Workplace Warrior®
Workplace Warrior®: where you hear unique perspectives on leaders with an uncommon desire for results, who take charge, lead their teams and accomplish the mission. They are critical for success in our volatile, complex, and uncertain times. Sometimes, they are perceived as abrasive and occasionally called names like bully. Your host, Jordan Goldrich, grew up in a loud New York family and once lost an executive position because of his style. He is co-author of the Amazon Best Seller, Workplace Warrior®: People Skills For The No-Bulls**t Executive, Chief Operations Officer, Master Corporate Executive Coach, and Licensed Clinical Social Worker. His guests are part of his international network of Workplace Warrior® executives, master corporate executive coaches, and thought leaders. Each guest will engage you in conversation about their successes, mistakes, and solutions. You will get strategies for being completely authentic, while you fulfill your commitment to your organization, build positive relationships, and take performance to an even higher level.
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Kelly Feldkamp: Realities of The Job Site Athlete Keeping Laborers Safe, Strong, and Loyal
04/26/2024
Kelly Feldkamp: Realities of The Job Site Athlete Keeping Laborers Safe, Strong, and Loyal
About Kelly Feldkamp: Kelly is the founder of ProVention Plus, which is an on-site injury prevention company that is changing the way companies take care of their manual labor and craft employees. She has a master's degree in exercise and wellness and is the creator of the Move Better Program used by thousands of jobsite athletes over the last 20 years. Kelly has a passion for helping jobsite athletes reduce the discomfort that they may believe is an unfortunate but necessary part of their profession. She and her team at ProVention Plus have been blessed to work with those who are most in need of injury prevention care, but are also the least likely to seek it out for themselves. The evolving conversation around how we care for the job site athlete is a welcome change for Kelly. She's playing an active role in moving the industry toward a place where pain is not just an unfortunate byproduct for the job site athletes, but they also build the world we all enjoy. In this episode, Jordan and Kelly discuss: Why on-site injury prevention is important Addressing and reducing job site injuries The state of jobsite injuries Preventing injuries through movement Key Takeaways On-site injury prevention services can reduce discomfort and pain for industrial athletes. Providing them with the right support can lead to fewer injuries which would make them even more effective at their work and also increase their loyalty towards the company. Dynamic group warm-ups and dedicated one-on-one sessions are more effective than stretch and flex programs in reducing injuries and preventing current injuries from progressing. Industrial athletes often continue working despite injuries due to fear of losing their job or ruining the company’s zero-injury record. Soft tissue injuries, which are common and costly in industrial settings can often be prevented through physical therapy and strengthening rather than surgery. Moving our bodies in all possible ways is essential in reducing and preventing injuries both on and off the job. “If you don't move it, you lose it. So let's move our bodies in all the ways we can move it.” — Kelly Feldkamp Connect with Kelly Feldkamp: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Ryan Tansom: The Intentional Growth Framework™ For Entrepreneurs
03/21/2024
Ryan Tansom: The Intentional Growth Framework™ For Entrepreneurs
About Ryan Tansom: Ryan started his entrepreneurial career at his family business where he was the executive VP. He was responsible for the strategic operational and financial strategy of a $21 million company. By the age of 27, he helped turn the company around and bring intentional focus to the right strategies, which enabled it to be sold for eight figures in 2014 to a local competitor, Ryan took his experience and founded Arkona to create the intentional growth framework which helps owners view and run their company like a financial asset through educational training and fractional CFO services. Ryan's mission is to help entrepreneurs enjoy work, create wealth, and make an impact in order to make the journey worth it. Ryan has personally guided over 400 entrepreneurs, and leaders through the Intentional Growth Academy. He has been involved in dozens of transactions and spoken in front of some of the most prestigious CEO masterminds, like Vistage Worldwide and Entrepreneurs Organization. He also hosts the popular Intentional Growth podcast that has 340 Plus episodes 500,000 downloads and guests like Gino Wickman, Bo Burlingham, Dan Martell, and others. In this episode, Jordan and Ryan Tansom discuss: The “hats” entrepreneurs wear: Owner and Leader Owners and leaders usually have different values and goals for each hat The critical conflicts balancing income and growth “De-risking” cash flow Growing your value Key Takeaways Conflicts happen when there’s a misalignment of values between the leadership and the ownership of a company. Especially when owners and leaders are the same people, they need to define their goals for each hat they wear. Then they need to create alignment between ownership, leader, stakeholder and client goals. They must also create a vision that will guide their decision-making and make sure that the organization is always aligned with the overall goal. Revenue doesn’t mean much for a company. At some point, there needs to be cash flow to generate enough equity growth. Grow value by increasing and “de-risking” cash flow. Hire the right team of advisors and coaches to help you get to where you want to be. Surround yourself with people that you trust, love, and respect. “There is nothing more “freaking” frustrating than someone who wants to just get up and execute when the owner and ownership group doesn’t know what they want.” — Ryan Tansom Connect with Ryan Tansom: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Stephanie Coradin: Building Accountable Leaders, Bold Problem Solvers and Exceptional Service Providers
03/07/2024
Stephanie Coradin: Building Accountable Leaders, Bold Problem Solvers and Exceptional Service Providers
About Stephanie Coradin: She is the Founder of Dembo Inc. She has over 18 years of experience in providing leadership and development training and life coaching to individuals and groups from various industries. She holds an MBA and a master's degree in mental health counseling. She has a unique combination of knowledge and length of industry experience, which enables her to draw out the underlying factors that may be impacting an organization's growth and provide effective solutions. She's an advocate of employee empowerment, and dynamic leadership. She believes that when employees feel valued by their leaders and trusted with their abilities, they are motivated to perform their best. In this episode, Jordan and Stephanie Coradin discuss: The fine line between coaching, consulting, counseling and mentoring The stereotypes regarding the different generations in the workplace The mentality of entitlement across generations Corporate culture change Key Takeaways In corporate culture change, start with standard operating procedures to fix the cause versus just curing problems. Awareness of one’s own leadership style is essential to building a positive corporate culture. Building self-awareness requires a person to be willing to dig deep into the intentions, motivations, and past experiences that drive their decision-making. Once a person becomes aware of their background and tendency, that’s when they can move forward with change. A mentality of entitlement and oversensitivity is not entirely unique to the younger generation. There are entitled people in all generations. Somewhere between 13% and 20% of people have personality disorders. You have to assume that regardless of generation, you will see difficult behaviors. “Treat your team members well. If you treat your team members well, then your bottom bottom line will soar. Because when they're happy, they make everybody else happy.” — Stephanie Coradin Connect with Stephanie Coradin: LinkedIn: Instagram: @stephanie_zcoradin Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Susan Power: Diamonds Are Rocks Under Pressure For A Long Time
02/22/2024
Susan Power: Diamonds Are Rocks Under Pressure For A Long Time
About Susan Power: Susan is the Founder & CEO of PowerUp Leadership, a boutique consulting advisory and leadership coaching firm based in Halifax, Nova Scotia Canada. PowerUp Leadership focuses on creating inspiring workplaces The firm specializes in building leadership capability for Executive Leaders. Most of her clients are in the technology industry, professional services, and healthcare In this episode, Jordan and Susan Power discuss: How people communicate in both direct and indirect cultures. Roles coaches play at the highest levels that are usually not discussed Helping teams work together more effectively Aspects of effective leadership Key Takeaways Effective leadership requires balancing a polarity: Respect and support on one side. Challenge and accountability on the other. The top coaches act as a “thought partner” with their executive clients. They provide alternative perceptions and interpretations to help their clients reach decisions. This is not usually included as something that is part of coaching. Teams are able to work more effectively if each member is encouraged and willing to communicate their strengths and weaknesses. To encourage honesty, ask each team member to voice their level of belief in a decision and then address any doubts or concerns that arise. Prioritizing respect and humility is the key to effective leadership. Being merely “nice” isn’t going to help anybody in the long run. “To be an entrepreneur, you have to be very intentional, that continue to surround yourself with top talent and smart people and smart clients.” — Susan Power Connect with Susan Power: LinkedIn: Twitter: Facebook: Instagram: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Randi Roberts: Change Your Perspective Before Changing Your Career
