Win the Talent War

Win the Talent War Learn from influential leaders in business today about their strategies for finding, developing, and retaining top talent.
(1)

Elizabeth Knox has been published on Win The Talent War websitehttp://www.wotpod.com/elizabeth-knox/Win the Talent War 5...
12/11/2017

Elizabeth Knox has been published on Win The Talent War website
http://www.wotpod.com/elizabeth-knox/
Win the Talent War 50: Elizabeth Knox

Summary:
In this episode, Ryan interviews Elizabeth Knox, Principal of MatchPace. Elizabeth explains how organizations today can retain their BEST employees. To optimize an organization’s pace, one needs to evaluate how people spend their time. If organizations fail to give employees flexibility and create a purpose-driven workplace, their top talent will ultimately move on to entrepreneurship or another workplace. Tune-in and discover some tips and tricks to create a purpose-driven workplace that will result in a happier and more productive workforce.
Time Stamped Show Notes:

01:10 – Ryan introduces Elizabeth Knox to the show
01:50 – Tracing Elizabeth’s career path

01:50 – Born and raised in Pennsylvania, Elizabeth spent a year of her schooling in Thailand
02:20 – Completed her college education at University of Mexico and her graduate studies was from Syracuse University

03:49 – The Origins of MatchPace

03:52 – Acutely aware of the value of work, Elizabeth sees a HUGE disconnect between what we need and what work looks like
04:30 – There are far greater challenges today as we are working in a knowledge-based economy which necessitates a creative approach

06:05 – Ryan reminisces about his first job and remembers the frustrations that arose due to the traditional job setting

07:03 – Everyone is interested in utilizing time effectively so that they can focus on their priorities outside of work
08:16 – Important to create a sense of purpose among your employees by utilizing their time effectively
08:57 – Disengagement and burnout are the two major crises facing our employees

09:56 – Learning to increase employee engagement to create a purpose-driven environment

09:56 – OPTIMIZE an organization’s pace by evaluating how people spend their time and use their skills
10:46 – Organizations need to be honest about the things that are not producing value at the workpace
11:43 – Hold people accountable by giving them the freedom to achieve

13:30 – Top talent is leaving to dive into entrepreneurship; cultivate the right environment to attract and retain top talent
15:05 – Hire someone who can take OWNERSHIP; the ideal employee is driven, is a self-starter, has good communication skills, cares for your mission and believes in energy management
16:09 – Top talent is downshifting since organizations aren’t managing them properly

17:10 – Create an environment which permits people to utilize their skills as well as take care of other priorities

18:01 – Derives motivation from how complex, beautiful and challenging the world is
19:00 – Allowing self-doubt and negativity to creep in will not get you anywhere
20:04 – If you were to go back in time to a younger version of yourself and give yourself some advice, what would it be? – “Do less and enjoy more”

21:10 – Start NOW; be more present in the moment

23:05 – Key takeaways:

23:05 – 50% of your employees are disengaged; come up with a strategy that will engage your employees

23:40 – Check out MatchPace to know more about their products and to connect with Elizabeth
23:57 – Check out our website to gain access to all previous episodes, show notes and blog

Key Points:

50% of your employees are disengaged; come up with a strategy that will increase their engagement levels.
A knowledge-based economy requires a creative approach for HR practices; relying on traditional practices will only result in high attrition and a loss of top talent.
Hire someone who can take OWNERSHIP—the ideal employee is driven, a self-starter, has good communication skills, cares for your mission and believes in energy management.

Credits

Show Notes provided by Mallard Creatives


http://www.wotpod.com/elizabeth-knox/

Ian Ziskin has been published on Win The Talent War websitehttp://www.wotpod.com/ian-ziskin/Win the Talent War 49: Ian Z...
12/04/2017

Ian Ziskin has been published on Win The Talent War website
http://www.wotpod.com/ian-ziskin/
Win the Talent War 49: Ian Ziskin

Summary:
In this episode, Ryan interviews Ian Ziskin of Exec Excel Group. Ian kicks off this podcast by sharing his five forces of change which have revolutionized the workplace. Organizations that cling onto traditional working models will slowly become obsolete and irrelevant. Ian provides some great tips for organizations that are struggling to adapt to these changes. He shares what you can do to attract and retain top talent—for instance, providing a flexible workplace, giving people opportunities to build their skills and ways to achieve a greater work-life balance. Tune-in as Ian stresses the importance of adapting to the changes in workplaces today.
Time Stamped Show Notes:

