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In this episode of the People Dividend, host Mike Horne talks with Delphia Howze, a leading expert in diversity, equity, and inclusion (DEI). Delphia shares her extensive background in human resources and her role as the Chief Inclusion Officer at the U.S. Department of Energy's Oak Ridge National Laboratory.
The conversation delves into the importance of fostering inclusive environments in organizations, the challenges currently facing DEI efforts, and the insights from her newly released book, 'Including You: Leading Inclusion From Where You Are.' Delphia emphasizes that inclusion is a collective responsibility and discusses her journey as an author, the marketing of her book, and her vision for a more inclusive future.
Key Points:
Inclusion is a collective responsibility, not just for leaders.
Diversity without inclusion leads to high turnover.
Engaging with diverse perspectives is crucial for authentic leadership.
Links:Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn More about Delphia:
LinkedIn:
Instagram:
Website:
Amazon Book link:
Amazon Author Page:
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Kevin N. Wilkins is the Founder and CEO of Trepwise, a growth consulting firm with a mission to unlock the potential of purpose-driven organizations by aligning people, process, and vision.
In this episode, Kevin discusses the significance of building a people-centric culture and the impact it has on the success of an organization. He discusses the challenges of maintaining culture as an organization grows and provides advice on evaluating and adjusting strategic plans.
Key Points:
Purpose-driven organizations are those that aim to make a meaningful impact and address societal issues.
Aligning people, process, and vision is crucial for the success of purpose-driven organizations.
Building a people-centric culture, where values, mission, and vision are clear, leads to a more successful organization.
Resources/Links:LINKEDIN: https://www.linkedin.com/in/knwilkins/
https://www.linkedin.com/company/trepwise/
FACEBOOK: https://www.facebook.com/trepwise
TWITTER: https://x.com/trepwise
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John Bennett is president of Lawton Associates, a consulting and executive coaching firm focused on helping individual, teams and organizations prepare for, excel through, and improve from change. He is a Professor of Business & Behavioral Science at the McColl School of Business, Queens University of Charlotte. He holds the Wayland H. Cato, Jr. Chair of Leadership. In addition to teaching, he is an executive coach and a frequent speaker and presenter at academic, professional, and client conferences and workshops.
In this episode, Mike Horne interviews John, about his new book, 'The Manager's Guide to Coaching for Change.' They discuss the importance of coaching skills for managers and leaders, the need for managers to focus on developing their team members, and the impact of coaching in the evolving world of work. John emphasizes the role of managers as coaches and the power of feedback, listening, and asking powerful questions. He also highlights the importance of understanding what drives and motivates team members and tailoring feedback to their needs. The conversation explores the challenges of bad managers and the value of a humanistic approach to coaching.
Quotes
"If you cannot sit down with a piece of paper and write down for every person with whom you work on a regular basis, what drives them? What are their motivators? You need to figure that out because that's what keeps people going."
"If you want to advance, what better to be known for us than somebody who is a talent multiplier, as opposed to someone who is a diminisher of the talent around you."
"What we have as leaders, as managers, as human beings interacting is it starts out with this tool called self. And so we need to understand what that tool is, but we also need to understand how to use that tool."
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about John Bennett, PhD
LinkedIn
Website: https://lawton-associates.com/blog/
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“Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive,” says Lori Saitz, CEO of Zen Rabbit. This week, Lori joins Mike Horne to discuss the impact of health, meditation, and wellness on the workplace. She shares her journey from a shy child to a successful entrepreneur and wellness advocate, emphasizing that employees are not just resources—they’re invaluable assets.
How can business leaders enhance their leadership skills and creativity? Lori explains how simple practices like meditation and gratitude can make a significant difference. She highlights meditation as a cost-effective tool that rewires the brain, enhances focus, and promotes better decision-making by fostering calmness and groundedness. Lori also dispels the myth that meditation is difficult, encouraging its daily integration to boost overall well-being and productivity.
Gratitude, according to Lori, plays a crucial role in the workplace. She references research showing that appreciation leads to increased motivation and productivity among employees. This episode explores the broader implications of these practices, suggesting that true productivity isn’t about time management but about quieting the mental distractions that hinder focus. Lori passionately advocates for a return to people-centric management, where employees’ holistic well-being is prioritized, and they are encouraged to bring their full selves to work.
Quotes
“Going back to what high-performing business leaders are doing, they’re practicing meditation to become more focused, creative, and innovative, and to build better relationships. One of the questions I get asked a lot is, “When’s the best time to meditate?” There really is no best time—it’s whenever it works for you. Personally, I like to do it first thing in the morning because it sets the intention for the day. When you deliberately, intentionally set an intention for the day, you’re setting yourself up for success. That’s essentially what meditation does.” (13:54 | Lori Saitz)
“Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive.” (17:20 | Lori Saitz)
“The one piece of inspiration I would offer is to refocus on what you have in your life to be grateful for. Our society is so focused on complaining and criticizing, and we don’t need more of that. We need more focus on gratitude and finding it wherever it is.” (21:22 | Lori Saitz)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Lori Saitz:
Website: zenrabbit.com
LinkedIn: https://www.linkedin.com/in/lorisaitz/
Instagram: https://www.instagram.com/zen_rabbit/
Facebook personal: https://www.facebook.com/LoriSaitz/
Twitter: https://twitter.com/zenrabbit
Podcast production and show notes provided by HiveCast.fm
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“Anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do,” says Dr. Matt Zakreski, a clinical psychologist with extensive experience supporting neurodivergent individuals, including those with ADHD, autism, dyslexia, and giftedness. This week, Dr. Matt joins Mike Horne to dive deep into the world of neurodiversity, particularly its impact in the workplace. How can businesses shift their perspective to see employees not just as resources but as invaluable assets? Dr. Matt believes the answer lies in recognizing and celebrating the unique strengths of neurodivergent individuals.
