166 épisodes

The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.

Talent Magnet Institute Podcast Talent Magnet Institute

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The Talent Magnet Institute is committed to developing leaders to succeed in relationships, work, community, and life: we’ll reframe what success means, and you’ll hear the personal stories of successful leaders from around the globe. From the highest of highs to the lowest of lows, every guest has a unique story to tell and insights to bring. Discover how to achieve a new type of success that goes much deeper than profits: culture, talent, and holistic leadership.

    Emotional Intelligence to Achieve Leadership Excellence with Teresa Quinlan

    Emotional Intelligence to Achieve Leadership Excellence with Teresa Quinlan

    Mike Sipple Jr's guest on this episode of the Talent Magnet Institute Podcast is Teresa Quinlan. Teresa is the founder of IQ+EQ=TQ. As an author, executive coach, and podcast host, Teresa is an advocate for exceptional performance. She believes that it’s our personal responsibility to use our talents to reach our highest potential. In this episode, Teresa and Mike are talking about the importance of emotional intelligence in the workplace, in order to be the leaders our employees need us to be.

    Teresa talks about what motivated her to start IQ+EQ=TQ. [1:46]

    Leaders must care about their employees. Emotional self-awareness is key: we have to be aware of our own emotions, and how they're impacting us, so we can understand others. We also need empathy and being able to understand where people are coming from. [4:05]

    Identifying gaps in team engagement is twofold. The first part is that employees have to take responsibility for their emotional well-being. The other part is leadership excellence. Leaders need to hold their employees accountable up to the behavioral standards that are set. Failure to address toxic work behavior will cause those behaviors to continue to grow and disrupt the productivity of the organization. [7:18]

    Teresa tells Mike about the self-awareness assessment tools she uses with leaders. [10:43]

    Authenticity commands esteem. When leaders bring their authentic selves to work, it builds trust between them and their employees. [14:48]

    The pandemic brought to light how much our emotions impact our performance. One of the main challenges going forward is that the 'Wellness' initiatives many companies are adopting aren't the right kinds of initiatives. To make their workplaces better, leaders need to model active communication with their employees. [19:21]

    We need to be aware of our employees as leaders. We need to be able to pick up on changed behavior and act accordingly. "When our employee behavior shifts, it means they've already been in an emotional state that disrupts them for a little while, and we want to correct that as quickly as possible in leadership," Teresa says. [23:50]

    The more we create resonance in our workplace and the more we pay attention to the emotional climate, the better we will be at addressing it when it needs to be addressed. [25:48]

    Teresa talks about identifying the goals and objectives of the people we employ. [30:01]

    Teresa talks about her podcast and the Humans First Movement. [32:58]

    Teresa Quinlan | LinkedIn 

    • 39 min
    Leadership DNA with Ryan Hawk

    Leadership DNA with Ryan Hawk

    Do you have the true DNA of a leader within you? Mike Sipple Jr's guest on this episode of the Talent Magnet Institute Podcast is Ryan Hawk. He is a Leadership Advisor, Keynote Speaker and the author of Welcome to Management: How to Grow from Top Performer to Excellent Leader, a book in which Forbes called the Best Leadership Book of 2020. In this episode, Ryan and Mike are talking about what it takes to be a successful and impactful leader.

    Leaders display three key behaviors: they are thoughtful, intentional, and they have a bias for action. Leaders reflect on what they have to do, act with great intention, and take what they've learned and apply it instead of simply reviewing the knowledge they've acquired. It's these behaviors that help them achieve excellent levels of performance within their organizations. [2:40]

    The leaders who are making it happen, are the ones who bring their whole selves to work. If they are intentional at work, a lot of the time, they are also intentional at home. If we want to be effective leaders, we should not change who we are to fit whichever room we're in. We have to be authentic, and authenticity will breed trust between us and our employees. [5:42]

    To be an effective senior level executive, we must have the ability to bring out the best in others, be great listeners, and be someone who enables others to bring their best selves. "Organizations that have a leader with those three abilities typically see tremendous trust throughout the entire company alignment with customers," Ryan tells Mike. [8:50]

    Ryan talks about the various tools he has in place to manage the difficulties others face when it comes to leadership. [11:28]

    When addressing a room of people, leaders should do their best to make each person feel like we're speaking directly to them. [15:56]

