-An-interview-with-Dan-McComb Welcome to an Entrepreneurs Channel Podcast on Total Picture Radio with Peter Clayton reporting. Joining us today from Seattle, Washington is the co-founder of Biznik.com, Dan McComb. From their Web site: Biznik is an award-winning community of entrepreneurs and small businesses dedicated to helping each other succeed. If you're having any of these problems, and want to do something about it, Biznik is for you: • You love running your business, but hate feeling isolated. • You need more clients and customers. • You need to raise your visibility and credibility. • You do most things well in your business, but not everything. • You don't have enough opportunities to meet colleagues and potential partners. • Your business isn't growing fast enough. • You have a hard time keeping up with trends that affect your business. • You aren't sure how to use social media to promote your business. • You're thinking about starting a business, but aren't sure where to start. Questions Peter Clayton... Welcome to an Entrepreneurs Channel Podcast on Total Picture Radio with Peter Clayton reporting. Joining us today from Seattle, Washington is the co-founder of Biznik.com, Dan McComb. From their Web site: Biznik is an award-winning community of entrepreneurs and small businesses dedicated to helping each other succeed. If you're having any of these problems, and want to do something about it, Biznik is for you: • You love running your business, but hate feeling isolated. • You need more clients and customers. • You need to raise your visibility and credibility. • You do most things well in your business, but not everything. • You don't have enough opportunities to meet colleagues and potential partners. • Your business isn't growing fast enough. • You have a hard time keeping up with trends that affect your business. • You aren't sure how to use social media to promote your business. • You're thinking about starting a business, but aren't sure where to start. Questions Peter Clayton asked Dan McComb: What is Biznik? What was the motivation for launching Biznik? What is your background? Where do you see Biznik fitting into the online social networking sphere and how is it different from existing services such as Linkedin? What are some of the unique features of Biznik? What is the demographic? How many people are using Biznik? Tell us about the documentary film you’re making, called SHINE? You’ve devised a rather unique way to finance the film? Dan's Biznik Profile In my former life, I was a photojournalist whose work appeared in newspapers and magazines like Time and Newsweek. After realizing that journalism was going to change me before I changed the world, I left the profession in 1998 and taught myself how to build websites for a living. I found self-employment hugely rewarding but surprisingly isolating. I was surprised to be turned away when I tried to join a local business networking group because "we only have room for one person from your profession, and your spot has been filled." In 2005, Lara Eve Feltin and I cofounded Biznik (http://biznik.com), with a simple premise: business networking shouldn't suck. Today Biznik is an award-winning community that connects more than 21,000 forward-thinking business people in 120 countries. And we always have room for one more, no matter what profession you represent (as long as it's legal!). Members connect using Biznik's social network and strengthen relationships at more than 100 member-hosted events every month. In October 2008, Lara and I were honored to be included in Seattle's top 25 most innovative entrepreneurs list by Seattle Business Monthly, and included in Seattle Magazine's 2008 Power Players list of most influential people. I am approaching my goal of completely forgetting what it was like to be a corporate drone. And I'm on a mission to connect great minds with interesting work. What Dan does best I'm best at team building and collaboration. I love working on interesting, cool projects with fun, talented people, and don't mind constraints - I enjoy finding ways to do a lot with a little. What does Dan need? Your small business to be successful. That's what I want right now more than anything else, because it'll be good for the economy, good for me, and good for you. Welcome to an Entrepreneurs Channel Podcast on Total Picture Radio with Peter Clayton reporting. Joining us today from Seattle, Washington is the co-founder of Biznik.com, Dan McComb. From their Web site: Biznik is an award-winning community of entrepreneurs and small businesses dedicated to helping each other succeed. If you're having any of these problems, and want to do something about it, Biznik is for you: • You love running your business, but hate feeling isolated. • You need more clients and customers. • You need to raise your visibility and credibility. • You do most things well in your business, but not everything. • You don't have enough opportunities to meet colleagues and potential partners. • Your business isn't growing fast enough. • You have a hard time keeping up with trends that affect your business. • You aren't sure how to use social media to promote your business. • You're thinking about starting a business, but aren't sure where to start. Questions Peter Clayton asked Dan McComb: What is Biznik? What was the motivation for launching Biznik? What is your background? Where do you see Biznik fitting into the online social networking sphere and how is it different from existing services such as Linkedin? What are some of the unique features of Biznik? What is the demographic? How many people are using Biznik? Tell us about the documentary film you’re making, called SHINE? You’ve devised a rather unique way to finance the film? Dan's Biznik Profile In my former life, I was a photojournalist whose work appeared in newspapers and magazines like Time and Newsweek. After realizing that journalism was going to change me before I changed the world, I left the profession in 1998 and taught myself how to build websites for a living. I found self-employment hugely rewarding but surprisingly isolating. I was surprised to be turned away when I tried to join a local business networking group because "we only have room for one person from your profession, and your spot has been filled." In 2005, Lara Eve Feltin and I cofounded Biznik (http://biznik.com), with a simple premise: business networking shouldn't suck. Today Biznik is an award-winning community that connects more than 21,000 forward-thinking business people in 120 countries. And we always have room for one more, no matter what profession you represent (as long as it's legal!). Members connect using Biznik's social network and strengthen relationships at more than 100 member-hosted events every month. In October 2008, Lara and I were honored to be included in Seattle's top 25 most innovative entrepreneurs list by Seattle Business Monthly, and included in Seattle Magazine's 2008 Power Players list of most influential people. I am approaching my goal of completely forgetting what it was like to be a corporate drone. And I'm on a mission to connect great minds with interesting work. What Dan does best I'm best at team building and collaboration. I love working on interesting, cool projects with fun, talented people, and don't mind constraints - I enjoy finding ways to do a lot with a little. What does Dan need? Your small business to be successful. That's what I want right now more than anything else, because it'll be good for the economy, good for me, and good for you. tag:odeo.com,2009-08-06,24922416 Thu, 06 Aug 2009 16:19:05 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24913073-Influencer-The-Power-to-Change-Anything Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Kerry Patterson is co-founder of VitalSmarts, an innovator in corporate training and organizational performance, and co-author of three immediate New York Times bestsellers: Influencer: The Power to Change Anything, Crucial Conversations: Tools for Talking When Stakes are High and Crucial Confrontations: Tools for Resolving Broken Promises, Violated Expectations, and Bad Behavior. His award-winning training programs of the same titles have been used successfully by more than 300 of the Fortune 500 companies. Additionally, products resulting from his work have taught more than 2 million people worldwide, and have been translated into more than 20 languages. Kerry began his research into the challenges of developing and maintaining healthy organizations during his doctoral work at Stanford University. He taught at Brigham Young University’s Marriott School of Management and then co-founded Int... Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Kerry Patterson is co-founder of VitalSmarts, an innovator in corporate training and organizational performance, and co-author of three immediate New York Times bestsellers: Influencer: The Power to Change Anything, Crucial Conversations: Tools for Talking When Stakes are High and Crucial Confrontations: Tools for Resolving Broken Promises, Violated Expectations, and Bad Behavior. His award-winning training programs of the same titles have been used successfully by more than 300 of the Fortune 500 companies. Additionally, products resulting from his work have taught more than 2 million people worldwide, and have been translated into more than 20 languages. Kerry began his research into the challenges of developing and maintaining healthy organizations during his doctoral work at Stanford University. He taught at Brigham Young University’s Marriott School of Management and then co-founded Interact Performance Systems, where he worked for ten years as vice president of research and development. Kerry is a recipient of the Mentor of the Year Award and the William G. Dyer Distinguished Alumni Award from the BYU Marriott School of Management. Questions Peter Clayton asked Kerry Patterson I want to focus our conversation on Influencer, The Power to Change Anything - but first, what is the number one issue your clients have today? What is the urgent need your organization is finding out there? Influencer, The Power to Change Anything is a book -- published by McGraw Hill last year, and a training course offered by VitalSmarts. So if I read the book, will I learn everything you teach in your course? This is a question on your Crucial Skills Blog, I would like you to respond because it is so prevalent: Here’s the question... "I’ve been with the same company for twenty-five plus years. It is a good company. We have had three “workforce reductions” in the past six years. I feel another one coming. I am fifty and therefore vested. However, at fifty-five, my early retirement pay would go up. Even though I have always received the highest reviews, I still feel that I could be next. How do I approach management about this?" Let’s talk about Influencer: How do you define influence? What research was used in developing the concepts for Influencer? What is a vital behavior and why are they significant? You contend there are two mental maps -- Can I do what’s required? and “Will it be worth it? Can you expand on this? A good deal of your book focuses on what you call the six sources of influence. Can you give us a brief overview? What makes the Influencer model different from other change strategies? How can an executive use the techniques in the book to create change? Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Kerry Patterson is co-founder of VitalSmarts, an innovator in corporate training and organizational performance, and co-author of three immediate New York Times bestsellers: Influencer: The Power to Change Anything, Crucial Conversations: Tools for Talking When Stakes are High and Crucial Confrontations: Tools for Resolving Broken Promises, Violated Expectations, and Bad Behavior. His award-winning training programs of the same titles have been used successfully by more than 300 of the Fortune 500 companies. Additionally, products resulting from his work have taught more than 2 million people worldwide, and have been translated into more than 20 languages. Kerry began his research into the challenges of developing and maintaining healthy organizations during his doctoral work at Stanford University. He taught at Brigham Young University’s Marriott School of Management and then co-founded Interact Performance Systems, where he worked for ten years as vice president of research and development. Kerry is a recipient of the Mentor of the Year Award and the William G. Dyer Distinguished Alumni Award from the BYU Marriott School of Management. Questions Peter Clayton asked Kerry Patterson I want to focus our conversation on Influencer, The Power to Change Anything - but first, what is the number one issue your clients have today? What is the urgent need your organization is finding out there? Influencer, The Power to Change Anything is a book -- published by McGraw Hill last year, and a training course offered by VitalSmarts. So if I read the book, will I learn everything you teach in your course? This is a question on your Crucial Skills Blog, I would like you to respond because it is so prevalent: Here’s the question... "I’ve been with the same company for twenty-five plus years. It is a good company. We have had three “workforce reductions” in the past six years. I feel another one coming. I am fifty and therefore vested. However, at fifty-five, my early retirement pay would go up. Even though I have always received the highest reviews, I still feel that I could be next. How do I approach management about this?" Let’s talk about Influencer: How do you define influence? What research was used in developing the concepts for Influencer? What is a vital behavior and why are they significant? You contend there are two mental maps -- Can I do what’s required? and “Will it be worth it? Can you expand on this? A good deal of your book focuses on what you call the six sources of influence. Can you give us a brief overview? What makes the Influencer model different from other change strategies? How can an executive use the techniques in the book to create change? tag:odeo.com,2009-08-05,24913073 Wed, 05 Aug 2009 03:09:21 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24902542-Hitting-Refresh-on-Indeed-A-Conversation-with-Indeed-com-Co-Founder-and-CEO-Paul-Forster The title of this feature page came from a recent article on ERE.net written by Matthew Charney. "As a (once and future) corporate recruiter 'actively looking for his next opportunity,' (translation: unemployed and hitting refresh on Indeed.com), I’ve had the opportunity, for the first time in my career, to experience life across the desk, as one of the unwashed masses yearning to breathe free." I thought it was one of those "says it all" statements. A lot of people are hitting the refresh key on Indeed.com these days... comScore, Inc. released a June 2009 overview of the career services & development category based on data from comScore Media Metrix and comScore Marketer. The study revealed that more than 65 million Americans visited the category in June, representing a 10-percent increase versus year ago, ranking it as one of the top-growing site categories. Seven of the top ten sites in the category achieved double-digit gains during that period. One of them, Indeed.com fourth on... The title of this feature page came from a recent article on ERE.net written by Matthew Charney. "As a (once and future) corporate recruiter 'actively looking for his next opportunity,' (translation: unemployed and hitting refresh on Indeed.com), I’ve had the opportunity, for the first time in my career, to experience life across the desk, as one of the unwashed masses yearning to breathe free." I thought it was one of those "says it all" statements. A lot of people are hitting the refresh key on Indeed.com these days... comScore, Inc. released a June 2009 overview of the career services & development category based on data from comScore Media Metrix and comScore Marketer. The study revealed that more than 65 million Americans visited the category in June, representing a 10-percent increase versus year ago, ranking it as one of the top-growing site categories. Seven of the top ten sites in the category achieved double-digit gains during that period. One of them, Indeed.com fourth on comScore's list -- growing 59 percent to 8 million visitors. Joining us today is co-founder and CEO of Indeed, Paul Forster. I decided to solicit on Linkedin Answers questions to ask Paul in this interview and I’m glad I did... The title of this feature page came from a recent article on ERE.net written by Matthew Charney. "As a (once and future) corporate recruiter 'actively looking for his next opportunity,' (translation: unemployed and hitting refresh on Indeed.com), I’ve had the opportunity, for the first time in my career, to experience life across the desk, as one of the unwashed masses yearning to breathe free." I thought it was one of those "says it all" statements. A lot of people are hitting the refresh key on Indeed.com these days... comScore, Inc. released a June 2009 overview of the career services & development category based on data from comScore Media Metrix and comScore Marketer. The study revealed that more than 65 million Americans visited the category in June, representing a 10-percent increase versus year ago, ranking it as one of the top-growing site categories. Seven of the top ten sites in the category achieved double-digit gains during that period. One of them, Indeed.com fourth on comScore's list -- growing 59 percent to 8 million visitors. Joining us today is co-founder and CEO of Indeed, Paul Forster. I decided to solicit on Linkedin Answers questions to ask Paul in this interview and I’m glad I did... tag:odeo.com,2009-08-03,24902542 Mon, 03 Aug 2009 02:43:14 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24884591-The-Summer-of-Social-Good-Mashable-Powers-Tweet-Funding-of-Non-Profits-An-Interview-with-Adam-Hirsch Welcome to a Big Picture Channel Podcast on Total Picture Radio, with Peter Clayton reporting. The Summer of Social Good is the first large scale online charitable campaign to raise funds through the power of Social Media and the Internet. The goal is to use the power of “Social Influence” via Twitter, Facebook, MySpace, blogs and other online media to raise an unprecedented amount for benefiting The Humane Society, Livestrong, Oxfam America and WWF. This admirable initiative is the brain child of Adam Hirsch, Chief Operations Officer of Mashable, the world's largest blog focused exclusively on Web 2.0 and Social Media news. After the success of Tweetsgiving, Twestival and various other campaigns that leveraged the power of social media, Mashable thought it was time to do something on a large scale to not only give back to the community but to engage the community as well. Adam began progress on the Summer of Social Good in January of this year and has been working hard to create a ... Welcome to a Big Picture Channel Podcast on Total Picture Radio, with Peter Clayton reporting. The Summer of Social Good is the first large scale online charitable campaign to raise funds through the power of Social Media and the Internet. The goal is to use the power of “Social Influence” via Twitter, Facebook, MySpace, blogs and other online media to raise an unprecedented amount for benefiting The Humane Society, Livestrong, Oxfam America and WWF. This admirable initiative is the brain child of Adam Hirsch, Chief Operations Officer of Mashable, the world's largest blog focused exclusively on Web 2.0 and Social Media news. After the success of Tweetsgiving, Twestival and various other campaigns that leveraged the power of social media, Mashable thought it was time to do something on a large scale to not only give back to the community but to engage the community as well. Adam began progress on the Summer of Social Good in January of this year and has been working hard to create a campaign that is both engaging and rewarding for all parties involved. This week was the first of a series of Hyatt4Good events at the Grand Hyatt Hotel in New York City. Hyatt has donated the use of meeting rooms in four major cities throughout the US for the Summer of Social Good TweetUp events; where we met our guest today - Adam Hirsch. Founded in July 2005, Mashable is the world's largest blog focused exclusively on Web 2.0 and Social Media news. With more than 5 million monthly page views, Mashable is the most prolific blog reviewing new Web sites and services, publishing breaking news on what's new on the web and offering social media resources and guides. Mashable's audience includes early adopters, social media enthusiasts, entrepreneurs, influencers, brands and corporations, marketing, PR and advertising agencies, Web 2.0 aficionados and technology journalists. Mashable is also popular with bloggers, Twitter and Facebook users — an increasingly influential demographic. Welcome to a Big Picture Channel Podcast on Total Picture Radio, with Peter Clayton reporting. The Summer of Social Good is the first large scale online charitable campaign to raise funds through the power of Social Media and the Internet. The goal is to use the power of “Social Influence” via Twitter, Facebook, MySpace, blogs and other online media to raise an unprecedented amount for benefiting The Humane Society, Livestrong, Oxfam