Reimagine Now Pontoon Solutions

This week on Pontoon’s Reimagine Now podcast Shannon Robertson, Director of Strategic Insights at Pontoon, speaks with Brandon Mina, CEO of Xemoto Media, and Vanessa Garro-Peeters, Vice President of Customer and Partner Success. Shannon, Vanessa, and Brandon discuss the impact of influencer marketing on talent acquisition and recruitment. They highlight how companies are using social media platforms to curate their public personas and attract top talent. Influencer marketing is no longer just about product promotion but also about shaping employer branding and company culture. By partnering with influencers, companies can showcase their authenticity and create a sense of belonging for potential employees. Listen as Shannon, Vanessa, and Brandon share how companies can navigate ethical considerations and ensure transparency when working with influencers. 
Quotes
“I think ultimately we're seeing a strategic shift where recruitment is synonymous with brand building. Companies are curating their public personas on social platforms, ensuring that their mission and culture resonate with a much broader audience. And this isn't just about tapping into a talent pool. It's really about creating an aspirational brand that top talent naturally gravitates towards.” -Brandon Mina [02:01]“I think social media has done a phenomenal job at giving a voice to minority groups that otherwise wouldn't be seen or heard. I think that there is visibility for companies. So it's not just we say that we have a mission, let's see it. Let's see the people who are representing your company and so they have to fulfill those mission statements.” -Vanessa Garro-Peeters [15:07]


Key Topics
Influencer marketing is reshaping talent acquisition and recruitment by creating aspirational brands that attract top talent.Companies can use influencers to showcase their authenticity and create a sense of belonging for potential employees.Influencer marketing is transforming traditional onboarding and training processes, making them more interactive and relatable.Influencer marketing plays a crucial role in promoting diversity, equity, and inclusion within organizations.Companies must navigate ethical considerations and ensure transparency when working with influencers.




Timestamps
[02:01] Influencer marketing's impact on talent acquisition and recruitment 
[06:43] Future trends in influencer marketing for HR professionals 
[09:24] Leveraging influencer trends to enhance human capital development 
[12:57] Using social media to authentically represent skills and talents
[15:07] Influencer marketing and diversity, equity, and inclusion 
[21:41] Impact of social media on workplace culture and communication
[24:03] Navigating different generations' use of social media 
[26:15] Talent acquisition, employee advocacy, and culture 
[26:44] Insights and strategies for navigating human capital in a digitalized world




Connect 
Pontoon Solutions
Shannon Robertson: https://www.linkedin.com/in/shannon-elizabeth-robertson/ 
Brandon Mina: https://www.linkedin.com/in/brandonmina/?originalSubdomain=ca 
Vanessa Garro-Peeters: a href="https://www.linkedin.com/in/vanessajgp/" rel="noopener noreferrer"...

This week on Pontoon’s Reimagine Now podcast, Shannon Robertson, Director of Strategic Insights at Pontoon and host of the podcast, speaks with Ross Emerson, Executive Coach and Board Advisor, who shares his profound understanding of human dynamics within corporate structures and highlights the need for future-fit leaders to be purpose-oriented and people-centric. Shannon and Ross discuss the challenges of cultural evolution, particularly in high-pressure and traditional settings, and the strategic pathways to fostering inclusive and adaptive cultures.
Quotes
"Culture sometimes is imperfect... It can be either something that can be very traumatic for human capital, or it can also harness their potential and enable people to thrive.” -Ross Emerson [03:49]
“Leadership is really about skills and capabilities that are equally important with mindsets and behaviours. The core of any leader is a human being, not an idealised object to satisfy the fantasies projected onto her or him." -Ross Emerson [19:00]


Key Topics
Company cultures are complex, fluid, and influenced by diverse team dynamics and individual behaviours.Successful cultural change requires a clear understanding of its necessity, involves everyone in the process, and relies on a systemic approach.Leadership is more than a title; it's a lifestyle anchored in skills, capabilities, mindsets, and behaviours.High-pressure environments require a balance between inducing healthy stress and ensuring psychological safety and trust within teams.Future leaders need to be future-fit, embracing traits like being purpose-oriented, people-centric, and driven towards progress and principles.


Timestamps
[03:14] Impact of high-pressure environments on company culture 
[08:37] Applying principles to improve team dynamics and employee engagement 
[11:55] Balancing business performance with a healthy company culture 
[13:20] Setting boundaries and flexibility in organizational culture
[14:19] Challenges of multi-generational workforces and the need for adaptability 
[15:35] Leadership development in the face of hybrid and remote work models 
[17:30] Future fit leaders and their key criteria
[17:59] The challenges faced by the younger generation in the evolving world of work 
[18:32] Leadership as a lifestyle: Skills, mindsets, and behaviours 
[20:10] The role of mentorship, professional development, and deep reflection in organizational culture 


Connect 
Pontoon Solutions
Shannon Robertson
Ross Emerson

In the season premiere of Pontoon’s Reimagine Now podcast, Shannon Robertson, Director of Strategic Insights at Pontoon and host of the podcast, speaks with Oliver Johnston, an innovative thought leader in the realm of human capital management, specializing in executive transitions. As the founder and CEO of Stepping Out, he pioneers the development of "stepping out coaching" for corporate leaders, advising on integrating balanced transitions for senior executives. Shannon and Oliver take a deep dive into the significance of "stepping out" policies in contemporary HR practices, focusing on honoring the contributions of senior executives while preparing for the future of leadership. They also discuss the practicality of such policies, emphasizing their alignment with modern values like fairness, psychological safety, and combating age discrimination.
Quotes
“I think the idea of supporting senior leaders in their transition from full-time employment, full-time career, into whatever happens next is an idea whose time has come. A few years ago, it was a need that hasn't become a want yet, as Jocker said. And I think the reason for that is we are more accepting of the fact that it's okay to be vulnerable.” -Oliver Johnston [11:46]“Seniors are not an endangered species. They're tough, they're robust, they're imaginative, they're creative. They get things done, so they don't need any sympathy. But we do need to respect them, and we need to respect the contribution that they make. Being a senior leader for ten years or 20 comes at a cost.” -Oliver Johnston [19:43]
Key Topics
A stepping out policy is vital for managing high-level transitions sensitively and sustainably within organizations.Succession planning needs to consider both the successor's development and the incumbent's readiness to leave their role.Stepping out coaching is a pivotal service that helps senior executives navigate identity shifts and plan their futures post-retirement.Age discrimination, often overlooked, can be combated through fair and transparent stepping out policies and practices.Recognizing and honoring the contributions of executives as they transition out can have a positive and long-lasting impact on the organization's reputation.




Timestamps
[02:33] Genesis of the stepping out concept and its relevance in the corporate world 
[09:46] Challenges of stepping out and the impact on identity 
[12:55] The Goldilocks dilemma: leaving too early or too late 
[27:45] Leaving at the right time for both the individual and the organization
[30:29] Addressing ageism and the arbitrary nature of retirement ages 
[32:48] Stepping out policies as a way to combat age discrimination
[44:31] Coaching as a way to help senior leaders think broadly about their transition 
[45:29] Three horizons for coaching
[49:51] Succession planning 
[53:44] Fostering a culture that supports executive transitions 






Connect 
Pontoon Solutions
Shannon Robertson: https://www.linkedin.com/in/shannon-elizabeth-robertson/ 
Oliver Johnston: https://www.linkedin.com/in/oliver-johnston-steppingout/ 

About Pontoon Solutions
Pontoon Solutions is a professional services firm that delivers people, processes, and tools...