Breaking down the concept of neurodivergence, Dr. Matt explains how different brains develop asynchronously, resulting in distinct challenges and strengths that persist throughout a person’s life. This insight is crucial for HR professionals and organizational leaders aiming to support neurodivergent employees effectively. He advocates for creating inclusive environments that cater to the diverse needs of all employees, ensuring everyone can thrive.
In addition to sharing his expertise, Dr. Matt provides actionable advice for improving the lives of neurodivergent individuals. He suggests modifications to work environments that better suit individual needs, finding roles aligned with one’s strengths, and incorporating passions into daily life—even if they’re not part of the primary job. These strategies are designed to enhance well-being and job satisfaction, making life more fulfilling for neurodivergent individuals.
Quotes:
“The more we learn about neurodivergent people, the more we realize that you don’t just age out of ADHD when you turn 18, right? You don’t stop being gifted when you finish school. It’s a brain you have your whole life, which means that HR professionals are the new battleground, the new front lines when it comes to serving the people I work with. So anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do.” (02:28 | Matthew Zakreski, PsyD)
“Neurodivergent people can make amazing leaders because they think outside the box. They aren’t constrained by rules.” (09:46 | Matthew Zakreski, PsyD)
“To be the most successful, whether in work, school, or the community, it’s about meeting people where they are and understanding the best way to move them forward.” (12:00 | Matthew Zakreski, PsyD)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Matthew Zakreski, PsyD:
https://www.theneurodiversitycollective.com/
Podcast production and show notes provided by HiveCast.fm
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“When we think of talent acquisition and talent attraction, there’s an art and science to it,” says Thad Price, CEO of Ready, Set, Hire and Talroo. This week, Thad sits down with Mike Horne to share how businesses can reshape their hiring strategies by tapping into technology and data.
Thad compares talent acquisition to customer acquisition, where branding, metrics, and data play a crucial role in attracting the right candidates. But how can companies use these tools to not just find, but truly connect with top talent? Thad explains that it’s about creating a compelling employer brand, using data to understand what candidates are looking for, and maintaining consistent, transparent communication throughout the hiring process. By doing so, businesses can build trust and foster stronger connections with potential hires.
The episode also explores the idea of “essential workers,” a term that became widely recognized during the COVID-19 pandemic. Thad sheds light on how Ready, Set, Hire, powered by Talroo’s advanced talent-matching platform, simplifies hiring for small to medium-sized businesses. From crafting effective job postings to automating repetitive tasks, the platform leverages AI to create a smooth and efficient candidate experience.
Thad and Mike don’t shy away from discussing the frustrating phenomenon of ghosting in the hiring process. What can be done when candidates and employers alike drop the ball on follow-ups? Thad suggests that improving candidate quality and ensuring quicker, more transparent communication can make a significant difference. He also highlights the importance of retaining employees by offering clear career paths and competitive pay, which in turn helps reduce hiring costs and turnover.
Looking ahead, Thad envisions a future where talent acquisition becomes even more candidate-centric—treating job seekers like consumers and providing a level of service and transparency that meets their expectations.
Quotes
“When we think of talent acquisition and talent attraction, there’s an art and science to it… And through that experience, we have this function that is talent acquisition, which is a lot like customer acquisition.” (04:21 | Thad Price)
“If you think about the idea of attracting talent and recruiting talent, recruiting is a contact sport. It is a sport of connecting with people, having conversations with people, and developing relationships.” (07:52 | Thad Price)
“When we think about the idea of AI, I like to think it gives a lot of our traditional processes a superpower. That superpower allows us to do what we actually love and what we signed up for, which is changing lives and ensuring that recruiters are finding the right talent. This not only changes the job seeker’s life but also helps propel a company to its next generation of growth.” (08:27 | Thad Price)
“I think it’s important to ensure that we are intentional around the connection to job seekers and candidates and treat the candidates as our consumers.” (37:37 | Thad Price)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Thad Price:
linkedin.com/in/thad-price-2368b/
talroo.com
Podcast production and show notes provided by HiveCast.fm
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“If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader,” says Ken Schmidt, renowned executive advisor and speaker, pivotal in Harley-Davidson’s 1990s turnaround. This week, he joins Mike Horne to share insights on leveraging human capital and redefining competition.
Ken recounts how focusing on delighting customers rather than just producing motorcycles revitalized Harley-Davidson, emphasizing a people-first approach. He argues that true competitiveness comes from being known for your identity, not just your actions, and that leaders should be memorable for their human qualities.