America and WWF. This admirable initiative is the brain child of Adam Hirsch, Chief Operations Officer of Mashable, the world's largest blog focused exclusively on Web 2.0 and Social Media news. After the success of Tweetsgiving, Twestival and various other campaigns that leveraged the power of social media, Mashable thought it was time to do something on a large scale to not only give back to the community but to engage the community as well. Adam began progress on the Summer of Social Good in January of this year and has been working hard to create a campaign that is both engaging and rewarding for all parties involved. This week was the first of a series of Hyatt4Good events at the Grand Hyatt Hotel in New York City. Hyatt has donated the use of meeting rooms in four major cities throughout the US for the Summer of Social Good TweetUp events; where we met our guest today - Adam Hirsch. Founded in July 2005, Mashable is the world's largest blog focused exclusively on Web 2.0 and Social Media news. With more than 5 million monthly page views, Mashable is the most prolific blog reviewing new Web sites and services, publishing breaking news on what's new on the web and offering social media resources and guides. Mashable's audience includes early adopters, social media enthusiasts, entrepreneurs, influencers, brands and corporations, marketing, PR and advertising agencies, Web 2.0 aficionados and technology journalists. Mashable is also popular with bloggers, Twitter and Facebook users — an increasingly influential demographic. tag:odeo.com,2009-07-30,24884591 Thu, 30 Jul 2009 02:09:41 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24874634-SHRMcoo-Perspective-A-Conversation-with-China-Miner-Gorman Welcome to a special Leadership Development Channel podcast on Total Picture Radio, with our continuing coverage of the SHRM 2009 Annual Conference in New Orleans. Joining Peter Clayton is the chief operating officer of the Society of Human Resource Management China Miner Gorman. An in-depth profile of China appeared in The Washington Post in November, 2007, shortly after she accepted the position of COO at SHRM. "Taking on the role of chief operating officer builds on all my experiences, and the timing of it is particularly meaningful to me. I'm bringing this set of experience and skills to the top of our profession at the beginning of one of the most important election cycles for the world of human resources. The issues that will be impacted by the outcome of next year's elections are critical to the future success of businesses and critical to the success of human-resources leaders in helping to create their organizations' strategies around attracting, developing and retaining ta... Welcome to a special Leadership Development Channel podcast on Total Picture Radio, with our continuing coverage of the SHRM 2009 Annual Conference in New Orleans. Joining Peter Clayton is the chief operating officer of the Society of Human Resource Management China Miner Gorman. An in-depth profile of China appeared in The Washington Post in November, 2007, shortly after she accepted the position of COO at SHRM. "Taking on the role of chief operating officer builds on all my experiences, and the timing of it is particularly meaningful to me. I'm bringing this set of experience and skills to the top of our profession at the beginning of one of the most important election cycles for the world of human resources. The issues that will be impacted by the outcome of next year's elections are critical to the future success of businesses and critical to the success of human-resources leaders in helping to create their organizations' strategies around attracting, developing and retaining talent as the baby boomers leave the full-time workforce." "The government and business community will also begin to tackle the difficult issues of maintaining a competitive workforce, health-care reform and legal immigration. These aren't just human resources issues, they are business survival issues. Being able to lead the Society for Human Resource Management, which is providing strategic agenda-setting thought leadership for the human resource profession, is a very exciting next step for my career." Questions: SHRM Annual Conference - your take-aways from New Orleans? What were the highlights for you? What has been the member feedback from the Conference? How many people attended this year’s conference? You moderated a session called HR Bloggers: Who are these people and why should I care? So who are Kris, Lance, Jessica and Laurie? What did you learn in this session? How important has blogging - and social networks become in HR? The Bloggers session, and several others, were live streamed to members. Is this something you plan to do more of next year? Speaking about social networks, these questions are from Franny Oxford via Twitter: What are your top three goals for the year? What are you most proud of so far? How is the job different than you thought it would be? In that same vain you’re relatively new in your role as Chief Operating Officer at SHRM, and SHRM has a new CEO, Lon O’Neill -- Cathy Martin wants to know where where you see SHRM in the next few years and what is (the leadership’s) plan for delivering value to the membership? You recently testified at a congressional hearing regarding your opposition to the “Healthy Families Act.” WHAT? YOU'RE AGAINST HEALTY FAMILIES??!! :) Can you give us some background on the bill and why SHRM opposes it? What was it like testifying in front of the House Education and Labor subcommittee? What haven’t we discussed that you would like to share with our audience? Welcome to a special Leadership Development Channel podcast on Total Picture Radio, with our continuing coverage of the SHRM 2009 Annual Conference in New Orleans. Joining Peter Clayton is the chief operating officer of the Society of Human Resource Management China Miner Gorman. An in-depth profile of China appeared in The Washington Post in November, 2007, shortly after she accepted the position of COO at SHRM. "Taking on the role of chief operating officer builds on all my experiences, and the timing of it is particularly meaningful to me. I'm bringing this set of experience and skills to the top of our profession at the beginning of one of the most important election cycles for the world of human resources. The issues that will be impacted by the outcome of next year's elections are critical to the future success of businesses and critical to the success of human-resources leaders in helping to create their organizations' strategies around attracting, developing and retaining talent as the baby boomers leave the full-time workforce." "The government and business community will also begin to tackle the difficult issues of maintaining a competitive workforce, health-care reform and legal immigration. These aren't just human resources issues, they are business survival issues. Being able to lead the Society for Human Resource Management, which is providing strategic agenda-setting thought leadership for the human resource profession, is a very exciting next step for my career." Questions: SHRM Annual Conference - your take-aways from New Orleans? What were the highlights for you? What has been the member feedback from the Conference? How many people attended this year’s conference? You moderated a session called HR Bloggers: Who are these people and why should I care? So who are Kris, Lance, Jessica and Laurie? What did you learn in this session? How important has blogging - and social networks become in HR? The Bloggers session, and several others, were live streamed to members. Is this something you plan to do more of next year? Speaking about social networks, these questions are from Franny Oxford via Twitter: What are your top three goals for the year? What are you most proud of so far? How is the job different than you thought it would be? In that same vain you’re relatively new in your role as Chief Operating Officer at SHRM, and SHRM has a new CEO, Lon O’Neill -- Cathy Martin wants to know where where you see SHRM in the next few years and what is (the leadership’s) plan for delivering value to the membership? You recently testified at a congressional hearing regarding your opposition to the “Healthy Families Act.” WHAT? YOU'RE AGAINST HEALTY FAMILIES??!! :) Can you give us some background on the bill and why SHRM opposes it? What was it like testifying in front of the House Education and Labor subcommittee? What haven’t we discussed that you would like to share with our audience? tag:odeo.com,2009-07-28,24874634 Tue, 28 Jul 2009 04:15:43 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24869598-Speak-to-Be-Heard-Influencing-Others-to-Take-Action Face-to-face communication: it's fast becoming a lost art in our time of email, texting and voicemail. But ultimately, when it comes to engaging an audience, making a compelling sales presentation, business is still ultimately driven by personal communication. Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Stacey Hanke is an educator, keynote speaker co-author of the book; Yes You Can! Everything You Need From A To Z To Influence Others To Take Action. Her company is 1st Impression Consulting and you can find her at www.staceyHanke.com I met Stacey um, at the like, um SHRM conference, you know, where she gave a presentation called Speak to Be Heard - Influencing Others to Take Action.. So um, Stacey, basically, actually, um, uh, I like have this problem with you know? Because I’m a habitual you know abuser! Stacey helps individuals eliminate the static that plagues communicative delivery - to persuade, sell, influence or simp... Face-to-face communication: it's fast becoming a lost art in our time of email, texting and voicemail. But ultimately, when it comes to engaging an audience, making a compelling sales presentation, business is still ultimately driven by personal communication. Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Stacey Hanke is an educator, keynote speaker co-author of the book; Yes You Can! Everything You Need From A To Z To Influence Others To Take Action. Her company is 1st Impression Consulting and you can find her at www.staceyHanke.com I met Stacey um, at the like, um SHRM conference, you know, where she gave a presentation called Speak to Be Heard - Influencing Others to Take Action.. So um, Stacey, basically, actually, um, uh, I like have this problem with you know? Because I’m a habitual you know abuser! Stacey helps individuals eliminate the static that plagues communicative delivery - to persuade, sell, influence or simply effectively communicate face-to-face with a clear message. Throughout her career, she has trained over 15,000 people to conquer public speaking fears, rid themselves of bad body language habits and choose words wisely.  