01/18/2024
Randi Roberts: Change Your Perspective Before Changing Your Career
About Randi Roberts: Randi is the president of Randi Roberts Coaching LLC., and founder of the Fulfilling Career, Happy Life Community. Randi is an executive coach and a career life coach, and she helps accomplished professionals love their work and achieve their career goals. She has seen too many people develop solid career plans, put in tremendous effort over many years at significant sacrifice, and then achieve their goal only to find that it may not be as satisfying as they hoped. The work her clients do with Randi allows them to explore new possibilities, assess their framework against who they are and want to be, and find what truly fits. Randi has an MBA from the Wharton School of Business and is a professional certified coach. Before becoming a career life coach, Randi had a successful 30-plus-year career as a pharmaceutical executive working for both large companies and a small startup. She also founded two of her own businesses. In this episode, Jordan and Randi discuss: What is important in planning a career change Look at your life as a business challenge Balancing psychological safety and managing performance Visualizing the best career experience Trust your gut and get some help Key Takeaways You need to put in some work in your inner being before you change careers. Figure out what the issue is first and get to the bottom of it before you decide to shift so that you can get it resolved before moving out. It’s better to align your career goals with your personal values and happiness rather than just following a structured career planning process. If you do need to take on a role that you are uncomfortable with, then make sure that you’re making the decision for yourself rather than doing it just because somebody told you so. Visualize what would be the ideal situation for you. Put yourself a year ahead where you are happy and fulfilled. What does your work look like? How much are you earning in that ideal situation? How many hours of work are you putting in? Once you’ve figured that out, look at the gap between that and where you are now. Trust your gut and get some help. Your skills, your abilities, and your instincts are what have gotten you to the point that you're at. The possibility of coming up with the answer is much greater if you have somebody else's brain and insights into it, rather than just trying and taking it on yourself. “Being opportunistic is great but I think it's worth, taking a beat, taking a deep breath, and making sure you're going after the right thing for the right reasons. Money is very attractive in the short term. But it's not enough for most people to sustain your fulfillment over the long term.” — Randi Roberts Connect with Randi Roberts: Website: LinkedIn: Facebook: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Eric Chriss: Managing Succession with Life Insurance as a Form of Stock Options
01/04/2024
Eric Chriss: Managing Succession with Life Insurance as a Form of Stock Options
About Eric Chriss: As the CUSTOMatrix Founder and CEO, Eric Chriss’ dynamic, direct and innovative leadership guides their Executive Services Division. A nationally recognized trailblazer in the executive leadership and management field, Eric pioneered the CFO practice model – a model that has taken on national scope and is recognized as a best practice within the financial leadership arena. Deeply committed to understanding the root of client needs and dilemmas, Eric’s down-to-earth and upfront style blends with a successful track record in executive management. In building CUSTOMatrix from the ground up, he’s developed numerous programs for the firm in addition to generating business development strategies with banks, private equity groups, and venture capital. Eric also focuses on partner recruitment, international business development and media campaigns to build engagement with and awareness of the firm’s brand. In this episode, Jordan and Eric discuss: Managing Succession Risk An Executive Roundtable Using whole life insurance in a manner like stock options Key Takeaways Using insurance mechanisms can help business owners address key employee risk and succession planning challenges. It creates a unique incentive that protects the organization while also creating resources for the key employee who’s next in line to purchase the business. An Executive Roundtable is an approach to evaluate the true efficacy of a CFO consulting engagement. Create space in your organization to allow the CEO and their team to discuss issues with bare honesty. Being accountable to each other will hurt, but when things get difficult or painful it is usually a sign that you are going in the right direction. “It hurts to be accountable. And if it hurts, then you're probably - not always - but you're probably doing the right thing, or at least headed in the right direction.” — Eric Chriss Connect with Eric Chriss: LinkedIn: Website: Email: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Steven Gaffney: Unconditional Power
11/09/2023
Steven Gaffney: Unconditional Power
About Steven Gaffney: Steven Gaffney is the CEO of the Steven Gaffney Company. He is the leading expert on creating Consistently High Achieving Organizations (CHAO)™ including high-achieving teams, honest communication, and change leadership. He is one of the few leadership experts that can guarantee results. He has become the go-to person and trusted advisor for countless top leaders and executive teams from Fortune 500 companies and associations, as well as the U.S. government and military. He is also a highly regarded author and sought-after speaker. Thousands of people have credited Steven’s speeches, seminars, TV and radio appearances, and books, for making immediate and lasting changes in their organizations and personal lives. He is a cancer survivor, and as a recognition of his contributions, he received the Celebration of Life Award. In this episode, Jordan and Steven discuss: Creating consistently high-achieving teams The three moods a team can have What is unconditional power? How to respond when you are being targeted Key Takeaways Observe how when we’re in a good mood, we’re more productive and effective. There are three moods: one is powerlessness, the second is conditional power, and the third is unconditional power. Unconditional power is all about recognizing issues but still choosing to spend 100% of one’s energy to create solutions. There are certain principles that are universal in how human beings are built. An example is that if we listen to another person deeply, no matter how upset they are, they tend to start calming down. It doesn’t completely solve the conflict or problem, but it is a good first step. Don’t be stuck in a victim mindset. Perhaps someone has spoken to you in a disrespectful or bullying way, whether they intended to or not. To be an effective leader, you need to separate your self-esteem from how others talk to you. You always have the choice to turn a situation into something that’s psychologically beneficial to you. “Unconditionally powerful means we recognize conditions about people, resources, or whatever. But we spend 100% of our energy on what we're going to do about it.” — Steven Gaffney Connect with Steven Gaffney: Facebook: Twitter: Instagram: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Bill Kieffer: A No-Bs Discussion Of Success Before, During And After Career Transition
10/19/2023
Bill Kieffer: A No-Bs Discussion Of Success Before, During And After Career Transition
About Bill Kieffer: Bill is a former U.S. Army officer with over a decade of active duty service. He also possesses extensive experience as a human resource and talent management executive, with more than two decades of senior leadership roles in large, complex, global companies. His practical, thoughtful, and results-focused approach has aided individuals and organizations in various industries in optimizing their talent capabilities and achieving their goals. Throughout his career, he has provided coaching and guidance to military veterans, helping them make successful transitions from their military careers to the civilian, commercial work world. Having undergone this transition himself, he is passionate about supporting other veterans in their journeys to success. The breadth and depth of his experience uniquely qualify him to offer guidance to veterans, non-veterans, teams, and organizations in effectively navigating change, acknowledging the realities of their situations, and developing and executing plans to enhance performance and achieve their planned objectives. In this episode, Jordan and Bill discuss: The journey of transition The cost of sacrificing relationships Cultural differences in performance management The significance of knowing who you are Key Takeaways The centerpiece for success in both transition and landing a job is to understand deeply who you are. Know what makes you tick so that you can be successful and authentic, adding your real value to your work environment. The three key questions are “Who are you?” “What do you bring to the party?” and “How do you define success?” Departing and transitioning into a new career is a journey unto itself. Once you’ve made it, you’ve got to do something to be successful. A lot of people who transition find themselves feeling a lot of fear because of the uncertainty and the unfamiliarity of it. When you sacrifice relationships for the sake of efficiency, sometimes people get hurt and the best that you’ll be able to get out of them is compliance to your position. You’ll never get commitment, camaraderie, or synergy with them. Discover the culture regarding performance management when you are going into a different culture. Don’t force your ideas on people, find a way to work together in harmony. “When you've landed, you have got to understand who you are and what makes you tick, so you can be successful and authentic and add your real value to your work environment.” — Bill Kieffer Connect with Bill Kieffer: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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John Baldoni: What It Takes to Lead with Grace When the Heat Is On
