22nd Century Management With Ken

Retaining staff is an urgent issue as turnover rates have experienced an uptick to 57 percent. Research shows that a lack of communication between managers and workers is a leading contributor to employees leaving. Creating a workplace culture of transparency and fairness can help buck this trend. 

Building a great organization where people want to work comes down to instilling the elements of an effective corporate culture across the organization — from the front-line worker to the department manager to the CEO. The four essentials include: 1) determining your principal objective; 2) establishing your corporate character; 3) developing consistent management systems; and 4) conducting business ethically.

What You Need To Do Sell Your Own Business - Interview with David Barnett

How can people better prepare their business for sale?
Why should you prepare now vs. later?
What if I'm not ready to sell?

Barnett loves to say that it took him 10 years to un-learn what he was taught in business school. University had trained him to be a middle-manager in big enterprises, he was totally unprepared for the realities of small business.

 Get Your free pdf copy of "12 things to do before you consider selling your business":
https://dbarnett.gumroad.com/l/12thingstodo/KenEdmonds

Connect with David here:
www.davidcbarnett.com
Twitter is @dbarnettmoncton
Linkedin is http://ca.linkedin.com/in/davidbarnettmoncton
Youtube is https://www.youtube.com/user/DavidCBarnett

One in four workers plans to look for a new job in the coming months. Many are unwilling to give up their newfound autonomy and flexibility. Disenchantment with the way company leadership responded to the pandemic and the way in which companies put financial health ahead of employee health and safety also adds to the reasons for departures. Additionally, the pandemic made workers rethink their career paths and they’ve made up their minds to find work that’s satisfying and with a company whose mission aligns with their values.

The Big Idea: The importance of human connections to work satisfaction became evident during the past pandemic year of working remotely. As employers bring staff back into the office, they have an opportunity to build on those valued workplace relationships. Yet too often leaders reduce interactions with employees solely to measurements of their performance. As a result, many organizations feel sterile and void of passion. 

 Research indisputably supports the impact of love in the workplace — and no, not the romantic type, but the compassionate and caring type of love. It promotes teamwork, engagement, and employee wellbeing. Yet, creating a loving organization is a conscious choice that requires deep introspection and intentional work. It demands a strong measure of self-awareness — recognizing and understanding one’s self and one’s emotions — and removing the cloak of formality behind which many leaders hide.

Darrell Amy is passionate about helping great companies grow
revenue. He's the author of the best-selling book Revenue Growth
Engine, How to Align Sales and Marketing to Drive Accelerate
Growth. he is the host of the Revenue Growth Podcast on the CSuite Radio Network and the co-host of Selling from the Heart
podcast. He is a member of the Forbes Business Council and a CSuite Advisor. As A Revenue Growth Strategist, he gets behind the
scenes, rolling up his sleeves to help company owners, sales leaders,
and marketing teams build revenue growth strategies. Welcome to
the show

The big idea: As bleary-eyed workers return to “normal life” back at the office, many are questioning what their new work-life will look like. Leaders now face a dilemma: How do we keep our people—and attract new talent? The answer, according to two acclaimed human resources and performance experts, is deceptively simple. Have more fun.

 

The so-what: “Work” and “fun” have historically been considered polar opposites of each other. But a quick look under the hood of Fortune’s 100 Best Companies to Work for in America list reveals an undeniable fact: 81% of surveyed employees say the best companies are all fun places to work. Deloitte has gone so far as to label the 2020s as “The Era of Workplace Fun.”

 

The key message: Incorporating fun at work is integral to business success today. It’s simply easier to attract and retain high-performing talent when everyone is enjoying their work, say, Bob Nelson and Mario Tamayo, authors of the new book Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results (Berrett-Koehler Publishers; May 11, 2021).

The source: BOB NELSON, PH.D., president of Nelson Motivation Inc., is the world’s leading authority on employee recognition and engagement. He’s worked with 80% of Fortune 500 companies, is a Senior Fellow for the Conference Board, a top thought leader for the Best Practice Institute, and was named a top-five management guru by Global Gurus. Fondly known as “Dr. Bob,” he has authored over 30 books on employee motivation and engagement, which have collectively sold over 5 million copies and been translated into more than 30 languages. He is co-author of the new book Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Learn more at drbobnelson.com.

