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Relevant Keynote Speaker Topics by cmi

By cmiadmin | Aug 31, 2021 | Comments Off

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Whether your company is in real estate, education, finance, technology, human resources, or any other industry, these topics are relevant to your employees and leadership.

It can be difficult to find just the right keynote speaker for your organization’s events. The pandemic has carved out real-world issues like employee burn-out, working from home vs at your company, futuristic trends like AI, digital automation and a more urgent need for communications techniques to influence your customers. Your people need relevant topics such as these, delivered by experienced speakers who will inspire and motivate them, plus offer tools and techniques on how they can succeed in their industry.

cmi has world-class speakers, with years of experience, who offer topics that are pertinent to your industry, relevant to the post-pandemic landscape we currently live in and delivered in entertaining, inspiring methods that ensure your business team’s success. Whether your company is in real estate, education, finance, technology, human resources, or any other industry, these topics are relevant to your employees and leadership.

Explore 4 of cmi’s speakers and their current topics.

Tim Sanders

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Currently the Vice President of Customer Insights at Upwork, best-selling author of 5 books and strategic consultant, Tim helps businesses solve their talent gap problems, tackle marketing innovation, sales performance, talent management, leadership development, and organizational culture.

TOPICS

  • Getting Ahead of Burnout
  • The Art of Leading Remotely
  • Innovating Faster - Why Collaboration Changes Everything


WATCH TIM’s VIDEOS >


Mike Walsh

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Best-selling author of ‘The Algorithmic Leader’, Mike Walsh is a futurist for leaders, a Harvard Business Review columnist, a leading authority on technology, transformation and leadership who brings a uniquely global perspective to all his engagements.

TOPICS

  • New Rules For A New World
  • The Algorithmic Leader
  • The Rise of Generation AI
  • Designing Your Business for The 21st Century

WATCH MIKE’s VIDEOS >


Phil M Jones

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Phil M Jones is a master of influence and persuasion – the author of the best-selling “Exactly” Book Series with 1 million copies sold – and producer of the “Most Listened To” Audiobook of 2018. An entrepreneur since the age of 14, formerly the youngest sales leader of a major fashion retailer who also worked with a host of Premier League Football Clubs, Phil’s “Magic Words” give leaders more impact, sales teams improved conversions, and team members more influence in their daily conversations.

TOPICS

  • EXACTLY What to Say
  • The Magic Words for Influence and Impact
  • Lead, Inspire and Motivate others
  • Navigate
  • Win More

WATCH PHIL’s VIDEOS >


Heather R Younger

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Heather is the founder and CEO of Employee Fanatix, best-selling author of The Art of Caring Leadership, an International TEDx speaker on Adversity, Leadership Podcast Host, Business Coach, Facilitator and Attorney, who has earned a reputation as “The Employee Whisperer”. She holds a law degree and is a regular contributor to "Forbes" and "LinkedIn" and the best-selling author of The 7 Intuitive Laws of Employee Loyalty.

TOPICS

  • Building Resilience - How to Unleash Your Mindset and Overcome Any Challenge
  • Diversity and Inclusion - How to Build a Culture of Belonging
  • Sharing and Showing More Heart at Work: How to Attract and Retain Top Talent By Putting Your People First

    WATCH HEATHER’s VIDEOS>

 

The Recipe for Motivation by Ty Bennett

By Ty Bennett | Aug 25, 2021 | Comments Off


For you, as the leader, ability is the variable that you can influence the most, and the easiest. You can actively help others gain skills by providing mentoring, training, and education.

As leaders, we spend significant time and resources to motivate our teams. Most of this effort is focused on extrinsic motivation. Extrinsic motivation is the proverbial carrot and stick. Behavior is driven by the promise of a reward, or the fear of retribution. It is effective because it taps into our biological survival system.

Our survival systems relentlessly seek well-being and safety. When that survival system sees the carrot, it craves that reward and promotes thoughts and emotions that drive us to reach for that carrot. In contrast, when the survival system sees (or feels) the stick, it views the pain as a threat to well-being and safety and will go to great lengths to avoid that stick. Extrinsic motivation works—but it has limitations.

Intrinsic motivation, on the other hand, originates within us. It is internal and is not motivated by an external (carrot and stick) factor. One of the best research evaluations of intrinsic motivation was established in the Self Determination Theory. Edward Deci of Rochester University and Richard Ryan of Australian Catholic University originated this theory during the 1970s.