10/05/2023
John Baldoni: What It Takes to Lead with Grace When the Heat Is On
About John Baldoni: John Baldoni is an internationally recognized keynote speaker and author of 16 books that have been translated into ten languages. John’s thought leadership is reflected in his writing as well as his choice of media: columns, videos, and books. John also integrates piano improvisations into his keynotes which he illustrates with his still life photos. As the host of LinkedIn Live’s GRACE under pressure interview series, John has interviewed more than 200 global business, academic, and thought leaders and doers. John’s books include Grace Under Pressure: Leading Through Change and Crisis; Grace Notes: Leading in an Upside-Down World; GRACE: A Leader’s Guide to a Better Us; MOXIE: The Secret to Bold and Gutsy Leadership; Lead with Purpose; Lead Your Boss; and The Leader’s Pocket Guide. Thinkers 360 named John the No. 2 Thought Leader in Coaching in 2023 and a Top 10 Thought Leader for both Leadership and Management in 2022. Global Gurus ranks John a Top 15 global leadership expert, a list he has been on since 2007. In this episode, Jordan and John discuss: Infusing grace into leadership Compassion and self-care Expressing your empathy Why grace is important Key Takeaways When in crisis, effective leaders take care of their people, they take care of themselves, and they plan for the future. The key is to infuse that framework with grace. Leaders must let their people know that they have their back. Compassion is all about recognizing the pain and suffering that others experience and helping to alleviate that if possible and appropriate. In the pursuit of that compassion, many leaders neglect to care for themselves. However, in order to continuously support others, a leader must give themselves compassion, grace, and care as well. Compassion is the expression of empathy. When you see somebody in need or in pain, what you decide to do about the situation is truly what counts. Be present for people and offer your support. Grace is essential for recognizing the better nature of others and overcoming prejudice, as it allows us to see beyond our own self-protection and threat responses. “The easiest thing that well-intentioned leaders do is take care of their people because leadership is other-directed.” — John Baldoni Connect with John Baldoni: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Debbie Allen: Confessions of a Successful Shameless Self-Promoter
09/15/2023
Debbie Allen: Confessions of a Successful Shameless Self-Promoter
About Debbie Allen: What makes Debbie Allen's business mentoring unique is her 'hands on' personalized attention to her clients. Integrity, follow up and commitment to excellence are all core business values. She supports small business owners, entrepreneurs, speakers and coaches to create and build highly successful expert businesses. Debbie has built and sold 6 million-dollar companies in diverse industries and has been an entrepreneur since the young age of 19. Today, she is known as The Market Positioning Expert by supporting her clients in developing brand domination around their expertise. Debbie works with small business owners, entrepreneurs, coaches, speakers and experts in many different niche markets. Debbie has been a professional business speaker for over 25 years and has presented before thousands of people in 28 countries around the world. She is an award-winning entrepreneur and bestselling author of 10 books including The Highly Paid Expert, Success Is Easy and Expert Positioning. Her expertise has been featured in dozens of publications including a regular featured expert with Entrepreneur Magazine. Additional media includes Forbes, Washington Post, and USA Today. In this episode, Jordan and Debbie discuss: The power of relationships in business Promoting yourself in an authentic way Getting over the discomfort of self-promotion Success in entrepreneurship Key Takeaways: It’s necessary to treat other people with respect, but it’s equally as necessary to be truthful and speak your mind. Relationships are very powerful in business but that doesn’t mean you have to be worried about getting everybody to like you. Promote yourself in an authentic and loving way, showing people that you are eager to give value to them through your expertise. There is an arrogant and tiresome way to do self-promotion, that is what you have to avoid. However, you can’t get by anywhere in life if you don’t talk about what you do and what you are good at. There’s an underlying reason why one may find it difficult to promote themselves. In that case, one must rid themselves of negative preconceptions about marketing. Marketing is good, it serves not only you but for people who are looking for someone like you. Success in entrepreneurship starts with overcoming mental barriers. You have to believe in yourself so that others can also believe in you and trust your product, skill, or expertise. “You need to tell people what you do. Otherwise, you're not going to get the opportunities that you deserve” — Debbie Allen Want to find out how entrepreneurs are turning their businesses around with expert positioning to build multiple 6-7 figure income streams? Check out Expert Positioning here: Connect with Debbie Allen: Website: Facebook: LinkedIn: YouTube: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Creating Respectful Work Cultures Through Coaching Abrasive Leaders with Catherine Mattice
09/05/2023
Creating Respectful Work Cultures Through Coaching Abrasive Leaders with Catherine Mattice
About Catherine Mattice: Catherine founded Civility Partners in 2008 as a result of working in a toxic environment and has since served a huge array of clients with consulting, training and coaching services. She’s written three books, one of which Ken Blanchard called, “the most comprehensive and valuable handbook on the topic” of workplace bullying. Catherine’s also been cited in such media outlets as Forbes.com, Inc Magazine, Entrepreneur, and USA Today, and appeared as a guest on such venues as NPR and CNN. Catherine is active in the International Association for Workplace Bullying & Harassment (IAWBH) and one of the four founding members of the National Workplace Bullying Coalition, a nonprofit organization focused on ending workplace bullying. She has a Bachelor’s and Master’s in Communication and taught communication courses at the college level for ten years. In this episode, Jordan and Catherine discuss: The part that the organization plays in abrasive cultures The paradox of a respectful culture Overcoming one’s own abrasiveness The cost of having an unhealthy culture Key Takeaways: The organization plays a much bigger role than they're often given credit for. In many cases, an organization has an abrasive leader because the organization has allowed it to happen or they don't have the right policies and procedures in place to keep it from happening. The goal with creating a respectful culture is creating a psychologically safe environment. This doesn’t mean that we promote or empower a culture of victimhood because victimhood in itself is a bullying tactic. People should be allowed to show up as authentic while also making them feel safe. A big piece of being able to overcome abrasive behavior is acknowledging that you’re imperfect, you make mistakes, and that you can learn from these mistakes. Telling others that you have a tendency to say things the wrong way but you’re working on it would be a huge boost in morale for people that you lead. If people feel scared, they are more likely to make mistakes and in some workplace environments, mistakes can be riskier or could mean accidental physical harm. That’s why it’s important, in all environments, to create a culture of psychological safety. “A lot of times what the clients are essentially saying is ‘I'm learning that mistakes are okay, that we can learn from them. It's okay to be human.’” — Catherine Mattice Get your own electronic copy of “How To Coach Abrasive Leaders” ebook for free by clicking on this link: FREE Resources For Developing A Healthy Workplace Culture: Connect with Catherine Mattice: Website: Email: LinkedIn: Facebook: Twitter : Instagram: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Digital Avatar Coaching: Expanding Your Coaching & Consulting Reach
08/14/2023
Digital Avatar Coaching: Expanding Your Coaching & Consulting Reach
