Innovators Unleashed | Talent Leadership and Management

In this solo podcast, Clinton Henry dives deep into the essential ingredients for creating a culture of innovation within organizations. Drawing from the wisdom of thought leaders and renowned published works, we explore the importance of a strong foundation, psychological safety, experimentation, embracing failure, collaborative spaces, cross-functional teams, and rewarding innovation and continuous learning. Join us on this journey to transform your workplace into a hub of creativity and collaboration, as we provide practical advice and real-world examples that can help you foster a thriving culture of innovation.

Discover why Kodak went out of business while Fujifilm survived in the digital age. We explore a number of factors, including their ability to adapt to changing technologies, their investment in innovation, and their branding and marketing strategies.

Today, we’re talking to Drs. Todd & Kim Saxton. Both are award-winning professors at Indiana University’s Kelley School of Business, as well as co-authors of The Titanic Effect. The book serves a practical guide to help startup founders, as well as their investors, successfully navigate the icebergs that so often sink startups in the ideation and early stages of development.
Their book can be found and purchased on https://www.amazon.com/Titanic-Effect-Successfully-Navigating-Uncertainties/dp/1642792144

I had an insightful conversation with Douglas Brown regarding the critical roles that managers and HR play in employee retention. Here's a summary of our discussion:

1. The Crucial Role of Managers in Retention:

• While financial factors might make an employee consider leaving, many non-financial aspects come into play when making the final decision.
• Managers influence factors like recognition, respect, communication, autonomy, and flexibility. They have a significant role in creating a rewarding work experience.

2. The Three Pillars of Retention:

• Ownership and Senior Leadership: They must lead by example and provide resources and commitment to create a conducive work environment.
• HR: Responsible for recruitment, ensuring that job roles match descriptions, and facilitating necessary training for employees.

3. Understanding Employee Desires:

• Managers, HR, and leaders aren't mind-readers. Periodic conversations are essential to understand employees' career goals, strengths, passions, and interests.

4. The Benefits of Regular Conversations:

• Having regular dialogues helps managers support and act on employee needs. With time, these interactions help employees see growth opportunities, making them less likely to entertain offers from recruiters.

5. Company-wide Programs vs. Individual Needs:

• While company-wide programs like wellness, EAP, and recognition are valuable, they might not cater to individual employee needs. Tailored recognition, for instance, can have a more profound impact on an employee's sense of belonging and value.

6. The Business Case for Retention:

• Retaining employees is cost-effective. According to SHRM, replacing an employee can cost between 50% to 200% of their annual salary. Integrated programs that cater to both financial and non-financial needs can offer a higher return on investment (ROI).

7. Churn Rate as a Measure of Success:

• A low churn rate reflects a competent organization and leadership. With voluntary turnover rates doubling in recent years, maintaining a low churn rate can indicate a successful managerial strategy and a positive organizational culture.

In conclusion, managers and HR have pivotal roles in ensuring employee satisfaction and retention. Regular conversations, tailored programs, and understanding individual needs are essential. Furthermore, a low churn rate is a strong indicator of an organization's health and managerial effectiveness.
Visit Douglas Brown at https://www.manage2retain.com/contact-us

In this episode of "Innovators Unleashed," host Clinton Henry engages in a captivating conversation with renowned leadership expert, Robin Pou. Together, they explore the ever-changing landscape of leadership, unveiling fascinating insights into the challenges and transformations that leaders face in today's dynamic world.

Robin Pou's illustrious career has been dedicated to assisting top leaders, both established and emerging, in navigating the intricate and fast-paced realm of leadership. His name is synonymous with leadership transformation, and as a leadership coach and thought leader, Robin's influence extends across a diverse array of organizations, from publicly traded companies to high-growth private firms. His unique perspective and experience in understanding the pulse of leadership dynamics make this conversation a valuable resource for leaders seeking guidance and inspiration.

During their discussion, Robin Pou shares profound insights into various facets of leadership, including the shift away from traditional command and control styles, the importance of addressing employee disengagement, and strategies for fostering collaboration in remote work settings. Additionally, they delve into Robin's recent groundbreaking concept, the Leadership Doubt Index, shedding light on the often-unspoken challenge of doubt that even the most successful leaders encounter.

To sign-up for Robin's popular weekly leadership newsletter or to download the Leadership Doubt Index, please visit RobinPou.com or follow him on LinkedIn.