Karan Ferrell- Rhodes

Welcome to Episode 19 of “Behind the Curtains” with Dr. Mohamed Saleh and John Dyer. In this compelling episode, we explore the hidden drivers of workplace success by delving into employee tribal language and culture. Leadership isn’t just about giving orders; it’s about understanding and speaking the language of your employees to foster collaboration and growth. Discover the essential elements of respect, the skill of active listening, and how to identify and engage with the tribes within your organization. Learn how to create triads to break down competitive silos, establish shared values, and unite everyone in pursuit of a noble cause. We delve into defining respect for people and its vital components, the importance of active listening, and the power of understanding employee language. We’ll discuss how to identify employee tribes and use this knowledge to advance your organization’s culture. Topics include the deliberate creation of triads to disrupt competitive dynamics, fostering shared values, maintaining consistent communication, and leveraging informal leaders. You’ll learn strategies to encourage collaboration through joint Kaizens and cross-functional projects, promote open communication and a safe space, celebrate successes, and cultivate mutual respect and shared decision-making. Inspired by the groundbreaking book “Tribal Leadership,” this episode is a must-listen for anyone looking to enhance their workplace culture and employee participation. Ready to unlock the secrets of tribal language and transform your leadership approach? Tune in to Episode 19 of “Behind the Curtains” and embark on a journey toward a more collaborative and dynamic workplace. Join us as we uncover strategies to elevate your team’s performance and inspire a culture of innovation and mutual respect. Don’t miss out—your path to leadership excellence starts here! Listen now to your favorite podcast and if you haven’t subscribed to “Behind the Curtains”, don’t miss out and subscribe for more insights and revelations from the experts in workplace culture and leadership. Full Episode 19: https://lnkd.in/gbVUEbCx Jill Jusko Robert Schoenberger The Association for Manufacturing Excellence (AME) Marc Kuzik, P.Eng. Mark Preston April T. Paul W. Critchley Bill Greider Billy Ray Taylor Patrick Adams Joel Hugghins - Sensei, P.E., PMP Pedro Monteiro Ann Campea, MSPM, MPH, PMP®, CSM®Dave Harry Michael Bremer Michael Muilenburg

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What if we could match the high level of work inputs channeled into DEI efforts with an equally high level of equitable outcomes? In my new article for HR.com, I outline the six stages of developing cultural competence and explain how both individuals and organizations can implement this transformational approach to: 1. Shift their unconscious Filters 2. Operate from the higher stage of development DEI work requires 3. Create lasting change 🔗 https://hubs.la/Q02Cd9-S0 #SpeedOfBias #CulturalCompetence #DEI

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🎙️ Are you ready to transform your leadership skills? Tune in tomorrow for a new episode of The Future of Teamwork podcast featuring Maria Scarangella, MBA, PCC, SHRM-SCP! Maria, President of Scarangella Consulting LLC, discusses the seven behaviors of effective leaders and shares insights from decades of experience in talent development and executive coaching. Learn practical strategies to enhance team performance and drive critical business results! #Leadership #Teamwork #LEAD3R

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If you have read the recent Korn Ferry article about the new "unemployables", do not fret. Know the source prior believing all the hype. Korn Ferry is a publicly traded recruiter. They published their revised FYF just prior to this article being published, and it was not positive in regards to their revenues. Are there some facts in this article, absolutely. If you have not grasped and adopted today's new technologies, you are certainly less relevant. Is unemployment quite low. Most certainly. Is the uncertainty of the FED's rate strategy slowing investment by companies large and small? You bet. But there are two pieces that are not outlined here which is due to the fact that calling it out would hurt KFY's stock price: 1. Companies, more than ever, are depending on their employees to be the recruiter for their firm. They are posting jobs to satisfy EEO requirements but as many job seekers can attest, they don't even follow up with an email after an application. This should be obvious as the role descriptions are short, very high level and undefined as it relates to KPIs and compensation. 2. While money is tight, companies do not want to pay the 30%+ of first year comp to a recruiter for roles that are still somewhat undefined. So why would companies be doing that? Many companies, just like job seekers, are trying to understand the deluge of the new technology available and how to incorporate it. In doing so, many roles are undefined or ambiguous. So, companies would rather hire by referral for 30% less in the event that the new hire doesn't work out because their role was undefined. So how do you, as a job seeker, push through this time period? 1. Leverage your network. You are a known asset to them and they can get you in the door. Recruiters will not be as helpful as they need to land contracts and will only be putting their known assets forward. 2. Learn and grow. This does not mean you need to get another degree. But, knowing what today's new technology does and can deliver (e.g. Blockchain, AI, Web3 ) is critically important. Funny enough, you can use AI to learn about AI. So go get smart on the topics. 3. Grow your network. If you worked for a big company doing a big job, mid-sized and small companies want your experience. They are typically 5-10 years behind large enterprises. Look for companies in your vertical that may be a bit smaller and seek out new connections. 4. Keep your chin up and play with confidence. There are a lot of macroeconomic factors that you cannot control and as history shows, they will work themselves out. Your skills are relevant and needed, you just need to work a little harder proving it. https://lnkd.in/gAxHEbfu

