In this episode of the People Dividend, host Mike Horne talks with Delphia Howze, a leading expert in diversity, equity, and inclusion (DEI). Delphia shares her extensive background in human resources and her role as the Chief Inclusion Officer at the U.S. Department of Energy's Oak Ridge National Laboratory.

The conversation delves into the importance of fostering inclusive environments in organizations, the challenges currently facing DEI efforts, and the insights from her newly released book, 'Including You: Leading Inclusion From Where You Are.' Delphia emphasizes that inclusion is a collective responsibility and discusses her journey as an author, the marketing of her book, and her vision for a more inclusive future.

Key Points:

• Inclusion is a collective responsibility, not just for leaders.

• Diversity without inclusion leads to high turnover.

• Engaging with diverse perspectives is crucial for authentic leadership.

LinkedIn:

Instagram:

Website: dhowzesolutions.com

Amazon Book link:

Amazon Author Page:

Kevin N. Wilkins is the Founder and CEO of Trepwise, a growth consulting firm with a mission to unlock the potential of purpose-driven organizations by aligning people, process, and vision.

In this episode, Kevin discusses the significance of building a people-centric culture and the impact it has on the success of an organization. He discusses the challenges of maintaining culture as an organization grows and provides advice on evaluating and adjusting strategic plans.

Key Points:

• Purpose-driven organizations are those that aim to make a meaningful impact and address societal issues.

• Aligning people, process, and vision is crucial for the success of purpose-driven organizations.

• Building a people-centric culture, where values, mission, and vision are clear, leads to a more successful organization.

LINKEDIN: https://www.linkedin.com/in/knwilkins/

https://www.linkedin.com/company/trepwise/

FACEBOOK: https://www.facebook.com/trepwise

TWITTER: https://x.com/trepwise

John Bennett is president of Lawton Associates, a consulting and executive coaching firm focused on helping individual, teams and organizations prepare for, excel through, and improve from change. He is a Professor of Business & Behavioral Science at the McColl School of Business, Queens University of Charlotte. He holds the Wayland H. Cato, Jr. Chair of Leadership. In addition to teaching, he is an executive coach and a frequent speaker and presenter at academic, professional, and client conferences and workshops.

In this episode, Mike Horne interviews John, about his new book, 'The Manager's Guide to Coaching for Change.' They discuss the importance of coaching skills for managers and leaders, the need for managers to focus on developing their team members, and the impact of coaching in the evolving world of work. John emphasizes the role of managers as coaches and the power of feedback, listening, and asking powerful questions. He also highlights the importance of understanding what drives and motivates team members and tailoring feedback to their needs. The conversation explores the challenges of bad managers and the value of a humanistic approach to coaching.

Quotes

• "If you cannot sit down with a piece of paper and write down for every person with whom you work on a regular basis, what drives them? What are their motivators? You need to figure that out because that's what keeps people going."

• "If you want to advance, what better to be known for us than somebody who is a talent multiplier, as opposed to someone who is a diminisher of the talent around you."

• "What we have as leaders, as managers, as human beings interacting is it starts out with this tool called self. And so we need to understand what that tool is, but we also need to understand how to use that tool."

Links

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor

Instagram: https://www.instagram.com/mikehorneauthor/,

Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike

Learn more about John Bennett, PhD

LinkedIn

“Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive,” says Lori Saitz, CEO of Zen Rabbit. This week, Lori joins Mike Horne to discuss the impact of health, meditation, and wellness on the workplace. She shares her journey from a shy child to a successful entrepreneur and wellness advocate, emphasizing that employees are not just resources—they’re invaluable assets.

How can business leaders enhance their leadership skills and creativity? Lori explains how simple practices like meditation and gratitude can make a significant difference. She highlights meditation as a cost-effective tool that rewires the brain, enhances focus, and promotes better decision-making by fostering calmness and groundedness. Lori also dispels the myth that meditation is difficult, encouraging its daily integration to boost overall well-being and productivity.

Gratitude, according to Lori, plays a crucial role in the workplace. She references research showing that appreciation leads to increased motivation and productivity among employees. This episode explores the broader implications of these practices, suggesting that true productivity isn’t about time management but about quieting the mental distractions that hinder focus. Lori passionately advocates for a return to people-centric management, where employees’ holistic well-being is prioritized, and they are encouraged to bring their full selves to work.