She has delivered over 500 presentations for business leaders in the financial industry to the healthcare industry to government and everyone in between. Her client list is vast from Coca-Cola, Kohl’s, United States Army and Navy, Leo Burnett and the FDA. She has inspired thousands as a featured guest on numerous radio interviews nationwide.  She is most proud of her interview on Martha Stewart Radio and WGN Chicago. Her area of expertise lies in offering practical skills and techniques that build confidence and credibility into leadership, client relationships and our personal lives. She does this by helping individuals change their communication behavior to maximize performance, improve results and build relationships to win business.   Face-to-face communication: it's fast becoming a lost art in our time of email, texting and voicemail. But ultimately, when it comes to engaging an audience, making a compelling sales presentation, business is still ultimately driven by personal communication. Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Stacey Hanke is an educator, keynote speaker co-author of the book; Yes You Can! Everything You Need From A To Z To Influence Others To Take Action. Her company is 1st Impression Consulting and you can find her at www.staceyHanke.com I met Stacey um, at the like, um SHRM conference, you know, where she gave a presentation called Speak to Be Heard - Influencing Others to Take Action.. So um, Stacey, basically, actually, um, uh, I like have this problem with you know? Because I’m a habitual you know abuser! Stacey helps individuals eliminate the static that plagues communicative delivery - to persuade, sell, influence or simply effectively communicate face-to-face with a clear message. Throughout her career, she has trained over 15,000 people to conquer public speaking fears, rid themselves of bad body language habits and choose words wisely.  She has delivered over 500 presentations for business leaders in the financial industry to the healthcare industry to government and everyone in between. Her client list is vast from Coca-Cola, Kohl’s, United States Army and Navy, Leo Burnett and the FDA. She has inspired thousands as a featured guest on numerous radio interviews nationwide.  She is most proud of her interview on Martha Stewart Radio and WGN Chicago. Her area of expertise lies in offering practical skills and techniques that build confidence and credibility into leadership, client relationships and our personal lives. She does this by helping individuals change their communication behavior to maximize performance, improve results and build relationships to win business.   tag:odeo.com,2009-07-27,24869598 Mon, 27 Jul 2009 04:28:15 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24851047-Everything-You-Ever-Wanted-to-Know-About-Employment-Law-But-Didn-t-Want-to-Pay-a-Lawyer-to-Ask He is a frequent keynote speaker, writes an award- winning employment law blog that has attracted more than 300,000 visitors, publishes an employment law alert newsletter with more than 2,500 subscribers and hosts a quarterly webinar that draws audiences of more than 2,000.  He has been interviewed as a legal expert by Newsweek, Business Week,60 Minutes, The National Law Journal, HR Magazine, HR.com, Law.com and now... Total Picture Radio! Mark holds a bachelor’s degree in journalism from the University of Wisconsin and graduated with honors from the University of Wisconsin Law School, where he served as editor of the Wisconsin Law Review.  He has also completed executive programs at Harvard University, the University of Chicago and the University of Wisconsin. Mark is the incoming Chair of the American Staffing Association (ASA) and is a member of the Association of Corporate Counsel, General Counsel Roundtable, Society of Human Resource Managers and the American, California and Wi... He is a frequent keynote speaker, writes an award- winning employment law blog that has attracted more than 300,000 visitors, publishes an employment law alert newsletter with more than 2,500 subscribers and hosts a quarterly webinar that draws audiences of more than 2,000.  He has been interviewed as a legal expert by Newsweek, Business Week,60 Minutes, The National Law Journal, HR Magazine, HR.com, Law.com and now... Total Picture Radio! Mark holds a bachelor’s degree in journalism from the University of Wisconsin and graduated with honors from the University of Wisconsin Law School, where he served as editor of the Wisconsin Law Review.  He has also completed executive programs at Harvard University, the University of Chicago and the University of Wisconsin. Mark is the incoming Chair of the American Staffing Association (ASA) and is a member of the Association of Corporate Counsel, General Counsel Roundtable, Society of Human Resource Managers and the American, California and Wisconsin Bar Associations. He is a frequent keynote speaker, writes an award- winning employment law blog that has attracted more than 300,000 visitors, publishes an employment law alert newsletter with more than 2,500 subscribers and hosts a quarterly webinar that draws audiences of more than 2,000.  He has been interviewed as a legal expert by Newsweek, Business Week,60 Minutes, The National Law Journal, HR Magazine, HR.com, Law.com and now... Total Picture Radio! Mark holds a bachelor’s degree in journalism from the University of Wisconsin and graduated with honors from the University of Wisconsin Law School, where he served as editor of the Wisconsin Law Review.  He has also completed executive programs at Harvard University, the University of Chicago and the University of Wisconsin. Mark is the incoming Chair of the American Staffing Association (ASA) and is a member of the Association of Corporate Counsel, General Counsel Roundtable, Society of Human Resource Managers and the American, California and Wisconsin Bar Associations. tag:odeo.com,2009-07-23,24851047 Thu, 23 Jul 2009 07:52:07 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24843072-Yahoo-HotJobs-Offers-Pay-Per-Candidate-Online-Recruitment-Solution-Interview-with-GM-Chris-Merritt Excerpt from Yahoo! Hot Jobs Press Release issued at the SHRM Conference: In a significant shift for the recruitment industry, Yahoo! Inc. today announced Yahoo! HotJobs Pay Per Candidate, the first performance-based online recruitment product that allows recruiters the option to pay for candidates instead of just paying per listing. This will help recruiters tie their dollars directly to results, allocating their budgets to only the most relevant candidates while speeding up the recruitment cycle. The product will be formally introduced to the recruitment community at the Society for Human Resource Management Annual Conference (SHRM) being held in New Orleans, June 28-July1.   “Recruiters are being asked to find top talent using fewer resources than ever, and Yahoo!’s Pay Per Candidate model gives them the tools to increase the accountability of their listings,” said Chris Merritt, vice president and general manager, Yahoo! HotJobs.  “With recruiters facing resume overload in today... Excerpt from Yahoo! Hot Jobs Press Release issued at the SHRM Conference: In a significant shift for the recruitment industry, Yahoo! Inc. today announced Yahoo! HotJobs Pay Per Candidate, the first performance-based online recruitment product that allows recruiters the option to pay for candidates instead of just paying per listing. This will help recruiters tie their dollars directly to results, allocating their budgets to only the most relevant candidates while speeding up the recruitment cycle. The product will be formally introduced to the recruitment community at the Society for Human Resource Management Annual Conference (SHRM) being held in New Orleans, June 28-July1.   “Recruiters are being asked to find top talent using fewer resources than ever, and Yahoo!’s Pay Per Candidate model gives them the tools to increase the accountability of their listings,” said Chris Merritt, vice president and general manager, Yahoo! HotJobs.  “With recruiters facing resume overload in today’s job market, the Pay Per Candidate solution will allow them to spend their time and budget on only the best candidates.”   Yahoo! HotJobs’ Pay Per Candidate product offers recruiters greater control over their budgets and their listings, including the ability to cap the number of pre-screened candidates they receive per job posting when candidates apply on the HotJobs website.  Recruiters purchase credits for each job posted, but their account is only charged when a candidate applies for the job listing or clicks through to the recruiter’s hiring site. In the interest of providing maximum flexibility, recruiters can easily shift unused credits to other open positions should a job be filled or priorities change.   The new product also offers a filtering option, in which recruiters can use a customized questionnaire to automatically filter out candidates based on their responses.  Alternatively, recruiters can choose to have jobseekers click through a link directly to the recruiter’s Web site.   Excerpt from Yahoo! Hot Jobs Press Release issued at the SHRM Conference: In a significant shift for the recruitment industry, Yahoo! Inc. today announced Yahoo! HotJobs Pay Per Candidate, the first performance-based online recruitment product that allows recruiters the option to pay for candidates instead of just paying per listing. This will help recruiters tie their dollars directly to results, allocating their budgets to only the most relevant candidates while speeding up the recruitment cycle. The product will be formally introduced to the recruitment community at the Society for Human Resource Management Annual Conference (SHRM) being held in New Orleans, June 28-July1.   “Recruiters are being asked to find top talent using fewer resources than ever, and Yahoo!’s Pay Per Candidate model gives them the tools to increase the accountability of their listings,” said Chris Merritt, vice president and general manager, Yahoo! HotJobs.  “With recruiters facing resume overload in today’s job market, the Pay Per Candidate solution will allow them to spend their time and budget on only the best candidates.”   Yahoo! HotJobs’ Pay Per Candidate product offers recruiters greater control over their budgets and their listings, including the ability to cap the number of pre-screened candidates they receive per job posting when candidates apply on the HotJobs website.  