The theory argues that the most voluntary and high-quality motivation were dictated by conditions that support our people's Autonomy, Competence, and Relatedness. As leaders, we may not be able to control certain things, but we can influence conditions. We have the ability to provide the right conditions that will promote this high-quality, voluntary motivation. In other words, we can provide conditions that promote intrinsic motivation. In doing this, we can help to create the outcome we are looking for in those we lead.

Because of this research, we as leaders have been given an equation, a formula, a recipe if you will, to create high-quality, voluntary motivation—the type of motivation that drives your people to perform at their highest level.

The ingredients in that recipe are Autonomy, Competence, and Relatedness. In the Leader of Leaders Model, we argue that all three are essential, but Competency carries particular importance.

COMPETENCY EXPLAINED

Competency is that sweet spot where ability, experience, and confidence come together. To put it more simply:

ABILITY+EXPERIENCE+CONFIDENCE=COMPETENCE.

As leaders, we tend to focus primarily on ability when evaluating a learner. Ability, by itself, is simply to possess the skills and abilities to do something. However, skills alone do not produce a desired or successful outcome. Instead, desired outcomes require a learner to have the wisdom to apply skills effectively and efficiently. That wisdom comes through experience and confidence. This is why it is rare for a freshman or rookie athlete to make a gigantic impact on the field or on the court. Because although they possess great ability, they lack game experience and confidence to perform at this new level. Competency requires all three components.

COMPETENCY FROM THE LEARNERS PERSPECTIVE

Of the three competence pieces, confidence is the most important from the perspective of the learner. Generally speaking, we as humans tend to dismiss the validity and breadth of our own experience. As our best and often worst critics, we also undervalue our skills. Because of this fatal human flaw, it takes a lot of effort for a learner to build their confidence.

It’s important to remember that our natural tendencies to be biased toward a negative view of ourselves is not our fault. It is all based in our biology. When our survival system perceives a threat to safety or well-being, such as a challenging work assignment, it sends warning signals, usually in the form of fear or anxiety. It perceives the work assignment as a threat—meaning if we do not complete it successfully, our job will be in jeopardy.

If we are unable to manage those thoughts and feelings with confident self-assurance, we do not embrace the work assignment and underperform—despite our ability and experience. We have no control over the thoughts and feelings that come from this survival system. However, we can manage those thoughts and feelings as they enter our consciousness.

Confidence enables us to manage these thoughts and feelings as they surface. Learners who have this confidence will have greater success in their lives and in their work. With confidence, they are able to more effectively and efficiently use their ability and experience to propel themselves forward, rather than succumb to their own self-doubt.

COMPETENCY FROM THE LEADERS PERSPECTIVE

For you, as the leader, ability is the variable that you can influence the most, and the easiest. You can actively help others gain skills by providing mentoring, training, and education. It's not that you have zero influence on experience or confidence, but you have significantly more influence over ability.

Leaders value competency for good reasons. In a ten year study conducted by the Society for Human Resource Management (SHRM), the number one contributor to employee satisfaction was the capacity to use skills and abilities. In other words, an employee’s ability to be competent at what they do is what made them happy in their work. Not only does competence produce tremendous motivation, it also creates high satisfaction. It is a double win for both the leader and the learner.

 

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One Simple Step to a Culture Of Innovation Mike Rayburn

By Mike Rayburn | Aug 23, 2021 | Comments Off

"Did you know, there are companies who actually pay their people for making mistakes and coming forth with them?"

Every one of my clients wants to grow their innovation, creativity, and performance.

They want their people to experiment; try things; create new products, processes, and services; implement radical problem solving; and to create change.

So, I get a unique view across a lot of different sectors at what works and what doesn’t.

The number one way organizations stifle any creative thought:

Punishing mistakes.

You want to KILL any hope of innovation and individual brilliance?

Punish mistakes.

Make people wrong for trying and coming up short.

And do not fool yourself.

Many, many organizations tell themselves they allow people to make mistakes and all the while have a covert, tacit punishment of mistakes.

Or, they have individual leaders who act out their own ego deficiencies by making others wrong for trying and failing.

This matters. This is toxic.

So, you need to find out.

And what’s the solution? How do you build a culture of innovation?

Give everyone in your organization…

the Freedom to Be Wrong.