Nancy Parsons is CEO and President of CDR Companies, LLC, which is a globally recognized expert in combining the science of assessments with the art of developing people. Nancy was the ACEC/MEECO International Institute Thought Leader of Distinction in Executive Coaching (2019) and author of the Amazon bestseller: Women Are Creating the Glass Ceiling and Have the Power to End It. Nancy and her team recently launched CDR-U Coach, the first-of-its-kind, digital avatar coach that provides individualized feedback and development for all employees. CDR-U Coach was awarded the 2021 Gold Star Winner of the “Best New Product or Service of the Year” by the Stevie Awards for Women in Business and for the 2022 Houston Business Journal Innovation Award. Nancy’s primary clients include global C-Suite members and executive coaches. In this episode, Jordan and Nancy discuss: Coaching from live people delivered digitally The only digital avatar that can debrief a deep personality assessment How the avatar can extend the reach of executive coaches Nobody coaches the bottom 80% of the workforce Breaking through the glass ceiling Key Takeaways The digital avatar system is not AI. All the scripts are written by executive coaches. This extends deep coaching to people who almost never receive it. Only 10-15% of employees are self-aware, which is why a lot of people make career mistakes, become unhappy, or have engagement issues. Growth doesn’t happen until we look deep within ourselves. The assessment suite delivered by the avatar includes characters, drivers, and risks. In giving feedback, it’s important to be candid, direct, and accurate - to not sugarcoat the results. However, it’s equally as important to be cognizant of people who do need reassurance and need a little extra support in order to reach their potential. Breaking through the glass ceiling is a matter of being more assertive and having more initiative. It’s about being more confident and being open to speak up and answering questions even in moments where you don’t feel confident. Also, like everything else, it will take practice. “Women can change these reactions and behaviors, but they have to be aware of them. We can end the glass ceiling if we help women be more assertive in those tough moments.” — Nancy Parsons Connect with Nancy Parsons: Website: LinkedIn: | Twitter: @neparsons Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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EP 87: Jeff Eschliman: From Combat to the Boardroom - Lessons in Leadership Development
07/27/2023
EP 87: Jeff Eschliman: From Combat to the Boardroom - Lessons in Leadership Development
About Jeff Eschliman: Jeff Eschliman is an executive coach with 30 years of experience from combat in Iraq to the corporate boardroom. Personal development, consistency, and a tenacious work ethic are hallmarks of Jeff’s leadership style. Jeff communicates a crystal clear vision and bold expectations with his collaborative approach. Jeff is a sought-after expert for building and scaling results-driven teams. He believes hiring the right people, equipping them with the tools they need to be successful, and then holding them accountable for results is the secret to exceptional business success. He knows creating culture through attracting top talent, intentional onboarding, and rigorous top-grading are critical for winning with people. Jeff believes in helping you find the same harmony in your life that he creates for his clients by using his zen-for-success model. Through his system of careful planning and continual reflection, he’s able to slow down the chaos of modern life. Guided by his one-page strategic plan for life, Jeff helps bring your vision for the future into an actionable methodical plan where success and harmony coexist. In this episode, Jordan and Jeff discuss: Becoming well led Zen for success Pause and assess The secret to leadership Key Takeaways Your journey to leadership starts with learning to become well-led. If you are not teachable, cooperative, or accountable, then you will lack the resources and experiences that would have made you into a great and effective leader. Every part of our life wants a little piece of our time and when we keep letting people take, without giving ourselves any care, then we’ll end up burning out. Slow down the chaos, check out so that you can check-in. Instead of putting out fires all the time, slow down and find out who’s holding the matches. Which parts of the process are the most prone to danger? There will be three buckets in your organization, and the goal is to move each bucket higher than where it is. The secret to leadership is that there’s no secret. You’ve got to work hard and align with the mission and vision of the organization. Focus on getting the right people on the team, who apply the team’s core values. “Learning how to work with people, learning how to be well led, I think is an important part of leadership in general” — Jeff Eschliman Connect with Jeff Eschliman: Website: LinkedIn: YouTube: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Angela Johnson: Secrets Leaders and Coaches Should Know
06/22/2023
Angela Johnson: Secrets Leaders and Coaches Should Know
About Angela Johnson: Angela Johnson calls herself “professional people geek.” She is a Certified Scrum Trainer, Agile Guide and author of The Scrum Master Files, Secrets Every Coach should know. She has 25+ years of experience working with teams and leaders in both project management and Agile environments. Angela started her career in technical support, quickly advancing to programming, database administration and project management. She realized that her passion was not in Gantt charts and status reports but in helping people work together more effectively within organizations. Becoming a Scrum Master enabled her to serve teams. In 2010, she founded her company to bring Agile education and coaching services to a diverse group of start-ups, Fortune 100 and 500 companies. Angela identified that the best way to learn more about the highs and lows of Scrum adoptions was to immerse her own company into this way of working. In 2014 she renamed the company to Collaborative Leadership Team and began the same journey her clients were undertaking. Collaborative Leadership Team uses Agile to manage the company and has the privilege of serving others in a variety of industries including: software, hardware, services, marketing and more. The breadth and depth of CoLeadTeam’s experience extends beyond Scrum and includes Kanban, eXtreme Programming, Facilitation and Organizational Change for Business Agility. Angela is a Certified Scrum Trainer®, and a Certified LeSS Practitioner. She holds a Masters of Business Communication from the University of St. Thomas. She believes her greatest roles are mom, wife and teammate. In this episode, Jordan and Angela Johnson discuss: Problems that are universal to organizations The relationship between autonomy and psychological safety The four values of the Agile Manifesto Practicing radical daily transparency Key Takeaways: Scrum is all about not having somebody hierarchical above you telling you what to do and when to do it. It's a self-organizing self-managing team. A leader’s job is to create alignment and make sure that everyone across the board is able to implement new strategies like scrum and agility. In order to introduce autonomy and personal responsibility in an organization, the environment has to become psychologically safe and people are able to openly bring up problems that come to light. Being agile is all about your organization’s ability to pivot or adapt. Here are the four values of the Agile Manifesto: Individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan. The key to cultivating an agile team is to practice daily radical transparency. For you to be agile, and be able to pivot in time to prevent a disaster or seize an opportunity, you’ve got to know where your organization is. “The leader has to set the tone and be very clear - because people will make things up in the absence of clear direction. ” — Angela Johnson Connect with Angela Johnson: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Robin Osborn: Adversity Warrior - The Freedom Framework
06/08/2023
Robin Osborn: Adversity Warrior - The Freedom Framework
About Robin Osborn: Robin has a 33-year history of being at the helm of her l family business in Southern California. Her remarkable entrepreneurial journey started at the young age of 21 when she, her twin brother and their sister took over her father’s business after his suicide! She managed over 40 employee’s with a current employee retention record of over 30+ years. She has an intuitive understanding of both the employees’ and customers’ needs. A few years ago, Robin’s business literally hit the ceiling. She was up at 2am, frustrated with doing the same thing and getting the same results. She was facing personnel conflict, profit woes, and inadequate growth. After reading the book “Traction” by Gino Wickman, her life was changed forever. By applying Business OPerating Systems to her business, she has finally received the relief and freedom that she once only dreamed about. Robin is passionate about championing you to get the most out of your business using the Freedom Framework. She would love for you to contact her to discuss a plan of action in achieving the business success you have always dreamed about. In this episode, Jordan and Robin discuss: Becoming an Adversity Warrior The value of being vulnerable and honest about what you’re going through Creating unity in the organization How to get the team to the pinnacle Key Takeaways The first step to becoming an adversity warrior is to recognize that you're stuck and having the courage to step forward and get the help you need. Going from chaos to clarity is about going inward and finding out how you are holding yourself back. Recognize the limiting beliefs that you hold and seeing what parts of your life are not in alignment to your values. Own your actions, executions and the way you engage with people. Once you have achieved clarity within, you must also apply it in your organization. Be clear about the goal and make sure that everybody knows what that goal is and that each person is rowing to the same destination. Inspire a culture where people are smoke detectors instead of firefighters. To get people rowing in the same direction, you’ve got to go through the basic framework of each one knowing their role in the organization. There must be accountability and a new set of rules in order for the team to reach a new peak. “Understand your weaknesses. We don't want to change the weaknesses. We just want to keep them in the peripheral vision so that we can keep everyone around us in their unique ability.” — Robin Osborn Reserve a meeting with Robin by clicking on this link: Connect with Robin Osborn: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Jennifer Fondrevay: How to Navigate The Personas That Emerge During Mergers and Acquisitions