He also highlights the importance of making noise in the marketplace to create a distinct presence, as discussed in his book, “Make Some Noise: The Unconventional Road to Dominance.” Ken provides practical advice for leaders to improve competitiveness and foster loyalty through clear, consistent communication about their values and human qualities.
Quotes
“If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader. You want employees to think of you and know you for your human qualities, the things that make you attractive as a person, because ultimately that’s what builds loyalty and inspires people.” (10:12 | Ken Schmidt)
“To be successful as a competitor, we need to be talked about, respected, and revered. People need to come back to us, like us, trust us, and believe in us. We have to carve this out for ourselves first, establishing a definitive set of markers. What keywords would we want people to use when they talk about us, beyond just being a fine leader and a smart person? What are the human qualities we wish to be remembered for? These are what we need to accentuate when we talk to people.” (24:47 | Ken Schmidt)
“We need to have consistent language. We need to use language that our competitors don’t use. If they talk about product, we won’t. If they talk about quality, we won’t. Instead, we’ll talk about lifestyle, freedom, and individuality. What does that have to do with the product? Why be known for what’s obvious? Instead, we give people clever language and hooks to remember us by and use when they talk about us. Pretty soon, the vernacular and the energy change because people react differently and appreciate that we’re doing it.” (38:07 | Ken Schmidt)
“Let's not focus on serving. Let's concentrate on saying things and saying them in ways that are memorable and repeatable. Because if we're not thinking about it, we're not doing it.” (40:56 | Ken Schmidt)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Ken Schmidt:
kenspeaks.com
https://www.linkedin.com/in/ken-schmidt-5b08115/
Podcast production and show notes provided by HiveCast.fm
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“Mental strength is the leadership superpower of our time,” says Scott Mautz, a distinguished author, keynote speaker, former Procter & Gamble senior executive, and founder and CEO of Profound Performance. This week, he joins Mike Horne to delve into the essence of leadership and mental strength, offering timely and transformative insights from his latest book, “The Mentally Strong Leader.”
Highlighting six core mental muscles—fortitude, confidence, boldness, decision-making, goal focus, and messaging—Scott reveals the critical components for effective leadership. His journey from managing multi-billion dollar brands at Procter & Gamble to becoming a thought leader in human capital offers a rich perspective on what distinguishes great leaders. Extensive research involving over 3,000 executives underscores the importance of these mental muscles.
Mental strength, Scott argues, transcends emotional intelligence by encompassing a broader range of skills vital for leadership. He also touches on creating meaning in work, a central theme in his earlier book, “Make It Matter.”
In a world where business challenges are constant and complex, understanding and building mental strength can make all the difference. Scott’s insights provide practical strategies and a fresh perspective on what it takes to lead effectively and thrive personally. This episode is an invaluable resource for those looking to navigate and excel in the ever-evolving landscape of leadership.
Quotes
“My first book is called ‘Make It Matter.’ It was about the importance of creating meaning in your work and at your job, and how to go about doing that. I believe that meaning is one of the great motivators of our time. Understanding how to create meaning, a sense of purpose, and a desire for employees to leave a legacy behind was something I was very interested in. That book led me straight into the early work I started doing on mental strength and understanding how mental strength intersects with great leadership, especially in times of adversity.” (04:55 | Scott Mautz)
“Leadership often means it’s no longer about you. It’s about looking at things through the lens of your employees and those around you, helping them to deliver on their goals and the company’s goals by helping them to learn and grow, and helping them to find meaning in their own work. That requires mental strength.” (08:06 | Scott Mautz)
“Mental toughness is a part of mental strength. And now, to get into the next level down definition, mental strength really equates to you exercising and developing six core mental muscles. Those mental muscles are fortitude, confidence, boldness, decision-making, goal focus (your ability to stay focused on the goals and keep your organization focused on those goals), and messaging (your ability to stay positive-minded and engaged, even in the face of negativity, so you’re sending a positive message to the troops).” (13:01 | Scott Mautz)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Scott Mautz:
https://scottmautz.com/mentallystrong/
https://scottmautz.com/
https://www.linkedin.com/in/scottmautz/
https://www.facebook.com/ScottMautzPP
Podcast production and show notes provided by HiveCast.fm
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“‘Lead like a human’ is the concept that you can lead as your true authentic self,” explains Adam Weber, a prominent figure in the HR and leadership space. This week, he joins Mike Horne to discuss the core principles of his book, “Lead Like a Human,” which advocates for authentic leadership and the creation of vibrant, high-performance cultures. Adam emphasizes the importance of “centeredness” in leadership, which involves maintaining practices such as gratitude, self-reflection, and physical well-being to stay grounded amidst the pressures of leadership roles.
They tackle the burnout epidemic plaguing HR leaders, with 98% reportedly experiencing some form of burnout. Adam attributes this to the increasing responsibilities of HR roles without a corresponding increase in resources or autonomy. He suggests that HR leaders often shoulder too much and allow urgent issues to overshadow strategic planning. To combat this, Adam advises HR professionals to invest in proactive measures, particularly in manager training, to reduce the reactive nature of their work.
