Kerry Siggins Podcast

Teresa Vozza began her executive career in Human Resources and has over 20 years of experience in leadership, coaching, and peak performance. Initially struggling with confidence and self-image in a male-dominated environment, she transformed through coaching and personal development. She advanced from an insecure HR Director to a successful Chief HR Officer, earning respect and leading engaged teams.
With a record of success, Teresa aspired to help other executive women struggling with self-image and confidence. She pursued advanced training in Coaching and Transformation, gaining multiple certifications. Teresa demands results from her clients, helping them achieve promotions, salary raises, and dream jobs. She challenges and supports her clients to achieve significant personal and professional growth, whether they are seasoned leaders or women in transition.
Teresa is also a top LinkedIn contributor, and her writing has been featured in top publications, most recently Fast Company.
Episode Insight: Burnout is real but you don’t have to succumb to it. Pause, reflect and notice where you feel stress in your body. This is the first step into overcoming the overwhelm.
Background: In this week’s episode of Reflect Forward, I welcome executive coach and resilience trainer Teresa Vozza. Teresa shares her poignant burnout story, detailing her journey from a Chief Human Resources Officer to a successful executive coach. We delve into the harsh realities of workplace burnout and the ‘silent burden’ often accompanying leadership roles. Teresa provides practical strategies for achieving a healthier work-life balance, emphasizing the significance of self-care in leadership positions. Additionally, she highlights the importance of somatic practices, such as mindfulness and body awareness techniques, in mitigating stress and preventing burnout.
Tune in for an insightful conversation on sustaining effective leadership without sacrificing personal well-being.
How to find Teresa:
Website: https://www.teresavozza.ca/
LinkedIn: https://www.linkedin.com/company/teresa-vozza-coaching/
Email: teresa@teresavozza.ca
Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Trust is crucial in leadership. In fact, it’s the superpower every leader needs. It’s what holds teams together, builds strong relationships, and drives high performance and growth.
In this episode of Reflect Forward, I explore why trust is essential for effective leadership. I share stories and stats showing how trust impacts business success and explore three ways to harness trust as a superpower: trusting yourself, trusting others, and being trustworthy.
Why Trust is So Important in Leadership
Healthy, growing cultures are built on trust and are crucial to a company’s success. A survey by PwC found that 55% of business leaders see a lack of trust as a major threat to their company's growth. That’s a big deal.
Trust Yourself
Becoming a trusted leader starts with trusting yourself. This means having confidence in your abilities, decisions, and judgment. It’s about being genuine, knowing your strengths and weaknesses, and sticking to your values. When you trust yourself, you come across as confident and dependable, which helps others feel safe taking risks and innovating.
Self-trust is also the foundation of resilience. Leaders who believe in their instincts and capabilities better handle uncertainty and make tough decisions. They inspire the same confidence in their teams, creating a culture of empowerment and accountability. Trusting yourself isn’t just about personal growth; it sets the tone for your organization.
Trust Others
Trusting yourself is important, but equally important is trusting others. This involves more than just delegating tasks – it's about empowering team members and believing in their potential. Trusting others means giving them the freedom to make decisions and learn from their mistakes. It's a powerful way to show that you have faith in your team's abilities, which in turn builds mutual respect and loyalty.
When leaders trust their teams, it sets off a positive chain reaction. Employees who feel trusted are more engaged, motivated, and committed to their work. In fact, a Gallup study found that employees who feel trusted by their leaders are 14 times more likely to be highly engaged. This high level of engagement translates to better productivity, innovation, and overall success.
Be Trustworthy
To make trust a superpower, you need to be trustworthy yourself. This means being consistent, reliable, and transparent. It involves keeping promises, being honest about challenges and mistakes, and acting with integrity. Trustworthy leaders can be counted on to do what they say and say what they mean. Being trustworthy is key to credibility and influence; it’s hard to be credible if people don’t believe you. Trustworthy leaders inspire their teams to be trustworthy, creating a ripple effect that strengthens the whole organization.
Conclusion
Trust is more than just an essential trait for leaders; it’s a superpower that can transform organizations. By trusting yourself, trusting others, and being trustworthy, you can create an environment of mutual respect, collaboration, and high performance. Trust is a constant pillar of effective leadership and as business leaders, it’s crucial to develop and use this superpower to drive personal and organizational success.
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!