05/17/2023
Jennifer Fondrevay: How to Navigate The Personas That Emerge During Mergers and Acquisitions
About Jennifer Fondrevay: Jennifer J. Fondrevay is the Founder of Day1 Ready™, a consultancy that advises forward-thinking business leaders, owners, and C-Suite executives on how to prepare for the human capital challenges of M&A. As a Fortune 500 C-Suite “survivor” of three multibillion-dollar acquisitions, Jennifer has been on all sides of the deal equation. She saw countless growth strategies fail due to a workforce that couldn’t pivot and adapt as quickly as leadership anticipated. In this episode, Jordan and Jennifer discuss: The personas that emerge during mergers and acquisitions The Dominatrix and Black Widow personas What does not get discussed in mergers and acquisitions Why you should be truthful to your team about threats Key Takeaways If you are not truthful with your team, they will see through you and lose their trust. Don’t say lies to calm and placate people in an uncertain environment. Leaders need to be warriors during times of significant change Not every abrasive person in the workplace is a sociopath or a bully. Many are that way because of their cultural background and their self-esteem being tied to their ability to achieve great things. Black widow personas often act like your friend while slowly positioning themselves to take your role or ascend past you. Watch out for their signals and red flags so that you won’t be blindsided. Leaders need to be familiar with the emotions and personas that emerge so they are able to calm the underlying fear and increase empathy and collaboration “Let go of your title. What you need to focus on is showing your skill set and your expertise. And that is how quickly you learn about industries: distill that information into actionable, executable tasks.” — Jennifer Fondrevay Connect with Jennifer Fondrevay: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Laura Crawshaw: Grow Your Spine - Insights For Managing Abrasive Leaders
05/04/2023
Laura Crawshaw: Grow Your Spine - Insights For Managing Abrasive Leaders
About Laura Crawshaw: Dr. Laura Crawshaw (aka "The Boss Whisperer®") is the world’s leading expert on coaching abrasive leaders and relieving the organizational disruption and workplace suffering they cause. With more than 35 years’ experience as a psychotherapist, corporate officer, executive coach, researcher and author, she founded The Boss Whispering Institute in 2008, which is dedicated to research and training in the field of coaching abrasive leaders. Through her pioneering work, Dr. Crawshaw has dispelled the myth that leaders who engage in bullying behaviors are incapable of changing their management styles, bringing insight to these individuals and hope to their employers. In this episode, Jordan and Laura discuss: The reasons that bosses are not clear and direct with abrasive leaders Abrasive leaders need to know the consequences of their impact on others Seeing through the lens of ego and mechanisms of defense Coaching abrasive leaders takes the cooperation of their management and HR Key Takeaways Leaders must realize they are the guardians of the mission of the organization and they are also guardians of the workforce that works to fulfill that mission. They have the duty to provide a physically and psychologically safe workplace. Abrasive leaders tend to not see themselves as abrasive. Some of them believe that they’re doing what needs to be done in order to achieve the organization’s goals. This is why abrasive leaders need to develop awareness of their behavior and the consequences of it. Always keep this in mind. When people respond in anxiety and fear in your presence, try to be open to knowing why they are threatened and with that knowledge, put them at ease. Coaching an abrasive leader to develop healthier habits of communication needs the cooperation of first the abrasive leader, and also, their manager. The manager needs to directly let the leader know that they are abrasive. “[Leaders] are guardians of the mission of their organization. They're also Guardians of the workforce that works to fulfill that mission and so they have a duty to provide a physically and psychologically safe workplace. That is a manager's duty.” — Laura Crawshaw Check out Laura’s books: Taming The Abrasive Manager: How To End Unnecessary Roughness In The Workplace (The Jossey-Bass Management Series). Grow Your Spine & Manage Abrasive Leadership Behavior: A Guide For Those Who Manage Bosses Who Bully. Connect with Laura Crawshaw: Website: | LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Bill Flynn: How Leaders Doom Their Company
04/20/2023
Bill Flynn: How Leaders Doom Their Company
About Bill Flynn: Bill has more than 30 years of experience working for and advising hundreds of companies including startups, where he has a long record of success. He worked for 10 different high-tech startups in different market segments such as speech recognition, e-commerce, and affiliate marketing. He was a vice president of sales eight times, was twice a chief marketing officer, and once a general manager of a division of a $100 billion IT services company. He has had five successful outcomes with two IPOs and seven acquisitions, including a turnaround during the 2008 financial crisis. And then he pivoted to becoming a business growth coach. Bill has multiple certifications as a growth coach. He has a certificate of distinction with the Founders of NeuroLeadership. He's a Certified Predictive Index partner, an author, and an international speaker. Bill's best-selling book, “Further, Faster: The Vital Few Steps That Take the Guesswork out of Growth” continues to have a five-star rating. In this episode, Jordan and Bill discuss: Why businesses fail. The three key factors in business success Why performance is a team sport How to create an anti-fragile environment Turning off your brain’s auto-pilot Key Takeaways Businesses fail because they make small mistakes in many areas creating a heavy burden on the leader and eventually sinking the business. There are only 2 constituencies you should care about- Your customers and your team vs. focusing on beating your competition. Teams get most of the work done in the company. Leaders must attract the right people, put them in the right teams, find a way to grow them, and provide an exit strategy when necessary. Neuroleadership focuses on creating a more brain-friendly organization by making sure interactions in the workplace don’t put people’s brains in a threatened state. Most of our decisions are made automatically without thinking. It takes a lot of work, time, and effort, but it is possible and it is worth it to slow down your bad habits and create better ones to replace them. “[On creating psychological safety] It starts with you, you have to say, I'm a human being”. And that starts with three things: “I don't know”, “I'm sorry”, and “I need help”. When you can do that. you're giving permission for your team to be human beings. That generally raises the level of the team, productivity, and engagement.” — Bill Flynn Connect with Bill Flynn: Website: Email: LinkedIn: Book: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Shaara Roman: Key Strategies For Building a Workplace Culture of the Future
04/10/2023
Shaara Roman: Key Strategies For Building a Workplace Culture of the Future
