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.
The Great Realization to Prevent Resignation
On this episode of the Talent Magnet Institute Podcast Mike explores true leadership in light of the Great Resignation. He also discusses the Great Realization, and how leaders can use these principles to improve their leadership as well as create better environments for their employees.
Mike posits that the Great Resignation is happening because of the Great Realization: people are taking stock of their lives and realizing that where they are is not where they wanted to be. They are changing jobs, and resigning because they're prioritizing their life goals, their families, and their careers. [2:39]
If you influence people, you're a leader, and as a leader, people are watching how you respond to situations and problems. The pandemic has made this very clear, Mike says. The Great Realization has made us think critically about what we want to be doing, and who we want to be doing it with. We don’t want to work with leaders who aren't responsive and proactive. [6:43]
Mike talks about research papers on the Economic Drought from EMSI and The Global Workforce. Research has found that there are fewer people in the workforce now than years ago, and fewer people are looking for traditional full-time jobs. [8:10]
Leaders nowadays - and especially in the future - need to be more compassionate, empathetic, and patient now. They also need to be more focused on their professional development. If you do not develop yourself as a leader, you cannot develop others. You need to recruit employees and build a pipeline, but most importantly, you need to create a culture where people want to work with you, and furthermore, stay with you. [13:55]
Leadership is a privilege and leaders must view it as such. You have the opportunity to help others realize their full potential and become their best selves. Be proactive when it comes to talent development. Create an environment where employees are valued and supported, not one where everything is a competition. Create fair and inclusive environments that invite people to bring their whole selves to work. [16:55]
Mike talks about the course on the Talent Magnet Institute's website that he created, that helps individuals better their leadership skills. [22:10]
At the Talent Magnet Institute, the goal is to build employers who create organizations that encourage their employees to bring their authentic selves. [26:06]
Mike's closing remarks are an encouragement to leaders to become more proactive, never give up, and make use of the tools and resources available out there to become the best leader they can be. [30:09]
Mike Sipple Jr. | LinkedIn | Twitter
State of the Global Workplace Report
The Leadership Basics
How AI Supports Your Employee Experience with Carolyn Peer
Can we create effective leaders with AI? Carolyn Peer and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. Carolyn is the CEO and co-founder of Humaxa, and an award-winning human capital management industry luminary. She uses Humaxa - a machine learning-powered employee engagement and performance platform - to connect feedback with actions, through meaningful AI conversations. Carolyn and Mike explore what Humaxa can do for companies and why it is a tool for the future, in this intriguing conversation.
Humaxa functions like a helpful assistant, that helps solve problems within the workforce and empowers employees. The program gathers workforce data via anonymous conversations, and immediately offers solutions to the individual who's talking to Humaxa. It's main function is to reduce the time taken for an employee to receive feedback, to zero. [3:22]
"A lot of the research that we did before building anything, was looking at how willing people would be to communicate with a computer," Carolyn stresses. What she found was that people were more willing to communicate with a computer because of the level of anonymity, and because they didn't feel judged whilst voicing their opinions. She and her company used that concept to empower both the employee and the employer. [5:54]
Humaxa works as an early detection system, and lets leaders know when there are problems that need to be addressed, such as employees feeling like their voices are not being heard. Humaxa fills those gaps by offering strategies based on what the program deems the best solution, and what each individual wants and needs at that particular time. [10:03]
Humaxa anonymously alerts managers when something isn't quite right within the organization. This opens up an opportunity for a conversation on what issues at that time need to be addressed. Even if a conversation doesn't happen, the manager is still aware that something is wrong. "Being able to have those live anonymous conversations with employees based on how they feel is a way to really get into the root cause; not just how they feel but why," Carolyn expresses. [14:19]
Humaxa allows leaders to organize their teams however they desire. The one thing Carolyn cautions leaders against, is having too many matrix teams. "As long as there are at least eight people in a group, the data is anonymized and you can look at the detailed analysis for just that team," she adds. [20:26]
The long feedback process of employee surveys prompted Carolyn to come up with a solution that was more immediate, more meaningful for the workforce, and that would also benefit the company. This is why she created Humaxa. [21:38]
Employees have most of the answers as they are the individuals who deal with the customers the most and converse with each other the most. Leaders need to be able to respond faster, quicker, more efficiently and validate that they are listening. [25:22]
Carolyn's closing remarks are a reminder that Humaxa is not a replacement for manager-to-employee communication, but rather simply a tool to augment those conversations so that managers and employees know what to talk about, and how to get ahead of any problem that may be brewing. [26:54]
Mike Sipple Jr. | LinkedIn
Carolyn Peer | LinkedIn | Twitter
Happiness Is a Personal Choice with Vanessa King
How do we define happiness? Vanessa King and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. Vanessa is a writer, speaker, and leadership and organization development consultant. She is also Director of The Change Space, and a board member of Action for Happiness. Vanessa and Mike explore the true meaning of happiness, how leaders can nurture it at work, and how organizations can build a better and brighter future for upcoming professionals.