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📊 Stats Mentioned:
• 55% of leaders see lack of trust as a major threat
• 63% of employees trust leaders who are ethical and transparent
• Employees who feel trusted are 14x more likely to be highly engaged
• 93% of employees are more motivated when they trust senior leaders

Joshua Berry is the author of Dare to Be Naïve: How to Find Your True Self in a Noisy World. He is also the Co-founder and Managing Director of Econic, an innovation, transformation, and strategy consulting company and Certified B Corporation. Along with his team, Joshua has partnered with US Bank, John Deere, Procter & Gamble, Nelnet, Ameritas, Omaha Public Power District, Farm Credit Services of America, and Blue Cross Blue Shield of Nebraska, among others.
As business challenges become increasingly complex, the transformative power of doing good in business creates a flywheel effect that impacts both Return on Investment (ROI) and Ripples of Impact (ROI). Joshua challenges business leaders to think bigger and more intentionally to discover the expansive value of using business for good.
Episode Insight: I believe you already have what you need deep inside of you to create this difference in the world, and you’ve had it there from the start. Something natural, authentic—nativus—naïve.
Background: Have you ever been called naïve for suggesting that businesses can do more good and have a positive impact on not only profits but also employees, consumers, and the world? Joshua Berry has.
I met Joshua at the ROI of Why conference in Lincoln, NE, where I heard him speak on using naivety to drive curiosity, innovation and growth. During the episode, Joshua and I discuss his book, Dare to be Naïve: How to Find Your True Self in a Noisy World, and why focusing on being a business for good benefits all stakeholders. We discuss how more and more employees, customers, and business leaders agree that how and why money is made is increasingly as important as how much money is made. Yet business leaders often fear being labeled as naïve if they pursue social good while pursuing profit. That fear can be paralyzing, ultimately keeping them from sharing – and acting on – their biggest and best ideas.
Joshua also shares his vision of becoming employee-owned and how he’s setting the stage in unconventional ways. Have a listen and let me know what you think!
How to find Joshua:
Websites: www.econic.co
www.joshuaberry.com
LinkedIn: https://www.linkedin.com/in/joshberrygphr/
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting

As a leader, you are responsible for making decisions that build your team, develop your people, and shape your organization's future. While the final decision may rest with you, the process should involve your team's voices. Seeking input from your team enriches the decision-making process and fosters a culture of collaboration, trust, innovation and engagement.
In this week’s episode of Reflect Forward, we explore why it's essential to ask for your team's input, how to effectively gather their insights, and what to do if you choose not to incorporate their suggestions into your final decision.
Why It's Important to Ask for Your Team's Input?
Your team comprises individuals with diverse backgrounds, experiences, and expertise, which can provide a broader range of solutions and ideas you might not have considered.
When employees feel that their opinions matter and are valued, their engagement and job satisfaction increase, leading to higher productivity and lower turnover rates.
Inviting input also fosters a culture of innovation, as employees are more likely to share creative and out-of-the-box ideas when they know their suggestions are welcomed.
How to Effectively Gather Input from Your Team
1. Create an Open Environment: Foster a culture where team members feel comfortable sharing their ideas without fear of judgment.
2. Use Various Channels: Different team members may feel comfortable sharing their input differently. Provide multiple channels for feedback, such as one-on-one meetings, group discussions, and anonymous surveys ensuring that everyone has a chance to voice their opinions.
3. Be Clear About the Purpose: Communicate why you seek input and how it will be used. Let your team know the scope of the decision and the specific areas where you need their insights. This will help them provide more relevant and focused feedback.
4. Listen Actively: When gathering input, practice active listening. Pay attention to what is being said without interrupting, ask clarifying questions, and acknowledge the contributions of each team member. This shows that you genuinely value their input.
5. Follow Up: Make sure to circle back and let your teammates know where you are in the process and how their input is or isn’t being used., In the absence of information, people make up their own stories and they usually are negative.
What to Do If You Decide Not to Incorporate Their Input
If you decide not to incorporate your team's input, be transparent about your reasons for not using their suggestions. Explain the factors that influenced your decision and why you chose a different direction.
Express gratitude for the time and effort your team invested in providing their input, acknowledging their contributions even if they were not implemented. Offer constructive feedback on why certain suggestions were not feasible or aligned with the final decision. Helping team members understand the decision-making process better and refine their input for future opportunities.
Keep the lines of communication open and encourage ongoing dialogue. Let your team know that their input is always welcome and that there will be future opportunities to contribute to decision-making processes, keeping them engaged and invested in the organization's success.
Conclusion
Asking for your team's input is not just a courtesy but a strategic move that can lead to better decisions, higher engagement, and a more innovative and collaborative work environment. Remember, the key to effective leadership lies in valuing and leveraging the strengths of those you lead.