About Shaara Roman: Shaara Roman is an author, board member, entrepreneur, and former CHRO. She has had senior roles at CGI, Fannie Mae, the National Rural Electric Cooperative Association and Visa. She is the founder and CEO of The Silverene Group, a boutique culture consulting firm that is on a mission to make the work world a better, more inclusive place for all. She works with executives to align their company’s leadership and culture with the business strategy and create programs to maximize employee experience and productivity. Her book, “The Conscious Workplace” provides rich business insights to help leaders transform their companies by building purpose-led, people-centric, and values-driven cultures. In this episode, Jordan and Shaara discuss: Four categories of workplace culture How allowing genuineness creates growth in the organization Building a community through collaborative effort How to build trust within your community Key Takeaways The first category is a fear-based culture, the second is a “get on board” culture, the third is a “nice” culture, and the fourth is a culture of people genuinely striving for the goal of making sure that everybody belongs. Creating an environment where people can be authentically themselves helps people contribute fully to the organization, bringing their whole life, whole experience, and all of their skills. If you want to build a community, you’ve got to engage the whole audience. Collaborate with your people, make sure that all of the employees get to have a part in identifying and solving the problems within the culture. Information is power, not just what you communicate but what you don’t. The more you hold back, the more people become aware that they’re not getting the full story and it’s harder for them to have trust. If you want to build a community, you’ve got to communicate. “There are three key areas that drive a culture of belonging. One is around creating community, the other is around nurturing talent, and the third is around fostering ownership. ” — Shaara Roman Connect with Shaara Roman: Website: LinkedIn: Email: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Wendy Swire: What’s New in Executive Mental Fitness and Applied Neuroscience
03/27/2023
Wendy Swire: What’s New in Executive Mental Fitness and Applied Neuroscience
About Wendy Swire: Wendy has more than two decades of experience coaching thousands of leaders in the US and globally. A thought leader in the field of Neuroleadership and Mental Fitness, Wendy is known for teaching practices that slow down the brain to allow leaders to work more effectively with others. She co-authored the highly acclaimed book, Anytime Coaching: Unleashing Employee Performance. In this episode, Jordan and Wendy discuss: A critical practice for stopping burnout Mental fitness Practices to help leaders work more effectively with others Taking care of your mental health is necessary Key Takeaways Implement a “pause practice” that brings calm focus into your work and personal life. Taking care of your own mental fitness and mental health isn’t a luxury but a necessity in today’s volatile, complex and uncertain environment. Positive intelligence is the ratio of positive versus negative emotions you experience in a day. Empathy, love, creativity, purposefulness, joy, and patience are all examples of positive emotions. Mental health and mental fitness are two different things but working on your mental fitness could help in dealing with issues in the space of your mental health. “You have to start with yourself. What are you doing to take care of yourself in creating these pauses practices - it's not even optional anymore. It's like brushing your teeth. ” — Wendy Swire Take a free mental fitness assessment by clicking on this link: Connect with Wendy Swire: Website: LinkedIn: Twitter: Facebook: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Brenda Harrington: Leading With Inclusion
03/06/2023
Brenda Harrington: Leading With Inclusion
About Brenda Harrington: Brenda Harrington, PCC is the Founder of Adaptive Leadership Strategies, LLC. As the Executive Coach to global leaders in private, public, nonprofit, government, humanitarian and intergovernmental organizations (IGO’s), she helps clients refine the leadership competencies and professional habits necessary for them to have the greatest possible impact. Brenda has extensive experience working with subject matter experts and individual contributors elevating to roles that require them to be a leader of people. A core area of focus for her is the development of cross-cultural awareness and competencies required to work successfully with diverse and multicultural teams. She is the author of ACCESS DENIED: Addressing Workplace Disparities and Discrimination (March, 2022). Brenda completed coaching certification at Georgetown University and Global Mindset certification at the Thunderbird School of Global Management. She holds a master’s degree from Virginia Tech, Pamplin College of Business and a bachelor’s degree from Adelphi University. In this episode, Jordan and Brenda Harrington discuss: Personal stories of unconscious racism Cultivating curiosity about history What is systemic racism Dealing with your blind spots Key Takeaways Some cases of racial insensitivity aren’t malicious by intent, but can still have a negative impact on a person. We need to be conscious about what we say and what we don’t put appropriate weight on when it comes to discussions around history and race. We need to have a thirst for authentic knowledge about our history. We can’t be complacent about things that have happened in the past, as the impact of eras and events of before still reverberate to our modern age. Racism is systemic, pervasive, and ubiquitous. In part, it means how blocks to housing, banking and business etc. mitigated the opportunity to amass generational wealth and create a meaningful quality of life. In order to bring light to your blind spots, you’ve got to discover what your fears or triggers are. You also have to have a realistic degree of expectations. You need to read the room, you've got to understand the culture of the organization and the environment, and who the power players are. “People need to be honest with themselves, about what they're dealing with. And it has less to do with them and everything to do with the environment that they're in.” — Brenda Harrington Check out Brenda’s book, “Access Denied: Addressing Workplace Disparities and Discrimination” by clicking on this link: Or by ordering on Amazon: Connect with Brenda Harrington: Website: LinkedIn: Instagram: YouTube: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Paul ter Wal: Happiness Makes Money - How Shared Core Values Influence Company Results
02/17/2023
Paul ter Wal: Happiness Makes Money - How Shared Core Values Influence Company Results
About Paul ter Wal: Paul is an international engagement explorer, employability expert, and workplace architect. For more than 25 years, he's been in the speaking, consulting, and training business for executive directors and employees. His motto is, “happiness makes money.” He helps companies and organizations across the world address the crisis of engagement that has serious and potentially long-lasting repercussions. As a former lawyer, he works with both sides: employer, and employee, and the purpose is to create work happiness and loyalty. His concept is based on finding what he refers to as the “non-negotiables” in the core values of the individual as well as the company because a highly engaged workforce means the difference between a company that thrives and one that struggles. He is a former lawyer at a social benefits organization, as well as assistant director of public health insurance at the company. He started his consulting career at Capgemini in the field of social security and labor law. He's a professional speaker, advisor, and workplace specialist. His company is called Team Andare In this episode, Jordan and Paul discuss: The current international crisis of engagement The ROI of revitalizing employees that are burnt out or bored out The horizontal model for organizations What is your job as a leader? Key Takeaways Organizations need to prioritize taking care of the human beings that hold the company up. It would harm the company to allow people to burn out and it would benefit the company in profit, sustainability, and growth if the people are taken care of. Sick leave because of burnout is not a medical issue. It is a connectivity and alignment issue. We have to keep employees engaged. This means that the leadership is listening and focused on the whole organization’s purpose. Consider the horizontal model for organizations. Instead of the leaders being on the top and the employees at the bottom, they are all on one line with the professionals at the front serving the customers, the staff serving the professionals, and the leadership serving the staff and the professionals. Your job as a leader is to inspire people, not to be polite. If you see something wrong, tell the truth in a caring and fair way. “People are not happy anymore, they get bored out or burned out. Is that a medical issue? No, that has to do with core values and being connected.” — Paul ter Wal Check out Team Andare’s Employee Engagement Survey for FREE by clicking on this link: Connect with Paul ter Wal: Website: LinkedIn: Facebook: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Michelle Harris: Key Strategies For Women Leaders
02/06/2023
Michelle Harris: Key Strategies For Women Leaders
