Pete The Job Guy, LLC

C’mon — we all want to ask it, but honestly, we don’t want that question to be associated with us. So, that is why we took your questions anonymously AND we answered them! Here are the questions you’re too scared to ask your boss in the workplace.

Just some of the questions we cover:

Want Pete the Job Guy to answer your questions you’re too scared to ask, ASK US!

Erica Brockway

Email | LinkedIn

Taylor McLellan

Email | LinkedIn

Erica Brockway, Division Director

Taylor McLellan, Staffing Manager

Kasey Repass, parent and Gala Chair of JDRF, and Brooks Biagini, Executive Director of JDRF, join us to share stories and facts about how Type 1 Diabetes. They also share how sponsorships and donations directly impact their families through groundbreaking research to cure T1D.

For tickets to the 18th Annual JDRF Miracles Gala, click here. For more information about getting involved with the North Florida chapter, click here.

We apologize for the inconvenience, but the transcript is still in progress. Thank you for your patience.

Kasey Repass

One of the best ways to retain and engage your employees is to help them identify their dream role and a plan for achieving it. Follow this 3 step career conversations process created by Russ Laraway while at Google. He and Kim Scott are co-founders of Candor Inc.

Conversation 1: Have a life story conversation – Simply ask, “Starting with kindergarten, tell me about your life.”  Then, listen to pivotal moments to better understand your values.  Share what you think is important to them at the end of the conversation.

Conversation 2: Have a visions conversation – Learn about the employee’s dreams and help them clarify specific vision statements. It can be 2 or 3 visions.  A couple clarification questions to get focus are: What kind of role do you imagine? In what industry do you imagine yourself working in? What size company or stage of company growth do you imagine yourself working in?

Conversation 3: Have a career action plan conversation – Put together the action plan. Include concrete action items to build skills such as expanding the role, assigning new projects, expanding their network and more.

That’s it! The reality is that people have dreams and you can either help them get closer to achieving them and keep them engaged, or ignore the fact and eventually they will move on to someone who can help.

Exceptional employees are the foundation of exceptional service. Fidelity Investments is now hiring in the  Jacksonville area. See how this employer is attracting the best talent by changing up the work environment with flexibility and creativity!

[Transcript is still in progress. Sorry about the inconvenience.]

Harold Stankard

As Senior Vice President, General Manager and Regional Leader of the Fidelity Investments Regional Center in Jacksonville, FL, Harold provides business leadership responsibilities for over 900 registered employees. He oversees five different functional areas:  Customer service, brokerage trading, planning and guidance, retirement solutions, and high net worth services. In addition, he contributes as a Senior Leader on the Fidelity Personal Investing National Executive team, addressing both cross-region and cross-distribution issues of planning and executing overall business strategy. Harold is a 21-year veteran with Fidelity Investments, is a graduate of Stetson University in Deland, FL, and is Series, 7, 8, 63, 65 and insurance licensed.

Exactly how safe are you online?

Katie Norton

Katie Norton came from a corporate back ground but found herself challenged by the four walls of a cubicle.  She has pursued an unconventional career path, having spent 10 years in the direct selling industry with one of the top selling cosmetic companies in the world.  She was among the top 2% in her industry and even earned a Pink Cadillac.  Looking for a residual income, flexibility and a wide open career path, she was introduced to LegalShield.  Katie has excelled in this industry as well having recently earned a production award for protecting over 1000 individuals and families with her service.  In addition, she was recognized as one of the top 10 Employee Benefits Certification Trainers for the month of May 2018.  He primary focus is helping companies improve their bottom line by offering benefits that assist in reducing stress for their employees, increase focus, increase productivity and reduces absenteeism, at no-cost to the company.  She specializes in Identity Theft Prevention as a Certified Identity Theft Risk Management Specialist. Katie has worked with over 200 companies to implement training for their employees to prevent identity theft that originates in the workplace minimizing the companies exposure.  Her agency is growing and she is in search of others that would like to build a business both part-time and full-time.

Website | Twitter | LinkedIn

Pete and Arren discuss their favorite shows and tips from past guests like Laura Nolan, Kim Sessions, Lloyd Corricelli, Chris Ciulla, Karly Jacobsen, Katie Bakewell, and Jon Powell.

According to a recent MIT study, self-awareness is key to effective leadership. Here are Coach Larry’s 3 tips for improving self-awareness in a role of leadership.

Pete: All right. Let’s go into our next segment. Ladies and gentlemen, we’re proud to have a new segment and we’re featuring leadership lessons which Coach Larry and we’re proud to have Larry O’Brien on us. Larry is the chief learning officer with Mendoza & O’Brien. Larry, tell us a little bit about yourself please, sir.

Larry: Pete and Arren, thanks so much for this opportunity. Yeah, I’m the chief learning officer for Mendoza & O’Brien leadership development. We’re a global organization focusing on helping managers become great leaders. We do a lot of teaching on skill building, self-awareness, having that leadership mindset and we also focus on executive coaching so our coaches work one on one with leaders to help them get into that next level.

Pete: Right. Larry, I happen to know a thing or two about you. I know your career spans 20 plus years as an executive coach, as a leader, developing effective management leadership programs. That’s why I have you on here you know the show is all about giving career advice to people and I think you’re a special guy and I think you have some special advice to people. Each week, you’re gonna come on and you’re gonna give some leadership advice to help managers become more effective leaders and we appreciate that.

Larry: I thank you for the opportunity. This really has been my life. Over 20 years working in Fortune 50 companies and businesses, working with leaders one on one and in the group setting, doing workshops and really helping people become the best, the best leaders that they possibly can be, so I’m really excited for this opportunity to work with you all and the great people, and your listening audience.

Pete: Yeah. We really appreciate you being here. First of, Larry, give us a good leadership coaching lesson right now. What’s a good tip?

Larry: Well, fantastic. I know you’ve been talking about big data and when I think of big data, I was thinking about this study from MIT and they did a study, what’s the most important leadership skills were for leaders? What came out on top was to know yourself called, to have that self-awareness, know your tendencies, your strengths, your weaknesses and that came out above any other skill. Let me ask you a question, Pete. You don’t have to answer this.

Pete: Right.

Larry: Pete, did you notice that the more you got promoted, the better your ideas became? Maybe your jokes got even funnier. Maybe you even lost your weight, some weight rather but did you change? No.

Pete: No. Go ahead.

Larry: Go ahead. Maybe in your case, you changed but the reality is that people feel uncomfortable giving leaders feedback and the higher we go in an organization, the less we know. It’s how do we get that self-awareness or that big data on ourselves as leaders when people are reluctant to give it and exactly the time when we need it most.

Pete: What I found, if I may share and tell me if this relates because I have … I’ve been a leader of leaders for many years. As a chief operating officer, I have multiple regional vice presidents that have multiple branch managers, et cetera, reporting to them and I have found that so many people are so remarkably unaware of how they’re perceived by not only their subordinate employees but managing up and sideways as well laterally. People are unaware that their actions create these perceptions. I’m telling you it&#