Winning Teams

The most essential part of any organization is the people who get the job done and the business progressing—the employees. If you are managing or leading a team, you need to have a solid understanding of the vision and purpose of your organization. In addition to that, understanding the culture of the organization is vital in engaging employees once you hire them.

To dive deeper into that, joining us in today's episode is our guest, Rich Allen. Rich is the founder of Tour de Profit, an organization that focuses on igniting teams, engaging employees, and helping clients hire the right people.

Check out this podcast episode's highlights, and remember to tune in to the show for the specifics of workplace culture and employee engagement. Sit back and keep your ears peeled for all the valuable nuggets we have for you.

Starting and Running a Business (2:56)

• Making the big jump—quitting your corporate job.
• Rich talks about his experience of working for his father's business at a young age.
• Managers who don't know how to motivate and inspire don't get their teams to do the work they need to do.

Steering the Business: The Importance of Communication in Engaging Employees (08:41)

• Rich used a bike as a metaphor for businesses: "If we can understand our businesses like a bike, we can tune up our business and make it go fast."
• Business leaders often fail in communicating with team members. When talking to employees, they tend to speak in a language that only they understand.
• Know the importance of using a language with which your members are comfortable.
• Business owners must be able to put their hands and steer the handlebars of the business. Be clear about your vision.

Corporate Vision Statements (15:05)

• Impressively designed corporate vision statements don't necessarily mean that it's going to be motivating.
• The importance of competition in firing up employee motivation
• Flipping the pyramid upside down: When you do a little bit more with what you intend to do and where you want the business to go, more people would realize that you're in it as a leader for their benefit.
• Managing the people and functions over politics drives organizations' vision and mission.

The Role of Culture in Transforming Teams and Businesses (19:29)

• Culture defines how the business operates from front to back.
• Be absolute about your workplace culture.
• What are the five or six things that you won't tolerate in the business?
• Listening to the conversations that take place and how people speak to each other will tell you everything you need to know about an organization's culture.

Business Hiring Process (21:53)

• A reasonably elaborate hiring process starts with the culture and behaviours you want to see in your business.
• Do not use skills as a limiting factor early in the hiring process.
• "We either win or lose the game by who we let on the team."
• Make it so that somebody has to earn the right to get on the team. They'll want to stay and be proud that they made it in the company.

Engaging Your People in the Business (27:34)

• Include your employees in the hiring process by letting them select their peers.
• When the employees are invested in the people that they're bringing in, they're going to help them be successful instead of feeling like they're a threat.
• Shift managers way of thinking to develop and grow the people that are coming into the business.

Book Recommendation and Rituals (33:55)

• Rich recommends the book The Road Less Stupid by Keith Cunningham. It talks about the common mistakes business leaders make and how to avoid the road toward that.
• "I get up and have some prayer time. I have a book that I read every morning for about half an hour. And then I spend about 30 minutes journaling. Then I have two or three inspirational podcasts that I listen to so that I can start the day well, and it's only then that I get up and start my day."

You can connect more with Rich and find free resources on his website. You can also join his Facebook group, The Peloton, if you want to be a part of a community of business leaders and owners solving business challenges faster.

For more podcast episodes and other resources you can use, visit my website John Murphy International. Thank you for listening!

The most essential part of any organization is the people who get the job done and the business progressing—the employees. If you are managing or leading a team, you need to have a solid understanding of the vision and purpose of your organization. In addition to that, understanding the culture of the organization is vital in engaging employees once you hire them. 

 

To dive deeper into that, joining us in today's episode is our guest, Rich Allen. Rich is the founder of Tour de Profit, an organization that focuses on igniting teams, engaging employees, and helping clients hire the right people.

 

Check out this podcast episode’s highlights, and remember to tune in to the show for the specifics of workplace culture and employee engagement. Sit back and keep your ears peeled for all the valuable nuggets we have for you.

 

Starting and Running a Business (2:56)

• Making the big jump—quitting your corporate job.
• Rich talks about his experience of working for his father's business at a young age. 
• Managers who don't know how to motivate and inspire don't get their teams to do the work they need to do.