About Michelle Harris: With over 20 years of successful leadership in finance and accounting for privately held and publicly traded as well as PE backed companies with global revenues as high as $6B, Michelle is an expert in team development, change management, business process improvement, strategic thinking, and operational and financial reporting. MIchelle has a proven track record of success leading organic growth and executing aggressive roll‐up strategies in M&A. She is well known as an international financial leader who leads transactions to successful conclusions seamlessly. Her experience in consumer products, packaging, import/export, health and vision care services, medical devices and healthcare products. Having started her career in Big 4 auditing, she is an expert at SEC annual and quarterly reporting, accounting and financial reporting direction and oversees all aspects of audit compliance, governance, regulatory reporting, and accounting operations in accordance with US GAAP and IFRS. In this episode, Jordan and Michelle discuss: The mindset and strategy for women in technology Responding to someone else taking credit for your idea Feedforward: Getting input on how I can be heard The importance of building a network for leaders Why building trust in your team matters Key Takeaways Many times we see women get “talked over” in the workplace. If somebody else takes credit for your idea in a meeting, address it respectfully by saying something like “thank you for reconfirming what I was talking about earlier” and then move on without bitterness or defensiveness. Relationship-building is essential. Successful leaders have a team they can reach out to and ask how they’d approach certain situations. They also have a circle of trusted friends outside of the company to whom they can vent.. Build trust with your team, create an emotionally safe environment and promote honesty, openness, and directness. As a leader, you need truthful and accurate information. People shouldn’t be afraid to speak up within your team. “For any new leaders out there, people are going to try to tell you what they think you want to hear and that's not good for you, you need to hear the truth. How can you make good decisions and lead your team forward with bad information? ” — Michelle Harris Michelle is offering a three-month Boss Ambition membership for FREE! Check it out at Connect with Michelle Harris: Website: LinkedIn: Facebook: Instagram: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Tracy Sinclair: The Future of Executive Coaching - An International Perspective
01/05/2023
Tracy Sinclair: The Future of Executive Coaching - An International Perspective
About Tracy Sinclair: Tracy works as an international Corporate Executive and Board Level Coach, and a leadership development designer and facilitator working with a wide range of organizations. She also specializes in working with organizations to develop a coaching culture. Tracy was named as one of the Leading Global Coach winners of the Thinkers50 Marshall Goldsmith Awards of 2019 and was a finalist for the Thinkers50 Coaching and Mentoring Award in 2021 Tracy is a Member of Marshall Goldsmith’s MG100 Coaches as well as a Master Certified Coach (MCC) with the International Coaching Federation (ICF). She is a trained Coaching Supervisor, Mentor Coach and ICF Assessor. Tracy has co-authored the book: Becoming a Coach: The Essential ICF Guide published in 2020 which provides a comprehensive guide to coaching for coaches at all levels of skill and experience. In this episode, Jordan and Tracy discuss: How is coaching perceived differently in different parts of the world Understanding how cultural differences impact coaching Neuro diversity in coaching The difference between coaching, mentoring, consulting, and therapy What does it mean to have a coaching culture Key Takeaways A one-size-fits-all approach to coaching across different cultures will not work. People give and receive communication differently so we can’t assume that when we say something to somebody else that it will come across as we intended. The coach needs to have knowledge and understanding about the background of each person. The line between coaching, mentoring, consulting, and therapy are very fine lines. Coaches need to be aware of their own ego needs and offer other modalities only when the client will benefit. To know the client’s needs, the coach should find out what is their pain, what is the cost of their pain, and what would be the benefit for them if they changed. They must decide whether they should invest in making that difference. “It can be so easy to go on autopilot. Before we know it, we're just in there having a chat, giving them advice left, right, and center. . . . I think it's about staying aware of what we're doing, knowing that we're slipping in and out of these different modalities and contracting openly for that. ” — Tracy Sinclair Connect with Tracy Sinclair: LinkedIn: Facebook: Twitter: Instagram: Website: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Jen O’Ryan: Inclusion And Authenticity - Don't Screw It Up By Over-Correcting
12/23/2022
Jen O’Ryan: Inclusion And Authenticity - Don't Screw It Up By Over-Correcting
About Jen O'Ryan: After an extensive career of instigating change at Fortune 100 companies and a few small-but-mighty startups, she created Double Tall Consulting. This new company would fill a gap faced by many organizations – how to get their inclusion and diversity initiatives from “good intentions” to effective, measurable, meaningful results. Now she works with business leaders, product owners, and writers who want their message to be welcoming across a broader audience. Organizations bring her in to design content, culture, and processes that are more inclusive. Her background in tech includes designing new experiences for customers, leading organizational change, and launching global initiatives. She has built and managed global teams, introduced new corporate policies, and conducted research that significantly improved customer outcomes and satisfaction metrics. Her approach is grounded in continuous improvement, building relationships, and curiosity-based problem-solving. She is also the author of “Inclusive AF: A Field Guide for ‘Accidental’ Diversity Experts”. Designed for anyone thinking about Inclusion and Diversity, IAF outlines a roadmap to safely introduce meaningful and lasting change. Jen is a frequent speaker on podcasts, panels, and at events related to Inclusion and Diversity, organizational behavior, and influencing change. Outside of work, she is a travel enthusiast and an avid runner. She also has a strange affinity for bad 80s music, getting lost in new cities, and scary movies. In this episode, Jordan and Jen discuss: Diversity, Inclusion and Toxic Culture Psychological Safety and Direct Communication Indirect and Passive Aggressive Cultures Common misconceptions about inclusion and diversity Creating meaningful and lasting change Key Takeaways Creating meaningful and lasting change takes a lot of focus and about as much time as you would put into researching and developing a new product. Focus on small changes applied consistently over time instead of big events that don’t create lasting impact. People are at times afraid to bring up issues in their department or their office because they don’t want to risk getting into trouble for speaking up. When someone does speak up, listen to them and encourage them. Show people that there are no repercussions for speaking the truth and that you are all there to fix the problem. Conversations can get heated when the team is trying to get to that ideal result. We can allow conversations to be heated as long as it’s productive and that it’s not damaging the team or attacking a person. Ideas are fair game to be challenged, but every person must be kept safe. Be aware of where people are coming from. As a leader, you need to pull the lens back a little bit and see how each person is reacting to your communication style. Then, you can adjust your behavior at the moment or you could check in with a person later on and ask for advice on how you could communicate better. “When I say psychologically safe, it means that you and I can have heated discussions and understand that we still respect each other as humans - it’s not personal, not targeted, and there’s no retribution.” — Jen O'Ryan Jen is offering a copy of her book to the first three people who contact her at . Connect with Jen O'Ryan: Website: LinkedIn: Instagram: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Julie Noonan: The Last Of The Boomers - What Will We Keep and What Will We Change
12/01/2022
Julie Noonan: The Last Of The Boomers - What Will We Keep and What Will We Change
About Julie Noonan: She is an executive coach, transformational change leader, speaker, consultant, and futurist. She spent her career working with companies of all sizes helping people, as she says, “ride the waves of change.” Julie believes in unapologetic authenticity, candor, integrity, and humor, she will tell the truth, even if it stings. Her superpower is seeing the connections and patterns of behavior between people working in organizational systems and anticipating the ripple effects of a leader's action or inaction during change. Her career has included leadership positions and training and development change management, executive coaching, human capital strategy, and management consulting. And she's learned from some of the best thought leaders in the leadership development and executive coaching disciplines. In this episode, Jordan and Julie discuss: Challenges for Boomers caused by the speed of culture and technology change Staying relevant as you get closer to retirement. Differences between Boomers and Millennials Saying the truth without sugarcoating. Getting your feedback across How to be an effective sponsor of change. Key Takeaways As you approach retirement, think about your legacy: What do you want to leave behind when you’re gone? It’s not fair to sugarcoat feedback. People deserve better. First, take the time to build a relationship of trust. The boomers who create great team engagement, regardless of their generation, can rally their team around a goal. A military background gives you the knowledge that there is a whole team behind your back. We have lost that in our corporate culture. If you don’t understand something, don’t be afraid to ask for someone to guide you and teach you. “If on the back of that feedback, there's a true desire for them to succeed, and you're there to help them succeed, it makes that medicine a whole lot easier to go down.” — Julie Noonan Connect with Julie Noonan: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Maureen Rabotin: Leveraging Intercultural Intelligence for Innovation and Inclusion