Quotes

• “Going back to what high-performing business leaders are doing, they’re practicing meditation to become more focused, creative, and innovative, and to build better relationships. One of the questions I get asked a lot is, “When’s the best time to meditate?” There really is no best time—it’s whenever it works for you. Personally, I like to do it first thing in the morning because it sets the intention for the day. When you deliberately, intentionally set an intention for the day, you’re setting yourself up for success. That’s essentially what meditation does.” (13:54 | Lori Saitz)

• “Spirituality definitely belongs in the workplace. Being allowed to bring your full self and your full spirit to the job is where people can be the most productive.” (17:20 | Lori Saitz)

• “The one piece of inspiration I would offer is to refocus on what you have in your life to be grateful for. Our society is so focused on complaining and criticizing, and we don’t need more of that. We need more focus on gratitude and finding it wherever it is.” (21:22 | Lori Saitz)

Links

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor

Instagram: https://www.instagram.com/mikehorneauthor/,

LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike

Learn more about Lori Saitz:

Website: zenrabbit.com

LinkedIn: https://www.linkedin.com/in/lorisaitz/

Instagram: https://www.instagram.com/zen_rabbit/

Facebook personal: https://www.facebook.com/LoriSaitz/

Twitter: https://twitter.com/zenrabbit

Podcast production and show notes provided by HiveCast.fm

“Anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do,” says Dr. Matt Zakreski, a clinical psychologist with extensive experience supporting neurodivergent individuals, including those with ADHD, autism, dyslexia, and giftedness. This week, Dr. Matt joins Mike Horne to dive deep into the world of neurodiversity, particularly its impact in the workplace. How can businesses shift their perspective to see employees not just as resources but as invaluable assets? Dr. Matt believes the answer lies in recognizing and celebrating the unique strengths of neurodivergent individuals.

Breaking down the concept of neurodivergence, Dr. Matt explains how different brains develop asynchronously, resulting in distinct challenges and strengths that persist throughout a person’s life. This insight is crucial for HR professionals and organizational leaders aiming to support neurodivergent employees effectively. He advocates for creating inclusive environments that cater to the diverse needs of all employees, ensuring everyone can thrive.

In addition to sharing his expertise, Dr. Matt provides actionable advice for improving the lives of neurodivergent individuals. He suggests modifications to work environments that better suit individual needs, finding roles aligned with one’s strengths, and incorporating passions into daily life—even if they’re not part of the primary job. These strategies are designed to enhance well-being and job satisfaction, making life more fulfilling for neurodivergent individuals.

Quotes:

• “The more we learn about neurodivergent people, the more we realize that you don’t just age out of ADHD when you turn 18, right? You don’t stop being gifted when you finish school. It’s a brain you have your whole life, which means that HR professionals are the new battleground, the new front lines when it comes to serving the people I work with. So anytime I get to help a lot of professionals and adults in the workplace, it feels like a huge investment in making people’s lives better, which is why I do what I do.” (02:28 | Matthew Zakreski, PsyD)

• “Neurodivergent people can make amazing leaders because they think outside the box. They aren’t constrained by rules.” (09:46 | Matthew Zakreski, PsyD)

• “To be the most successful, whether in work, school, or the community, it’s about meeting people where they are and understanding the best way to move them forward.” (12:00 | Matthew Zakreski, PsyD)

Links:

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor

Instagram: https://www.instagram.com/mikehorneauthor/,

LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike

Learn more about Matthew Zakreski, PsyD:

https://www.theneurodiversitycollective.com/

Podcast production and show notes provided by HiveCast.fm

“When we think of talent acquisition and talent attraction, there’s an art and science to it,” says Thad Price, CEO of Ready, Set, Hire and Talroo. This week, Thad sits down with Mike Horne to share how businesses can reshape their hiring strategies by tapping into technology and data.

Thad compares talent acquisition to customer acquisition, where branding, metrics, and data play a crucial role in attracting the right candidates. But how can companies use these tools to not just find, but truly connect with top talent? Thad explains that it’s about creating a compelling employer brand, using data to understand what candidates are looking for, and maintaining consistent, transparent communication throughout the hiring process. By doing so, businesses can build trust and foster stronger connections with potential hires.

The episode also explores the idea of “essential workers,” a term that became widely recognized during the COVID-19 pandemic. Thad sheds light on how Ready, Set, Hire, powered by Talroo’s advanced talent-matching platform, simplifies hiring for small to medium-sized businesses. From crafting effective job postings to automating repetitive tasks, the platform leverages AI to create a smooth and efficient candidate experience.