Recruiters purchase credits for each job posted, but their account is only charged when a candidate applies for the job listing or clicks through to the recruiter’s hiring site. In the interest of providing maximum flexibility, recruiters can easily shift unused credits to other open positions should a job be filled or priorities change.   The new product also offers a filtering option, in which recruiters can use a customized questionnaire to automatically filter out candidates based on their responses.  Alternatively, recruiters can choose to have jobseekers click through a link directly to the recruiter’s Web site.   tag:odeo.com,2009-07-21,24843072 Tue, 21 Jul 2009 20:09:04 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24833703-Sustaining-a-Competitive-Advantage-though-a-Culture-of-Excellence Bruce directs the development and delivery of Disney training and professional development programs across the globe. His team provides innovative business solutions to a diverse clientele of Fortune 500 companies and international organizations.  Bruce has 28 years of leadership experience – the last two decades with Disney – and he is a recognized expert on Disney business practices, including leadership, people management, service excellence, brand loyalty, and creativity.  This podcast is sponsored by Taleo, where Talent Drives Performance Questions we asked Bruce Jones Bruce, Disney lead an executive education program at SHRM’s Annual Conference titled “Sustaining a Competitive Advantage though a Culture of Excellence.” Can you give us a brief overview -- and the major concepts your team presented? How can business leaders foster a “Culture of Excellence” considering the turbulent business environment we’re experiencing? Many organizations are focused on nothing but survival. D... Bruce directs the development and delivery of Disney training and professional development programs across the globe. His team provides innovative business solutions to a diverse clientele of Fortune 500 companies and international organizations.  Bruce has 28 years of leadership experience – the last two decades with Disney – and he is a recognized expert on Disney business practices, including leadership, people management, service excellence, brand loyalty, and creativity.  This podcast is sponsored by Taleo, where Talent Drives Performance Questions we asked Bruce Jones Bruce, Disney lead an executive education program at SHRM’s Annual Conference titled “Sustaining a Competitive Advantage though a Culture of Excellence.” Can you give us a brief overview -- and the major concepts your team presented? How can business leaders foster a “Culture of Excellence” considering the turbulent business environment we’re experiencing? Many organizations are focused on nothing but survival. Dream, believe, dare, and do are the four principles that guide Disney's business philosophy. Sounds great. Difficult to execute, am I right? Tough economic times usually mean things like training budgets get cut to the bone. What metrics do you have to convince a CFO that employee training programs are worth investing in? I’ve always thought Disney’s use of “cast member” for employees and “stage” for work environment was brilliant. However these metaphors don’t translate well for most businesses. Have you come up with other metaphors that would be appropriate for say a tech company or financial services organization? How is the proliferation of new technology -- especially online -- impacting training and organizational development? What technologies does the Institute use to deliver you content and training programs? How has technology improved the delivery of your services? Customer satisfaction? Bruce directs the development and delivery of Disney training and professional development programs across the globe. His team provides innovative business solutions to a diverse clientele of Fortune 500 companies and international organizations.  Bruce has 28 years of leadership experience – the last two decades with Disney – and he is a recognized expert on Disney business practices, including leadership, people management, service excellence, brand loyalty, and creativity.  This podcast is sponsored by Taleo, where Talent Drives Performance Questions we asked Bruce Jones Bruce, Disney lead an executive education program at SHRM’s Annual Conference titled “Sustaining a Competitive Advantage though a Culture of Excellence.” Can you give us a brief overview -- and the major concepts your team presented? How can business leaders foster a “Culture of Excellence” considering the turbulent business environment we’re experiencing? Many organizations are focused on nothing but survival. Dream, believe, dare, and do are the four principles that guide Disney's business philosophy. Sounds great. Difficult to execute, am I right? Tough economic times usually mean things like training budgets get cut to the bone. What metrics do you have to convince a CFO that employee training programs are worth investing in? I’ve always thought Disney’s use of “cast member” for employees and “stage” for work environment was brilliant. However these metaphors don’t translate well for most businesses. Have you come up with other metaphors that would be appropriate for say a tech company or financial services organization? How is the proliferation of new technology -- especially online -- impacting training and organizational development? What technologies does the Institute use to deliver you content and training programs? How has technology improved the delivery of your services? Customer satisfaction? tag:odeo.com,2009-07-20,24833703 Mon, 20 Jul 2009 03:16:52 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24820583-Margaret-Morford-Management-Courage-Part-2-There-is-No-Magic-Management-Formula According to Margaret Morford in a special Two Part Leadership Channel podcast on Total Picture Radio, "Today’s workplace is in serious crisis. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Six principles of management courage : 1. Be painfully honest. 2. Never treat identically. 3. Don't use individuals or policie... According to Margaret Morford in a special Two Part Leadership Channel podcast on Total Picture Radio, "Today’s workplace is in serious crisis. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Six principles of management courage : 1. Be painfully honest. 2. Never treat identically. 3. Don't use individuals or policies as crutches. 4. Ask for and give real feedback. 5. Take the blame 6. Leave soul-sucking situations. Courageous mangers ask the following questions in a manner that clearly communicates they are looking to learn, not to locate a scapegoat: What seems to be wrong with the project or situation? Should we continue this course of action? How can we anticipate these problems in the future? What should we do differently in the future to make sure this does not happen again? Questions We Asked: From your presentation "treat people equitably, not identically - I think managers really struggle with this - can you expand on this concept? A lot of executives are in hiding or making excuses. Neither one of these approaches works very well. Let’s say I’m trying to get people to buy-in to your Management Courage ideas, and as a result, I’m starting to get some very negative feedback on my performance. The natural tendency is to become defensive, isn’t it? What did you hear at the SHRM conference that -- inspired you? depressed you? challenged you? One thing I’ve heard from many executives... people are nailed to their chairs. They’re terrified to go anywhere. What are some strategies for dealing with the constant stress at work? You use the term “soul-sucking” situations. Advising people to leave jobs when the culture isn’t right. In this economy, How? For those currently in transition, do you have any advice when interviewing? Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her clients have included Lockheed Martin, Chevron, Time Warner, Sara Lee Foods, Home and Garden Television, Nationwide Insurance, NAPA Auto Parts, New York Presbyterian Hospital (Cornell & Columbia Medical Centers), U.S. Marine Corps, Deloitte, Blue Cross Blue Shield, Vanderbilt University, and many more. Previous to owning her own company, Margaret was Sr. Vice President, Human Resources Consulting for a national consulting firm out of Winston-Salem, North Carolina. She has a BS degree from the University of Alabama and a JD degree from the Vanderbilt University School of Law. She has worked as an attorney, specializing in employment law as well as been Vice President of Human Resources for three large companies. She is often quoted as a business expert in newspapers and magazines across the country including Wall Street Journal, New York Times, Chicago Tribune, USA Today and Entrepreneur and appears regularly on local ABC, CBS and Fox television affiliates. She is the author of the videos Running with the Big Dogs - How to Make HR a Strategic Player and The Confident Supervisor as well as the business book, Management Courage - Having the Heart of a Lion." According to Margaret Morford in a special Two Part Leadership Channel podcast on Total Picture Radio, "Today’s workplace is in serious crisis. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Six principles of management courage : 1. Be painfully honest. 2. Never treat identically. 3. Don't use individuals or policies as crutches. 4. Ask for and give real feedback. 5. Take the blame 6. Leave soul-sucking situations. Courageous mangers ask the following questions in a manner that clearly communicates they are looking to learn, not to locate a scapegoat: What seems to be wrong with the project or situation? Should we continue this course of action? How can we anticipate these problems in the future? What should we do differently in the future to make sure this does not happen again? Questions We Asked: From your presentation "treat people equitably, not identically - I think managers really struggle with this - can you expand on this concept? A lot of executives are in hiding or making excuses. Neither one of these approaches works very well. Let’s say I’m trying to get people to buy-in to your Management Courage ideas, and as a result, I’m starting to get some very negative feedback on my performance. The natural tendency is to become defensive, isn’t it? What did you hear at the SHRM conference that -- inspired you? depressed you? challenged you? One thing I’ve heard from many executives... people are nailed to their chairs. They’re terrified to go anywhere. What are some strategies for dealing with the constant stress at work? You use the term “soul-sucking” situations. Advising people to leave jobs when the culture isn’t right. In this economy, How? For those currently in transition, do you have any advice when interviewing? Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her clients have included Lockheed Martin, Chevron, Time Warner, Sara Lee Foods, Home and Garden Television, Nationwide Insurance, NAPA Auto Parts, New York Presbyterian Hospital (Cornell & Columbia Medical Centers), U.S. Marine Corps, Deloitte, Blue Cross Blue Shield, Vanderbilt University, and many more. Previous to owning her own company, Margaret was Sr. Vice President, Human Resources Consulting for a national consulting firm out of Winston-Salem, North Carolina. She has a BS degree from the University of Alabama and a JD degree from the Vanderbilt University School of Law. She has worked as an attorney, specializing in employment law as well as been Vice President of Human Resources for three large companies. She is often quoted as a business expert in newspapers and magazines across the country including Wall Street Journal, New York Times, Chicago Tribune, USA Today and Entrepreneur and appears regularly on local ABC, CBS and Fox television affiliates. She is the author of the videos Running with the Big Dogs - How to Make HR a Strategic Player and The Confident Supervisor as well as the business book, Management Courage - Having the Heart of a Lion." tag:odeo.com,2009-07-17,24820583 Fri, 17 Jul 2009 05:37:23 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24813691-The-solution-to-today%E2%80%99s-demoralized-unmotivated-workplace-is-a-powerful-shock-therapy-Management-Courage Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage — Having the Heart of a Lion Workplace Application: is the title of Margaret Morford’s session at SHRM where she presented concepts that exceptional managers must possess: “Management Courage.” Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. tag:odeo.com,2009-07-15,24813691 Wed, 15 Jul 2009 21:40:31 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24799876-David-Rock-The-2009-NeuroLeadership-Summit-Los-Angeles In late 2006, David founded the NeuroLeadership Institute and Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. In today's podcast, David gives us a preview of the 2009 Summit in Los Angeles, feautre Warren Bennis, Werner Erhard, and Daniel Siegel. David is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 6,000 professionals in more than fifteen countries. He is the author of 'Personal Best', (Simon & Schuster, 2001), 'Quiet Leadership' (Harper Collins, 2006) and 'Coaching with the Brain in Mind' (Wiley & Sons, 2009), and currently completing his latest book titled 'Your Brain at Work', which is due for release in October 2009. In late 2006, David founded the NeuroLeadership Institute and Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. In today's podcast, David gives us a preview of the 2009 Summit in Los Angeles, feautre Warren Bennis, Werner Erhard, and Daniel Siegel. David is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 6,000 professionals in more than fifteen countries. He is the author of 'Personal Best', (Simon & Schuster, 2001), 'Quiet Leadership' (Harper Collins, 2006) and 'Coaching with the Brain in Mind' (Wiley & Sons, 2009), and currently completing his latest book titled 'Your Brain at Work', which is due for release in October 2009. In late 2006, David founded the NeuroLeadership Institute and Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. In today's podcast, David gives us a preview of the 2009 Summit in Los Angeles, feautre Warren Bennis, Werner Erhard, and Daniel Siegel. David is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 6,000 professionals in more than fifteen countries. He is the author of 'Personal Best', (Simon & Schuster, 2001), 'Quiet Leadership' (Harper Collins, 2006) and 'Coaching with the Brain in Mind' (Wiley & Sons, 2009), and currently completing his latest book titled 'Your Brain at Work', which is due for release in October 2009. tag:odeo.com,2009-07-14,24799876 Tue, 14 Jul 2009 04:52:41 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24793087-Keith-Ferrazzi-Who-s-Got-Your-Back-SHRM-2009-Conference-Interview Keith was the featured speaker at this year's SHRM Conference Orientation. A perfect slot for Ferrazzi's message. One audience exercise we all particapated in: Asking our neighbor "what are you most passionate about?" And then having them expound on their real passion. I can tell you this leads to a much more engaging conversation than, "hi where do you work?" or my least-favorite SHRM conversation non-starter: "Sure is hot!" (Yup, that's New Orleans in July). My neighbor's passion was photography, a subject I happen to know a great deal about, leading to a very substantive conversation. So many of us are caught in a constant tug-of-war between work and wellness. Keith Ferrazzi’s Who’s Got Your Back offers a strategy to execute on your most ambitious plans without costing your happiness, well-being, or sanity--in fact his program promises to enhance them by building deeper, more supportive relationships. Ferrazzi offers a nine-step approach to building what he calls “lifeline relati... Keith was the featured speaker at this year's SHRM Conference Orientation. A perfect slot for Ferrazzi's message. One audience exercise we all particapated in: Asking our neighbor "what are you most passionate about?" And then having them expound on their real passion. I can tell you this leads to a much more engaging conversation than, "hi where do you work?" or my least-favorite SHRM conversation non-starter: "Sure is hot!" (Yup, that's New Orleans in July). My neighbor's passion was photography, a subject I happen to know a great deal about, leading to a very substantive conversation. So many of us are caught in a constant tug-of-war between work and wellness. Keith Ferrazzi’s Who’s Got Your Back offers a strategy to execute on your most ambitious plans without costing your happiness, well-being, or sanity--in fact his program promises to enhance them by building deeper, more supportive relationships. Ferrazzi offers a nine-step approach to building what he calls “lifeline relationships,” an inner circle of deep, trusting peer support partners who serve as advisors, cheerleaders, and accountability watchdogs. These are more than colleagues, more than friends--they are true, caring comrades in arms who respect you enough to tell you like it is. The gem of this program is that Keith pays attention to the mechanisms that have been proven to make change stick--a striking difference between most self-help programs and Ferrazzi’s signature “let others help.” What’s more, with Who’s Got Your Back you’ll create relationships that are meaningful well beyond your shared success--a rare and welcome gift in the world of professional development. (From a review by Mehmet C. Oz, MD, on Amazon.com) Keith Ferrazzi Biography: Keith Ferrazzi transformed professional networking with his bestselling book Never Eat Alone, which shared the secret of his impressive climb to the top: powerful marketing acumen, deep generosity, and a remarkable ability to connect with others. Never Eat Alone has been recognized by Forbes as one of "the best business books" every year since 2005. Both Forbes and Inc. have called him "one of the world's most connected individuals." As founder and CEO of the business consulting firm Ferrazzi Greenlight, Ferrazzi counsels the world's top enterprises on how to dramatically accelerate the development of business relationships to drive sales, spark innovation, and create team cohesion. As a thought leader and advocate for corporate citizenship, he has rallied executives around initiatives to improve healthcare and education nationwide. His annual Big Task Weekend event brings together key executives from companies such as Kaiser Permanente, Safeway, and Mars to draft innovative partnerships to improve American health and wellness. Ferrazzi is a frequent contributor to CNN and CNBC. He has authored numerous articles for leading business and consumer publications, including Forbes, Inc., Fast Company, The Wall Street Journal, the Harvard Business Review, and Reader's Digest. He has been named a "Global Leader of Tomorrow" by the World Economic Forum and one of the most creative Americans in Richard Wurman's Who's Really Who. Ferrazzi's extraordinary rise to prominence has even inspired a Stanford Business School case study. Keith was the featured speaker at this year's SHRM Conference Orientation. A perfect slot for Ferrazzi's message. One audience exercise we all particapated in: Asking our neighbor "what are you most passionate about?" And then having them expound on their real passion. I can tell you this leads to a much more engaging conversation than, "hi where do you work?" or my least-favorite SHRM conversation non-starter: "Sure is hot!" (Yup, that's New Orleans in July). My neighbor's passion was photography, a subject I happen to know a great deal about, leading to a very substantive conversation. So many of us are caught in a constant tug-of-war between work and wellness. Keith Ferrazzi’s Who’s Got Your Back offers a strategy to execute on your most ambitious plans without costing your happiness, well-being, or sanity--in fact his program promises to enhance them by building deeper, more supportive relationships. Ferrazzi offers a nine-step approach to building what he calls “lifeline relationships,” an inner circle of deep, trusting peer support partners who serve as advisors, cheerleaders, and accountability watchdogs. These are more than colleagues, more than friends--they are true, caring comrades in arms who respect you enough to tell you like it is. The gem of this program is that Keith pays attention to the mechanisms that have been proven to make change stick--a striking difference between most self-help programs and Ferrazzi’s signature “let others help.” What’s more, with Who’s Got Your Back you’ll create relationships that are meaningful well beyond your shared success--a rare and welcome gift in the world of professional development. (From a review by Mehmet C. Oz, MD, on Amazon.com) Keith Ferrazzi Biography: Keith Ferrazzi transformed professional networking with his bestselling book Never Eat Alone, which shared the secret of his impressive climb to the top: powerful marketing acumen, deep generosity, and a remarkable ability to connect with others. Never Eat Alone has been recognized by Forbes as one of "the best business books" every year since 2005. Both Forbes and Inc. have called him "one of the world's most connected individuals." As founder and CEO of the business consulting firm Ferrazzi Greenlight, Ferrazzi counsels the world's top enterprises on how to dramatically accelerate the development of business relationships