Steering the Business: The Importance of Communication in Engaging Employees (08:41)

• Rich used a bike as a metaphor for businesses: "If we can understand our businesses like a bike, we can tune up our business and make it go fast." 
• Business leaders often fail in communicating with team members. When talking to employees, they tend to speak in a language that only they understand. 
• Know the importance of using a language with which your members are comfortable.
• Business owners must be able to put their hands and steer the handlebars of the business. Be clear about your vision.

Corporate Vision Statements (15:05)

• Impressively designed corporate vision statements don't necessarily mean that it's going to be motivating.
• The importance of competition in firing up employee motivation
• Flipping the pyramid upside down: When you do a little bit more with what you intend to do and where you want the business to go, more people would realize that you're in it as a leader for their benefit.
• Managing the people and functions over politics drives organizations' vision and mission. 

The Role of Culture in Transforming Teams and Businesses (19:29)

• Culture defines how the business operates from front to back.
• Be absolute about your workplace culture.
• What are the five or six things that you won't tolerate in the business? 
• Listening to the conversations that take place and how people speak to each other will tell you everything you need to know about an organization’s culture.

Business Hiring Process (21:53)

• A reasonably elaborate hiring process starts with the culture and behaviours you want to see in your business.
• Do not use skills as a limiting factor early in the hiring process.
• "We either win or lose the game by who we let on the team."
• Make it so that somebody has to earn the right to get on the team. They'll want to stay and be proud that they made it in the company.

Engaging Your People in the Business (27:34)

• Include your employees in the hiring process by letting them select their peers. 
• When the employees are invested in the people that they're bringing in, they're going to help them be successful instead of feeling like they're a threat.
• Shift managers way of thinking to develop and grow the people that are coming into the business.

Book Recommendation and Rituals (33:55)

• Rich recommends the book The Road Less Stupid by Keith Cunningham. It talks about the common mistakes business leaders make and how to avoid the road toward that.
• "I get up and have some prayer time. I have a book that I read every morning for about half an hour. And then I spend about 30 minutes journaling. Then I have two or three inspirational podcasts that I listen to so that I can start the day well, and it's only then that I get up and start my day."

 

You can connect more with Rich and find free resources on his website. You can also join his Facebook group, The Peloton, if you want to be a part of a community of business leaders and owners solving business challenges faster.

 

For more podcast episodes and other resources you can use, visit my website John Murphy International. Thank you for listening!

Remote working has been introduced to keep up with the changing needs and trends of the work force, and it has been more popular than ever. Remote operation allows employees to work outside of traditional office premises. It also enables people to get work done at their own pace and still execute it successfully.

In today's podcast episode, we are joined by our guest Liam Martin. He is the co-founder and chief marketing officer of time tracking tools Time Doctor and staff.com, which helps companies manage remote employees. For 10 years, almost over a million remote workers have used Liam's tools for their jobs. Liam is also the co-organizer of Running Remote, the largest remote work conference held in Silicon Valley every year.

Check out this episode's highlights, and don't forget to tune in to the show for the specifics of remote working culture and management.

Breaking Down the Reluctance in Having Remote Workers (2:00)

• Companies have to be able to change their management style for remote workers.
• The importance of having effective technology in place to make sure that everyone is staying accountable.
• Looking at the economics of remote work, on average, it's about 40% more efficient than the on-premise work environment.

The Advantages of Having a Remote Worker (02:59)

• Remote work deletes the problem of inter-office politics and colleague issues.
• Companies can save money and hassle from frequently having to replace employees as remote worker employees tend to stay longer in the company.
• Employees are continually moving around in search of something bigger. In tech companies, it is essential to keep employees engaged in work. This scheme is where remote working comes in.
• Employers don't have to be bound to a geographical limit in hiring the best person for the job.

High Productivity in Remote Working (06:58)

• Allowing workers to work from home or a co-working space reduces the amount of time they spend commuting on the road.
• Remote working has a flexible schedule, unlike the traditional nine to five.
• Being able to optimize employee time at work allows them to get massive gains and overall productivity.
• Work wherever you want, whenever you want. Having the freedom to do your work massively boosts productivity.
• The tech industry is the pioneer in remote working because working from a computer is where you would need to put the majority of your time for a remote worker.
• Incentives companies give employees do not boost productivity. Employees would trade all free lunches you provide them for remote work opportunities.