Leaders have to think about happiness as not just a word but as an action. Happiness has two parts: joy and euphoria, and accomplishing challenging goals. “Happiness is focused on the things that are within our control, whether individually, collectively or systematically to shift and change,” Vanessa says. [3:26]
COVID has made it easier for organizations to have conversations about happiness. It has also allowed individuals to have more human interactions as people move into a hybrid work environment. [7:30]
When a leader takes the time to ask after an employee’s wellbeing, it builds trust between leaders and the team. This trust lets people feel safe enough to bring their whole selves to work. “It's about these tiny micro human connections,” Vanessa insists. Human beings need to feel good to function well and bringing these tiny interactions in the workplace can ensure that. [10:47]
While working from home is convenient for a lot of people, it has also taken away the boundaries between work and the rest of their lives. It’s not so much about finding a work-life balance because your work is a part of your life, but more so getting a life balance which work is a large part of, Vanessa and Mike agree. [15:30]
Help others become great, but not in the way that you become a pathway to success. Also, ensure that it isn’t going to undermine your own performance or sustainability. [20:12]
“The difference between a good day at work and the worst day at work is a sense of progress,” Vanessa remarks. It’s micro progress that matters: leaders should help their employees feel a small scale of progress that builds up rather than just having one goal. Micro progress is also about cultivating a sense of control and autonomy in people so that they have some choice and freedom about how they do their jobs. [21:20]
Self-compassion is one of the keys to living a happy life. Some other steps are recognizing that no one is perfect, and turning your internal critic into a wise coach. Acknowledge when you make mistakes and do better the next time. [24:12]
When you do helpful things for other people, it makes them feel good, and it also activates the reward centers in your brain which makes you happier. [29:50]
Organizations should be designed to support the growth of their employees and bring the best out of their teams. [31:41]
Mike Sipple Jr. | LinkedIn
Vanessa King | LinkedIn | Twitter
The Change Space
Action for Happiness
10 Keys To Happier Living
Truth, Grace, and Compassion to Elevate Others with John Baldino
What truly qualifies an employee? John Baldino and Mike Sipple Jr. share the answer on this episode of the Talent Magnet Leadership Podcast. John is the CEO and founder of Humareso, an HR consulting company. He has spent over 25 years in the field of HR. John and Mike explore hiring, the reasons leaders are having difficulty acquiring and holding onto talent, and what they need to do better to be able to attract talent in a genuine way.
