63 episodes

Don't suffer a corporate mortality event! On this show we discuss topics that are vital to corporate success. From technology to culture we have you covered. We want to help resuscitate your organization and prevent fatality.

Corporate CPR Jana Axline

    • Business
    • 5.0 • 19 Ratings

Don't suffer a corporate mortality event! On this show we discuss topics that are vital to corporate success. From technology to culture we have you covered. We want to help resuscitate your organization and prevent fatality.

    Corporate CPR Episode 64: How to Have an Effective Revenue Strategy

    Corporate CPR Episode 64: How to Have an Effective Revenue Strategy

    On today's show, we discuss how to have an effective revenue strategy.
     
    Falkon CEO and Co-founder Mona Akmal is a product and engineering veteran who builds resourceful, kind, and output-driven teams that create and scale success-enabling products. With a passion for crafting elegant solutions to technically difficult problems, she has grown teams, businesses, and many products at Microsoft, Amperity, Code.org, and Zulily. 
     
    The impact of Mona’s work includes ramping from $0 to $11M in ARR and 15 household brands as happy customers at Amperity; from 10M to 100M students learning computer science on the Code.org platform; and from 1M to 1B docs in the cloud with OneDrive and Office. 
     
    Key Takeaways:
     
    Engineering and Business intersect by focusing on efficiencybalancing the entire equation with analytical thinkingprocessing many variables to optimize an engine/businessChallenges facing organizations in the Go To Market spaceSiloed points of view. Various departments focused only on their departmental issues, and not net revenue retention. Teams focused on execution and not thinking long-term.Misunderstanding of the purpose of culture and operating principles.Indicators of a silo problemAsk different teams why they are not performing and they blame each other.Conflict between senior leadership.How to fix the problemExecutive leadership members are the neutral parties and need to do a good job of having a great data strategy, so there is a system of truth.Have shared objectives.Bottom up feedback. Have conversations with average employees to gain non-digital data - very valuable perspectives. This will help gain a more full picture of the truth.Recommendations for key metrics to focus onInput metrics - who you are targeting, how you are targeting them.Marketing activities and ROI on campaigns and channels. Sales development activities - conversion numbers. Employee productivity - cost vs output.Recommendations for accurate and effective dataData has to be directionally accurate. Focus on the trends, not the details. Invest in operations - marketing and revenue. Make employees' lives easier by investing in the tools that will help them be productive.AI trends within GTMConversational intelligence and coaching driven by AI. Data governance - anomaly detection and data cleaning driven by AI. AI GTM intelligence tools that will look at massive amounts of activity data and pinpoint the key things to focus on to maximize your revenue engine. 
    Top Takeaways:
    Reflect on whether your objectives and key results as a senior leader are representative of a silo or not. Make sure you are also focused on revenue.Invest in a good data strategy and spend 50% of your time focusing on the future. 
    Connect with Mona Akmal:
     
    Website: http://falkon.ai
    LinkedIn Falkon: https://www.linkedin.com/company/falkonai/
    LinkedIn Mona: https://www.linkedin.com/in/mona-akmal/
     
    The expert guest was booked via The Expert Bookers, www.expertbookers.com. 

    • 28 min
    Corporate CPR Episode 63: How to Stay Relevant in the New Era of Work

    Corporate CPR Episode 63: How to Stay Relevant in the New Era of Work

    On today's show, we discuss the new era of work and how companies can navigate it to stay relevant.
     
    Emma Giles is one of the founders of SoWork, a product that helps digital-first teams do great work, no matter when they work or where they work from. 
     
    Emma leads product and spends her time working directly with SoWork customers who are leaders of organizations trying to navigate the digital-first work shift. This gives her a unique perspective on how the landscape of work is evolving, what leaders and their teams are struggling with, and how to solve the most pressing challenges with technology. 
     
    In her past life, she was a crisis counselor and a scientist. She dropped out of a PhD from Harvard/MIT in computational neuroscience to build a business, spent a year at Khan Academy creating free medical content for medical students, and scaled data initiatives for the WHO. Today, running a digital company allows her to live on Vancouver Island, where she spends her personal time hiking and running ultramarathons. 
     
