David Dworin

😯 71% of US CEOs say they feel like imposters 🤔 I know I was surprised to see that stat #KornFerry shares from a recent survey! And, the higher up the org chart someone ascends, the more acutely they feel imposter syndrome. What is behind this? It's not a lack of confidence or experience. Rather it's the massive number of significant challenges simultaneously: 🤺 transform their organizations 🤺 be the culture carriers 🤺 figure out the role of #AI in their business 🤺 navigate geopolitical challenges 🤺 satisfy investors 🤺 speak to social issues So the combo of being confident AND humble is effective. This opens up the path to know you don't have all the answers and you don't need to pretend. A few suggestions to up your odds of success: 👉 hire direct reports that push you up vs you pulling them up 👉 have an "advisor" or #peeradvisory trusted group where you can share your challenges and gain perspectives and d options 👉 learn how to tap into your creative side 👉 be intentional about staying healthy (sleep, diet, exercise, meditation) How else might you do to manage your imposter syndrome? Thanks to Korn Ferry for the survey and the tips! Article link in comment section! #CEOs #BUSINESSOWNERS #EXECTUIVE #IMPOSTERSYNDROME

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More insights from a recent Conversationality -- Optionality's podcast, where we discuss trends, or really anything that makes us think about the #FutureOfWork. In this segment, John Gerzema of The Harris Poll (in conversation with his colleague Libby Rodney and with Joanna Bloor) shares research from Libby's Human Progress Report indicating that by 2035 SKILLS will be as valued by employers than a university degree. This begs the question: How will the future workforce upskill? By going back to school? Or learning by simply doing and credentialing along the way? ORG AI Gina Jeneroux, MBA FLPI #upskilling #highereducation

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Pickworth GTM has been doing more strategy work lately, thanks in large part to the contributions of my colleague Chris Franckhauser. But a friend was recently asking me why - what’s the relationship between strategy work and go-to-market? Everyone wants leads, and assumes they’ve already got the strategy. But often we find that the foundation is missing (or at least incomplete). You can have the best GTM function in the world, but without those pieces in place it’s going to struggle. Some ways I think GTM can add value in shaping those strategy conversations: 👉 𝗠𝗮𝗿𝗸𝗲𝘁 𝗶𝗻𝘀𝗶𝗴𝗵𝘁: The GTM team is in market talking to customers. They have a pulse on trends, customer preferences, which competitors are highly regarded and which aren’t, what features everyone wishes existed, etc. Hugely helpful in trying to determine where to play and how to win. 👉 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗼𝗳 𝗚𝗼𝗮𝗹𝘀: Making sure the strategy aligns with market needs and customer realities. 👉 𝗙𝗲𝗮𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆: The GTM function is ultimately responsible for bringing the strategy to market. They can and should inform the strategy team on what success will take in terms of time, resources, etc. 👉 𝗦𝗽𝗲𝗲𝗱 𝗮𝗻𝗱 𝗮𝗴𝗶𝗹𝗶𝘁𝘆: For companies that prefer lean or agile methods, the GTM function can quickly test hypotheses in market and help course correct before committing to a direction. 👉 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: The GTM team is used to being accountable for results. They can help the strategy team bring that same rigor to decision-making. Many companies are starting their strategic planning process for 2025. Even if you aren’t working with a firm like Pickworth GTM, I’d highly recommend giving a GTM leader a seat at that table.

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Alarming insight from Gartner: Only 27% of HR leaders express confidence in their organizations' ability to lead change. My hypothesis? Rely solely on a centralized approach: top-down communications forcing ideas as a form of 'push' strategy. This common strategy often falls short. Real change requires a dual approach: - Centralized formal top-down approach - Decentralized informal network A decentralized approach: - Allows informal role modeling - Understands social contagion - Embraces informal communities as micro-cultures (cliques) that model the aggregated macro-culture HR's role? Be the change agent that implements strategic people systems promoting connectivity and addressing network fragmentation within leadership teams. My 5¢: Change isn't just about pushing information down. It's about creating networks where transformation can flourish. Nothing groundbreaking here, curious about viewing your organization through the informal lens to drive change? Let's talk. #ChangeManagement #HR #LeadershipDevelopment

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Join Alexandra Amsden and Tom Gaunt in this upcoming webinar to explore common pitfalls in organizational culture change - and the uncommon sense moves to make instead. #StrategyMadePersonal #culture #strategyalignment

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Join Alexandra Amsden and Tom Gaunt in this upcoming webinar to explore common pitfalls in organizational culture change - and the uncommon sense moves to make instead. #StrategyMadePersonal #culture #strategyalignment

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Want to hang out with me and Bruce McCarthy in Mountain View, CA on Thursday 7/18? #Productmanagement is as much about working with the people in your company as it is about solving customer problems. Come learn some #stakeholdermanagement secrets and commiserate with your fellow product managers in an interactive Q&A session. Plus you could win a free book! Check out the details below.