The changes of the past year required business leaders to refocus. John remarks that now more than ever you need to be focused on truth. Be concerned about what's happening in the world and in your employees' lives. Take into account everyone's perspectives, experiences and their own truths, and let that inform the decisions you make as a leader. [1:53]
"If you sit in that sort of spot where you have such a large stand of control and influence, start with small," John advises. Start at your management level, and discuss any decisions you plan to make with them first. Share your reasoning and then listen for responses. It's important to have these discussions before making any decisions because your team will see perspectives and ideas you might not. [9:10]
John cautions against making compensation be the main incentive for holding on to talent. While there is a talent shortage, just because you are paying your employees more, it doesn't mean that they are the right fit for the job. Also, the talent market may not be sustainable in the future. Be wise about compensation and do it in such a way that your employees are not bound to a base compensation for life should there be a market correction. [12:20]
When it comes to the employee life cycle, it's important to think critically about the roles that need to be filled. Analyze the job description that you are putting out and whether the major requirements are truly necessary. Performance management is usually poor within organizations because the HR departments are measuring against what they do not have. This ends up causing employees to leave, and at a fast rate. [14:40]
The problem with modern job descriptions is that leaders are unaware or unsure of the audience they are posting to. The majority of times their qualifications are very exclusive, and that is why they end up struggling in their equity and inclusion objectives. Many roles within organizations are not given based on qualifications but on leaders' comfort, and John challenges that. [17:10]
The amount of years a person has at a particular job or position does not mean they have a defined skill. An assessment of someone's resume can't tell you how their skills will be utilized at work. The interview process is the perfect medium to facilitate this. "I need to be able to ask you behavioral and or situational questions and let you unpack how you would apply certain things," John says. [22:27]
Inclusion is the one of the most important pieces to making sure employees are cared for in their workplaces. Beyond that however, is the concept of what John calls the 'cultural fabric.' "How do we have the thread of this new person weave into the tapestry that has been created to this point," is a stunning analogy that John uses to describe the better way to approach diversity and inclusion within organizations. [27:22]
Companies need to make a conscious effort to train their managers how to be inclusive. They have to be trained on a daily basis on how to communicate with, edify, and uplift their employees. It's not about discipline anymore but about corrective action. [30:20]
When you can give your team the truthful perspective that you're committed to their growth, there won't be enough money that someone can offer them that will make them want to leave. [34:28]
Mike Sipple Jr. | LinkedIn
John Baldino | LinkedIn | Twitter
Making Leadership Tangible: Analogies in the Arts with Raphael Hoensbroech and Guest Host, Daniel Wachter
There are so many intersections between conducting an orchestra and leading a business. Raphael Hoensbroech and Daniel Wachter delve into some of them in this episode of the Talent Magnet Leadership Podcast. Raphael is the Artistic Director and Managing Director of the Konzerthaus Dortmund, one of the leading concert halls in Europe. He has also spent eight years at the Boston Consulting Group where he worked as a management consultant, giving him invaluable insight into the corporate world. Raphael and Daniel have an intriguing conversation where they explore the bridges between orchestra and business, leading in the now and anticipating for the future, and what lessons leaders can gain from conductors.
Inexperienced leaders often do not think of the entire group. "In order to lead, you have to be a part of the future," Raphael shares with listeners. Leaders need to work in the three time zones: what is about to come, what will come, and what has come. [4:17]
For first time conductors, it is better to take only one decision at a time. The moment the conductor has this decision in mind, the orchestra is already following. "If the inner idea is clear then your expression follows almost automatically," Raphael remarks. Conversely, if there is no clear idea or goal then there is nothing to follow, and you are simply managing a process. [5:55]
There are people who have come out of their teams and ended up in leadership positions. They grow from the inside into a leader. They need to be mindful not to spend so much time micromanaging, that they miss the leading part of the job. [10:06]
New leaders often think that good leaders should mirror other good leaders. This isn't truly the case. It's much more about finding your leadership personality and living that personality because it is that makes people follow you. "It's not your ability to perform leadership situations or leadership tasks, but it's much more that they at first follow your personality," Raphael explains. [14:21]