Remote Working Management (14:05)

• It is essential to have measuring tools to track and manage remote workers' work activity.
• Digitizing documentation allows everyone inside of your organization to communicate processes quickly and easily.
• The importance of creating a work culture and creating shared values for team effectiveness.

Hiring a Remote Worker (22:04)

• Doing a thorough interview is vital to see if the applicant is culturally-aligned to the company.
• The onboarding process
• Being culturally aligned to the business is the most important criteria for hiring remote workers.
• The internationalization framework

Book Recommendation and Daily Rituals (26:53)

• Zero to One by Peter Thiel
• "I basically wear the same thing every single day. It allows me to reduce decision-making." He also eats the same thing for breakfast every day.
• He learned the idea from Barack Obama, who said that any decision, regardless of its importance, requires the same amount of energy. Decreasing the number of smaller choices you make will help you focus on more significant and more critical decisions.

You can connect more with Liam through Time Doctor and staff.com. Liam has also recently started a YouTube channel, where you can have more intimate conversations with him.

Check out Running Remote to get updates on the upcoming 2020 remote work conference in Austin, Texas.

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

Remote working has been introduced to keep up with the changing needs and trends of the work force, and it has been more popular than ever. Remote operation allows employees to work outside of traditional office premises. It also enables people to get work done at their own pace and still execute it successfully.

In today’s podcast episode, we are joined by our guest Liam Martin. He is the co-founder and chief marketing officer of time tracking tools Time Doctor and staff.com, which helps companies manage remote employees. For 10 years, almost over a million remote workers have used Liam’s tools for their jobs. Liam is also the co-organizer of Running Remote, the largest remote work conference held in Silicon Valley every year. 

Check out this episode’s highlights, and don’t forget to tune in to the show for the specifics of remote working culture and management.

 

Breaking Down the Reluctance in Having Remote Workers (2:00)

• Companies have to be able to change their management style for remote workers.
• The importance of having effective technology in place to make sure that everyone is staying accountable. 
• Looking at the economics of remote work, on average, it's about 40% more efficient than the on-premise work environment.

The Advantages of Having a Remote Worker (02:59)

• Remote work deletes the problem of inter-office politics and colleague issues.
• Companies can save money and hassle from frequently having to replace employees as remote worker employees tend to stay longer in the company.
• Employees are continually moving around in search of something bigger. In tech companies, it is essential to keep employees engaged in work. This scheme is where remote working comes in.
• Employers don’t have to be bound to a geographical limit in hiring the best person for the job.

High Productivity in Remote Working (06:58)

• Allowing workers to work from home or a co-working space reduces the amount of time they spend commuting on the road.
• Remote working has a flexible schedule, unlike the traditional nine to five.
• Being able to optimize employee time at work allows them to get massive gains and overall productivity.
• Work wherever you want, whenever you want. Having the freedom to do your work massively boosts productivity.
• The tech industry is the pioneer in remote working because working from a computer is where you would need to put the majority of your time for a remote worker.
• Incentives companies give employees do not boost productivity. Employees would trade all free lunches you provide them for remote work opportunities.

Remote Working Management (14:05)

• It is essential to have measuring tools to track and manage remote workers' work activity.
• Digitizing documentation allows everyone inside of your organization to communicate processes quickly and easily.
• The importance of creating a work culture and creating shared values for team effectiveness.

Hiring a Remote Worker (22:04)

• Doing a thorough interview is vital to see if the applicant is culturally-aligned to the company.
• The onboarding process
• Being culturally aligned to the business is the most important criteria for hiring remote workers.
• The internationalization framework

Book Recommendation and Daily Rituals (26:53)

• Zero to One by Peter Thiel
• “I basically wear the same thing every single day. It allows me to reduce decision-making.” He also eats the same thing for breakfast every day.
• He learned the idea from Barack Obama, who said that any decision, regardless of its importance, requires the same amount of energy. Decreasing the number of smaller choices you make will help you focus on more significant and more critical decisions.

