Episodes

  • Are Leaders Born or Made? The Role of Curiosity in Leadership

    Are Leaders Born or Made? The Role of Curiosity in Leadership
    Nov 5 2024
    Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations. In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success. Key Takeaways Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics. Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice. Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability. Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience. Breaking old habits involves changing underlying neurological rewards, making change more sustainable. Self-leadership aligns personal values with intentional actions, setting a powerful example for others. True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams. A shared language around self-leadership fosters a strong, cohesive organizational culture. Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective. Chapters: 00:00 Who are Andrew and Alex Geesbreght? 04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership 07:12 Are Leaders Born or Made? 09:09 The Role of Curiosity in Leadership 11:16 The Linkage Between Curiosity and Transformation 13:18 The Importance of Self-Awareness and Practice in Leadership Development 18:51 Recognizing the Power of Self-Leadership 20:15 The Complexity of Values and Decision-Making 22:50 Exploring Blind Spots and Areas of Discipline 23:58 Creating a Common Language for Self-Leadership 26:00 The Influence of Behavior and Modeling 28:04 The Circle of Control and Circle of Influence 30:03 The Challenge of Optimization and Team Composition 34:29 The Journey of Self-Leadership and Continuous Growth Learn more about PRAX Leadership: https://praxleadership.com/ Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/ Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    40 mins
  • The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics

    The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics
    Oct 29 2024
    Summary: Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring. In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning. Key Takeaways: MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards. Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19. Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies. Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles. Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge. Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce. Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market. Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent. Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence. Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception. Chapters 00:00 Introduction and Overview 07:51 The Rise of Gig Work and its Drivers 13:03 Classifying and Managing Perception of Gig Workers 17:07 The Importance of Skills-Based Hiring 22:10 The Responsibility for Upskilling Gig Workers 24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap 32:48 The Evolving Nature of the Employer-Employee Relationship 37:12 The Importance of Loyalty to a Brand 42:22 Cultural Differences Between Traditional Industries and the Gig Economy Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    47 mins
  • Why Employers Need to Care About Their Employees’ Financial Health

    Why Employers Need to Care About Their Employees’ Financial Health
    Oct 22 2024
    We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being. In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making. Key Takeaways: The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees. Employers that care about employees' financial health boost engagement and retention. Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing. Employee engagement strategies should include support for financial goal-setting and literacy. Upbringing and cultural influences shape how individuals approach financial habits and spending. The uncertain future of social security underscores the importance of personal financial planning. Chapters 00:00 Introduction and Technical Difficulties 01:35 Introducing the Guest and Topic 03:05 The Impact of the Shift from Pensions to 401(k) Plans 07:33 The Changing Relationship Between Employers and Employees 10:23 The Importance of Employee Engagement and Financial Goals 13:43 Addressing Employees' Financial Health 15:24 Case Study: Southwest Airlines' Approach 19:38 Living Within Means and Financial Literacy 21:21 The Influence of Upbringing and Popular Culture on Financial Habits 21:28 The Desire for Instant Gratification 22:11 The Impact of Rising Costs 23:30 Data-Driven Decision-Making 24:05 Setting Financial Goals 29:06 The Belief in Windfalls 30:49 The Uncertainty of Social Security 36:40 Finding Reward Differently 39:25 The Addiction to Saving 41:15 The Need for Informed Decisions Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner Visit YourMoneyLine.com William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    47 mins
  • How Gen Z is Redefining Work: Challenges, Values, and the Future Workforce

    How Gen Z is Redefining Work: Challenges, Values, and the Future Workforce
    Oct 15 2024
    Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce. In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition. Key Takeaways: The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations. Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance. Recruiters need to highlight company values and culture when attracting Gen Z candidates. Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce. Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z. Gen Z candidates evaluate companies based on alignment with personal causes and values. Chapters 00:00 Who is Jeremy Bilsky? 02:55 The Impact of the Pandemic on Gen Z 09:33 Employers Backpedaling and the Challenges of the Job Market 17:31 Gen Z's Values and Causes in the Workplace 20:57 The Role of Recruiters in Selling Company Values 25:04 Taking Gen Z's Concerns Seriously 29:50 Adapting to the Changing Needs of Gen Z Candidates 31:15 Conclusion and Thank You Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    37 mins
  • The Alchemy of Talent: Leading Teams to Peak Performance with Vijay Pendakur

    The Alchemy of Talent: Leading Teams to Peak Performance with Vijay Pendakur
    Oct 9 2024
    In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success. In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak. Key Takeaways: High-performing teams are built through trust, belonging, and connection, not just cognitive factors. Resilience and non-cognitive factors significantly boost team performance, driving long-term success. Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation. Measuring performance requires a shift away from traditional metrics toward broader playbooks. Diversity is essential but only thrives when trust and belonging are prioritized within teams. Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership. Chapters 00:00 Introduction and Background 03:00 The Importance of Trust, Belonging, and Connection 06:08 The Paradigm Shift in Performance Measurement 09:07 The Business Case for High-Performing Teams 11:28 The Impact of Diversity on Innovation 14:25 Fostering Non-Cognitive Performance Factors in Organizations 22:18 Aligning Leadership Roles with Individual Strengths 25:01 Transitioning to Leadership Roles 27:19 Navigating Disruption and Ambiguity 29:03 The Value of Internal Talent Identification Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/ Get the Alchemy of Talent here Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    44 mins
  • Empowering Recruiters with Data-Driven Decision-Making & AI

    Empowering Recruiters with Data-Driven Decision-Making & AI
    Oct 8 2024
    Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes. In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency. Key Takeaways Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment. Actionable data aligned with business goals improves overall recruitment strategies. AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement. Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making. Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly. Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires. Chapters 00:00 Introduction and Overview 02:56 Understanding the Role of Data and Analytics in Recruitment 08:53 The Role of AI in Recruiting 14:19 Challenges and Opportunities in Data Hygiene and Data Literacy 18:08 Using Data in Context to Make Informed Decisions 21:30 The Importance of Recruiters in Data-Driven Recruitment 24:01 Data-Driven Decision-Making 26:24 Intuition and Intuitive Data Systems 29:21 Automation and Augmentation 35:32 Measuring Quality of Hire Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    47 mins
  • The Chaos of FTC's Non-Compete Ruling: Enforceability, Carve-Outs, and Political Implications

    The Chaos of FTC's Non-Compete Ruling: Enforceability, Carve-Outs, and Political Implications
    Oct 3 2024
    Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections. In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape. Key Takeaways Non-competes are often enforced against salespeople and executives, especially in business divorce cases. The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing. Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions. The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges. The proposed rule could create chaos, leading to increased litigation and compliance issues for companies. Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements. Chapters 00:00 Who is Greg Brown? 07:39 Enforcement Against Salespeople 30:10 Senior Executives and the Enforcement of Non-Competes 37:29 Predictions for the Future and Potential Chaos Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    47 mins
  • Indeed FutureWorks Preview - What To Expect At FutureWorks This Year.

    Indeed FutureWorks Preview - What To Expect At FutureWorks This Year.
    Sep 17 2024
    Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities. In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring. Key Takeaways Indeed connects 350 million job seekers with employers monthly. Generative AI is transforming the hiring process and job matching. Workplace well-being directly impacts overall company performance. The FutureWorks conference offers global insights from industry leaders. AI plays a critical role in enhancing the job seeker experience. Indeed remains committed to supporting marginalized job seekers globally. Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/ Lead with Indeed: https://www.indeed.com/lead Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show more Show less
    35 mins