The freedom to fail, fall short, to screw up.

Essentially, we’re talking about offering Grace, a culture where it’s safe to be vulnerable.

Brene Brown says vulnerability is the foundation of all creativity and innovation.
Now, before you get all shaky, we are not “skipping through the forest,” here.

It’s simply encouraging your people to try boldly, and offering a soft landing when people fail… which they will!

Did you know, there are companies who actually pay their people for making mistakes and coming forth with them

Radical? Sure. And what do they get for it?

A Culture of Innovation.

(Not to mention a fun place to work, eh?).

So, start to grow your culture of innovation by giving everyone...

The Freedom To Be Wrong.

 

Mike-Rayburn-Keynote-Speaker

Are You in Your Customer’s Top 5 by Vinh Giang

By Vinh Giang | Aug 18, 2021 | Comments Off

You are the direct reflection of the top 5 people you spend time with.
This means you are in your customer's top 5 as well.

Magicians have to learn linguistic and visual influence techniques to be able to entertain and astonish people on stage. Vinh Giang, both magician and influential keynote speaker, unpacks how he uses magic to illustrate the power of influence, which has two benefits: empowerment and inspiration to others, including your customers and clients.

Vinh shares a powerful lesson about the power of influence in a magic demonstration he often uses with his audience, both in-person and virtually. He gives a coin to a person and then asks them to decide which hand to place the coin in. The first time he says, put the coin in the hand that feels right and leave the hand that’s left empty. He repeats this for three more times with the person, all the while providing subtle and hilarious cues to suggest which hand to put the coin in. Each time the person puts the coin in the suggested hand and each time Vinh guesses accurately.

Vinh goes on to explain that the reason why he demonstrates this lesson to his audience, in-person and virtually, is simply to highlight that you are the direct reflection of the top 5 people you spend time with. This means you are in your customer’s top 5 as well. Why does this empower you? Because that means you can decide who you will become in the future by deciding who you spend time with right now. As you improve and become more inspired, you will inspire and bring more value to your customers lives as well.

What skills and what attributes do you need to possess right now to get you to the future you want to be at? For example, if you wanted to improve being a top performer in your company, you could connect and bring into your top 5 someone who is a top performer. Bring someone who has the skill or attribute into your top 5 and you can slowly craft yourself into the leader you want to become.

Nothing happens until something moves — Einstein

 

The Four Steps to a Successful Hybrid Event by cmi

By cmiadmin | Aug 16, 2021 | Comments Off

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Almost 50% of Corporate Event Attendees Consider Hybrid Events the Ideal Format for the Future

Since 2020, the event industry migrated from in-person events to virtual events — speakers, event planners and companies had to scramble to adapt and pivot towards the adoption of better technology solutions to connect and interact with an online audience. Since 2021, in-person events began to shift back towards in-person events, with people expecting that the world might “normalize” and go back to way it was before. However, with the global COVID-19 pandemic experiencing a recent resurgence due to the Delta variant, the new normal means there will continue to be people who are reluctant, or are unable, to attend in-person events.

Almost 50% of corporate event attendees consider hybrid events the ideal format for the future, compared to exclusively in-person or virtual-only events, according to Metrigy Research. Businesses are embracing this new reality. In 2021, 64% of businesses say they’re increasing their virtual events, and 58% say they’re planning for a mix of virtual and in-person events.

To better meet everyone’s needs, the hybrid event model has become a very popular solution and is definitely here to stay.
But first, you must understand what a hybrid event is, and what it is not.

WHAT IS A HYBRID EVENT?
A hybrid event is a meeting or event with at least one group of
in-person participants connecting with remote participants in one or more different locations.

WHAT A HYBRID EVENT IS NOT
• A live streamed in-person event
• A live event with on-demand content
• An in-person event with a virtual add-on

Is a hybrid event right for you? Take a look at your audience needs and your objectives to make that determination. A hybrid event is highly personalized for both in-person and virtual audiences and is designed to drive action and exploration.