Adam envisions a future where AI eliminates much of the administrative burden in HR, allowing professionals to focus more on people operations. He is particularly interested in how AI can help evaluate and redefine roles within organizations, facilitate internal mobility, and enhance talent acquisition processes.
This episode of The People Dividend encourages leaders to pause and reflect before making decisions, to cultivate learning outside of their immediate job responsibilities, and to be genuinely present with their teams. By recognizing and nurturing the potential in others, leaders can create a more inclusive and dynamic work environment.
Quotes
“How you show up, how you inspire people, how you create clarity, and how you create safety for others—these are the foundations that create cultures that are innovative, motivated, and achieve great things, that people tell stories about for the rest of their careers.” (04:12 | Adam Weber)
“What are the practices you put in place in your life that allow you to show up in a calm and steady way, that create consistent responses from your team, and help you face challenges with perspective? It’s concepts like that, I think, that really help separate some of the best leaders from the rest.” (10:00 | Adam Weber)
“What great leaders do is they see potential in others and instead of trying to take it all for themselves, they figure out ways to unlock that potential in other people and that is such a gift to give to another person, to sit with them, to see what they’re great at, to help them see it themselves, and then to watch them thrive. It’s a really beautiful thing to do for someone else. (35:12 | Adam Weber)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Adam Weber:
https://www.adamweber.co/
https://www.linkedin.com/in/meetadam/
Podcast production and show notes provided by HiveCast.fm
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“Generosity is any act of kindness or support given with no expectation of exchange or return from the recipient. There really are limitless ways to be generous,” says Dr. Nicole F. Roberts, a noted author, founder, and public health expert, as she redefines generosity to encompass simple, everyday actions.
In this episode, Dr. Roberts joins Mike Horne to explore the transformative power of generosity and its profound impact on trust, relationships, and overall well-being. She introduces a 30-day generosity challenge, encouraging daily acts of kindness to enhance mental and emotional health. The discussion also highlights the link between generosity and trust, sharing stories of success driven by genuine acts of kindness. Dr. Roberts’ work with the Global Good podcast underscores her commitment to spotlighting positive impact.
Genuine goodness, rooted in generosity, is a renewable resource that can uplift individuals, teams, and organizations. Join Mike and Dr. Roberts in this episode of The People Dividend podcast to learn about the irreplaceable value of people and the crucial role of generosity in fostering trust, building relationships, and driving success.
Quotes
“We decided to change the definition of generosity and made it really simple: it’s any act of kindness or support given with no expectation of exchange or return from the recipient. There are limitless ways to be generous. It doesn’t require a grand act or a huge change in your daily life, but it does require intention and thoughtfulness.” (08:08 | Dr. Nicole F. Roberts)
“One of the things we found that generous leaders do in the business world is genuinely care about the people they work with and mentor them… For leaders to take their wisdom, knowledge, passion, and purpose and share them with others, it changes the way people view, respect, interact, work with, and work for you. Whether it’s your personal mission or your corporate mission, people who believe in it will always work harder because they are tied to the work they’re doing. It’s not just a paycheck.” (14:45 | Dr. Nicole F. Roberts)
“When we’re generous, neurologically, it improves so many things in our brains and in our bodies. It improves our cognitive function, our empathy, our emotional well-being, and our ability to connect with those around us. It actually improves our memory and our emotional regulation. By doing kind things for others and being generous, we activate pleasure centers in our brain and release feel-good hormones like dopamine and oxytocin. This reduces our stress and anxiety. So, what starts up here in your brain cascades all the way through your body.” (17:29 | Dr. Nicole F. Roberts)
Links
Learn more about Dr. Nicole F. Roberts:
https://generositywins.us,
https://www.linkedin.com/in/dr-nicole-f-roberts
https://www.theglobalgoodpodcast.com/
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
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“This is an important opportunity to develop and illuminate humanistic values in management, showing how they make organizations run effectively, efficiently, and with authentic leadership at the heart,” says Mike Horne as he reminds listeners of the People Dividend movement. In this inaugural episode of Season 7 of The People Dividend Podcast, host Mike Horne takes a reflective look back at the highlights of Season 6.
Mike celebrates the diverse and insightful guests from Season 6, who shared valuable perspectives on leadership, empathetic work environments, diversity and inclusion, career transitions, innovation, community building, and holistic wellness. He revisits conversations about the benefits of a four-day workweek, the power of storytelling, customer-centric strategies, resilience, strategic leadership, ethical leadership, workplace wellness, and spiritual intelligence.
Looking forward to Season 7, Mike promises a fresh lineup of inspiring guests and high-quality programming to help listeners grow personally and professionally. He invites the audience to stay engaged, provide feedback, and join the movement to create great workplaces, emphasizing the irreplaceable value of people in driving growth, innovation, and success. To elevate your performance and unlock your potential, visit Mike Horne’s website for additional resources and exclusive content.