 

You can connect more with Liam through Time Doctor and staff.com. Liam has also recently started a YouTube channel, where you can have more intimate conversations with him.

Check out Running Remote to get updates on the upcoming 2020 remote work conference in Austin, Texas. 

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

Since its birth in 1994, Amazon has grown and found massive success. It has innovated, strategized, and won its way past the competition in the digital era, and the company's success is one that countless business leaders would love to emulate. If you are one of those leaders, you're in luck—-John Rossman returns to our show to talk about his newest book, Think Like Amazon: 50 1/2 Ideas to Become a Digital Leader.

As some of you might already know, John is the managing partner of Rossman Partners. He's an expert in digital and e-commerce business. John launched and scaled the Amazon Marketplace business, which now accounts for 50% of Amazon's business. In this episode, John talks about lessons from Amazon on how to become a digital leader. He goes into detail on a number of those ideas, giving us a neat preview of his book.

Make sure to read the highlights to see the ideas he discussed. Then, dive into the episode to get all the fine details of his thoughts.

Resetting Your Clocks (2:34)

• Innovation into digital requires patience, and businesses will have to "reset their clock."
• Resetting the clock means looking beyond just three years for your business, and sticking with plans for five to eight years ahead instead.
• Amazon's patience can be seen in the kind of business cases they approve: those that have a five- to eight-year time horizon.
• Going digital needs both speed and agility.
• Speed refers to operational excellence. Agility is the ability to sense and make changes happen.
• Data and intuition come hand in hand. Data helps in achieving operational excellence, while intuition directs the innovation.

Converting Employees Into Missionaries (7:07)

• Missionaries make better products because they care deeply about the products.
• Not everyone enters the business with the same passion as missionaries.
• Use the passionate people in the business to spread the passion.
• Use what motivates people to fit them into their role in the organization.
• Keep the mission on top of everyone's minds.
• An example is Amazon's customer obsession—every discussion or meeting starts with why the topic is vital for the customer.

Enterprise Remuneration (13:18)

• John starts by saying that he's not necessarily advocating Amazon's mode of compensation to everyone.
• Enterprise remuneration comes in the form of purely salary compensation with enterprise value compensation, which comes in stocks.
• Use compensation as a tool to enforce the idea that the organization is all about enterprise optimization.
• Some forms of compensation focus on short-term optimization of the organization's components: team members, individuals, organizations, etc.
• Short-term optimization gets in the way of long-term enterprise optimization.
• Your organization's compensation strategy should be in line with your company's strategy—including timing.

Day One and Day Two Companies (16:08)

• A Day One company is set to create the future.
• A Day Two company only reacts to what the future could hold.
• Businesses who want to be innovative will have to learn how to become a Day One company.
• Companies have to realize that they are at risk when they are becoming stagnant.

Owning Dependencies (19:33)

• Getting along shouldn't get in the way of achieving great results.
• Shaping the feature requires people to be willing to lean into topics and chew through them and hold each other accountable.
• One good way to hold each other accountable is to set Service Level Agreements, where everyone could be made to answer to their commitments.

John's new book is available on Amazon, Kindle, and Barnes and Noble. You could reach him anytime through the Rossman Partners website and LinkedIn.

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

Since its birth in 1994, Amazon has grown and found massive success. It has innovated, strategized, and won its way past the competition in the digital era, and the company’s success is one that countless business leaders would love to emulate. If you are one of those leaders, you’re in luck—-John Rossman returns to our show to talk about his newest book, Think Like Amazon: 50 1/2 Ideas to Become a Digital Leader.

As some of you might already know, John is the managing partner of Rossman Partners. He’s an expert in digital and e-commerce business. John launched and scaled the Amazon Marketplace business, which now accounts for 50% of Amazon’s business. In this episode, John talks about lessons from Amazon on how to become a digital leader. He goes into detail on a number of those ideas, giving us a neat preview of his book.