to drive sales, spark innovation, and create team cohesion. As a thought leader and advocate for corporate citizenship, he has rallied executives around initiatives to improve healthcare and education nationwide. His annual Big Task Weekend event brings together key executives from companies such as Kaiser Permanente, Safeway, and Mars to draft innovative partnerships to improve American health and wellness. Ferrazzi is a frequent contributor to CNN and CNBC. He has authored numerous articles for leading business and consumer publications, including Forbes, Inc., Fast Company, The Wall Street Journal, the Harvard Business Review, and Reader's Digest. He has been named a "Global Leader of Tomorrow" by the World Economic Forum and one of the most creative Americans in Richard Wurman's Who's Really Who. Ferrazzi's extraordinary rise to prominence has even inspired a Stanford Business School case study. tag:odeo.com,2009-07-12,24793087 Sun, 12 Jul 2009 21:44:05 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24778418-The-top-10-most-in-demand-jobs-for-2010-did-not-exist-in-2004-Ryan-Estis-SHRM-Annual-Conference Welcome to an Inside Recruiting industry channel podcast on TPR reporting from the SHRM 2009 Annual Conference – joining us is Ryan Estis, head of Ryan Estis & Associates. Ryan’s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He’s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. Ryan's Mega Session at SHRM was titled: "Employment Branding: Branding Your Organization To Attract and Retain A-Level Talent Workplace Application." Here's the description from the SHRM conference brochure: "This session will provide you with a synthesized understanding of employment branding. Employers are forced to become creative when it comes to attracting/retaining A-level talent. ... Welcome to an Inside Recruiting industry channel podcast on TPR reporting from the SHRM 2009 Annual Conference – joining us is Ryan Estis, head of Ryan Estis & Associates. Ryan’s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He’s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. Ryan's Mega Session at SHRM was titled: "Employment Branding: Branding Your Organization To Attract and Retain A-Level Talent Workplace Application." Here's the description from the SHRM conference brochure: "This session will provide you with a synthesized understanding of employment branding. Employers are forced to become creative when it comes to attracting/retaining A-level talent. Central to effective recruitment marketing strategies is the employment brand. This program will address the steps necessary to develop an employment brand and emphasize creative and strategic approaches to attract and retain the talent needed to accomplish key business objectives. You will be engaged, challenged and presented with ideas that can affect your organization immediately." Questions: How do you define Employment branding 2.0? One example you use is Apple No company thinks in as many directions and on as many levels Apple. Mental workouts are a standard part of every workday – and yet, this is one of the most secretive companies on the planet – and one of the most restrictive in terms of employees use of social networks. (Of course there’s the famous quote from Steve Jobs to John Scully “do you want to make soda water for the rest of your life or change the world?) An employment brand should serve as a promise about the career experience within your organization. (onboarding – so many companies lack a integrated onboarding process – really costs a lot of $$) The top 10 most in-demand jobs for 2010 did not exist in 2004 Do you really think there’s going to be as you said in your presentation “a talent Crisis?” You’ve developed a framework for Employer brand excellence – can you briefly describe some of the key attribute • Employment Value Proposition Organizations that effectively develop and deliver their unique EVP have twice as many highly committed new hires as the average organization I want to talk about social networks and how they’ve emerged as so important in this whole employer brand equation. We’ve talked about Apple – can you give us some other examples of companies that are doing this at a very high level? (sodexo) Why do so many companies still think they can “control the message?” (I love your example of jobvent.com) In your presentation, you touched on employee engagement – they aren’t Bullet point: 59% of the US Workforce is classified as High Risk or Trapped Do the baby boomers in the C Suite get this stuff? Do they care? Biography: Source - RyanEsits.com A recognized Professional Speaker/Trainer, Sales Evangelist, Talent Management Consultant, and Agent of Change, Ryan has developed a series of powerful keynote, seminar and workshop events that deliver specific, actionable content to drive sustained performance and process improvement. As the former Senior Vice President of Sales for the $50 million People Marketing division of McCann-Erickson World Group Advertising, Ryan’s unique, value based sales and marketing methodology served as the catalyst to move an entire organization from a transactional to consultative/solutions based client acquisition platform, leading to more enterprise account wins and strategic client partnerships. His 30 Steps and Peak Performance Selling Principles serve as the foundation for high energy, high engagement, and actionable outcomes in customized sales training/coaching and process improvement consulting. Ryan’s interactive style and in market examples create a powerful atmosphere for learning and the impetus for change to beat the competition to the close time and time again. His message and Sales/Marketing acumen have been concurrently embraced on the Human Resources speaker platform where he leverages best practices to help organizations win by Branding for Talent and delivers Sales Skills Training customized for Corporate Recruiting Teams. Ryan’s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He’s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. His work has been featured in Electronic Recruiting Exchange, Workforce Management Magazine, HR Professional Magazine, SHRM, Business News Network, Crain’s Business, Staffing Management Magazine, and the books Your Employer Brand, Employer of Choice and University Means Business. Ryan serves as a Senior Associate with the Employer Brand Institute and is a professional member of the National Speakers’ Association. He now resides in Minneapolis, Minnesota. Welcome to an Inside Recruiting industry channel podcast on TPR reporting from the SHRM 2009 Annual Conference – joining us is Ryan Estis, head of Ryan Estis & Associates. Ryan’s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He’s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. Ryan's Mega Session at SHRM was titled: "Employment Branding: Branding Your Organization To Attract and Retain A-Level Talent Workplace Application." Here's the description from the SHRM conference brochure: "This session will provide you with a synthesized understanding of employment branding. Employers are forced to become creative when it comes to attracting/retaining A-level talent. Central to effective recruitment marketing strategies is the employment brand. This program will address the steps necessary to develop an employment brand and emphasize creative and strategic approaches to attract and retain the talent needed to accomplish key business objectives. You will be engaged, challenged and presented with ideas that can affect your organization immediately." Questions: How do you define Employment branding 2.0? One example you use is Apple No company thinks in as many directions and on as many levels Apple. Mental workouts are a standard part of every workday – and yet, this is one of the most secretive companies on the planet – and one of the most restrictive in terms of employees use of social networks. (Of course there’s the famous quote from Steve Jobs to John Scully “do you want to make soda water for the rest of your life or change the world?) An employment brand should serve as a promise about the career experience within your organization. (onboarding – so many companies lack a integrated onboarding process – really costs a lot of $$) The top 10 most in-demand jobs for 2010 did not exist in 2004 Do you really think there’s going to be as you said in your presentation “a talent Crisis?” You’ve developed a framework for Employer brand excellence – can you briefly describe some of the key attribute • Employment Value Proposition Organizations that effectively develop and deliver their unique EVP have twice as many highly committed new hires as the average organization I want to talk about social networks and how they’ve emerged as so important in this whole employer brand equation. We’ve talked about Apple – can you give us some other examples of companies that are doing this at a very high level? (sodexo) Why do so many companies still think they can “control the message?” (I love your example of jobvent.com) In your presentation, you touched on employee engagement – they aren’t Bullet point: 59% of the US Workforce is classified as High Risk or Trapped Do the baby boomers in the C Suite get this stuff? Do they care? Biography: Source - RyanEsits.com A recognized Professional Speaker/Trainer, Sales Evangelist, Talent Management Consultant, and Agent of Change, Ryan has developed a series of powerful keynote, seminar and workshop events that deliver specific, actionable content to drive sustained performance and process improvement. As the former Senior Vice President of Sales for the $50 million People Marketing division of McCann-Erickson World Group Advertising, Ryan’s unique, value based sales and marketing methodology served as the catalyst to move an entire organization from a transactional to consultative/solutions based client acquisition platform, leading to more enterprise account wins and strategic client partnerships. His 30 Steps and Peak Performance Selling Principles serve as the foundation for high energy, high engagement, and actionable outcomes in customized sales training/coaching and process improvement consulting. Ryan’s interactive style and in market examples create a powerful atmosphere for learning and the impetus for change to beat the competition to the close time and time again. His message and Sales/Marketing acumen have been concurrently embraced on the Human Resources speaker platform where he leverages best practices to help organizations win by Branding for Talent and delivers Sales Skills Training customized for Corporate Recruiting Teams. Ryan’s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He’s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. His