Quotes
“We moved from Authentic Change with Mike Horne to The People Dividend, and it’s been an absolute blast in terms of the information we’ve been able to convey, the guests that we’ve interviewed, the good wishes that you’ve shared with me. I’d encourage you as we dig into season six in this recap for you to visit me at mike-horne.com where you will find lots of great resources to enhance your professional journey and to become part of The People Dividend movement. This is an important opportunity as we develop and illuminate humanistic values and management and how those make organizations run effectively, efficiently, and with authentic leadership at the heart.” (01:22 | Mike Horne)
“I'm just so grateful for all of these guests on the People Dividend: Randy Ross, Lee Cordell, Sugey Piedra, Debra Boggs, Brad Smith, Jordan Tait, Martin Lespérance, Al Watts, Rachel Kindt, Jonathan Bennett, Dr. Richard Safeer, Steven Stein, Yosi Amram, Jack Craven, Rhonda Moret, Nicole Jackson, Bruno Cignacco, Alice Inoue, Nick Jain, Eileen McDargh, Alex Brueckmann. Quite a diverse list of episode guests spanning many aspects and facets of business and organizational life.” (23:55 | Mike Horne)
“I’m so looking forward to Season 7. We already have a great lineup of guests. As you know, we operate every week, bringing new insights and fresh, live content designed to help you on your professional development journey and your mission to bring your best to what you do, and to help others do the same.” (25:05 | Mike Horne)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/
TikTok: https://www.tiktok.com/@mikehorneauthor
YouTube: https://www.youtube.com/@mike-horne/videos
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Podcast production and show notes provided by HiveCast.fm
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“At its very core, DEI work could mean some really good things for a lot of folks who simply haven’t had the opportunities in the past,” says Rhonda Moret, a pioneering leader in diversity, equity, and inclusion. In this episode, Rhonda shares with Mike Horne her journey from a first-generation college graduate to a top communications strategist for brands like Universal and Nike Golf. She discusses founding Elevated Diversity to help leaders develop impactful DEI strategies.
Rhonda highlights the evolution of DEI to include accessibility and belonging, stressing the importance of creating inclusive workplaces. She addresses the polarization in the U.S. and the need for organizations to adapt their DEI efforts. Younger generations, she notes, are crucial in advancing DEI due to their strong inclusivity mindset.
This episode challenges leaders to rethink their approach to inclusivity, emphasizing that the future of business depends on embracing diversity and equity. Rhonda’s insights demonstrate how proactive DEI efforts can drive growth and innovation, underscoring the essential role of diverse voices in shaping a more equitable workplace.
Quotes
“At its very core, DEI work could mean some really good things for a lot of folks who simply haven’t had the opportunities in the past. That’s my personal take on it. But from a professional vantage point, I see it as being the next evolution.” (05:12 | Rhonda Moret)
“It’s always been about ‘How do we connect people?’ It’s not like, ‘Oh, we want to give this group this and provide that group this other benefit.’ No, it’s ‘How do we create a much more equitable and inclusive workplace?’ And somewhere along the way, we kind of got off track.” (11:56 | Rhonda Moret)
“How do we make sure that as leaders, we are prepared to lead a workforce that may look different than I do or may look different than the person next door? Those leaders need to be inclusive leaders and have the skills and the competency to be able to be effective in that role.” (14:39 | Rhonda Moret)
“Diversity is not simply along color lines and a black-white issue, but it covers all of us. So, whether we’re women, whether we’re an older demographic, so on and so forth. So, it really is looking at the totality of these diversity dimensions and finding ways to accommodate people to your point so that they feel like they can show up authentically at the workplace and be prepared to do their best work.” (21:55 | Rhonda Moret)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Rhonda Moret:
https://elevateddiversity.com/
https://www.linkedin.com/in/rhondamoret/
Podcast production and show notes provided by HiveCast.fm
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“If I’m focused on how I want to feel, then I want to bring that feeling of aliveness into wherever I’m going to be,” explains Jack Craven, author of “Aliveness Mindset: Lead and Live with More Passion, Purpose, and Joy.” Jack, whose career has ranged from trial lawyer to CEO and now executive coach, shares his journey of discovering fulfillment beyond conventional success.
In this episode, Jack explains the aliveness mindset, a framework he developed to help leaders infuse their lives with passion, purpose, and joy. He emphasizes the importance of authenticity and how embracing one’s true self can catalyze positive change.
Listeners gain practical insights on integrating the aliveness mindset into their organizations and daily lives. Jack advocates for small but impactful practices, such as fostering authenticity and using technology to stay connected to desired feelings. His actionable advice and personal anecdotes make this episode a must-listen for those seeking to bring more aliveness, passion, purpose, and joy into their leadership style and organizational culture.