STEP 1: PREPARING FOR YOUR HYBRID EVENT

Determine your hybrid event configuration

  • What hybrid configuration will you use and what level of communication will there be – see some examples below:
    • Live main event + virtual participants
    • Live main event + 1-way pod
    • Studio + 2-way pods
Pod Definition: A pod is a remote group of people attending an event online, but still gathering in-person.
1-way=1-way broadcast stream
2-way=real time 2-way communication

Know your event goals and objectives
  • Determine the needs of your online group(s)
  • What do you hope to achieve from an online component?
      • How will you measure your online effectiveness?
  • Determine how to effectively engage your audience
    • Think like a TV producer – how can you engage your online participants and create an exclusive experience
    • Consider a host or emcee to facilitate communications with your remote attendees

STEP 2: DESIGNING YOUR HYBRID EXPERIENCE

Plan & Design your hybrid experience

  • Determine how the in-person speaker or (or remote) will address the online audience and work in moments of engagement
  • Speakers need to be careful not to walk or pace on stage. The camera movement can cause motion sickness for remote viewers
  • Have extra rehearsals to prepare for extra latency or “lag” time for online or video connections
  • If you poll your online audience about a topic, there may some space and time required to get answers back. Prepare for this by sharing a funny story or anecdote to your in-person audience before checking in with the online participants

STEP 3: TECHNOLOGY FOR HYBRID EVENTS

Determine what technology you will use
  • Ensure you have proper cameras, microphones, lighting
  • Incorporate stage lighting so speakers look their best to online viewers
  • Ensure the data flow between a powerful laptop, desktop computer or stand-alone piece of hardware
  • Get a reliable streaming provider
  • Have your digital venue setup and ready – this is where the online attendees will login to watch and interact with the event
  • Ensure minimum requirements for the online event and communicate a backup plan for them, just in case
  • Provide dedicated support staff or facilitator/emcee
  • It is most effective to have hard-wired internet connection
  • Test, Test, Test
  • Ensure a backup plan if technology fails

STEP 4: VENUES & BUDGETING

Venues
  • Choose your in-person venue carefully – make sure it has room for clear, unrestricted camera angles
    • Tip #1: Never stream on wi-fi; use hard-wired internet
    • Tip#2: Consider using a riser for the speaker to be raised up slightly so that cameras can get a clear angle
  • Determine your online platform that has features such as Q&A, chat, live polling, online agendas, etc.

Online Budgeting Considerations
  • Be wary of “Free.” Functionality may be limited and they may sell your attendee’s data to other marketers
  • Expensive doesn’t always mean better. Look for quality platforms that have a good record of customer services and high ratings
  • Factor in the costs of hard-wired internet
  • Quality microphone, lighting and camera kits can be built for less than the price of some table centerpieces at events
  • Provide staffing for your online event, with at least one person dedicated to monitoring the remote user experience
  • Determine which platforms serve your goals and objectives better

Although there are some challenges to a hybrid event model, this is an incredible way to offer global reach to people who otherwise might not attend, create partnerships and even drive traffic to your in-person event. Offer a combination of creative in-person media, virtual reality and on-demand content and your next hybrid event is sure to be a success!

 

Change Your World by Changing One Word by Phil M Jones

By Phil M Jones | Aug 12, 2021 | Comments Off

 

How important are your words? Is it possible to change the outcome in sales or in in your relationships when you change just one word?

Bestselling author of, “Exactly What to Say,” Phil M Jones says that is exactly what happened to Jessica, a client of his who is in the real estate world. During his phone call with her, she explained that for a period of time in her business the world of real estate had gone “crazy.” Crazy time to buy, crazy time to sell – the result was that people started behaving kind of crazy.

She decided to change the word “crazy,” that she used to describe the real estate environment, to the word “rapid.” By using this new word, she realized that the time to buy was now, that people needed to act quickly. As a result, her customers realized instantaneously that the time was now to be making decisions, that this was the moment to respond – there was no time for indecision. It changed her world by changing one word.

Think about how you’ve been describing the last 12 to 18 months in your world. Challenging. Stressful. Refreshing. Awakening. Has the adjective you’ve been reaching for to describe what you’ve been through something that is serving you today? Or, is it merely commentary from the past on a personal emotion? If you change that adjective to something more constructive, it will give you something to build on. Choose the word that best enunciates what you been through, that gives you a platform to build from and you will start building and stop looking backwards, wishing life was easier.

Remember this above all else:  When you change your words, you can change your world. Jessica proved that in the example of moving from “crazy” to “rapid.”

How are you changing the words that are enunciating what you’re looking for in your organization right now?