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

John Saunders spent over 20 years as a Wall Street SVP, sales team leader, and award-winning sales executive. He is an executive coach, author, and podcast host and is a regular guest on podcasts. He has spoken at international conferences and Universities, including Georgetown (GU) and Columbia. He is a regular contributor to the GU Executive MBA mentorship program, an active angel investor, and a member of the GU MBA Alumni Advisory Council.
His consultancy firm is Forward Advisory Solutions, where he offers workshops and keynotes and helps authors effectively market their books.
Episode Insight: By embracing the Optimizer Mindset, you empower every member to contribute to your organization's growth and lift the talent curve.
Background: In this episode of Reflect Forward, John Saunders and I discuss his extensive leadership experience on Wall Street and how it prepared him to build teams, improve processes, and optimize his mindset. After leaving Wall Street, he built a consulting firm aimed at helping leaders create a purposeful vision and mission. John shares stories about his leadership philosophy, emphasizing servant leadership and the power of creating win-win situations. We also discuss the importance of a clear mission and vision for driving organizational success and innovation.
John is also the author of a compelling book, The Optimizer: Building and Leading a Team of Serial Innovators. In this book, he explains the evolution of innovation and its close relationship with effective leadership. He also provides valuable insights on how to build and lead a team of serial optimizers, fostering trust and engagement to drive your mission forward.
How to find John:
Book: https://www.amazon.com/Optimizer-Building-Leading-Serial-Innovators/dp/1636765734
Website: https://www.johncsaunders.com/
LinkedIn: https://www.linkedin.com/in/jcs-optimizer/
Instagram: https://www.instagram.com/jcs_optimizer/
Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

In finance, the power of compounding is considered to be the miracle of wealth accumulation. Albert Einstein reputedly called it the “eighth wonder of the world,” emphasizing its ability to grow investments exponentially over time. However, compounding isn’t limited to monetary gains; it can be applied to personal development and leadership growth. When harnessed effectively, the power of compounding can be the driving force behind long-term success and fulfillment.
In this episode of Reflect Forward, I discuss the concept of compounding and its impact on personal and professional development. Small, consistent efforts can lead to significant long-term success.
Understanding the Power of Compounding
Compounding is the process where the value of an investment increases because the earnings on an investment, both capital gains and interest, earn interest over time. This cycle of earning interest on interest can lead to significant growth of the initial investment.
Much like financial investment, personal development benefits immensely from the power of compounding. Every skill you learn, habit you build, and knowledge you acquire contributes to your overall growth and success, creating a foundation upon which future growth can build.
Investing in Yourself
Continuous learning, habit formation, networking, and skill development are key areas where the power of compounding can significantly enhance personal growth. Reading for 30 minutes daily accumulates 182.5 hours a year, transforming your knowledge and perspectives. Diversifying your learning through workshops, podcasts, and conversation further compounds your growth. Networking expands your professional circle and opportunities. And daily practice and skill development exponentially increase your proficiency and career advancements.
Steps to Harness the Power of Compounding for Success
Set Clear Goals: Define the areas you want to grow in. Having clear, specific goals helps you stay focused and motivated. Write down your goals and break them into actionable steps. Regularly review and update your goals to align with your evolving aspirations.
Consistent Effort: Dedicate time each day to work towards these goals. Establish a daily routine that incorporates your development activities. Use tools like planners or digital apps to schedule and track your progress.
Reflect and Adjust: Regularly assess your progress and make necessary adjustments to stay on track. Reflection helps you identify what’s working and what needs improvement. Adjust your strategies based on your reflections, ensuring continuous improvement and growth.
Leverage Resources: Utilize books, online courses, mentors, and other resources to aid your learning and development. Surround yourself with a support system that encourages and guides your growth. Join study groups, seek mentorship, and engage with communities that share your interests. Leveraging diverse resources enriches your learning experience and accelerates your progress.
Add a Zero: Go bigger in everything you do, whether it’s your wealth, impact, or effort. Challenge yourself to think and act on a larger scale. If you’re aiming to save $1,000, aim for $10,000. If you’re impacting 100 people, strive to impact 1,000. This mindset pushes you to step out of your comfort zone, embrace bigger challenges, and achieve greater success.
Conclusion
By investing in continuous learning, habit formation, networking, and skill development, you can harness this power to achieve exponential growth in your personal and professional life.