The so-what: Despite leaders giving themselves gold stars in communication, only 13% of U.S. employees say their leaders communicate well, according to Gallup research. And that’s a colossal problem: 93% of workers surveyed by the Brunswick Group report that “leadership that communicates directly and transparently” is what keeps them on the job, bested only by pay and the ability to move up.

Joel's Book:  The Language of Leadership  https://amzn.to/3k026zX

Joel's Contact Information

GUEST WEBSITE: www.joelschwartzberg.net

SOCIAL MEDIA:

Twitter: https://twitter.com/TheJoelTruth

Facebook: https://www.facebook.com/joelbschwartzberg/

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

The key message: The most powerful tool you have as a leader—to inform, engage, and inspire—is your voice, says veteran leadership communications coach Joel Schwartzberg. Yet all too often, our words fall flat; we get caught in our head, fail to truly understand our audience, or simply flub the landing. But it’s our words and awareness of their impact that make the difference between simply managing teams and inspiring them to do their best work.

Your presentation skills are critical.  Joel Schwartzberg discusses how communicating effectively is vital as a leader.

The Language of Leadership - Interview With Joel Schwartzberg

The big idea: If you’re in a leadership role today, you surely didn’t get there by accident. You have vision. You’re confident. And you’re at the ready to offer support and lightning-quick responses. But if you don’t effectively communicate these qualities to your people, how will they know you embody them? Frankly, they won’t.
00:00   Introduction
05:30   How to identify and make a clear point
08:25   How to present effectively in virtual meetings
14::45  How to listen effectively
18:15   How to tell stories and share case studies effectively
21:14   How to communicate authentically as a leader

 Why you should focus communications on your team and audience, not yourself

The Zen of Successful Negotiation - Live Interview with Matthew Moseley 

The big idea: Active listening is a key skill for successful negotiation, but doing it effectively requires getting out of your own head and developing empathy. 

The so-what: Negotiation is a crucial skill for everything in life, from career to relationships. 

Book Link - https://amzn.to/3nz1PEO

GUEST WEBSITE: www.IgnitionStrategyGroup.com

SOCIAL MEDIA: 
https://www.facebook.com/matthew.l.moseley
@ShowUpMatt (Twitter)
MatthewLMoseley  (insta)
https://www.linkedin.com/in/matthew-moseley-131b6b6/
https://en.wikipedia.org/wiki/Matthew_Moseley

Key messages:

Negotiation is “communication with results.”
Active listening requires paying full attention and being mindful of everything that is happening at the table, from who is paying attention to whose body language says confidence and power.
The goal is listening to understand rather than listening to respond.
 
The expert: Matthew L. Moseley is a communication strategist, author, speaker, and he holds three world records for long-distance swimming. Spending his career at the intersection of public policy, business and government, he is principal and CEO of the Ignition Strategy Group, which specializes in high-stakes communications and issue management for organizations of all sizes, including American Rivers, Xcel Energy, the AFL-CIO, and the Colorado Criminal Defense Bar. He served as communications director for the Colorado Senate and press officer for the United States Olympic Committee at the 2004 games.
 
You will learn:
   How to be a good listener
   Negotiation Skills
   Successful Negotiation essential strategies and skills

So today, uh, welcome to 22nd century management with Ken. I have with me, Steve Friedman. And we're going to have a very interesting conversation. If you're new to the show, every Tuesday, two o'clock, we have a live broadcast, a variety of interesting guests. Uh, today Steve is with us is a I'm going to call it semi-retired.

The note you have is it's you retired from corporate. Yeah, well, and I'm retired from corporate America too. I just didn't stop work. And I guess that would be a fair way to describe him. And he's heard it in the book and we're going to talk about some of the things in the book. It's, um, the title of his book is the corporate introvert, how to lead and thrive with confidence.