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Here's an interesting data point in the WFH discourse highlighting 3 critical success factors. The absence of the first factor often leads to subjectivity taking over, resulting in "out of sight out of mind" penalties. Additionally, the manager's skill in defining measurable productivity, especially in tasks involving innovation, is key. Looking forward to more data points to enhance our understanding of remote work dynamics. #WFH #RemoteWork #ProductivityFactors

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🌟 Navigating Complex Cross-Functional Transformations 🌟 Leading complex cross-functional transformations can be a tough, especially when there's doubt among the team. Drawing inspiration from Casey Stengel, the legendary baseball manager who guided his teams to seven World Series titles, we can appreciate his insight: "The secret of managing is to keep the guys who hate you away from the guys who are undecided." His wisdom highlights the need to manage dissent and foster alignment within diverse teams. Reflecting on my personal journey, I've found that overcoming all forms of resistance and achieving transformational success is absolutely possible with the right approach. As leaders, our role is to navigate these complexities with a strategic vision and execution, ensuring everyone is on the same page and working towards shared goals. To build a "home team advantage," it's crucial to assemble a team with the right skills to ensure transformation success. The skills required aren't just sitting in a waiting room for the next transformation to come along. They need to be actively developed and leveraged for maximum impact. Through my own experience, I’ve discovered several key strategies that have helped me successfully lead cross-functional transformations: 👉 Tips for Leading Complex Cross-Functional Transformations: 🎯 Engage Key Stakeholders: Understand the concerns of all functional leaders and team members. I always make it a point to listen actively and address their worries, critically make sure you are seen to be listening. 🎯 Communicate the Vision: Clearly outline the benefits and goals of the transformation to build belief and commitment. In my experience, transparent communication has been vital in aligning everyone. 🎯 Align Objectives: Make sure every team and function knows how their efforts contribute to the overall strategic goals. This alignment has been a cornerstone of my success. 🎯 Build Trust Through Transparency: Share progress openly and tackle challenges head-on to build credibility. Being transparent about both successes and setbacks has fostered trust within my teams. 🎯 Embrace Pivots: Understand that a pivot is not an admission of failure but a strategic move to adapt and thrive. Flexibility and the willingness to adjust direction can often lead to even greater success. 🎯 Celebrate Milestones: Recognise and celebrate small wins to keep the momentum and motivation going. I’ve found that celebrating achievements, no matter how small, boosts morale and encourages continued effort. Turning doubt into belief demands a mix of strategic insight and empathetic leadership. Let's rise to the challenge and lead our teams to unlock their full potential, driving extraordinary success through cross-functional collaboration. #Leadership #CrossFunctionalTransformation #StrategicVision #TeamAlignment #Inspiration #CaseyStengel #SkillDevelopment

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In Chief Learning Officer's latest article, Matt Paese, SVP of Leadership Insights at DDI | Development Dimensions International, shares the most significant obstacles leaders face today and research-backed strategies to help them succeed. Matt offers invaluable insights from DDI’s Global Leadership Forecast, from navigating uncertainty to mastering crucial skills like strategic thinking and talent development. 💡 Learn more about: How leaders can thrive in uncertain environments The top skills leaders need right now The growing role of AI in leadership training Why DEI is essential for leadership success A big thank you to our BMG Corporate Member, DDI, for sharing their expertise! 🙌 #BMGCorporateMembers #ChiefLearningOfficer #ChiefTalentOfficer #futureofwork #employeeengagement #leadershipdevelopment #learningleaders #talentleaders 🔗 Check out the full article

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One of the most rewarding parts of my work is being able to examine the future alongside Jared Weiner - my partner in work and life. Many of our days end with a glass of wine, sitting and discussing our perspectives on technology, culture, the universe, and all things existential and interesting to us. That is why, when it came to the Foreword of my book, I knew just the right person to write it. Jared acknowledges that while the rising prominence of AI is obvious, real questions remain about how much impact it will truly have in many different aspects of both our work lives and our personal lives. We know that some areas of our lives will be profoundly impacted by AI, while others, not as much. And it won't be the same formula for each person, entity, institution or organization. Amazon: https://t.ly/H6GUl Barnes + Noble: https://lnkd.in/gv56eXcs Wiley: https://lnkd.in/g7ZB3Zid #futureofAI #strategicforesight #futuretrends #newhumanfrontier