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

As CEO and Founder of Work On Your Game Inc., Dre Baldwin has given 4 TEDxTalks on Discipline, Confidence, Mental Toughness & Personal Initiative and has authored 33 books. He has appeared in national campaigns with Nike, Finish Line, Wendy's, Gatorade, Buick, Wilson Sports, STASH Investments and DIME magazine. Dre has published over 8,000 videos to 142,000+ subscribers, his content being viewed over 100 million times. Dre's daily Work On Your Game Podcast has over 2,900 episodes and over 7.3 million downloads. Dre invented his Work On Your Game framework as a "roadmap in reverse" to help professionals with mindset, strategy, accountability and execution.
Episode Insight: Only the top 2% reach the top in professional sports. It's player-versus-player. Not everyone can "make it" – and frankly, that's how it's supposed to be. Not everyone is supposed to.
Background: In just five years, Dre Baldwin went from the end of his high school team's bench to a 9-year professional basketball career, playing in eight countries. How did he do it? Dre focused on his mindset, being consistent, having a plan, and putting it into action. His efforts led him to create Work on Your Game, where he helps leaders develop their ambition and let go of mediocracy.
During this week's episode of Reflect Forward, Dre shares his inspiring journey from sitting on his high school basketball bench to achieving a nine-year professional basketball career. He explains the importance of mindset, discipline, consistency, and personal initiative in achieving success. Dre also discusses his approach to helping entrepreneurs and leaders improve their performance using his proprietary framework. Tune in to learn actionable strategies to elevate your game professionally and personally.
How to find Dre:
Instagram: http://Instagram.com/DreBaldwin
YouTube: http://YouTube.com/Dreupt
Facebook: https://www.facebook.com/WorkOnYourGameUniversity
LinkedIn: http://LinkedIn.com/in/DreAllDay
X/Twitter: http://Twitter.com/DreAllDay
TikTok: http://TikTok.com/WorkOnYourGame
Websites:
http://WorkOnYourGame.com
http://WorkOnYourGameUniversity.com
http://DreAllDay.com/
http://www.WorkOnYourGamePodcast.com
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

As leaders, our words shape perceptions, influence actions, and reflect our confidence. However, one habit that undermines our authority is the unnecessary apology. It’s time to stop saying "sorry" for things that don’t warrant an apology and understand how this habit diminishes our effectiveness as leaders.
In this week’s episode of Reflect Forward, I explore the problem with over-apologizing, how unnecessary apologies erode credibility and authority, and why social conditioning often drives leaders to apologize unnecessarily. I'll share practical tips on building self-awareness about your apology habits, reframing your language to maintain authority, and practicing assertive communication to convey confidence. Additionally, you'll learn when to make sincere apologies that truly matter.
The Problem with Over-Apologizing
Frequent apologies for minor issues or things beyond our control can signal a lack of confidence or competence, eroding our credibility. This behavior can suggest that we are not in control or unsure of our decisions, weakening our authority. Moreover, by setting a tone of constant apologizing, we may inadvertently create a culture of hesitation within our teams, stifling innovation and assertiveness.
Why Leaders Apologize Unnecessarily
Social conditioning, fear of disapproval, and a desire to be liked often drive leaders to apologize preemptively. Many of us have been taught to apologize as a way to be polite or avoid conflict, and this habit can carry over into our professional lives, where it is less appropriate.
How to Stop Unnecessarily Apologies
The first step is recognizing when and why we apologize unnecessarily. Track your apologies for a week to identify patterns and triggers. Reframe your language to maintain authority; for example, instead of "Sorry for the delay," say, "Thank you for your patience." Practice assertive communication by being direct and clear, which conveys confidence without aggression. Stand by your decisions and actions, focusing on solutions rather than apologies when mistakes occur. Seek feedback from trusted colleagues or mentors to improve your communication style.
Here are some additional ways to reframe
• Sorry for rescheduling → Thanks for being flexible
• Sorry for being late → Thanks for waiting.
• Sorry for bothering you → Thanks for carving out time.
• Sorry for venting → Thanks for listening.
• Sorry I had to take that call → Thanks for your patience.
• Sorry for jumping in → I have an idea that may help.
• Sorry for the mistake → Thanks for catching that!
• Sorry, I don’t get it → Could you repeat that? I just want to be clear.
• Sorry, does that make sense? → I’m happy to answer any questions.
When to Apologize
There are times when an apology is necessary. Sincere apologies are crucial when a significant error has been made or when our actions have caused harm. In such cases, a heartfelt apology can mend relationships and rebuild trust. These apologies should be accompanied by a commitment to change and improvement, demonstrating accountability and a proactive approach to resolving issues.