    Key Takeaways:
     
    The concept of remote work isn't new, but the pandemic has catapulted these trends. Companies are trying to decide where on the spectrum they will land between all remote or all on site. 
    Performance of a business depends on people to come together in ways that are productive and high-functioning to drive great results. Teams need to be able to come together to be a unit that is greater than the sum of its parts. Team members as individuals need to feel seen, heard, and valued to perform at their best. 
    New tools are becoming available to help build spontaneity in digital teams, allowing people to be in common spaces digitally. As companies realize that many of their pain points are related to connection and collaboration techniques, these tools will become more in demand. 
    Teammates with at least 5-7 strong connections within the company are more likely to stay with the company. A strong connection is one where a person feels like they can be themselves with another person. These connections take cultivation to form and then touch points to maintain. 
    Because people are different, leaders should cultivate an environment for people to get what they need, but not feel forced to behave a certain way. Meet people where they are with technology and make sure they are able to use the technology in a way that keeps the benefit of their flexibility. 
    Adoption is often the biggest hurdle when implementing virtual team tools. Behavior changes require understanding, time, effort, realization for why it works, and then fitting it into people's workflows. Less is more. Teamwork blocks are a great way to start. Select a unit of time where everyone comes together and works from the virtual office. They can see how it feels and build from there. 
    Top Takeaways:
    Every team is completely different. People's need to feel like they can be themselves, be human, and connect in realistic ways is paramount.Everything in the business stems from the individual's needs being met. This empowers them to connect in teams and create great results that affect the bottom line of the business. 
    Connect with Emma Giles:
     
    Website: https://sowork.com/

    • 37 min
    Corporate CPR Episode 62: Mindfulness for Your Organization's Success

    Corporate CPR Episode 62: Mindfulness for Your Organization's Success

    On today's show, we discuss how mindfulness can affect our organization's ability to be successful.
     
    Dr. Eric J. Holsapple is a successful developer and entrepreneur who has used mindfulness to transform his life and business, and helps others to do the same. 
    Eric has a PhD in Economics, has been a real estate CEO and developer for nearly 40 years, lectured real estate at Colorado State University for 20 years, and practiced yoga and meditation for 30 years. Eric was awarded The Colorado State University Real Estate Entrepreneur of the Year in 2010; and Bizwest Bravo Entrepreneur of the year award for Loveland, CO in 2015. Holsapple has a unique perspective on how merging business and mindfulness can be a catalyst in changing lives. Eric is the Founder of Living In The Gap. His popular workshops teach CEOs and professionals a different way to operate mindfully while improving the bottom line. 
    Eric has written numerous published articles in real estate and economics, and a book entitled Profit with Presence that will be published in early 2023. He is a regular speaker at public and private events, and a popular guest on business podcasts. 
     
    Key Takeaways: 
    Essentially, mindfulness is focus.  
    To change negative thought patterns, develop awareness of how much focus is given to negativity. Focus on building relationship instead or determining if a change should be made. 
    Mindfulness helps to see other people as people and not just a means to getting the job done. End results are important, and should be looked at on a regular basis, but being present in the moment when speaking to people helps employees feel valued. 
    Impact to ROI - Aetna did a study showing a $2000 annual savings in healthcare cost and a $3000 annual increase in productivity per employee after implementing a mindfulness program. 
    A mindfulness exercise before a meeting helps the meeting to be more productive. 
    Mindfulness helps to filter random thoughts and only focus on the ones that are part of the desired vision of the individual or the organization. 
    Accepting our current reality reduces stress. Stress is resisting the reality. We can still desire and strive to make changes toward improvement, but accepting the current reality calms the mind. 
    The world doesn't change. Your perception of the world changes. 
    The goal is to be able to focus on what you want to focus on to the exclusion of everything else. The exercises help to train yourself to do that. 
    Consistency is more important in the beginning than the length of the session. 
    One easy way to start is to just stop and take time to focus on your breathing. 
    Pitfalls to mindfulness:
    Time - We are all busy. Start small and focus on consistency.Culture - People will criticize. Keep it private until you are confident. 
    Top Takeaways:
    Start with 3 "gratitudes" each day. What are you grateful for and why?Start to be aware of your breath. You can do this wherever you are.Do service work. Getting into the community to serve others changes your mindset. 
    Connect with Eric Holsapple: 
     Paid programs and free resources available at:  https://livinginthegap.org/
     Eric's book launches Mar 7 on Amazon - 
    Profit With Presence - The 12 Pillars of Mindful Leadership

    • 39 min
    Corporate CPR Episode 61: The Impact of Financial Asset Management to Your Success

    Corporate CPR Episode 61: The Impact of Financial Asset Management to Your Success

    On today's show, we discuss the impact of financial asset management to your success.
     
