Mindy was recently a guest on the podcast TrailBlazers Impact.
Mindy Bortness powered through her own fears when fighting breast cancer to come out on the otherside as an advocate for others facing-down serious illnesses and sharing her vision on how to own your life “post-recovery” with renewed vigor to achieve her dream of business ownership.
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Francis was recently a guest on the podcast Think Local.
In this episode, Francis discusses the importance of connecting with people, four classic behaviors and how to communicate with them, and more.
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By Mindy Bortness
What is a have-to-have soft skill that indicates a job candidate’s greatest propensity to be successful?
Problem-solving skills, personal accountability and time management are solid contenders; a few of the many examples of soft skills that can make the difference between a good team member and a great one.
Here’s my case for one that should easily rise to the top: resiliency. Read More
Bill Horan talks to Ron Price, author of Growing Influence. Ron discusses why he asks “Do you feel like you are fulfilling what you are meant to do in life?” Plus, why many of us feel powerless at work, the definition of influence, why people who feel they have influence feel affirmed and highly engaged, and why we all spend too much time worrying about things we can’t control.
Ron was recently a guest on the podcast Money Matters Top Tips with Adam Torres.
In this episode, Ron discusses his advice for new entrepreneurs, the three different kinds of leadership from his recent book Growing Influence, and how Price Associates supports leaders.
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By Ron Price
Hiring has become more important than ever. Today we are not simply filling a job, but instead asking people to balance complexity and deal with ever-present change. We are not only looking for someone who is going to fit into the job today, but also grow into additional roles in the future, due to the pace of change in the world.
Today’s workplace dynamic of low unemployment and increased worker mobility has resulted in employees who no longer feel loyalty to a company because companies are no longer loyal to them.
This changing landscape can seem like a threat to hiring, but I prefer to see it as an opportunity. It is a chance to hire in a new way.
By Jalene Case
Summer feels like it races by at twice the speed compared to the other seasons. We fill the long summer days with as much fun as possible while trying not to fall behind on our workload, but this can leave us feeling pressed for time and exhausted. How do we revive ourselves so we can enjoy our fun and still bring our best selves to work?
This summer, I thought that combining both work and fun into three weeks on the road would be a brilliant idea. It wasn’t. The long drives left me more tired than I expected, which resulted in a less-than-optimal energy level for my work. By the time I got home, I was wiped out with no scheduled time to recharge for the full workload ahead.
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By Dr. Evans Baiya, HR.com, July 2019
In today’s fast-paced world, innovation must be the future of any company looking to compete and win market share. You simply cannot grow and thrive by doing what you’ve always done. Therefore, it is a natural conclusion that innovation will be a key component to the future of performance management.
Over the past several years, my co-author Ron Price and I have seen an increasing number of companies embrace innovation as part of their strategic plan, even going so far as to create new company roles such as chief innovation officer, innovation analyst, innovation engineer, and more. In fact, a 2018 CB Insights State of Innovation study reported that 85% of executives see innovation as an important initiative. Read More
By Ron Price
In my own experience as an executive, I sought to put as much power as possible into hands of those I supervised. I wanted them to “own” their jobs and to always know how to accurately evaluate their performance. Once I retired from corporate management and started supporting other leaders, I discovered they are equally interested in providing clarity to their subordinates and nurturing a higher level of accountability. This led to formalizing a process for defining and measuring executive performance.
We start by asking our clients, “What are the three to five key results that will reflect superior performance in a job?” They often answer, “if we’re making money or if we’re growing, that hits the mark”.
By David Quinlan
Imagine an iceberg floating in the middle of the sea. Above the surface sits the impressive tip and rugged edges. What you do not see is what rests below the surface – a massive glacier with peaks and valleys and mass that comprises 90 percent of the entire body.
Defining a problem is like an iceberg. Many organizations make the mistake of trying to fix what they can see above the surface and ignore the root of a problem that sits below the surface.
Just like an iceberg, the deeper we go into the world of innovation, the more we discover. And as leaders, it’s our job to find the truth and identify a problem for what it really is versus what we think it is.