Make sure to read the highlights to see the ideas he discussed. Then, dive into the episode to get all the fine details of his thoughts.

Resetting Your Clocks (2:34)

• Innovation into digital requires patience, and businesses will have to “reset their clock.”
• Resetting the clock means looking beyond just three years for your business, and sticking with plans for five to eight years ahead instead.
• Amazon’s patience can be seen in the kind of business cases they approve: those that have a five- to eight-year time horizon.
• Going digital needs both speed and agility.
• Speed refers to operational excellence. Agility is the ability to sense and make changes happen.
• Data and intuition come hand in hand. Data helps in achieving operational excellence, while intuition directs the innovation.

Converting Employees Into Missionaries (7:07)

• Missionaries make better products because they care deeply about the products.
• Not everyone enters the business with the same passion as missionaries.
• Use the passionate people in the business to spread the passion.
• Use what motivates people to fit them into their role in the organization.
• Keep the mission on top of everyone’s minds.
• An example is Amazon’s customer obsession—every discussion or meeting starts with why the topic is vital for the customer.

Enterprise Remuneration (13:18)

• John starts by saying that he’s not necessarily advocating Amazon’s mode of compensation to everyone.
• Enterprise remuneration comes in the form of purely salary compensation with enterprise value compensation, which comes in stocks. 
• Use compensation as a tool to enforce the idea that the organization is all about enterprise optimization.
• Some forms of compensation focus on short-term optimization of the organization’s components: team members, individuals, organizations, etc.
• Short-term optimization gets in the way of long-term enterprise optimization.
• Your organization’s compensation strategy should be in line with your company’s strategy—including timing.

Day One and Day Two Companies (16:08)

• A Day One company is set to create the future.
• A Day Two company only reacts to what the future could hold.
• Businesses who want to be innovative will have to learn how to become a Day One company.
• Companies have to realize that they are at risk when they are becoming stagnant.

Owning Dependencies (19:33)

• Getting along shouldn’t get in the way of achieving great results.
• Shaping the feature requires people to be willing to lean into topics and chew through them and hold each other accountable.
• One good way to hold each other accountable is to set Service Level Agreements, where everyone could be made to answer to their commitments.

John’s new book is available on Amazon, Kindle, and Barnes and Noble. You could reach him anytime through the Rossman Partners website and LinkedIn.

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

Every organization recognizes that workplace culture plays a vital role in achieving success. Still, members of the organization aren't always living up to the organization's supposed culture, or feel powerless to go against a culture they don't embody.

In this episode, our guest Devin Halliday shares how organizations can use culture to succeed. Devin is the founder and Chief Belonging Architect of Rudiment Solutions, a consulting agency that empowers people and unlocks their full potential. He hosts the Belonging Factor Podcast, and he also wrote the book BE/LONG/ING FACTOR.

Make sure to check this episode's highlights and tune in to the show for the specifics of how to properly build your organization's culture.

Building Cultures Your Members Could Identify With (7:13)

• A vast majority of culture statements don't resonate with the members of their organizations.
• Many organizations are too focused on their output. In reality, they have to focus on their members and the values of their organization.
• With a good set of values that your members could adhere to, the excellent output will follow.
• People could feel uncomfortable with the culture of the organization and feel powerless to change it.
• There should be an alignment of values, with a clear definition of each individual's role in the organization.
• A culture statement could produce unintentional culture when there is no clear definition of roles that relate to the values of the organization.

Making Time for Culture Building (13:19)

• Everybody recognizes that culture is essential, but 41% of leaders say they are too busy to manage the culture of the organization.
• Managers become too focused on delivering KPIs and lose time to build up the people who help them achieve their outputs.
• Organizations that can establish a culture of collaboration, trust, belonging, diversity, and inclusion develop better results.
• Culture building has to be intentional, where the management's goal is to build up its team holistically.
• Many managers miss the connection between culture and results.

Making Diversity and Inclusion Real in the Organization (19:19)

• Hire based on culture "add" instead of culture "fit," hiring people who could add something to the team instead of just fitting in.
• Eliminate the "Echo Chamber Effect" by creating a system where constructive dissent is encouraged.
• When the organization doesn't have a system where people could speak up in a way they think they could contribute, they become silent. Thus, diversity and inclusion disappear.