Thad and Mike don’t shy away from discussing the frustrating phenomenon of ghosting in the hiring process. What can be done when candidates and employers alike drop the ball on follow-ups? Thad suggests that improving candidate quality and ensuring quicker, more transparent communication can make a significant difference. He also highlights the importance of retaining employees by offering clear career paths and competitive pay, which in turn helps reduce hiring costs and turnover.

Looking ahead, Thad envisions a future where talent acquisition becomes even more candidate-centric—treating job seekers like consumers and providing a level of service and transparency that meets their expectations.

Quotes

• “When we think of talent acquisition and talent attraction, there’s an art and science to it… And through that experience, we have this function that is talent acquisition, which is a lot like customer acquisition.” (04:21 | Thad Price)

• “If you think about the idea of attracting talent and recruiting talent, recruiting is a contact sport. It is a sport of connecting with people, having conversations with people, and developing relationships.” (07:52 | Thad Price)

• “When we think about the idea of AI, I like to think it gives a lot of our traditional processes a superpower. That superpower allows us to do what we actually love and what we signed up for, which is changing lives and ensuring that recruiters are finding the right talent. This not only changes the job seeker’s life but also helps propel a company to its next generation of growth.” (08:27 | Thad Price)

• “I think it’s important to ensure that we are intentional around the connection to job seekers and candidates and treat the candidates as our consumers.” (37:37 | Thad Price)

Links

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor

Instagram: https://www.instagram.com/mikehorneauthor/,

LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike

Learn more about Thad Price:

linkedin.com/in/thad-price-2368b/

talroo.com

Podcast production and show notes provided by HiveCast.fm

“If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader,” says Ken Schmidt, renowned executive advisor and speaker, pivotal in Harley-Davidson’s 1990s turnaround. This week, he joins Mike Horne to share insights on leveraging human capital and redefining competition.

Ken recounts how focusing on delighting customers rather than just producing motorcycles revitalized Harley-Davidson, emphasizing a people-first approach. He argues that true competitiveness comes from being known for your identity, not just your actions, and that leaders should be memorable for their human qualities.

He also highlights the importance of making noise in the marketplace to create a distinct presence, as discussed in his book, “Make Some Noise: The Unconventional Road to Dominance.” Ken provides practical advice for leaders to improve competitiveness and foster loyalty through clear, consistent communication about their values and human qualities.

Quotes

• “If you’re going to compete and be dominant as a business, you need to be known, appreciated, and spoken of for who you are, not for what you do. The exact same rule applies if you are a leader. You want employees to think of you and know you for your human qualities, the things that make you attractive as a person, because ultimately that’s what builds loyalty and inspires people.” (10:12 | Ken Schmidt)

• “To be successful as a competitor, we need to be talked about, respected, and revered. People need to come back to us, like us, trust us, and believe in us. We have to carve this out for ourselves first, establishing a definitive set of markers. What keywords would we want people to use when they talk about us, beyond just being a fine leader and a smart person? What are the human qualities we wish to be remembered for? These are what we need to accentuate when we talk to people.” (24:47 | Ken Schmidt)

• “We need to have consistent language. We need to use language that our competitors don’t use. If they talk about product, we won’t. If they talk about quality, we won’t. Instead, we’ll talk about lifestyle, freedom, and individuality. What does that have to do with the product? Why be known for what’s obvious? Instead, we give people clever language and hooks to remember us by and use when they talk about us. Pretty soon, the vernacular and the energy change because people react differently and appreciate that we’re doing it.” (38:07 | Ken Schmidt)

• “Let's not focus on serving. Let's concentrate on saying things and saying them in ways that are memorable and repeatable. Because if we're not thinking about it, we're not doing it.” (40:56 | Ken Schmidt)

Links

Learn more about Mike Horne on Linkedin

Email Mike at mike@mike-horne.com

Learn More About Executive and Organization Development with Mike Horne

Twitter: https://twitter.com/mikehorneauthor

Instagram: https://www.instagram.com/mikehorneauthor/,

LinkedIn Mike’s Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,

Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike

Learn more about Ken Schmidt:

kenspeaks.com

https://www.linkedin.com/in/ken-schmidt-5b08115/

Podcast production and show notes provided by HiveCast.fm