    One of the key takeaways from the social unrest leaders should consider is how they want to be remembered. Leaders are the emotional thermostats of their teams, and so the way they respond to these types of situations have a large impact on their teams. [19:48]

    The attitude of a leader is important. Are your employees looking to you as a mentor or coach during trying times? Is there any type of void between how you say you're leading, and how you truly wish to be leading? If there is, you should be doing your best to bridge those gaps. [24:15]

    Build good relationships with people. Try to add value and be intellectually curious whenever you have the opportunity to meet with the people you admire. Be a good listener, and do your best to show you care. [27:42]

    Ryan Hawk | LinkedIn | Twitter | Instagram
    The Learning Leader Show

    • 32 min
    The Science of Leadership & Employee Engagement

    The Science of Leadership & Employee Engagement

    What influences employee engagement? Julie Jeannotte has spent many years researching what it takes to lead and influence people, and how companies help employees stay passionate about their jobs. Julie is an Employee Engagement Expert and Senior Researcher at Officevibe, an author, a panelist, and a keynote speaker. In this episode, Julie and Mike Sipple Jr. discuss becoming better leaders by enhancing employee engagement in your organizations.

    Julie shares with Mike that Officevibe was based around ‘the science of employee engagement.’ The science is simply about understanding what motivates people at work. [4:01]

    Officevibe compiles data taken from their bank of questions to create a report, which gives leaders authentic insight into their team engagement. [4:49]

    Leaders have to be vulnerable. Employees feel seen and know that they aren’t alone when leaders are transparent about their own feelings and experiences.  [10:43]

    Julie shares the 10 engagement metrics. [14:41]

    One thing leaders can do for their people is ask the right questions, so that they gather the right information. This should then inform how they respond. [16:40]

    70% of the variance of employee engagement can be attributed to the relationship with the manager. To the employee, the manager represents the organization. If the employee has a relationship with the manager that isn’t based in trust and communication, they’re going to view the organization in a negative light as well. [17:55]

    There are four keys of leading courageously. The number one component is being more empathetic and seeking to understand from the other person's viewpoint. Being transparent is another, and leaders need to be both present and future-minded. [25:29]

    Silence is a powerful tool in listening as it allows us to listen with our ears and our eyes, and lets us observe what is happening. This is so important for leaders. [28:20]

    Julie Jeannotte | LinkedIn 

    • 30 min
    The Art of Caring Leadership with Heather R. Younger

    The Art of Caring Leadership with Heather R. Younger

    Mike Sipple Jr’s guest on this week’s episode of the Talent Magnet Institute Podcast is Heather R. Younger. Heather is an author, an experienced keynote speaker, and the host of the podcast Leadership With Heart. She is the CEO and Founder of Employee Fanatix, a consulting firm specializing in employee engagement and leadership development. Through her company, Heather helps leaders realize the power they have to ensure people feel valued at work. In this episode, Heather and Mike are talking about leading with heart and leading with a culture of listening.

    People seek out Heather's company because they want to take their organizations to the next level. They understand that Employee Fanatix has the capabilities necessary to help them make a change. "If they're not serious, they don't come to us," Heather tells Mike. [5:49]

    Now that people are working from home, leaders need to exercise empathy and compassion. They have to be active listeners now more than ever. "Those leaders who, during a pandemic, continue to build trust by listening intently and keep showing that care and compassion for their people...are the ones who are going to be fortunate enough to keep most of their people." [7:06]

    Leaders should think critically about how they want our employees and team members to respond to the question 'How is work going?'. Do you want your organization to be known as a place where it's a tragedy to be employed, or do you want to be known as a safe space for your employees? [10:40]

    The behavior that would best define 'leading with the heart' would be caring leadership. [12:45]

    Heather talks about the importance of employee recognition, especially from the manager. This recognition is the most meaningful to a team member, and it's important for organizations and leaders to implement this. [15:09]

    We have to empathize by listening deeply to the needs of those who are different from us. We as leaders need to step into their shoes to understand where they're coming from. We also have to take the next step of compassion where we do our best to alleviate the pain of the person who is hurt. [22:44]

    Leaders need to be active allies: we have to act on empathy and compassion. We should be always learning more about how to support the marginalized communities within our organizations. [24:07]

    Employee experience and retention are driven by emotions. How we make others feel, determines their next steps. [30:49]