As leaders, our goal is to inspire confidence, trust, and respect. Unnecessary apologies can undermine these objectives by projecting insecurity and a lack of authority. By becoming more self-aware, reframing our language, and practicing assertive communication, we can break the habit of over-apologizing and strengthen our leadership presence. Remember, it's about reserving apologies for when they truly matter and can facilitate growth and understanding.
Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Michael Kaiser is a humble leader who knows how to bring out the best in his team. Michael grew up working on his family farm in South Alabama. After high school, he began working on an engineering degree and completed a BS in nuclear engineering while serving in the US Navy. After an honorable discharge from the Navy, Michael began working in the pulp and paper industry, where International Paper employed him. At International Paper, he frequently utilized Smith Industrial Services (SIS). as an industrial cleaning contractor. SIS eventually hired Michael to run a division of the company, leading him to his current role as Executive Vice President. He enjoys time with his wife, visiting friends and family, deep sea fishing, college football, nutrition, yoga, mindfulness and helping others.
Episode Insight: Be intentional in the value you place on employees by engaging with them deeply and inspiring them to work as a united team.
Background: Michael Kaiser is the Executive VP at Smith Industrial Services (SIS), based in Mobile, Alabama and is a customer of StoneAge. After getting to know Michael and being inspired by his servant leadership, I wanted to bring him on the show so you could learn a bit more about the very niche industry that StoneAge serves and the exceptional leaders in it.
During the episode, Michael and I discuss how SIS lives its company values and invests in people, such as building strong relationships that create powerful teams. He shares how they have dramatically reduced turnover (we are in a high turnover industry because the work is hard and dirty) by creating a mentorship program aimed at helping teammates make it through their first 90 days. Michael tells us about growing up on a farm in South Alabama and how his parents instilled a deep work ethic at a young age that has carried throughout his career. Michael is the true epitome of servant leadership and he absolutely knows how to bring out the best in himself and his team. Have a listen, and let me know what you think!
How to find Michael:
Website: https://smithind.com/
LinkedIN: https://www.linkedin.com/in/michael-kaiser-b29603119/
Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

To be a successful leader, you must quickly find and fix problems. This helps your operations run smoothly and builds a culture of trust, innovation, and improvement. And it allows people respect you as a leader. There's nothing more frustrating than working for a leader who sweeps problems under the rug.
In this week's episode of Reflect Forward, I discuss why problem-solving as a leadership skill matters, why some leaders lack it, and how to communicate with your team, set priorities, and solve problems across departments.
The Crucial Role of Proactive Problem-Solving
Addressing problems promptly prevents minor issues from escalating into major crises, ensuring smooth operations. This approach demonstrates a leader's commitment to the team's well-being, boosting morale and productivity. Proactive problem-solving also builds trust within the organization, as leaders who consistently address issues are seen as reliable and competent.
Why Some Leaders Struggle to Address Problems
Some leaders avoid addressing problems due to a fear of conflict, worrying it might lead to tension within the team. Others may be unaware of issues due to poor communication channels or a hierarchical structure that filters out bad news. The overwhelming volume of responsibilities can also lead to neglecting problem-solving as leaders prioritize other urgent tasks. Moreover, some leaders may lack the necessary problem-solving skills or experience, resulting in ineffective handling of issues.
Encouraging Teams to Speak Up
It is crucial to create an environment where team members feel safe to voice their concerns. Leaders can foster open communication by regularly soliciting feedback and actively listening. Leading by example, acknowledging their own mistakes, and addressing them publicly sets a precedent for openness. Rewarding transparency by recognizing employees who bring issues to light reinforces the value of honesty and encourages others to do the same.
Prioritizing to Avoid Overwhelm
Effective problem-solving requires a systematic approach to prioritization. Implementing a triage system helps categorize problems based on their urgency and impact, addressing high-priority issues first. Setting clear, achievable objectives for problem-solving efforts ensures the team stays focused and motivated. Delegating tasks effectively empowers team members to take on tasks according to their strengths, distributing the workload evenly and preventing overwhelm.
Leading Effective Problem-Solving, Especially Cross-Departmental
• Role Model Effective Problem Solving
• Establish Clear Communication Channels
• Create Cross-Functional Teams
• Utilize Data and Analytics
• Encourage Collaboration and Accountability
The Benefits of Effective Problem-Solving
Effective problem-solving significantly impacts organizational success. According to the Project Management Institute, organizations excelling at problem-solving are 2.5 times more likely to complete their projects on time and within budget. Gallup research indicates that employees who feel their opinions count and see their leaders addressing problems effectively are 4.6 times more likely to be engaged at work. This heightened engagement translates to higher productivity, better retention rates, and a more positive work environment.
Please consider ordering my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!