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Change isn’t just a part of the process; it’s the differentiator between a solution that delivers lasting impact and one that falls flat. At Clockwork, we know that no implementation succeeds without fully considering the humans at the center of it all. 🚀 Check out our latest video on how we approach Change Enablement—our way of ensuring your investment leads to real, sustainable transformation. 🔗 Watch here: https://lnkd.in/gsk4Fwks #ChangeManagement #Leadership #Innovation #DigitalTransformation #PeopleFirst #Clockwork

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Ever wondered what really goes into EXECUTIVE COMPENSATION? In one of my favorite episodes from the CPO PLAYBOOK Podcast, I had the privilege of chatting with Shelley Carlin about the complexities behind pay structures, the influence of key stakeholders, and how CHROs are navigating these challenges in a rapidly changing world. Shelley’s perspective on aligning executive interests with shareholders isn’t just insightful—it’s essential for anyone passionate about the future of work and the strategies behind meaningful compensation. Take a peek at this clip, and if it sparks your interest, listen to the full podcast here: https://t.ly/xSrbU. Let’s keep pushing forward in making compensation not just a number, but a driver of impact and alignment! #ExecutiveCompensation #MoneyMatters #CPOPLAYBOOK

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A powerful article from Nathan Ott, Chief Polisher at The GC Index. This tool is re-shaping the conversation around talent and people data and has the potential to create real value, positively impacting business results. It's worth a curious look at how a single data set has the potential to leverage an astonishing amount of value........but as a high Strategist, I would say that.... A neat, re-look at the 4Ps model for HR too. To my HR network out there - do you want to be Polite or a Player?? https://lnkd.in/e2NThsNP

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Brian Skahan and I founded Said Differently in 2020 as industry cynics who aspired to build a new model that breaks down the traditional agency barriers standing between clients and the best possible work. Our goal was to put every dollar and ounce of creative energy in bringing to life our vision of a nimble and infinitely bespoke, talent-first model. In 2021, after a period of exponential growth that proved the value of our model, we secured an unsolicited major capital investment from Falfurrias Management Partners, becoming the platform company for their Future of Work vertical, and I became CEO. Every year, we continued to organically add a significant number of clients to our roster while increasing our talent network, and by the end of 2023, ADWEEK named us one of the fastest growing agencies in the nation. Our ambition isn’t simply to be a “big agency” - it’s to be the best provider in the marketplace to both talent and clients alike.  With this ambition comes news. Brainvire Infotech Inc., founded by the brilliant and lovely Chintan Shah, is now part of our Said Differently family. We’re combining creative, strategy, and technology with over 3,500 experts in our talent network and 1,100 global full time employees. We're better positioned than ever to deliver on the promise of on-demand digital transformation. The best news I’ve saved for last. I am so excited to share that the inimitable Linda Boff will become the CEO for Said Differently and Brainvire’s next chapter. Linda is one of the most respected marketers in the world and acutely understands the value of our model from the perspective of those who benefit directly from it: clients. I should know: GE Aerospace became a client of Said Differently because Linda understood our core mission from day one. I believe her wisdom leading our combined teams will help solidify this paradigm shift away from the bloated, rigid, overpriced traditional model. I've never felt more confident in our ability to deliver on what we've always set out to do: institute a model that's designed for the future of work. I still live by the belief that what worked yesterday won't necessarily work for tomorrow, so we're making these changes in pursuit of delivering exceptional value to our clients, to our team, and to the creative industry as a whole. You can read more details in this exclusive story in the Wall Street Journal. Onward. https://lnkd.in/e-yaUuYQ

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Josh Bersin and his team go straight to the core again!! I met Josh Bersin at a conference in 2019 just before COVID and I was impressed with the data he was presenting at that time... he continues to bring valuable data to topics related to people and how they can work better together. If you haven't yet, I suggest you read this article and also follow his team's work. #leadership #strategycultureleadership #strategy #culture #sprintahead

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Leadership Goes Far Beyond Strategy —it's about transparency, candor, and bringing the kind of energy others can rally around. In my recent conversation with Kimberly Afonso on The Executive Room podcast, I shared how these leadership principles have shaped my journey- from my time at American Express, to advising and supporting the growth of startups, and now driving growth and scale at Extend. In my discussion with Kimberly, we also talk about finding your voice on social media and other platforms, particularly in challenging times, and sometimes around difficult topics. As leaders, people pay attention to what you "do" say, but also to what you "don't". In the end, how do your values guide your leadership style and voice ? I'm eager to hear your feedback, of course good or bad, and look forward to engaging a discussion how together in the workplace, we truly make a difference! If this topic resonates, give the full conversation a listen; it's now available on: Apple Podcasts - https://lnkd.in/eQDUhTjf Spotify - https://lnkd.in/eaDdY-Ez YouTube - https://lnkd.in/e2Tv2HGi #leadership #fintech #BusinessGrowth Here's a preview of the conversation.👇🏼

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