Talent Wins Chris Mursau

Scott Clawson is the Chairman and CEO of Culligan International, an 80-year-old global brand leader in water services and solutions, serving over 140 million consumers. Under his leadership, he spearheaded the acquisition of Culligan by BDT Capital Partners for $6 billion. Scott began his career at Alcoa, and since then, he’s led The GSI Group—a $700+ million global manufacturer—and RYKO Enterprises—the largest North American vehicle wash provider—as President and CEO. Scott also served as President of Danaher, an international science and technology corporation.
In this episode… A vacant position has negative consequences for a company, especially if it remains unfilled for an extended period. Perhaps it’s one of the reasons why organizations fill jobs hastily. So, how can hiring managers ensure they make the ideal acquisitions?
Business leader and veteran CEO Scott Clawson was introduced to the Topgrading methodology several years ago during his first tenure as an executive leader. Since then, he’s adopted the hiring process as the gold standard. Scott recommends that hiring teams mandate processes such as assessments, tandem and competency interviews, scorecards, and work history references. These procedures evaluate candidates' abilities, observe body language, verify achievements, and eliminate red flags. Additionally, if candidates advance to the next stage of the hiring process, recruiters should arrange a lunch or dinner interview to gauge an aspirant's cultural compatibility with the company. The topgrading approach aims to be a foolproof interview practice that guarantees attracting, hiring, and retaining top performers.
In this episode of the Talent Wins podcast, Chris Mursau chats with Scott Clawson, Chairman and CEO of Culligan International, about the significance of acquiring A-players, common hiring mistakes, and why it’s vital for a CEO to have a partnership with the CHRO.
Resources Mentioned in this episode Chris Mursau on LinkedIn Topgrading on LinkedIn Topgrading Topgrading (How to Hire, Coach and Keep a Players) by Brad Smart Brad Smart on LinkedIn Scott Clawson on LinkedIn Culligan Water

Lee Benson is the CEO of Execute to Win (ETW), a consulting firm helping organizations improve results through fostering intentional leadership, strategy, execution, and culture. He has over 25 years of experience as a CEO and has founded seven companies with exits ranging from low-figure millions to over nine figures. After selling Able Aerospace Services to Textron Aviation for nine figures, Lee committed to helping leaders maximize their potential. In June 2022, he published his first book, Your Most Important Number: Increase Collaboration, Achieve Your Strategy, and Execute to Win.
In this episode… It is unlikely that most employees can recite their company's core values. Even for those who are familiar with the values, they may not fully understand them. So, do company values contribute to an organization's success?
A company's mission statement aims to persuade customers to use its products or services and to serve as a reminder to employees. If employees do not add value to an organization, their jobs may be at risk. That’s why Lee Benson, a veteran CEO, created the MIND Methodology (Most Important Number and Drivers Methodology), a practice that focuses on behavior over value. This approach encourages employees to complete assigned tasks on time and in sequence. The MIND methodology is effective in increasing employee engagement and productivity. When employees understand and believe in their company's values, they are more likely to be motivated to do their best work.
In this episode of the Talent Wins podcast, Chris Mursau sits with Lee Benson, CEO of Execute to Win (ETW), a consulting firm for high-achieving leaders, to discuss how organizations can better run a business using the MIND Methodology. Lee elaborates on the Leadership Audit Checklist, MIND Methodology, and understanding the most important number. 
Resources Mentioned in this episode Chris Mursau on LinkedIn Topgrading on LinkedIn Topgrading Lee Benson on LinkedIn Evaluate To Win (ETW) Your Most Important Number: Increase Collaboration, Achieve Your Strategy, and Execute to Win by Lee Benson

Dr. Price Pritchett is the Founder and CEO of Pritchett, LP, a consulting firm with 40-plus years of proven expertise in merger integration, corporate culture, and change management. He’s an authoritarian on growth strategies, and his first book, After the Merger: Managing the Shockwaves, is the cardinal book on merger and acquisition integration. Upon its successful reception, Dr. Pritchett went on to pen additional 30-plus books, which have collectively sold over 14 million copies, making him one of the best-selling business authors in the world.
Pritchett, LP’s client list consists of mainly Fortune 1000 companies, including American Airlines, Honeywell, NASA, Sony, Texas Instruments, and Wells Fargo, to name a few. As a thought leader and keynote speaker, he’s addressed executive groups such as the American Medical Association, John Deere, Mattel, and General Motors.
In this episode… Statistics reveal that 50-70% of executives fail within the first year and a half of taking on a role. In a merger environment, that percentage increases. Mergers and acquisitions are more than pristine bookkeeping and performing due diligence. It can be a politicized process chock-full of risks, and its success rate depends on leadership competency.
Dr. Price Pritchett, author of the best-seller After the Merger: Managing the Shockwaves, warns that executive leaders are at higher risk of termination during a merger. On the contrary, a merger is more likely to fail when premier talent prematurely flees for fear of losing their job. Other factors to consider are company cultures, organizational structure, and operational costs. Though these are key responsibilities placed on department heads, Dr. Pritchett cautions that an aloof CEO reflects the company’s leadership.
In this episode of the Talent Wins podcast, Chris Mursau sits with Dr. Price Pritchett, Founder and CEO of Pritchett, LP, to discuss strategies for a successful merger. Dr. Pritchett explains how premier talent plays an integral role in the success of merger integrations, why CEOs need to be more involved in the recruiting process, and M&A best practices.
Resources Mentioned in this episode Chris Mursau on LinkedIn Topgrading on LinkedIn Topgrading Email Topgrading: info@Topgrading.com Dr. Price Pritchett on LinkedIn Pritchett, LP Merger Integration After the Merger: Managing the Shockwaves by Price Pritchett The Employee Guide to Mergers and Acquisitions by Price Pritchett