Becoming an Authentic Leader (22:46)

• Be who you say you are.
• There are two critical pieces: the ability to self-analyze and 360 feedback.
• To self-analyze, deliberately take steps to evaluate.
• 360 feedback means you are constantly curious to learn and seek input from others.
• At the end of the day, other people decide whether they see you as authentic or not.
• Authenticity requires transparency and displaying vulnerability.
• Combining the two critical pieces will help you see clearly how well you're doing and where you could improve.

Book Recommendations and Habits (28:13)

• Chicken Soup for the Soul by Jack Canfield
• Waking up early in the morning and connecting very clearly with his wife.
• He starts the day with some sort of gratitude practice.

You could win an autographed copy of Devin's book Belonging Factor by visiting his website. The book is also available on Amazon. Connect with Devin through LinkedIn and share with him your stories and your journey.

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

Every organization recognizes that workplace culture plays a vital role in achieving success. Still, members of the organization aren’t always living up to the organization’s supposed culture, or feel powerless to go against a culture they don’t embody.

In this episode, our guest Devin Halliday shares how organizations can use culture to succeed. Devin is the founder and Chief Belonging Architect of Rudiment Solutions, a consulting agency that empowers people and unlocks their full potential. He hosts the Belonging Factor Podcast, and he also wrote the book BE/LONG/ING FACTOR. 

Make sure to check this episode’s highlights and tune in to the show for the specifics of how to properly build your organization’s culture.

Building Cultures Your Members Could Identify With (7:13)

• A vast majority of culture statements don’t resonate with the members of their organizations.
• Many organizations are too focused on their output. In reality, they have to focus on their members and the values of their organization.
• With a good set of values that your members could adhere to, the excellent output will follow.
• People could feel uncomfortable with the culture of the organization and feel powerless to change it.
• There should be an alignment of values, with a clear definition of each individual’s role in the organization.
• A culture statement could produce unintentional culture when there is no clear definition of roles that relate to the values of the organization.

 

Making Time for Culture Building (13:19)

• Everybody recognizes that culture is essential, but 41% of leaders say they are too busy to manage the culture of the organization.
• Managers become too focused on delivering KPIs and lose time to build up the people who help them achieve their outputs.
• Organizations that can establish a culture of collaboration, trust, belonging, diversity, and inclusion develop better results.
• Culture building has to be intentional, where the management’s goal is to build up its team holistically.
• Many managers miss the connection between culture and results.

 

Making Diversity and Inclusion Real in the Organization (19:19)

• Hire based on culture “add” instead of culture “fit,” hiring people who could add something to the team instead of just fitting in.
• Eliminate the “Echo Chamber Effect” by creating a system where constructive dissent is encouraged.
• When the organization doesn’t have a system where people could speak up in a way they think they could contribute, they become silent. Thus, diversity and inclusion disappear.

 

Becoming an Authentic Leader (22:46)

• Be who you say you are.
• There are two critical pieces: the ability to self-analyze and 360 feedback.
• To self-analyze, deliberately take steps to evaluate.
• 360 feedback means you are constantly curious to learn and seek input from others.
• At the end of the day, other people decide whether they see you as authentic or not.
• Authenticity requires transparency and displaying vulnerability.
• Combining the two critical pieces will help you see clearly how well you’re doing and where you could improve.

 

Book Recommendations and Habits (28:13)

• Chicken Soup for the Soul by Jack Canfield
• Waking up early in the morning and connecting very clearly with his wife.
• He starts the day with some sort of gratitude practice.

You could win an autographed copy of Devin’s book Belonging Factor by visiting his website. The book is also available on Amazon. Connect with Devin through LinkedIn and share with him your stories and your journey.

For more podcast episodes and other resources, visit my website John Murphy International. Thank you for listening!

"If you are a full time Mum, you haven't lost skills, you have gained them. You have developed resilience and commitment. As a full time Mom, you are working! It is love's labor and it's about building confidence."