    Devon Drew’s track record speaks for itself: As a senior executive at Vanguard he raised over $20 billion in assets for Vanguard’s proprietary ETFs and mutual funds within Texas. 
     
    When the world experienced the “George Floyd Moment,” Drew began to question his professional impact and got to work, collaborating with some of his fellow data and tech gurus, to create DFD Partners, a SaaS platform that is designed to allow diverse asset management firms effectively scale by leveraging data automation and machine learning. 
     
    Drew and his team have proved their concept, with already just under 100M raised and 70B in aggregate platform AUM. They are currently focused on helping small and diverse funds increase their AUM by 1 trillion by 2028. 
     
    Since launching the platform in Summer of 2022, DFD Partners is already amongst the fastest growing fintech companies this year. Within the past few months, they have been named One of the Top 10 Rising Fintech Companies by Future Proof and have sat on several panels, including the Keynote Panel at LG Innovation Summit alongside Meta, Google, Tesla and Amazon, and the Emerging Manager Panel at Tide Spark Conference.
      
    Key Takeaways:
     
    Asset managers are the individuals within a company that control the money for organizations. Organizations may be a significant shareholder in many influential companies. Through investments, the organization has a tremendous influence in
     Employees retiring with dignity Public policyESG - Environmental Social Governance is a set of standards that socially conscious investors use to screen investments. Organizations will receive an ESG score depending on how they demonstrate a demonstrable impact on these three key areas.As more organizations comply with ESG or impact investing, over time these companies will outperform the others.Diversity in background, gender, asset class, and age of asset managers will drive differentiation in thought. In turn, you'll find differentiation in returns.An organization needs to have an investment policy statement that adheres to what the organization believes in. It should guide how the money should be managed.The underlying block chain technology is going to be revolutionary when it comes to balancing the ledgers. Digital assets will need some more regulation to eliminate those that are not commercially viable. We are still in the beginning stages.Over the next 20 years, you'll see 68 trillion dollars from Gen X and Baby Boomers transition down to Millennials and Gen Z. Trust and communication are imperative to build into the next generations, or they will abandon asset managers and try to do it themselves, potentially making poor financial decisions. 
    Top Takeaways:
     
    Have a long-term approach to investing. When making financially life-altering decisions, seek the help of a financial professional.  
    Connect with Devon Drew:
    Website:  https://dfd.ai
    LinkedIn:   https://www.linkedin.com/company/dfd-partners/
    Twitter: dfdpartners
    Facebook: https://www.facebook.com/dfdpartners
    Instagram: https://www.instagram.com/dfdpartners/

    • 28 min
    Corporate CPR Episode 60: The Impact of the Pace of Change in Organizations

    Corporate CPR Episode 60: The Impact of the Pace of Change in Organizations

    On today's show, we discuss the pace of change in organizations and the impact it is having on leaders.
    Julie Noonan believes in unapologetic authenticity, candor, integrity and humor. She will tell you the TRUTH, even if it stings. Her strengths include:
    Talent for idea-generation that helps her clients expand their thinking and innovateKeen focus on maximizing the talents of othersAbility to recognize the inherent connections between concepts, disciplines, ideas and people to create better solutionsFirm belief in creating real relationships with clients to “meet the need beneath the need”Julie has years of executive-level experience in consulting in both the private and public sectors, as well as years of experience as a corporate employee. She has spent her career coaching leaders at all levels in many industries and through many challenges – both professional and personal.
     