Brad Giles is the Founder and Managing Director of Evolution Partners, a top strategic and leadership advisory firm. As a serial entrepreneur, Brad has founded multiple fast-growth companies and supported hundreds more. He is also an author, speaker, and leadership coach with over 20 years of experience. He helps CEOs build, execute, and maintain accountability over their strategic plans.
In this episode… Research shows that 84% of companies have an onboarding process of 14 days or less. But this hinders employees’ success since performance accelerates after 30 days of onboarding. So how can you empower top talent with the knowledge and opportunities to thrive in their roles?
Leadership expert Brad Giles advocates for a 90-day onboarding process divided into three pivotal stages. The first month should include weekly induction meetings communicating position and organizational expectations. The second phase transitions from mentoring to practical skill application to overcome the learning curve. As the new hires progress in their roles, leaders should build and nurture relationships and encourage consistent practice. This strategic system mitigates knowledge gaps and promotes productivity.
In this episode of Talent Wins, Brad Giles of Evolution Partners joins the host Chris Mursau to discuss best practices for hiring and onboarding. He explains onboarding debt, hiring strategies and tools, and the difference between onboarding, orientation, and induction. 
Resources Mentioned in this episode Chris Mursau on LinkedIn Topgrading on LinkedIn Topgrading Brad Giles on LinkedIn Made to Thrive: The Five Roles to Evolve Beyond Your Leadership Comfort Zone by Brad Giles Evolution Partners The Growth Whisperers podcast

Scott Scully is the Founder and CEO of Abstrakt Marketing Group, a B2B lead generation and business growth agency. Under his leadership, Abstrakt Marketing Group has achieved an impressive annual growth rate of 20% for the past 13 years, resulting in a current team of 550 members and a projected revenue of $78 million for the year. Over the past 30 years, Scott has started, invested in, or played a major role in several companies in the marketing and lead generation space, three of which have exceeded $12 million in annual revenue. He is also the co-host of The Grow Show, a podcast for business leaders and entrepreneurs with a growth-driven mindset.
In this episode… Scott Scully of Abstrakt Marketing Group is proud to have a team that differentiates his company from the rest. He’s so confident in his people that Abstrakt offers guaranteed results — and clients don’t have to pay until these results are achieved. How does he develop a team of A players that take Abstrakt to the next level?
The first thing Scott does is define the traits of A players and hire based on these characteristics. Once these A players are on the team, Scott holds weekly meetings and appoints A player scores to ensure employees are on the right track. On the company side, he helps create an innovative culture that fosters employee growth, happiness, and constant development. How else does Scott attract and retain top talent?
In this episode of Talent Wins, Chris Mursau chats with Scott Scully, Founder and CEO of Abstrakt Marketing Group, about hiring and retaining a team of A players. Scott digs deep into his MAP meetings, tips for improving culture, and the value of creating opportunities for your people. He also shares advice for growth-minded CEOs who want to scale!
Resources Mentioned in this episode Chris Mursau on LinkedIn  Topgrading on LinkedIn Topgrading Scott Scully on LinkedIn  Abstrakt Marketing Group The Grow Show: Business Growth Stories from the Frontlines

Michael Douglas is the Chief People Officer at Curative, where he’s responsible for talent acquisition, leadership training, professional development, and employee engagement and retention. Curative is the healthcare staffing arm of Doximity, the largest and fastest-growing professional medical network.
Michael, a seasoned healthcare staffing and recruiting professional with over 25 years of experience in the industry, has been with the company for nearly three years, previously holding C-Suite roles at Allied Staffing Network, Medestar, and Fidelis Partners, LLC.
In this episode… Talent pools are constantly changing, and so are their expectations for how companies attract, hire, and retain employees. How can you adapt to the changes and ensure you’re finding the perfect candidates for your company?
The pandemic made talent acquisition challenging, especially for Michael Douglas and his team at Curative. But instead of letting tough times get the best of them, the Curative team pivoted. They revamped their work environment with a new office, implemented the Topgrading system for a consistent hiring process, took to social media to discover new candidates, and improved their culture through DEI initiatives. How did the Curative team do it, and what strategies can you take from their experience? 
In this episode of Talent Wins, Chris Mursau is joined by Michael Douglas, Chief People Officer at Curative, to talk about revamping work environments and talent acquisition processes. Michael discusses the shifting landscape of the talent pool, tips to attract and retain A players, and how to strengthen your hiring methods. Stay tuned!
Resources Mentioned in this episode Chris Mursau on LinkedIn Topgrading on LinkedIn Topgrading Michael Douglas on LinkedIn Curative Curative on TikTok