Quotes
“What really became an awakening for me is that when I was leading the family business, I was orienting my days based on my calendar and what meetings were on there. And then the meetings themselves weren’t as meaningful. And so I realized that the way I was orienting my life, which is I was trying to derive happiness from my schedule, wasn’t really fulfilling me passionately and fulfilling my purpose.” (06:19 | Jack Craven)
“What I decided to do was to orient my day with how I want to feel today, and that becomes the priority. If I’m focused on how I want to feel, then I want to bring that feeling of aliveness into wherever I’m going to be.” (06:48 | Jack Craven)
“People can sense sincerity. People can sense authenticity. If you’re able to be authentic, the other traits like ownership, openness, awareness, courage, tenacity, and love will flow naturally.” (08:03 | Jack Craven)
“What makes me qualified to speak about [authenticity] is that for 50 years, I was not authentic. And I knew that there was an internal conflict going on. I think what was leading me was a desire to live up to the expectations of others, of not wanting to disappoint anyone. And when you’re doing that, it has great intention, but somewhere along the way you lose what you really want. And over time when we don’t tune into our own wants and satisfy those wants, we lose our passion. We lose our energy. We lose our meaning.” (08:54 | Jack Craven)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jack Craven
jackcraven.com
https://www.linkedin.com/in/jackcraven1/
Podcast production and show notes provided by HiveCast.fm
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Transformative leadership goes beyond emotional intelligence—it requires spiritual intelligence. In this episode, Dr. Yosi Amram, a distinguished psychologist and executive coach, introduces spiritual intelligence as essential for effective leadership. He emphasizes virtues like purpose, service, gratitude, compassion, and integrity, showing how they enhance well-being and leadership.
Dr. Amram’s research with diverse leaders reveals that these qualities are universally valued. He shares personal stories, illustrating how spiritually intelligent leadership infuses daily interactions with meaning, presence, and wisdom. True leadership, he argues, starts with self-leadership and aligning with inner values.
Dr. Amram offers practical advice for maintaining spiritual intelligence amid external pressures, focusing on long-term goals, and building resilience. He highlights the benefits of spiritually intelligent leadership, including higher team commitment and better morale.
This episode is a call to redefine leadership by grounding it in deeper values, promoting a humane and inspired approach to business and personal development.
Quotes
“Alignment means to live in integrity. We have to be in contact with our essence, with our spirit, because when we’re not aligned, then we’re divided. And that means we lose our power. So when we’re out of integrity with ourselves, with our spirit, with our core values, we’re actually weakened.” (18:59 | Dr. Yosi Amram)“We’re not talking about spirituality as an experience or as a belief system, but we’re talking about the embodiment of values that have now been validated in the fields of positive psychology and leadership—things like integrity, purpose, meaning, gratitude, and compassion to be very helpful in daily life. So my hope is that in the next 10 or 20 years, spiritual intelligence will be broadly understood as a valuable concept in our daily life, at home, at work, and everything else.” (45:01 | Dr. Yosi Amram)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Yosi Amram
yosiamram.net
https://www.linkedin.com/in/yosiamram/y/
https://www.facebook.com/yosi.amram.7
https://www.youtube.com/@awakeningspiritualintelligence
Podcast production and show notes provided by HiveCast.fm
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“Emotional intelligence is a critical aspect of leadership,” says Dr. Steven Stein, a distinguished clinical psychologist and recognized authority on emotional intelligence (EQ). In this episode, Dr. Stein, founder and executive chair of Multi-Health Systems (MHS), shares insights from his extensive career in psychology, highlighting the impact of EQ in professional settings.
Dr. Stein discusses the evolution of emotional intelligence as a crucial factor in workplace dynamics and leadership effectiveness. He explores how MHS has pioneered EQ research, developing tools that have influenced millions worldwide. He also emphasizes the importance of EQ in promoting diversity and inclusion within organizations.
One intriguing aspect of the conversation is Dr. Stein’s work with reality TV shows, where he applies psychological principles to select candidates, offering a unique perspective on human behavior and social dynamics. Additionally, he introduces his book, “Hardiness: Making Stress Work for You,” co-authored with Paul Bartone, which delves into the concept of hardiness and its role in turning stress into growth.
Dr. Stein provides valuable advice for emerging psychologists and leaders, encouraging them to innovate and challenge conventional wisdom. This episode underscores the irreplaceable value of emotional intelligence in driving growth, innovation, and success, aligning with the podcast’s mission to redefine the significance of human capital in the world of work.
Quotes
“We really do have a purpose that we believe in—a mission, but I think that’s important for any organization. People who work for us believe in that mission, whether you’re on our clinical side and you really believe in helping kids and families, or in our public safety side where you believe in making the streets safer for people by locking up the people who should be locked up and not locking up the people who shouldn’t be.” (11:23 | Dr. Steven Stein)
“It’s interesting that you describe in the title of the book, ‘Hardiness: Making Stress Work for You.’ I think a lot of people think about, ‘How can I get rid of my stress?’ as opposed to making it work. …And that doesn't always work out very well if you try and suppress what’s going on. And that’s how we differ from resilience. Resilience is going through stress and then just coming back to where you were before you started. Hardiness involves actually learning from the stress and coming out even better than you were when you started.” (22:39 | Mike Horne & Dr. Steven Stein)
“I work with the coach of the US open tennis champion and how she was able to go from nowhere to beating Serena Williams for the final championship; how these concepts of ’hardiness’ fit into their training and made them achieve. And we take that and translate it to the average person in their workplace who has to do a project, has to do a presentation. How do you use these factors to get through those difficult times?” (23:46 | Dr. Steven Stein)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Dr. Steven Stein
https://stevenstein.com/
linkedin.com/in/drstevenstein
Podcast production and show notes provided by HiveCast.fm
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“Most leaders never get trained on how to support the health and well-being of their workforce,” says Dr. Richard Safeer, Chief Medical Director of Employee Health and Well-Being at Johns Hopkins Medicine. In this episode, Dr. Safeer, author of “A Cure for the Common Company,” discusses his shift from family medicine to spearheading workplace health initiatives. He stresses that true organizational change goes beyond superficial wellness programs, advocating for a fundamental shift in how companies view and support employee health.