    Key Takeaways:
    One important concept in today's workplace to keep in mind is that we are in the last years of the boomer generation in the workplace. They will naturally be nervous about becoming obsolete at the end of their working years due to the changes brought on by the newer generations. Great leaders will maximize their value as long as possible.Change impacts different generations differently. Boomers have initiated change most of their careers, and now they are more often the recipients of change. They are staying in the workplace longer, often retiring and then starting their own businesses or consulting because they are driven to contribute. Millennials tend to be more confident and collaborative, embracing change. Appreciating the value of each generation will lead to the greatest success.For a successful change, involve influencers in the local office in initial testing and place them physically near those employees that you expect to struggle.Allowing enough time for adoption of the change will save the company money over an unadopted change. Impatient leaders need to remind themselves that they knew about the change long before the employees. The employees need time to process the change as well. Educating them and answering questions will be a big key to success.Sponsors should be well-regarded, influential, and be able to make big-ticket decisions.First time sponsors - get help. Find an experienced change manager or a coach to help you get through the tough spots.Great project managers can convey the project status to sponsors and committee meeting members in a simple way, but not be insulting.Business analysts are valuable to consult with in the beginning to understand the concerns of the group early on. 
    Top 3 Takeaways:
    Reverse mentoring. Putting boomers and millennials together brings out the best in both employees. The boomers can help develop the millennials in the company, and the millennials can help the boomers with current trends so they can stay relevant in the remaining years of their careers.Coaching is not just for leadership development. It's for any person in their career where they might need an extra set of ears or an objective viewpoint to help them through something that is blocking them from moving forward or being the best leader they can be. Check with your HR department to see if hiring coaches is an option or hire a coach from your own personal funds to improve your career.Get change management involved as early as possible, even during the initial contemplation phase of a big change.Connect with Julie Noonan:
    Website: https://www.jnoonanconsulting.com/
    LinkedIn:  https://www.linkedin.com/in/jnoonanconsulting/

    • 37 min
    Corporate CPR Episode 59: How Communication Biases are Impacting Your Organization

    Corporate CPR Episode 59: How Communication Biases are Impacting Your Organization

    On today's show, we discuss how communication biases are impacting your organization and the most effective intervention you can take.
     
    Heather Hansen helps top global professionals show up, speak up, and inspire action in a changing world. She is on a mission to empower global voices to contribute to conversations that matter – in business, politics, and life. Only through conscious, confident, and connected communication can we achieve our collective potential and peacefully solve the world’s greatest challenges.
     
    Heather is a leader in the field of global English communication where she is known for being an outspoken advocate for global voices. She fights against micro inequities related to language and accent in international teams, and helps companies build communication cultures where every voice is heard. She is called upon by some of the world’s largest companies to unmute leaders and teams so they can be more innovative, inclusive and efficient while adapting to modern challenges.
     
    Key Takeaways:
     
    Linguistic bias refers to our own common bias to listen to and respect people that sound and communicate in a way that sounds like ourselves.National culture generalizations can be tricky because areas of each nation can have different dialects and behaviors.The key is to find a balance between conscious, confident, and connected communication.Warning sign of a toxic environment - "That's just not how we do it here." Leadership should be open to new ideas or change. Leaders set the pace. If they make it clear that new ideas and innovations are welcome, employees will be more likely to share and engage.Biases are often related to experiences that we have had with people in the past with certain accents. Hiring decisions and promotion decisions can be affected by accent bias. Studies have shown that even a simple statement at the top of the interview question handout will remind people to be aware of it and avoid it.Some of our bias is hardwired from birth as a safety precaution, allowing us to recognize the sound of our family and those that are safe. One study found that the only intervention that really makes a difference is raising awareness that accent bias exists so that we can act appropriately in the workplace.Avoiding bias can take some effort. We can change our perspective by making it a game or challenge to recognize language patterns to increase understanding. 
    Top 3 Takeaways:
     
    For those of us who are confident in our communication, we want to remember to turn down our voices to give space for others and be more inclusive.For those of us who are struggling, we want to remember to turn up that voice and become part of the conversation.For leaders, it's your job to make sure everyone is being heard and feels valued. 
    Connect with Heather Hansen:
    Website: https://heatherhansen.com/ https://globalspeechacademy.com/
    LinkedIn:  https://www.linkedin.com/in/hansenheather/

    • 42 min

Customer Reviews

5.0 out of 5
19 Ratings

19 Ratings

BizownerX3 ,

Mind-blowing Concept

Thanks for bringing on your guest - Danielle Mulvey. Never thought to include my companies Core Values as part of my interview process. But it makes total sense. I want to hire people who think and act like me (guess that could be scary too :)). But seriously, if I have someone who acts like me - I can step away and work on other projects without the worry if my business will suffer.

It is obvious that my hiring manager and I need to invest more time in learning to recruit. Danielle’s program sounds like it is all that!

octoberxenjoyer ,

Great listen for business owners!

Business owners need to hear the advice in this podcast, specifically episode 58. Guest Danielle Mulvey emphasized how average employees weigh down payroll— and gave advice on this topic. One great tip she shared was how every skill can be measured across every industry, and hiring practices should include quantifying success for the given role so candidates know what is expected of them from the beginning. Great advice!

Krystal Covington ,

Excellent commentary

I appreciate the brave conversations and it clearly feels they aren’t holding back on opinions and honest information.

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