01:20 – Ryan introduces Ian Ziskin to the show
01:47 – Ian’s personal journey

01:47 – Has been part of the HR industry for 35 years
02:27 – Ventured into entrepreneurship by launching the Exec Excel group seven and a half years ago

03:40 – Ryan met Ian at a Leadership Forum in Manhattan where they talked about different changes in the HR industry
04:32 – Closely interacting with people in the HR space has enabled Ian to have some good insights into what leaders need to do to remain RELEVANT in the evolving workspace
05:30 – The Five FORCES of CHANGE

06:20 – The five forces can be segregated into two buckets – increasing democratization and technological empowerment
06:45 – The FIRST force of change is the social and organizational reconfiguration of work

07:06 – The traditional work model has been displaced and shorter, project-based gigs have become popular

07:55 – The SECOND force of change has resulted in finding employees from an all-inclusive, global talent market
09:00 – The THIRD force of change is that we are living in a truly connected world where we are expected to be reached all the time
09:48 – The pattern of technology is the FOURTH force of change that we need to adapt to
11:15 – The FIFTH force of change is human and machine collaboration

12:29 – We might see 70% unemployment in certain sectors due to the advent of automation

14:21 – Some tips to deal with the rapid changes

14:44 – Cultivate a stronger orientation to the external environment

15:05 – While most organizations have a strong focus on their internal dynamics, they ignore the external factors
16:13 – Most organizational pressures are generated externally and how you deal with them determines the long-term viability of your business

16:57 – Leaders and employees need to develop AGILITY

18:02 – Typically larger organizations are less agile compared to smaller ones
18:43 – Hire employees who have diverse experiences
20:24 – Concentrate on succession planning by developing a talent pipeline
20:41 – Instead of employees who are “ready now”, look for employees who are “ready able”; job demands are likely to change as organizations transform over a period of time

23:22 – Going forward, organizations need to accept non-traditional people as integral

24:29 – Employees from a different background bring a different and fresh perspective to the workplace

25:45 – Going into the future, AI intervention in hiring decisions will increase
26:50 – Tactics to find TOP talent

28:02 – Use technology to balance out the errors of human decision making
28:21 – Get comfortable with the idea of dealing with virtual employees
29:50 – Be flexible by looking broadly and offering a great value proposition
31:01 – Hiring a freelancer or an agency with a core competency will provide a great value proposition

32:12 – Siemens partnered with Disney to market hearing aids to children – using Disney’s core competency, Siemens was able to successfully market their product to their chosen demographic
35:12 – Predicting the future is difficult; if you see the same thing happening again and again, it is not the future

36:30 – Important to carry out pilot studies to test new, innovative concepts

37:39 – Talking to your employees might reveal some new skill sets and talents; you need not spend extra resources to find new talent
38:52 – IBM and TATA Communications have their own internal freelancing work markets; employees can work on shorter projects and can move across different work divisions to build their skills

41:17 – People who cannot move freely within their own organization end up becoming freelancers or move to other companies
42:00 – Important to engage your employees and understand what creates a purpose-driven environment
43:07 – Be mindful of the fact that there are several external options available to employees which they are exercising at an increasing rate
44:11 – Be responsive to disruptive market practices rather than holding on to long-term business models

45:45 – Connect with Ian through his website or LinkedIn
46:50 – Key takeaways

46:55 – Cultivate an open mind, be agile and be a catalyst of change
47:20 – The days of having traditional employment are over
47:34 – Take an external approach and think about what the future of your organization will look like; take accountability for and ownership over your actions to be the POSITIVE force

47:56 – Check out our website to gain access to all previous episodes
48:10 – Review and subscribe to our podcast
48:28 – Reach out to Ryan on his email

3 Key Points:

Cultivate an open mind, be agile and BE the CATALYST of change.
The days of having traditional employment are over; be open to working with a diverse workforce from across the world.
Take an external approach and think about what the future of your organization will look like; take accountability and ownership over your actions to be that POSITIVE force.