Dr. Safeer highlights the critical role of leadership in modeling healthy behaviors and integrating well-being into the core business strategy. He challenges current practices, noting that less than 3% of Americans live fully healthy lifestyles, largely due to ineffective corporate support systems. His advice to HR leaders and executives is clear: prioritize genuine health habits and create a culture where well-being is as fundamental as any business operation. Through patience and persistence, Dr. Safeer believes that impactful, lasting changes can be achieved, transforming the workplace into a catalyst for well-being.
Quotes
“We think that it’s our own responsibility to live a healthier life. Sure, we can be responsible for ourselves. But we also have to recognize that most of us don’t live on an island. We live with people in our home and we live with people in the workplace. And it’s really the collection of those forces that shape our ability to make healthier choices and have healthier emotions. One of my catchphrases is that well-being is a team sport because we really can’t win alone. (13:26 | Dr. Richard Safeer)
“We can be proactive in the workplace… UKG did a study about a year and a half ago… And they found out that just as many people who said their spouse impacts their mental health also said their manager impacts their mental health. That’s how powerful we are as leaders. And I don’t think most leaders are trying to be a negative force in their team’s life, but they don’t recognize it. And then they aren’t helped. We don’t help them understand what they can do to be a more positive force.” (21:21 | Dr. Richard Safeer)
“We need to understand that if we’re truly going to optimize the well-being of our workforce, we need to look at this not only as an individual challenge, but an organizational challenge, which will require organizational change.” (37:21 | Dr. Richard Safeer)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Richard Safeer, MD
richardsafeer.com
linkedin.com/in/richardsafeer/
Podcast production and show notes provided by HiveCast.fm
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“The solution often lies in very effective and deep listening,” says host Mike Horne, as he shares insights with Jonathan Bennett, an advisor and executive coach with a background in purpose-driven leadership across various community settings. Jonathan’s unique path from novelist and poet to a pioneer of corporate social responsibility illustrates his dedication to principles like fairness and transparency. His insights reveal how narrative deeply influences leadership and strategy, bridging storytelling and business to enhance organizational dynamics.
In this episode, Jonathan discusses the critical role of values-driven leadership in addressing pressing societal challenges such as environmental sustainability and social equity. He highlights the importance of engaging clients and fostering value alignment in an evolving corporate landscape.
The conversation delves into the personal aspects of executive coaching, emphasizing trust and integrity as foundations for effective relationships and strategic business development.
With reflections on his poetic background, Jonathan underscores how deep listening and understanding—similar to the intricacies of poetry—are vital for driving meaningful organizational change and fostering a culture of innovation and success.
Quotes
“I think that as humans, we’re drawn to stories.” (04:00 | Jonathan Bennett)
“Coaching is a one-on-one, person-to-person, high-touch, high-cost business. And so the only real way you’re going to have somebody part with a significant amount of money is by providing service to them and getting to know them in a deep way. That can take a long time. It can take many touch points.” (19:06 | Jonathan Bennett)
“When we can show up and do our best work without fear of retribution or ridicule, then we’re in a kind of psychologically safe work environment.” (30:06 | Jonathan Bennett)
“What I love about poetry is it is a very quiet, private and small thing. But it’s precious. And I think that the space that happens between a leader and a coach is a very intimate one. And I liken it to poetry.” (33:15 | Jonathan Bennett)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Jonathan Bennett
clearlythen.com
linkedin.com/in/bennettjonathan/
Podcast production and show notes provided by HiveCast.fm
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“I’ve seen that small shifts in individuals’ approaches, behaviors, and actions can have a wide impact,” says Dr. Rachel Kindt, a scientific leadership coach with a background in biotech. With a PhD from MIT and a postdoctoral fellowship at UCSF, Dr. Kindt transitioned from a biotech executive to a leadership coach, focusing on helping scientists excel in leadership roles beyond the laboratory.
In this episode, Dr. Kindt discusses the unique challenges technical experts face when stepping into leadership roles in the biotech industry. She reflects on her journey from Vice President at Myocardia, a company acquired for $13 billion, to mentoring emerging science-based leaders, emphasizing the importance of emotional intelligence alongside technical expertise.
Dr. Kindt offers practical advice on how subtle behavioral changes can enhance leadership effectiveness and impact organizational performance. She details her work in equipping R&D leaders with essential soft skills to manage diverse teams and communicate the broader significance of their projects effectively.