– Barbara Verner

It is often difficult for mothers who, having gone on maternity leave, now wish to return to their workplace. Our guest for today in the Winning Teams Podcast is a long-time friend of mine who is no stranger to this issue.

Barbara Verner is the founder of Mumstuck, which provides online career coaching to these women returners. She is also certified and trained in Reality Therapy, Choice Theory, Positive Psychology, and an E-therapist.

Barbara started as a career guidance counsellor and has a long track record in this profession. During those years Barbara has witnessed huge change and challenge for women in the workplace.

For 17 years in Ireland, Barbara was involved in the training of Career Guidance Counsellors and was a part-time member of staff on the Master's degree, Career Guidance and Counselling program at Dublin City University. However, in 2014, she moved to the UK to live permanently with her family.

Barbara became a registered member of the British Associate of Counsellors and Psychotherapist. To continue working with her client-base network in Ireland, she added online counselling to her repertoire.

Listen to the full story here.

In this episode, Barbara talks about:

• The effectiveness of online counselling and creating the right type of online presence.
• Developing her website, Mumstuck, which gives career guidance counselling and helps women returning to the workplace to find alternatives.
• Her passion to address the societal attitude and assumption of mothers taking the backseat or letting go of their careers.
• Redesigning another website, Barbaraverner.com to give a blended approach and have both counselling and online career coaching to reach men and women alike.

Book Recommendation, Habits and Where to Get in Touch:

Barbara recommends two great books, Patrick Casement's Learning from the Patient and Charles Handy's Empty Raincoat.

In Learning from the Patient, the patient is the classical reference to the client. It teaches humility, willingness to be self-reflective, maturity and honesty to learn and the skill of listening to become more effective.

While Empty Raincoat, a classic and the metaphor for the empty organization that doesn't have soul and heart. If the organization has soul and heart, it'll be able to hear and listen to its own prejudices around this issue about women returners.

You can reach Barbara through her websites – Mumstuck or Barbaraverner.com

“If you are a full time Mum, you haven’t lost skills, you have gained them. You have developed resilience and commitment. As a full time Mom, you are working! It is love’s labor and it’s about building confidence.”

– Barbara Verner

 

It is often difficult for mothers who, having gone on maternity leave, now wish to return to their workplace. Our guest for today in the Winning Teams Podcast is a long-time friend of mine who is no stranger to this issue.

Barbara Verner is the founder of Mumstuck, which provides online career coaching to these women returners. She is also certified and trained in Reality Therapy, Choice Theory, Positive Psychology, and an E-therapist.

Barbara started as a career guidance counsellor and has a long track record in this profession. During those years Barbara has witnessed huge change and challenge for women in the workplace.

For 17 years in Ireland, Barbara was involved in the training of Career Guidance Counsellors and was a part-time member of staff on the Master’s degree, Career Guidance and Counselling program at Dublin City University. However, in 2014, she moved to the UK to live permanently with her family.

Barbara became a registered member of the British Associate of Counsellors and Psychotherapist. To continue working with her client-base network in Ireland, she added online counselling to her repertoire.

Listen to the full story here.

In this episode, Barbara talks about:

• The effectiveness of online counselling and creating the right type of online presence.
• Developing her website, Mumstuck, which gives career guidance counselling and helps women returning to the workplace to find alternatives.
• Her passion to address the societal attitude and assumption of mothers taking the backseat or letting go of their careers.
• Redesigning another website,  Barbaraverner.com to give a blended approach and have both counselling and online career coaching to reach men and women alike.

Book Recommendation, Habits and Where to Get in Touch:

Barbara recommends two great books, Patrick Casement’s  Learning from the Patient and Charles Handy’s  Empty Raincoat.

In Learning from the Patient, the patient is the classical reference to the client. It teaches humility, willingness to be self-reflective, maturity and honesty to learn and the skill of listening to become more effective.

While Empty Raincoat, a classic and the metaphor for the empty organization that doesn’t have soul and heart. If the organization has soul and heart, it’ll be able to hear and listen to its own prejudices around this issue about women returners.

You can reach Barbara through her websites – Mumstuck or Barbaraverner.com