Find the right balance between working in the system and working on the system. Working in the system is how detailed or directive the conductor gets about how exactly a musician should perform a piece. Working on the system is orchestrating the totality of different instruments and musicians playing in the orchestra. In the business world , this means that leaders should have a balance in how much they manage and direct their employees, but also how much they trust them to do their jobs without having to oversee everything they do. [17:25]
Make music instead of playing notes. If you only stick to playing notes as a musician, you're only operating on a management level. The goal of a conductor is to empower people so that they can come into a stage of making music. The goal of business and a conductor is to put the right people at the right place. [21:14]
A mistake is not the worst thing that can happen. When mistakes do occur, first rely on the peer feedback structures in place in your organization. As a leader, you cannot correct every mistake that happens with your employees but you can encourage and help them so that they can avoid making the same mistake in the future. [23:59]
In times of crisis, it's important to look to the future and the opportunities you may have. Go into that scenario with strategic thinking, and take the entire organization with you. Involving your entire team will help you to not get stuck in the crisis, see different perspectives and help your organization in the long run. [28:58]
Daniel Wachter | LinkedIn
Raphael Hoensbroech | LinkedIn | Twitter | Instagram
Culturally Responsive Teaching to Broaden Perspectives with Jenn Kleiber
How does cultural responsiveness play a part in uplifting the leaders of the future? Jenn Kleiber and Mike Sipple Jr share the answer on this episode of the Talent Magnet Leadership Institute Podcast. Jenn is the founder of Pressing Onward, a company that focuses on equipping teachers to be culturally responsive. She is also an author, coach, educational consultant, and the host of the Teaching by Reaching and The Faith Filled Entrepreneur podcasts. Jenn and Mike have an exciting conversation where they explore what it means to be culturally responsive in the field of education, and how teachers can elevate and uplift the next generation of leaders.
Teachers need to be culturally responsive: this means that they need to reach their students with the whole child approach. Students bring different perspectives and experiences, and teachers should consider this in structuring their classrooms and in how they relate to their students and their families. The ultimate goal of culturally responsive teaching is to move all students - including those who have had a history of struggling, or who are marginalized - to a place of success. [4:12]
Pressing Onwards' has three main types of students as its target audience: students of color, students who are ESL, and students living in generational poverty. One of the main reasons holding these students back is their lack of exposure to successful individuals who grew up with their same experiences. Showing these students life outside of the ones they live can be a powerful tool to broaden their perspectives. [9:10]
The Faith Filled Entrepreneur Podcast was created to give budding entrepreneurs a space and platform where they could share experiences, strategies, ideas, and encouragement. It's a place where Jenn can be open about her faith and be her authentic self. [13:41]
Running a business is a long game. It takes consistency and persistence, especially because you're in the business if serving people. You are growing and scaling, and it may cause burnout because you might not be seeing results immediately. As a leader, you need to go into it with the right mindset, and if you have a team, you need to build an alliance with them and set and explain your goals. Celebrate your wins, build trust, and have patience. [18:02]
Working in your desire zone is important. It is where your skill and passion meet and where you are most productive. Make sure that the individuals and the teams you hire are also working in their desire zones. "If they're doing what they love the majority of the time, they're going to stick with you; they're not going to get burned out as quickly," Jenn adds. [19:45]
Leadership sometimes means letting go. Mike remarks that this problem is seen frequently in family businesses where the only individuals who are successful are the matriarchs or patriarchs. [23:13]
Leaders need to empower and equip their teams so that the company goal can become the common goal. Empowering and equipping them allows your teams to take ownership of the goal you're trying to achieve. Having transparency, giving them the tools they need to achieve their own goals as well, further builds trust and an alliance between you and them. [29:16]
Mike Sipple Jr. | LinkedIn
Jenn Kleiber | LinkedIn | Twitter
Teaching By Reaching Podcast
The Faith Filled Entrepreneur Podcast
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As the host states, “leadership is a journey and you don’t have to walk it alone.”
Mike is an awesome host and a great conversationalist! There are so many interesting guests and so much to learn! Definitely give this podcast a listen if you want to learn about all the facets of leadership!
Mind = Blown
Loved the episode with Kevin Grossman and the importance of a great candidate experience, especially when it comes to referrals. Overall incredibly produced show with laser focused insights.