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The 4 Types of Managers By Clint Pulver by Clint Pulver

By Clint Pulver | Aug 09, 2021 | Comments Off

How to Assess Your Leadership on the Standards–Connection Spectrum

When you interview as many employees as we have in the Undercover Millennial program, you get a lot of insight about what creates a workplace people love. But the super interesting thing happens when we analyze that insight and compare it to a leader’s results. When we do that, two factors become so consistently linked with success that you can actually use them as a framework for assessing managerial performance.

And what are those factors? Standards and Connection.

Now, standards are your expectations for your employees’ behavior and performance, and connection is the level of empathy, recognition, time, and advocacy you offer them. In the conversations we’ve had with employees, we’ve heard consistent descriptions of four specific types of management—and each can be placed on a spectrum of these two elements. And not only that, each of those four styles can actually be linked to specific behaviors among those leaders’ employees.

So, which type of Manager are you?

The Removed Manager

The Buddy Manager

The Controlled Manager

The Mentor Manager

THE REMOVED MANAGER

Low Standards, Low Connection
First let’s look at the Removed Manager. This person leads with low standards, and low connection.

They’re completely removed from their organization and from the people they lead—we’ve seen this separation manifest emotionally, and even physically. They’re hard to find! Maybe they’re in their office, maybe in the back room—maybe they’re not even there. And when you do find them, it can seem like they’re just ticking boxes, and that they don’t really care.

OUTCOME - Disengagement

If hearing this feels uncomfortable, this might be you! And that means you’re probably struggling to connect with and lead your people. Maybe you’re feeling burned out—or maybe you’re even having difficulty connecting with your own boss. But whatever the underlying reason, that disengagement you feel is likely showing up in your people as well.

THE BUDDY MANAGER

Low Standards, High Connection

You get the Buddy Manager—hooray, a buddy, a friend! Yeah, sounds fun—everybody likes a buddy, and, hey, wouldn’t it be great to have a job where you can get away with anything. But hold on: what’s that going to do to your sense of respect for your employer? And how likely are you to feel like you’re building a career that has real meaning? While employees with a Buddy Manager might feel cared for, that’s not actually a good thing if they also feel a lack of real leadership.

If approval and friendship mean more to you than guiding or developing, you might recognize yourself here. You probably bend over backwards to make your team happy in the moment, but you fail to balance that with consistent expectations. And the outcome? Entitlement, complacency, and a lack of professional growth.

OUTCOME – Entitlement

An even bigger risk with Buddy Management is treating some employees differently, making exceptions and granting favors because you like them, or, worse, because you want them to like you. Soon you have some people seeing how far they can stretch your authority, and others feeling resentful, ignored, or shut out.

I’m not saying you shouldn’t have a great relationship with your employees, because you absolutely should! But if friendship becomes more important than what’s best for your employee’s development and performance, your company is going nowhere¬—and the same goes for your employee.

But here’s the tricky balance—the flipside to the Buddy Manager is the Controlling Manager. You’ll recognize yourself here if you have a “my way or the highway” style, with little collaboration and a whole lot of consequences.

THE CONTROLLING MANAGER

High Standards, Low Connection

Do you find that you’re always writing your people up or dressing them down? If you do, you might think you’re just pushing for higher performance, but the real result can be just as bad as with the Buddy Manager. Only in this case it takes the form of rebellion, bitterness, and a different kind of rule breaking—we’ve seen Controlling Management lead to less productivity, more theft, and even intentional mistakes made as a way to express defiance.

OUTCOME – Rebellion

And that doesn’t even begin to include the negative results of what doesn’t happen under this style of management: and that’s collaboration, innovation, and the sense of connection your customers get when they enter a business where people love where they work.

Ah, but now we reach the place where these two elements come together! This is leadership that combines high levels of standards with high levels of connection. This is Mentor Management, and it has without fail reaped the best performance results across all the workplaces we’ve researched.

THE MENTOR MANAGER

High Standards, High Connection

Employees who work for a Mentor Manager feel loyalty, show respect, and engage better with their work. You’re operating as a Mentor Manager when you provide your employees with the standards and expectations they need to feel secure in their job, and at the same time you’re spending time with them—creating meaningful moments and building trust simply by getting to know them. And the result? Respect, and loyalty.

OUTCOME – Respect & Loyalty

Now here’s the big question: for each of those managers, how much of their style do you see in yourself? If you see similarities, does that make you feel good, or uncomfortable? Who could you emulate to help yourself increase the level of standards and connection you are offering your people?