Credits

Audio Production by Chris Mottram
Show Notes provided by Mallard Creatives


http://www.wotpod.com/ian-ziskin/

Ben Brooks has been published on Win The Talent War websitehttp://www.wotpod.com/ben-brooks/Win the Talent War 48: Ben B...
11/27/2017

Ben Brooks has been published on Win The Talent War website
http://www.wotpod.com/ben-brooks/
Win the Talent War 48: Ben Brooks

Summary:
Ben Brooks is the CEO and founder of Pilot, a high-value, coaching product. Ben speaks to the need of employees to cultivate an entrepreneurial mindset and how organizations can create an environment which will help facilitate this. Ben emphasizes the importance of balancing long-term vision with tactical implementation. He also provides insights into Pilot and shares why it is an effective and cost-effective alternative to enterprise solutions. Tune-in to learn how taking action NOW and developing self-awareness and confidence gives you the entrepreneurial mindset needed for success.
Time Stamped Show Notes:

01:22 – Ryan introduces Ben Brooks to the show
01:56 – Tracing Ben’s Journey…

02:13 – Started his entrepreneurial journey five years back; runs two small, but growing companies
02:21 – A New York resident, Ben meditates diligently and recommends the app, HeadSpace

04:26 – Cultivate a mindset where you can produce incremental and quick action
05:02 – Owning a company is NOT a good idea for a vast majority of people; you do not need to own a business to be entrepreneurial
06:22 – Challenging for organizations to cultivate an entrepreneurial mindset among employees

07:36 – Focus on incremental and continuous improvement
08:19 – Large organizations often make the mistake of confusing multi-tasking with entrepreneurship

09:18 – As an entrepreneur, you need to be incredibly FOCUSED on a few critical areas

10:03 – Ben tries to do fewer things better

10:48 – Entrepreneurship is an ON-FIELD sport
11:15 – Learning is the most important currency of a startup
12:23 – Some Entrepreneurship Tips and Tricks

12:23 – Starting small is the best way to kickstart entrepreneurship
13:17 – A quick culture results in progress which inspires everyone
13:31 – Get out of your planning mode and dive into the doing mode
14:21 – Balance your vision with tactical implementation
15:25 – Aim for a “release early” culture where you take imperfections in stride

16:15 – Things get better when things get moving

17:23 – Hire folks who can execute your plans to perfection

18:13 – Hiring vets is a great idea to address any implementation issues; contrary to perception, vets are an agile and flexible workforce

18:52 – Behaviors and activities are the best way to cultivate self-awareness; the most successful professionals have a clear sense of themselves

20:05 – Pilot has an interesting feature called “Stop, Drop and Reflect”
20:50 – Important for organizations to have a finger on the employee’s pulse to know whether or not they are engaged

21:12 – The best way to improve your public speaking skills is to cultivate CONFIDENCE; people get jaded by life and its experiences and lose their confidence
22:35 – Some TIPS from Ben

22:54 – Lean on the latest technologies to work smarter
23:54 – Do not think of your company as the only source; think about what can you do for you
25:17 – People who are the most satisfied advocate for themselves

25:40 – Why is Pilot the BEST solution for you

26:06 – Provides high-value talent through a high-value coaching product
26:31 – Executive coaching is unaffordable and out-of-reach for most people
27:27 – Empowers the employee regardless of management
28:00 – An affordable solution that does not require any technical integration
29:00 – Addresses the needs of those employees that are often ignored by their organizations

29:35 – Know more about Pilot through their website, Facebook, Instagram, Twitter or LinkedIn
29:51 – Connect with Ben through LinkedIn or email
30:44 – Check out The “About our Founder” video on the Pilot website
31:35 – If you were to go back in time and give yourself some advice, what would it be? –

32:00 – RELAX and do not give in to anxiety
32:31 – Could have done better in high school
32:46 – Stop looking at employment as a big, scary thing
32:56 – Go for things that you really want

34:27 – Often, we are doing things far better than what we give ourselves credit for
35:27 – Key takeaways:

35:27 – The time to act is now – just DO it
36:06 – Take action to make sure that your employees are EMPOWERED

36:44 – Check out our website to gain access to all previous episodes

3 Key Points:

The time to act is now – just DO it.
Take action to make sure that your employees are EMPOWERED.
Relax and do not give in to anxiety; you will be more present and will be able to work better.

