Become The Leader

The employment world we live in will never be what it used to be. With fundamental shifts in culture, generations, and belief systems of employees, it is more critical now than ever before to create an engaged culture. A top-performing organization will outpace a good organization 20 to 1 in net profitability.

To achieve this, there are three key components to build a culture that will engage teams, inspire greatness and unlock the highest potential of a team. By mastering Alignment, Workflow and Feedback, we attract top talent to be a part of our teams and take our organizations to the highest levels.

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Here's a link to the video we watched and discussed at the beginning of the speech: https://youtu.be/NemtQx0m0Ss

Discover how stories can shift evaluations of a product, service, or company from logic to emotion, drawing people in and creating a natural connection. These connections lead others to begin to trust our organizations and our products.

Learn about the four-part process of connection, struggle, action and happy ending, and how this primal format taps into the oldest form of communication known to humankind, building momentum in any business.

Using this framework with our clients helps them achieve their desired growth in business. This is the part we, in advertising, play as the guide in their story. Don't miss out on this opportunity to discover the power of "Story-Selling."

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In today’s episode, Jody and Meghan discuss the importance of creating daily habits that will help lead you to success. To see where you spend the most time, try out this exercise:

Organize your day to win by prioritizing the daily habits that will advance your pursuit of success, and be consistent in maintaining these daily habits. Before you know it, the routine will become so natural that you can look at adding new habits or changing your current habits to fit your needs. There is no such thing as an “overnight success.” It takes time, effort, and commitment to be successful, and success is something that you continuously pursue.

Find your three most important habits, commit to completing them every single day for at least 30 days, and see what a difference they make in your life.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!

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In this episode, Jody and Meghan discuss how to build rapport with another person, whether that is at a social networking event or it is over time through continuous interaction. Building rapport is about understanding and connecting with another person through a close and harmonious relationship.

There are five key principles that help a person build rapport:

Seeking to understand others before you seek to be understood allows for greater depth of both conversations and interactions. You want to be present in the moment, show a genuine interest in the other person, make eye contact, practice active listening, and be very intentional about the interaction.

When you enter into a conversation, you want to appear open and confident. Shake the other person’s hand, introduce yourself, and repeat their name back to them when they introduce themselves, like, “Meghan! It’s a pleasure to meet you, Meghan.” This reinforces your memory of their name, and it is hypnotic to use their name in the conversation. Be present and intentional with your words and actions.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!

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In today’s episode, Jody and Meghan share tips on preparing for an executive-level interview. The higher the position within the company you are interviewing for, the greater the intensity and depth of the interview process will be. It is important to give a good first impression and answer questions in a professional manner.

A few takeaways from the podcast:

-Practice interviewing with another person ahead of time.

-Keep your answers honest, but not rehearsed. -Innovation sets leaders apart.

-Never underestimate the power of a good, firm handshake.

-Thank each interviewer for their time.

-Dress for the position you want.

In the interview process, we are hiring the person and the potential that we believe they exhibit. Subtle formalities, body language, and professionalism will make a huge difference in the way that an interviewer will view your potential. Be intentional about each step of the interview process, and be sure to prepare ahead of time.

Executive-level interviews often seek to know these 3 main things:

-What your style of leadership will be

-What your plan for leading will be

-What your legacy will be

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!

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Facebook: @thejodyholland

Instagram: @thejodyholland

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In today’s episode, Jody and Meghan discuss ethical codes. Whether you’re at work or at home, ethics remain the same. It is important that you create rules and systems that will keep you and your company in line with an ethical code of conduct. Ethics are not intended to restrict you; rather, ethics are meant to serve as encouragement for making good decisions.

There are three variances of ethics that Jody and Meghan dive into:

Companies who follow an ethical system will always make more money in the long run than those who break ethics to make more money now. You almost always get caught when you’re unethical. Trust is gained in droplets and lost in buckets. You want to maintain credibility and trust, and ultimately, you should want to do what is right.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!

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Facebook: @thejodyholland

Instagram: @thejodyholland

TikTok: @thejodyholland

In today’s episode, Jody and Meghan discuss ethical codes. Whether you’re at work or at home, ethics remain the same. It is important that you create rules and systems that will keep you and your company in line with an ethical code of conduct. Ethics are not intended to restrict you; rather, ethics are meant to serve as encouragement for making good decisions. There are three variances of ethics that Jody and Meghan dive into:

Ethical Absolutism: the idea that there is an unchanging moral code that applies to everyone everywhere.

Ethical Relativism: ethics depend on the situation and are thus subject to change.

Ethical Legalism: ethics are based on compliance with a code of conduct.

Companies who follow an ethical system will always make more money in the long run than those who break ethics to make more money now. You almost always get caught when you’re unethical. Trust is gained in droplets and lost in buckets. You want to maintain credibility and trust, and ultimately, you should want to do what is right.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In today’s episode, Jody and Meghan share tips on preparing for an executive-level interview. The higher the position within the company you are interviewing for, the greater the intensity and depth of the interview process will be. It is important to give a good first impression and answer questions in a professional manner.

A few takeaways from the podcast:

In the interview process, we are hiring the person and the potential that we believe they exhibit. Subtle formalities, body language, and professionalism will make a huge difference in the way that an interviewer will view your potential. Be intentional about each step of the interview process, and be sure to prepare ahead of time.

Executive-level interviews often seek to know these 3 main things:

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In today’s episode, Jody and Meghan discuss the four keys to developing the potential of your team in order to achieve success in the workplace. 

Not only do managers play an active role in the growth and development of their employees, but it is also important to recognize the individual role that employees play in their own development. Individual opportunities for development increase employee satisfaction and retention rates.

Managing performance goes beyond just telling someone what to do. It involves regular communication, proper job training, reasonable expectations, and a clear way to measure success. As a manager, you want to guide your employees on how to do their jobs autonomously, and then you can provide feedback on what is going well and what needs to be improved upon. This highlights the importance of recognition. Pointing out that you recognize an employee’s efforts and letting them know you see that they are doing a good job increases motivation, and as a result, productivity increases as well. Don’t just provide feedback when something is going wrong. Let your employees know when they are doing something right.

The last piece of this is job fit. Assessments act as great tools for helping a company understand where their employees are likely to succeed and where they may need extra guidance. Assessments are not meant to discourage or encourage hiring certain employees. They are meant to serve as a resource for better understanding certain employee characteristics. One person may excel in one area of the job, whereas another person may seem to fall short. However, that does not mean that the person that “falls short” is not a great addition to the company. Their expertise may just be in another area, and their skills may be better utilized within a different department.

You as an individual can only offer what you have developed yourself to. 

Link to the full article that was referenced in today’s episode:

https://www.forbes.com/sites/joefolkman/2016/11/10/the-4-vital-keys-to-developing-others/?sh=5741be565fa3 

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In this episode, Jody and Meghan discuss how to attract people to come work for your company. People are attracted to a job application based on its logical appeal, but they work for and stay at a company for emotional reasons. Ultimately, people work for people, not just for companies. If there is an emotional disconnect for an employee, it can slow their productivity, motivation, and even their desire to continue down the path they’re on.

People naturally want to make a difference in life, so if you can present the value that your company offers to an employee and articulate the mission that you stand for, you are much more likely to catch the attention of candidates that will strive for the same goals. You need to be able to describe what your company does and why it matters in a clear, concise manner. 

In order to attract top performers, you need to offer an exchange of value. What is the story that your company tells, and how can you draw potential employees into that story?

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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