Quotes
“Being right is not everything. Being smart is not everything. Being the smartest person in the room—which sometimes I can be—is not always necessary or attractive.” (29:56 | Dr. Rachel Kindt)
“Being in an organization that prioritized leadership development, my journey as a leader within the company was also a personal journey of growth. The things that I learned by leadership have helped me be a better spouse and a more patient parent. So I also feel that work is a great venue for not only doing amazing things in the world, but also for personal growth.” (35:25 | Dr. Rachel Kindt)
“It’s a reductionist attitude in a way that in the end, an organization is a collection of the individual people and their behaviors. And the behavior of one—especially, but not exclusively if they’re in a leadership position—influences all of the people around them. So to me, I believe and I've seen that small shifts in individuals’ approaches and behaviors and actions can have a wide impact. (36:25 | Dr. Rachel Kindt)
Links
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Rachel Kindt, Ph.D.
www.rachelkindt.com
https://www.linkedin.com/in/rachelkindt/
Podcast production and show notes provided by HiveCast.fm
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“Strategy has a unique attribute in that it touches a whole lot of different things in an organization,” explains Alex Brueckmann, a strategy facilitator and Wall Street Journal bestselling author of “The Strategy Legacy” and “Secrets of Next Level Entrepreneurs.” Alongside host Mike Horne, they discuss the critical role of human capital in driving growth and innovation, emphasizing that employees are much more than mere resources.
Alex shares his strategic process, highlighting the importance of understanding an organization’s identity and aligning executive teams for effective implementation. He stresses simplicity in communication to ensure strategies are understood and embraced at every level.
The episode addresses the ethical implications of strategy development, with Alex arguing that neglecting strategy is unethical as it withholds potential benefits from employees and customers. He emphasizes leveraging organizational strengths and setting realistic goals.
Alex and Mike also touch on the intersection of strategy and executive development, noting the crucial role leaders play in promoting strategic objectives. Alex advocates for continuous strategic thinking over sporadic planning to embed strategic thought into organizational culture.
Quotes:
“When we use the term strategy, what is it that we mean? And what is it that we mean when we use other terms like vision, mission? How do you bring those into a cohesive framework, into a model where they can all coexist and influence each other in a positive way?” (07:57 | Alex Brueckmann)
“If you think about what strategy is, it is your theory of how you win in your marketplace. And winning means different things to different people. To me, as an organization, winning means to be able to grow, to be able to deliver value to your customers.” (16:03 | Alex Brueckmann)
“Once you’ve reached a certain level in the organization, it’s not necessarily about your subject matter expertise anymore. It’s how well you lead and how well you understand some of the key capabilities that a leader on that level needs to have. And one of that, for example, is, ‘Am I able to rethink the organization? Am I able to create a strategy?’ Another one is, ‘Am I able to lead teams in ways that they can implement strategy? Do I create an environment—some people would use the term ‘culture’— in which strategy can thrive? And am I able to use a strategy process to do more than just strategy, to actually define, redefine the culture, redefine how we operate as an organization?’” (36:50 | Alex Brueckmann)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Alex Brueckmann
Website: https://brueckmann.ca
Alex Brueckmann’s Books: https://brueckmann.ca/books
LinkedIn: https://www.linkedin.com/in/alexanderbrueckmann/
Podcast production and show notes provided by HiveCast.fm
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“It’s not just a little flame; it is this huge conflagration. More people are experiencing this. And it’s the rate and the pace of change of what’s being required of us,” says Eileen McDargh, founder and CEO of The Resiliency Group. In this episode, Eileen, a renowned facilitator, author, and coach, discusses the importance of resilience in managing burnout and maintaining energy. Her extensive experience aids organizations and individuals in developing their resilience capacities.
Eileen traces her interest in resilience to her personal battle with corporate burnout, an experience that led to her first book and has informed her career. Her continued exploration of this theme is evident in her latest publication, "Burnout to Breakthrough," where she tackles the growing prevalence of burnout in today's fast-paced work environments and highlights the necessity of resilience for energy management.
Throughout the episode, Eileen underscores the importance of building resilience, both personally and organizationally, to effectively handle continual challenges and shifts. She illustrates how resilience acts as a critical mechanism for enhancing performance and overall well-being in the workplace.
Quotes
“We'd like to think we understand this. Burnout—it's not just a little flame, it is this huge conflagration. And more people are experiencing this. It's the rate and the pace of change of what's being required of us. I think we have forgotten self-care. And we have forgotten how to care for others.” (11:14 | Eileen McDargh)
“I define resiliency as energy management.” (12:34 | Eileen McDargh)
“I don’t want to be a chief executive officer. I want to be the chief energy officer… Yes, I’m an energy officer, and I want to find out ways in which I can help my customers, my clients, my audiences find ways that allow them to tap into what is the best of them or how do they begin to move forward. Because ultimately, resiliency is also not about bouncing back, which is what the dictionary tells us. That's fine, but not for human beings.” (20:55 | Eileen McDargh)
Links:
Learn more about Mike Horne on Linkedin
Email Mike at [email protected]
Learn More About Executive and Organization Development with Mike Horne
Twitter: https://twitter.com/mikehorneauthor
Instagram: https://www.instagram.com/mikehorneauthor/,
LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,
Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike
Learn more about Eileen McDargh:
theresiliencygroup.com,
https://www.facebook.com/speakereileen
https://www.facebook.com/eileen.mcdargh/
https:// www.twitter.com/macdarling
https://www.instagram.com/mcdargh/
https://www.linkedin.com/in/eileenmcdargh/
Podcast production and show notes provided by HiveCast.fm
- Visa fler