What could you do to increase the levels of both empathy and expectations in your workplace? Your title might make you a boss, but it’s your people who decide if you’re a mentor. And that’s where you want to operate as a leader.

 

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The Gift that Keeps on Giving: Employee Empowerment by Heather R. Younger

By Heather Younger | Aug 04, 2021 | Comments Off

You help guide the employee teaching them to fly, and then you show them to the runway and watch as they take flight of their own accord.

A Common Misconception

Frequently a common theme I speak on is self-leadership, however that is not the focus of today. But a common sub-theme of self-leadership is delegation, or knowing when to pass things from your plate to a fellow team member’s plate. There is a frequent misconception that delegating tasks from your to-do list to someone else’s is the same thing as employee empowerment.

That couldn’t be further from the truth. Employee empowerment is the theme I’m focusing on here today and I want to start out by clarifying the difference between delegation and true empowerment.

Employee empowerment is promoting the self-actualization of another team member. It is setting them up for success and then stepping back to observe their work from the stands as a supportive fan. Perhaps my favorite analogy for employee empowerment is the runway. You help guide the employee teaching them to fly, and then you show them to the runway and watch as they take flight of their own accord.

Clearly, empowerment is not the same as the shared responsibilities of delegation, and there are a lot more ways to empower your employees than assigning them more tasks.

Clear Expectations

The first means of empowering your employees starts where all things begin, with communication. What’s at stake when it comes to communication? Well among the general confusion and setbacks poor communication causes, there is also money on the line. An article published by SHRM entitled “The Cost of Poor Communication” states, “David Grossman reported in “The Cost of Poor Communications” that a survey of 400 companies with 100,000 employees each cited an average loss per company of $62.4 million per year because of inadequate communication to and between employees.”

This reminds me of a quote I’ve heard one of my team members refer to, “specificity drives accountability, which drives results”. The core of this statement rings true, the more clear we can be in communicating our expectations, the less room for error there will be, and the greater the chances of a favorable outcome.

The power of clear communication is seen when entire organizations are united in their mission, vision, values and goals. That looks like a well-oiled machine moving forwards at great speeds gaining success at every step of the way. If the entire team knows the foundation of all expectations is the mission, vision and values, there is a greater sense of loyalty all around.

This can prove difficult, especially when organizations are going through restructuring or mergers, or even just identity crises. A close supporter of mine, Rich Gassen, offers a powerful example of how important this clear purpose is for organizations. He realized this importance and set out on a mission to establish a clear foundation at his organization, even if that meant tearing down an old system and rebuilding from the ground up.

Risk Taking

Rich’s example demonstrates the risk involved when empowering your employees. Had his mission gone south, it could have caused a multitude of issues for the organization. True empowerment is risky. But that’s half the point. If your employees aren’t challenged to think outside the box and try new and risky solutions, then their personal growth will be stunted as well as the overall success of the organization.

The plane could crash once it leaves the runway, but if it never takes off in the first place there is a zero percent chance of success. The hazard with allowing your employees to work with generous margins of error, is knowing how to react when the risks do turn south, when the errors do occur.

Caring Leaders must be accepting of errors. Leaders can be firm and constructive, while also supportive and a catalyst for that employees’ personal development. Fear of retribution is a huge deterrence from opportunities for success.

Jo Bauler in her book, Limitless Mind: Learn, Lead, and Live Without Barriers wrote, “As the fear center of the brain becomes activated, activity in the problem-solving centers of the brain is diminished”. Fear counteracts productivity and restricts the borders of the mind inhibiting critical thinking.

Be a Resource

My last tip for how to successfully empower your team is a third key to setting them up for success. You cannot ask someone to complete a puzzle without giving them the pieces. Just so, leaders must take care to provide all the necessary resources for their team to successfully launch their planes into flight.

A team without resources feels devalued and replaceable. I correlate this experience to being stuck with your hands tied, left helpless facing a goal, with no means to achieve it. You can read more about the hopelessness that a lack of resources can cause here.

The Gift of Empowerment

Empowerment is a gift, not complex in the way in which it is given, and a gift that is realized through the actions of the receiver. That is why it is so important that leaders go about empowering their employees in the right way. One slip up, an unclear direction, a harsh retort, or a missing resource, can set up your employee for failure and affect the overall success of your organization.