And I'm going to guess based on our previous conversation, Steve, that you had some experience being a corporate. Uh, I certainly did well, Ken, thanks for having me. I'm excited to chat about, um, about the topic, because I think it touches so many people and yes, I think the book or the concept of the book started, um, Because that was my history.

I spent 30 years in corporate America, uh, over half in leadership roles. And, uh, I'm an introvert from my earliest days. Although it took me a long time to figure that out and even longer to figure out how to use that to, to, um, avoid the struggles and, um, have a more successful career. And so after. After that start, I just felt like, um, it was an opportunity to combine that with stories from others and put some, put some ideas together that can help people turn the corner and have a more successful career.

So that's where the book came from. Okay. Yeah. And it's really interesting because I've had another guest I spoke about introversion and you don't have to talk to, you know, month or so ago, setting the show up. I have learned so much about introversion that I didn't know in the conversation. Um, you know, it's interesting because I'm very much an extrovert as an extrovert.

I hate the sound of silence and that's counterproductive in when you're, when you're holding a meeting with people that might be introverted. Um, you know, so I learned a lot. I think that there's a lot of people that were in the same situation I am, that may be in a leadership role and they're extroverts and they don't even understand what's going on.

Uh, why in the book you made the point that introverts are poised to help fill the, the leadership gap. So why didn't what makes you say that? Well, first of all, um, let me just introduce the leadership gap concept because it really surprised me when I ran across this. So there's a gap in two different ways, quantity and quality.

So today and over the last several years, About 10,000 people a day are retiring from the corporate workforce, baby boomers, largely. Uh, but you also have people that are saying, you know, the corporate world is not for me. I'd rather run my own business or go into a freelance sort of, um, Uh, economy, uh, certainly on top of that 10,000, you can look at the effects of COVID and see many people, millions people that left the workforce, and many of them have not come back or certainly not into the same role.

So there's a big gap for leadership roles and companies are recognizing that probably belatedly, but they're recognizing that the funnel they have for leaders for the future is drying up. So how do they fill that? And, um, and so I think what they're doing is they're looking largely at a concept that started decades ago, but has gotten a lot of steam over the last decade and that's diversity and inclusion.

So you hear that a lot. And certainly it's, um, also, uh, very late in coming and still has a long way to go. But whether you're talking about people of color or females or. Other people that aren't in the mainstream, um, those people have, are starting to get grounding and companies and moving up and larger numbers into leadership roles.

Interview - Steven Howard discusses Mindful VS Mind Full Leadership

Book:  Better Decisions. Better Thinking. Better Outcomes.: How To Go From Mind Full To Mindful Leadership   https://amzn.to/3zC9ruv

https://www.linkedin.com/in/stevenbhoward/ 

https://twitter.com/StevenBHoward 

https://www.facebook.com/StevenHowardAuthor


So in your book you have a section about, uh, brain myths. So what are some. Brain myths as you're surprised to discover in your research. Well, the first one and I, I swear, I learned as a nice girl, my high school science teacher taught me that our brain stops growing somewhere around age 25, and now scientists proved that that's not true.

We continue to grow new brain cells well into our sixties and doors, seventies, perhaps even dark eighties. There's just not that 80 year old and 90 year olds around the test. So. Our brains can get G to grow. And, um, and also what also amaze me is this concept of being right brained or left brained. And it's not true.

We use both parts of our brain, not all the time or we'd burn our brain up. Right. Frankly. But, um, you know, for instance, you know, you and I talking today, language I had, I had left part of my brain. Listening to your words and translating your words. And then the right part of my brain is putting into context.

So both sides of my brain have to work together in order to have a conversation. Okay. Yeah. I think that a lot of times people use it in the term of left brain dominant, right. Brain dominant. Not necessarily that you're not using both, but there are people that are artists. And I am not one of those.

Those are people that can deal with putting words and ideas together, which is more of the thing that I'm, let's say reasonably competent at. I wouldn't say I'm great at it, but I'm reasonably competent. My mom would say I couldn't draw a straight line with a rulers. The other interesting meth, um, is, is, is, is actually true.  mindful leadership training - mindful leader meditation