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I happened across this older HBR article while researching turn-around leadership. This article offers research findings that suggest WOMEN ARE CHOSEN TO LEAD when organizations face "risky turnarounds." Anyone else finding this an interesting thought experiment today? What does it suggest to you?  #Womenleaders #Executive #CEOs #Turnarounds

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In this episode, we talk about the vice, virtue, and fixation related to Enneagram Type Two with special guest Chris McGuire. #enneagram2

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If this is also your credentialing year, I invite you to enroll in this Mentor Coaching group cos Jesse Trout, CHC, CPCC, PCC is amazing and fun and learning go hand-in-hand. Tell him I sent ya ;) Sacred Time #ICFCoaching #MentorCoaching #Credential #coaching #careercoaching

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It's mid-year review season and thinking about talent and talent gaps are high on the agenda for most organizations. The biggest discussion that comes up is often high performers vs high potentials. Sometimes we WANT the shiny object and forget that want we NEED is the practical thing that will get us reliably from Point A to Point B. QOTD: "Recruiting is a lot like Tinder" - Trent Cotton 🤣 🤣 #TheKOExperience #KOTruths #ThinkDifferently #ExperienceCoach #IThinkILoveMyJob #EmployeeExperience #EmployeeListening #PeopleAnalytics #Leadership #Culture #EmployeeEngagement #EVP #LVP

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Is your organization's approach to talent development leaving your leaders unprepared? At educational and not-for-profit organizations, the leadership ladder often does not provide exposure to the problems, context, and operating environs that CEOs and heads of school navigate most of the time. As a result, many new leaders are caught off guard. In the most recent issue of The Blueprint, we take a look at ways to "Raise the Bar"—including ways your board and leadership can work together to actively transform the opportunities for talent development in your organization. Read The Blueprint here: https://conta.cc/3XPElib

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Have you heard of the #glasscliff? It was a new phrase for me until today. It's an interesting theory and one that we need to pay attention to. #womeninleadership #overcomingstereotypes #breaktheglass #igniteleadershipcoach #womensleadershipcoach Ignite Leadership + HR Consulting Group

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iEQ9 goes beyond traditional, limited ideas about leadership; rather providing personal maps to self-awareness and growth. Leverage your authentic leadership style today! https://zurl.co/hxv6 #AuthenticLeadership #LeadershipDevelopment #EnneagramAssessment #LeadershipTools #EmotionalIntelligence #ConsciousLeadership #LeadershipCoaching

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Psychological Safety in Cultures of High-Risk Innovation - Explore how cultivating psychological safety can drive innovation and enhance team dynamics in high-risk environments. https://hubs.ly/Q02-xYBL0

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In this episode we talk about gluttony, planning, and sobriety and #enneagram7 with special guest Sarah Wallace of EnneagramMBA.

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Each generation brings unique strengths and perspectives. While harmonizing different work styles can be challenging, the real opportunity lies in embracing these differences. Follow X-Factor Solutions for insights on navigating the dynamics of a multigenerational workforce. #multigenerational #leadership

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Businesses that invest in their emerging leaders build resilience and foster a deeper understanding of how to effectively guide their teams. The workforce is undergoing one of the most significant shifts in decades, with Baby Boomers retiring and Millennials and Gen Z redefining workplace expectations. How are you preparing for this transition? I specialize in creating tailored programs that develop today's leaders to meet the evolving demands of tomorrow. #Askcoachcheryl #leadership #reachwellnesscollective

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When you’ve reached VP or C-Suite level, professional development opportunities can be limited. Board service is a great way to fill that gap. A board of directors role can show your employer that you want to augment your current strengths, take initiative, are expanding your professional network—and much more. Learn more in this Navigate Forward article: https://lnkd.in/g-XDZDmE #NavigateForward #BoardOfDirectors #BoardReady

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When you’ve reached VP or C-Suite level, professional development opportunities can be limited. Board service is a great way to fill that gap. A board of directors role can show your employer that you want to augment your current strengths, take initiative, are expanding your professional network—and much more. #NavigateForward #BoardReady #BoardOfDirectors Learn more in this article: https://lnkd.in/g-XDZDmE

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"Tailoring Well-Being Programs for Optimal Impact" Human Capital Leadership Review Abstract: This article explores strategies for achieving optimal outcomes through workplace well-being programs. It discusses defining success across multiple impact dimensions including participation, behavior change, health outcomes, and organizational costs. A research-backed framework is provided for tailoring program design based on unique organizational culture factors such as industry, size, values, and generational mix. Behavioral science principles are also outlined for strengthening employee engagement through tactics like social support, gradual goal-setting, feedback mechanisms, and offerings that provide pleasure and autonomy. Real-world case examples from diverse industry settings demonstrate effective application. The brief concludes with recommendations for ongoing program stewardship including evaluation, leadership buy-in, community building, communications, and continuous improvement efforts. The goal is to help practitioners maximize returns from their wellness investments.

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