Be the gift of empowerment to your people, show them you care.

 

Buy Heather's book today, "The Art of Caring Leadership: How Leading with Heart Uplifts Teams and Organizations"  >>

 

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Leaders Must Build Talent Clouds Now by Tim Sanders

By Tim Sanders | Aug 02, 2021 | Comments Off

The freelance economy has grown since the pandemic of the last year. Tim Sanders, VP of Customer Insights at Upwork and New York Times bestselling author, shares  how the hybrid freelance workforce is going to accelerate even more in the future, and why.

Tim speaks to the enterprise trends at Upwork, one of the largest worldwide staffing companies, that organizations of all sizes are feeling much more comfortable at working with freelance talent. He says that according to their December Future Workforce Report, research shows that there is a significant correlation between a manager’s comfort with remote work and their comfort with leveraging freelancers.

 

As a result, many organizations have started to leverage places like Upwork, more than ever, to help grow their business and scale up during a time of uncertainty.

 

Freelance benefits for projects include:

 

  • Get the work done fast
  • Contain costs
  • Most importantly, bring specialization to a project and improve project outcomes:
    • Rather then re-skilling a current employee, bringing in a freelance worker can infuse a project environment with their specific expertise, saving money and time.

Tim says that he and his group anticipate that leaders and businesses will use freelance talent even more moving forward — he predicts that things will not go back to the way they were before. Much like the acceleration of the hybrid workplace, he believes we will see a trend where the hybrid workforce accelerates in its adoption of the human cloud. More importantly, leaders will put their independent talent at the heart of their businesses, as opposed to them just being on the edges in the gig-work model.

 

What are the major challenges from marketplaces, such as Upwork, to cater to the huge demand?

 

Tim says that at Upwork their #1 requirement from freelancers is that they are full-time, expert professionals, often operating their own stable businesses. Leaders and companies are looking for talent clouds, usually around centers of excellence like marketing, technology and customer success and need specialized professionals who will be available for freelance services for the long-term.

 

Upwork has to ensure that their workers offer the following:

 

  • Commitment to their business, professionalism
  • A portfolio or a demonstrated body of work
  • Increasingly moving forward
  • Have certifications
  • Use assessments as needed

 

Companies consistently ask how they can be sure that freelance workers are onboarded very quickly so they are generating positive outcomes in a relatively short amount of time.

 

Tim shares that they are developing some key ways to ensure businesses have faster onboarding, with the following:

 

Having a Project Manager Upworker:

  • Develops company templates for other freelancers
  • Offers company-specific knowledge and values
  • Assists other freelancers to onboard more quickly with companies
Building Integrated Freelance Teams:

  • They specialize in one part of a project process
    • One example is a mobile software development team
  • The team offers a “soup-to-nuts” solution for a client
  • They are a virtual team and can be much more affordable because they have much less overhead

Tim shares that, as the world continues to grow its freelancing community, the time is now for organizations to start building their own virtual talent cloud of leader, specialists and contributors. Specialized freelance workers will be hired quickly over these next few years and leaders will want to be sure they secure the top tier freelancers to augment their projects going forward.

 

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How to Turn Chaos into Positive Chaos by Dan Thurmon

By Dan Thurmon | Jul 27, 2021 | Comments Off

"You Can Learn How to be More Confident and Comfortable in the Midst of Change"

What if CHAOS isn’t a bad thing? How can you harness constant change into a force for growth and opportunity? Dan Thurmon, author of Off Balance On Purpose, teaches how to excel in uncertainty and take confident action right now to create amplified, desirable future outcomes.
 

This is a challenging time for organizations and leaders to adapt and keep moving forward in the ever-changing chaos of the world around us. The one thing we have learned in the last year and half is that we can’t predict what’s coming next and many things are often out of our control.

 
Gain insights and tools to transform your C.H.A.O.S. from “Challenging, Hectic, Anxious, Overwhelming Stress” into “Challenging, Healthy, Aspirational, Ongoing Symmetry.”
 
Learn to see clear patterns in what now appears random, and take intentional action to shape them for your benefit!
 
When you apply these Positive Chaos principles to your personal life, your work and your world, you will be more confident and comfortable in the midst of change. You will be more resourceful and precise with the ability to succeed and lead others.
 

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