    Heather R. Younger | LinkedIn | Twitter
    Employee Fanatix

    • 33 min
    HRSocialHour Podcast Swap with Guest Host, Jon Thurmond

    HRSocialHour Podcast Swap with Guest Host, Jon Thurmond

    Jon Thurmond, of HR Social Hour, is the guest host of this week’s episode of the Talent Magnet Institute Podcast. He is pleased to welcome Katrina Kibben. Katrina uses their technical marketing expertise and way with words to help both established and emerging brands develop and deliver creative, strategic recruitment marketing that makes the right people apply. They are the Founder and CEO of Three Ears Media, a company of talented copywriters that specialize in writing for recruiting. In this episode, Katrina and Jon are talking about what leaders need to be doing to create positive impacts for their companies’ futures, how to eliminate the barriers that hinder people from applying to job postings, and how leaders can show they care about their employees.

    Leaders need to learn how to write for recruiting; this is an important first step in impacting their companies’ future. [1:39]

    Katrina says that many leaders are bringing unknown biases into the hiring process. This is hindering the people we want to attract from applying. [5:18]

    “We have created this friction between what we want and the actions we're taking to get those people [we want to attract],” Katrina says. “We have to stop using miscellaneous requirements and thinking people will just get it, and they'll know what's important.” [6:12]

    Leaders need to ask different questions at hiring and imagine success instead of just having a list of requirements. [8:11]

    Interview not only to gather data but also with the intention to be helpful. Make space for your interviewees to ask questions, and be prepared to just listen. [12:14]

    An important way for leaders to show they care is to listen to people and do emotional resilience training. This will make your employees’ work experience better for everyone. [16:15]

    “[A positive work experience for employees] is often the result of listening and acting with intent and allowing people to make mistakes and give them space to be human,” Katrina tells Jon. An important way for leaders to continue to implement a positive work experience, is to talk positively and regularly about the future. [18:41]

    One way to focus on the future is to figure out what you need to stop doing. [21:20]

    Jon Thurmond | LinkedIn | Twitter
    HR Social Hour

    Katrina Kibben | LinkedIn | Twitter | Instagram
    Three Ears Media

    • 26 min
    Inclusive Leadership and Belonging with Jennifer Brown

    Inclusive Leadership and Belonging with Jennifer Brown

    Mike Sipple, Jr. is pleased to welcome Jennifer Brown to this week’s episode of the Talent Magnet Institute Podcast. Jennifer’s work in talent management and intersectional theory has helped make the corporate environment more inclusive. Her strategies have been used by some of the biggest companies around the world in order to help employees feel like they belong. Jennifer is a best-selling author, founder of Jennifer Brown Consulting, and the host of The Will To Change. In this episode, she and Mike talk about diversity, inclusion, allyship, and how to make the workplace a psychologically and emotionally safe environment for all employees.

    The year 2020 exposed the pain of racism, but we also gained knowledge and awareness from the experience. [04:46]

    Jennifer’s inclusiveness training doesn’t encourage shaming as she believes we don’t learn from shaming. [06:39]

    Leaders need to build relationships and establish trust in the workplace. Create psychological safety so that employees from marginalized communities are able to speak up about their experiences. [12:27]

    Jennifer stresses that we need to be invested in understanding experiences different to ours and actively doing the work to learn more. [14:20]

    Psychological safety is about belonging. Employees who feel they belong feel comfortable, that they can be themselves, and as such, they can collaborate effectively and cohesively. [18:00]

    As a leader, always strive to do a continuously better job at diversity. Don’t assume that you have everything under control. [22:54]

    We need to be better allies, but we also need allies ourselves. We need people who will stand in solidarity with us and speak up for us especially in this virtual world. [32:31]

    If you have privilege in any way, you should be using that privilege to help those around you who are disenfranchised. Endeavor to do what you can to help them get fair treatment. [40:54]

    Disengaged employees ultimately impact company profitability as disengagement usually equals lack of creativity, innovation, growth, and motivation. Jennifer suggests that this is another reason companies should care how their employees are treated. [43:52]

    Jennifer Brown | Twitter | LinkedIn | Instagram
    Jennifer Brown Consulting | DEI | Inclusive Leader Self-Assessment
    How To Be An Inclusive Leader
    Inclusion: Diversity, The New WorkPlace & The Will To Change
    The WIll To Change 

    • 50 min

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