11/14/2022
Maureen Rabotin: Leveraging Intercultural Intelligence for Innovation and Inclusion
About Maureen Rabotin: She has over 15 years experience accompanying executives in transition from manager to leadership roles, from country to country. Her understanding of the corporate environment comes from years as a European product leader for a medical diagnostics, multinational and Asian Pacific export director. When she left the corporate world, she transitioned to a career first as an intercultural training consultant and then as a global executive coach and coach supervisor. She's an Advanced Certified Clifton Strengths coach. Her overall passion as a global executive coach focuses on emotional intelligence and global leadership. With a foot on each continent (she lives in both France and the USA), she invites clients to stop, reflect and focus on questions such as “what needs to shift in me to bring out the best in others?” and “how can we build bridges across cultural, linguistic, generational and gender divides?” In this episode, Jordan and Maureen discuss: Complexities and levels of culture Key elements of high performing teams across cultures The Cultural Orientation Framework Assessment The World Cafe and Elephant in the Room Team Exercises Key Takeaways Culture is complex and that means that there isn’t a black-and-white answer to every issue. Most people have good intentions but they can still get perceived incorrectly. The keyword is perception. Figure out what’s important for others, what are their values and how can you communicate with people to the best of your ability. It’s not about being inauthentic, it’s about learning to speak in the language of the culture you’re speaking to. Every human being needs SCARF: Status, Certainty, Autonomy, Relationship, and Fairness. Cultures define what each of these means to people. If you want sustainable behavior change, know how the brain works. You need microlearning, you need nudges, and you need to be reminded of the commitment. That's how you change teams. “That cultural switch is about knowing how much can I bend with the wind, without losing myself?” — Maureen Rabotin Maureen is offering a 34 Clifton Strengths Assessment, a Cultural Orientations Framework Assessment, and the Global DISC Assessment to the first three listeners who would contact her at Connect with Maureen Rabotin: Website: LinkedIn: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Philippe Rosinski: Global Coaching Across Cultures - DEI and Abrasive Leadership
10/27/2022
Philippe Rosinski: Global Coaching Across Cultures - DEI and Abrasive Leadership
About Philippe Rosinski: He is a world authority in executive coaching, team coaching, and global leadership development. He is the first European to have been designated Master Certified Coach by the International Coach Federation. He is the author of two seminal books, Coaching Across Cultures and Global Coaching. For 30 years and across continents, he has helped people and organizations thrive and make a positive difference in the world. He is the co-author of 15 books including Evidence Based Coaching Handbook and Mastering Executive Coaching, and the author of the Cultural Orientations Framework (COF) assessment. A Master of Science from Stanford University, Philippe has received numerous awards including the Thinkers50 Marshall Goldsmith Leading Global Coaches Award (2019) and he is listed among the Global Gurus Coaching Top 30 (#9 in 2022). In this episode, Jordan and Philippe discuss: The six perspectives of global coaching The Cultural Orientation Framework assessment The three levels of DEI Abrasive leadership perceptions across cultures Key Takeaways Global coaching refers to addressing today’s complex challenges using six perspectives: psychological, commercial, political, managerial, spiritual, and physical. Levels of DEI: 1) Making sure that people who look different are treated fairly. 2) Helping people see the benefits of each other’s cognitive differences, 3) People’s hidden diversity. The Cultural Orientations Framework Assessment: More than stereotyping nationalities, you have to understand the range of differences: generational, professional, organizational structures, ways of managing time etc. The risk of being misunderstood applies to everybody. You have to be aware that your message and behavior can be perceived differently than you intend. Be sincere, express your genuine respect for the other person, and have a learner’s mindset when it comes to engaging with other cultures. “You want to make sure that in an organization, everybody can feel welcome, that you want to combat prejudice, discrimination, promote equal opportunity for everyone… it's not just a matter of doing the right thing. It's also not just a matter of ethics, it's also good business practice” — Philippe Rosinski Access Philippe’s Cultural Orientations Framework program with a 10% discount by going to Connect with Philippe Rosinski: Website: LinkedIn: Twitter: Facebook: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Philip Jack: A Dialogue Around Race and Class, Life in a 1950s NYC Housing Project
10/12/2022
Philip Jack: A Dialogue Around Race and Class, Life in a 1950s NYC Housing Project
About Philip Jack: He’s a retired educator who humorously describes himself as a jack of all trades, master of some. He was once described as a good educator as he didn’t teach subjects; instead, he taught students. In his early life, his family lived in the projects in the northern Manhattan neighborhood of Inwood. He attended public school through high school. Early on, he was employed at retail department stores and sleepaway camps. HIs professional positions included adjunct lecturer of Math and Writing at the City University of New York, district coordinator at the New York City School Volunteer program, teacher and curriculum coordinator at the Young Adult Learning Academy, and instructor in anatomy and physiology and billing technology at the East Harlem Training Initiative of Mount Sinai Hospital. He had also been principal at the Wildcat III Academy and director of internship at John V. Lindsay Wildcat Academy Charter School. In this episode, Jordan and Philip discuss: What is it like to grow up in a multicultural environment? Why people are uncomfortable with topics around race Inviting people to have open conversations Key Takeaways A multicultural environment contributes a lot to your world view and perspective in life in regards to relating to other people. Being able to be open with someone when it comes to topics regarding race and class is related to trust and how safe someone feels with somebody else. People these days are wary of each other because people grew up separately from each other. Invite people and ask them if they would like to participate in discussion. Offer a safe space for them. These days, it's important that we welcome people to have these kinds of conversations and extend it to the future. “This is a country that is full of people from different places, with different ideas, different religions, different mores, but we have to get along. The fact that we're all underneath a rule of law and a Constitution changes how we have to feel about each other.” — Philip Jack Connect with Philip Jack: Email: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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Dan LeFave: Fundamentals For Extreme Progress
10/03/2022
Dan LeFave: Fundamentals For Extreme Progress
About Dan LeFave: Dan received life's second chance after surviving a tragic head on collision that took three lives and resulted in his struggling through a coma. He has also experienced marathons, business failures, and battles with fear and doubt. He helps growth minded entrepreneurs scale to multiple seven figures by implementing systems so that their business runs itself and they can enjoy a life worth living. He's the number one best selling author of “Live the Life of Your Dreams: How To Stop Working Insane Hours And Start Living An Awesome Life”. In this episode, Jordan and Dan discuss: Designing Your Life: The “Fave Five” Taking ownership of your life Dan’s highly effective productivity planner What does strategic ignorance mean? How we create our own roadblocks Key Takeaways Prioritize aspects of life in this order: Faith, Family, Friends, Fitness and then Finances. Most people put finances first. However, if you neglect any of these, then everything else fails. Beliefs are just chronic patterns of thought. Until we make the unconscious conscious, it’s going to direct our lives and we will call it fate. We have to know ourselves at a higher level, recognize the beliefs we form, and take ownership of our own lives. Prioritize the important things first rather than the urgent. When you spend too much of your time on what’s urgent rather than what’s important, you’ll end up feeling like you’ve gotten nowhere. We create our own bottlenecks.Some examples may be fear and self-doubt. There is a quote that says “worrying is nothing but negative goal setting”. Perfectionism is also a roadblock as it is always better to have progress than to have perfection. “The key to overcoming those roadblocks is for them to realize what their future self looks like and how they can move towards it” — Dan LeFave Go to to get a free copy of Dan’s 12-Week Focused Productivity Planner! Connect with Dan LeFave: Website: LinkedIn: Facebook: Instagram: Connect with Jordan: For executives wanting a complimentary executive coaching conversation: Website: Twitter: Facebook: Instagram: LinkedIn:
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