Credits

Show Notes provided by Mallard Creatives


http://www.wotpod.com/ben-brooks/

Steve Adams has been published on Win The Talent War websitehttp://www.wotpod.com/steve-adams/Win the Talent War 47: Ste...
11/20/2017

Steve Adams has been published on Win The Talent War website
http://www.wotpod.com/steve-adams/
Win the Talent War 47: Steve Adams

Summary:
In this episode, Ryan interviews Steve Adams, CEO at EmployeeChannel, Inc. Steve shares the drastic changes in the workforce and in work attitudes over the years. He shares how organizations are faltering as far as employee engagement is concerned and provides insights into how you can come up with an optimum, communication strategy that will BOOST engagement levels. Assess, Design and Follow-up are the three steps that an organization needs in order to analyze their current communication strategy. Tune-in to learn how you can set up the RIGHT employee communication strategy that will get your organization on the path to success.
Time Stamped Show Notes:

00:44 – Ryan introduces Steve Adams to the show
0:50 – Today we discuss how employers can come up with the best communication strategy
01:14 – Tracing Steve’s journey so far…

01:53 – A PhD in English, Steve taught writing and communications for many years
02:13 – Grew up in the South but has been staying in the San Francisco Bay area

02:56 – How the workforce and work attitude have changed over the years

02:56 – There is a big SHIFT in work attitudes as American workers work to live instead of living to work
03:43 – We are always on and never unplugged
04:04 – A lot more DIVERSITY in today’s workforce
04:51 – A more DECENTRALIZED workforce

06:00 – The number ONE thing that employees desire from their organizations is positive recognition; second is open and transparent communication
07:44 – Developing a personal relationship with your peers is highly valued today
09:03 – Ways to boost employee engagement

09:24 – Though we have been measuring employee engagement for three years, we have made little progress in this area
10:26 – We need a 21st century solution for communicating effectively with employees
11:35 – Employee communication is the cornerstone of engagement
12:10 – Put the same rigor that you put into customer engagement in employee engagement
13:03 – Customer Relationship Management is about developing detailed intelligence about the customer and then creating the best possible customer experience
14:00 – Put an employee communication strategy in place at the beginning of the fiscal year
14:47 – Understand your audience and learn how to reach them
15:38 – Use platforms that can support your aim
16:29 – Adopt an analytical approach to design your employee communication strategy

17:28 – While customers are top-line revenue generators, investing in employees will push up your profitability
18:37 – Assess, Develop and Follow-up

18:37 – The first step is to find out where you are by analyzing your current communication strategy
19:19 – The second step is analyzing how good your people are at communicating
19:56 – The third and final step is getting feedback from your employees

21:33 – Develop a multi-channel communication strategy, relying on antiquated channels like email will not yield optimum results
24:12 – Design surveys so that you can get the correct information that you are looking for
24:57 – Employees unwilling to be completely transparent while providing answers indicate an undesirable company culture
25:35 – If you were to go back in time and give yourself some advice, what would it be?

26:19 – The three most important traits are authenticity, integrity and intelligence

27:07 – Key takeaways:

27:10 – Extremely important to implement a well, thought-out employee communication strategy
27:35 – While designing your communication plan, do an assessment of those who have all three traits that can help you
27:57 – Have guardrails in position to make sure that you are implementing the plan that you put in place; assess, develop, and follow-up to ensure that you are setting yourself up for success

28:28 – Check out our website to gain access to all previous episodes

3 Key Points:

It ‘s extremely important to implement a well, thought-out employee communication strategy.
While designing your communication plan, do an assessment of those who can help you roll it out.
Have guardrails in position to make sure that you are implementing the plan that you put in place; assess, develop, and follow-up to ensure that you are setting yourself up for success.

Credits

Show Notes provided by Mallard Creatives


http://www.wotpod.com/steve-adams/

Address

New York, NY

Website

Alerts

Be the first to know and let us send you an email when Win the Talent War posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Win the Talent War:

Nearby media companies