work has been featured in Electronic Recruiting Exchange, Workforce Management Magazine, HR Professional Magazine, SHRM, Business News Network, Crain’s Business, Staffing Management Magazine, and the books Your Employer Brand, Employer of Choice and University Means Business. Ryan serves as a Senior Associate with the Employer Brand Institute and is a professional member of the National Speakers’ Association. He now resides in Minneapolis, Minnesota. tag:odeo.com,2009-07-10,24778418 Fri, 10 Jul 2009 04:23:22 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24774557-Jeremy-Eskenazi-Consultative-Staffing-and-Recruiting-Strategies-for-HR-Generalists-A-Survival-Guide "This is all about relationship management and the only way you can hire somebody, and the only way you can recruit people is if you have the ability to call someone up on the telephone and touch them in person, via the telephone line... Every year I come to these conferences and there's some buzzword. This year it's Twitter. I love Twitter, but you know what? Twitter is not going to help us find and recruit somebody that is in a job right now, sitting in an office somewhere that's a financial analyst." Jeremy Eskenazi Welcome to an Inside Recruiting Channel podcast on Total Picture Radio, with Peter Clayton reporting from the SHRM 2009 Annual Conference in New Orleans. Jeremy Eskenazi is managing principal of Riviera Advisors, a highly specialized consulting firm that is focused on helping clients improve, enhance, and optimize their internal staffing functions. Jeremy and his team have had many years of experience honing their experience as real recruiting and staffing leaders, no... "This is all about relationship management and the only way you can hire somebody, and the only way you can recruit people is if you have the ability to call someone up on the telephone and touch them in person, via the telephone line... Every year I come to these conferences and there's some buzzword. This year it's Twitter. I love Twitter, but you know what? Twitter is not going to help us find and recruit somebody that is in a job right now, sitting in an office somewhere that's a financial analyst." Jeremy Eskenazi Welcome to an Inside Recruiting Channel podcast on Total Picture Radio, with Peter Clayton reporting from the SHRM 2009 Annual Conference in New Orleans. Jeremy Eskenazi is managing principal of Riviera Advisors, a highly specialized consulting firm that is focused on helping clients improve, enhance, and optimize their internal staffing functions. Jeremy and his team have had many years of experience honing their experience as real recruiting and staffing leaders, not just as observers of the staffing function. His presentation here at SHRM is titled "Consultative Staffing and Recruiting Strategies for HR Generalists - Taking it Up A Notch." Eskenazi believes HR must reinvent itself to meet the challenges that lay ahead. Jeremy spent more than 18 years as an executive leading the global staffing functions of such organizations as Universal Studios, Amazon.com, and Idealab before forming Riviera Advisors in 2000. Uniquely, Jeremy draws on many years of mistakes and learning in real-life corporate staffing situations to share with his global corporate clients and the many participants in his speaking engagements, seminars and roundtables. Key Challenges Recruiters Face Today: (Excerpts from Jeremy's Presentation Notes) Demographic shifts (Baby Boomers starting to retire, people working longer into their careers, etc.) Outsourcing and Off-shoring. Very strong pressure on organizations to reduce the “G&A” line on their financials. Rapid changes in technologies. Credibility problems for Recruiting and HR with constituents. Lack of real development for Recruiting professionals Outsourcing Off-shoring Outsourcing and off-shoring deals are very real, and fast growing in the recruiting sector. They are real and fast growing because we have not, as a profession done well to explain our added value. Much of our work as a profession has been viewed as transactional (pulling resumes off databases, pushing resumes around, and handling lots of “administrivia”). There are some growing perceptions that the internal recruiting function is not “core” to a business’ success, and that it can be done better, faster, and possibly cheaper using external resources. (some of this is perpetuated by RPO vendors). (*RPO= Recruitment Process Outsourcing) Outsourcing and off-shoring is actually one of the best trends that could happen to our profession…by eliminating the “heavy lifting” (some sourcing, internet sourcing, resume processing, etc.), we can focus on the true valueadd of assessing, evaluating, and building a community of top talent for our organizations. "This is all about relationship management and the only way you can hire somebody, and the only way you can recruit people is if you have the ability to call someone up on the telephone and touch them in person, via the telephone line... Every year I come to these conferences and there's some buzzword. This year it's Twitter. I love Twitter, but you know what? Twitter is not going to help us find and recruit somebody that is in a job right now, sitting in an office somewhere that's a financial analyst." Jeremy Eskenazi Welcome to an Inside Recruiting Channel podcast on Total Picture Radio, with Peter Clayton reporting from the SHRM 2009 Annual Conference in New Orleans. Jeremy Eskenazi is managing principal of Riviera Advisors, a highly specialized consulting firm that is focused on helping clients improve, enhance, and optimize their internal staffing functions. Jeremy and his team have had many years of experience honing their experience as real recruiting and staffing leaders, not just as observers of the staffing function. His presentation here at SHRM is titled "Consultative Staffing and Recruiting Strategies for HR Generalists - Taking it Up A Notch." Eskenazi believes HR must reinvent itself to meet the challenges that lay ahead. Jeremy spent more than 18 years as an executive leading the global staffing functions of such organizations as Universal Studios, Amazon.com, and Idealab before forming Riviera Advisors in 2000. Uniquely, Jeremy draws on many years of mistakes and learning in real-life corporate staffing situations to share with his global corporate clients and the many participants in his speaking engagements, seminars and roundtables. Key Challenges Recruiters Face Today: (Excerpts from Jeremy's Presentation Notes) Demographic shifts (Baby Boomers starting to retire, people working longer into their careers, etc.) Outsourcing and Off-shoring. Very strong pressure on organizations to reduce the “G&A” line on their financials. Rapid changes in technologies. Credibility problems for Recruiting and HR with constituents. Lack of real development for Recruiting professionals Outsourcing Off-shoring Outsourcing and off-shoring deals are very real, and fast growing in the recruiting sector. They are real and fast growing because we have not, as a profession done well to explain our added value. Much of our work as a profession has been viewed as transactional (pulling resumes off databases, pushing resumes around, and handling lots of “administrivia”). There are some growing perceptions that the internal recruiting function is not “core” to a business’ success, and that it can be done better, faster, and possibly cheaper using external resources. (some of this is perpetuated by RPO vendors). (*RPO= Recruitment Process Outsourcing) Outsourcing and off-shoring is actually one of the best trends that could happen to our profession…by eliminating the “heavy lifting” (some sourcing, internet sourcing, resume processing, etc.), we can focus on the true valueadd of assessing, evaluating, and building a community of top talent for our organizations. tag:odeo.com,2009-07-09,24774557 Thu, 09 Jul 2009 10:24:52 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources http://odeo.com/episodes/24768887-Harvard-Professor-and-Author-John-Kotter-A-Sense-of-Urgency-in-A-World-of-Turbulence Professor Kotter is the recipient of the Lifetime Achievement Award in Workplace Learning and Performance. This award was presented by ASTD in recognition of his extensive body of work and the significant impact he has had on learning and performance in organizations. Dr. Kotter and his firm, Sage|Kotter, work with organizations around the globe to guide, educate, and inspire people to become better leaders, to successfully transform organizations that enrich lives today and build a better world for future generations. He has published 16 books, 12 of which have been business best-sellers and 6 of which have won awards or honors. With millions of copies sold, his books have been translated into more than ninety languages. He is also the author of several seminal articles in the Professor Kotter is the recipient of the Lifetime Achievement Award in Workplace Learning and Performance. This award was presented by ASTD in recognition of his extensive body of work and the significant impact he has had on learning and performance in organizations. Dr. Kotter and his firm, Sage|Kotter, work with organizations around the globe to guide, educate, and inspire people to become better leaders, to successfully transform organizations that enrich lives today and build a better world for future generations. He has published 16 books, 12 of which have been business best-sellers and 6 of which have won awards or honors. With millions of copies sold, his books have been translated into more than ninety languages. He is also the author of several seminal articles in the Professor Kotter is the recipient of the Lifetime Achievement Award in Workplace Learning and Performance. This award was presented by ASTD in recognition of his extensive body of work and the significant impact he has had on learning and performance in organizations. Dr. Kotter and his firm, Sage|Kotter, work with organizations around the globe to guide, educate, and inspire people to become better leaders, to successfully transform organizations that enrich lives today and build a better world for future generations. He has published 16 books, 12 of which have been business best-sellers and 6 of which have won awards or honors. With millions of copies sold, his books have been translated into more than ninety languages. He is also the author of several seminal articles in the tag:odeo.com,2009-07-08,24768887 Wed, 08 Jul 2009 07:16:40 -0700 no Total Picture Radio with Peter Clayton Careers Leadership social networking job search employment jobs executive search career advice recruiting human resources