Kerry Siggins Podcast

The Secret Strength of Patience w/Kerry Siggins

In this week’s episode of Reflect Forward, we dive into the secret strength of patience. I love this quote by Joyce Meyer: “Patience is not the ability to wait, but the ability to keep a good attitude while waiting.” If you are like me, you can relate.
I recently found myself, fingers drumming on the table, glancing at my watch every few seconds, waiting for someone running late. Frustration bubbled. Thoughts raced. Yet, amid the impatience, an epiphany struck: I am late for many things. Shouldn’t I be more empathetic? I don’t even know why this person is running late. Maybe I shouldn’t make grumpy assumptions?
As leaders, our ability to influence is shaped by our decisions AND patience. I understand; you might be wondering, “Why should I prioritize patience, especially if it doesn’t come naturally? Shouldn’t I drive for results and hold people accountable?”
The answer to the above question is “yes and.” You can be patient while driving results and hold people accountable. In my early leadership years, I often jumped to conclusions or hastily embarked on projects without allowing them adequate time to mature. But patience, I’ve realized, is not about inactivity or resignation. It’s about calculated restraint, thoughtful reflection, and giving things room to breathe.
How does being more patient make you a better leader?
Builds Trust: Patience shows your team that you value their input and aren’t rushing judgment.
Better Decisions: Hurried decisions often overlook vital details. Waiting provides a fuller picture.
Stress Reduction: Patience can be your shield against unnecessary stress for you and your organization.
Builds a Better Culture: When you have a team built on trust, make better decisions, and people don’t feel stressed to the max, you create a culture of caring and engagement.
Let’s tackle the elephant in the room. If patience isn’t second nature, how can you cultivate it?
Practice Mindfulness: I started with 5-minute daily meditations. Ground yourself, focus on your breath, and acknowledge your feelings without judgment.
Set Clear Expectations: When I started setting realistic timelines and communicated them effectively, the need for instant results diminished.
Seek Feedback: There was a time when a close colleague told me, “You're racing, but we're pacing." That feedback was a mirror. Let your team and peers hold up the mirror so you can improve.
Delay Gratification: Whether it's waiting an extra day to decide or avoiding the temptation of a treat, training yourself in small ways can lead to monumental shifts in mindset.
Find Gratitude: It's not easy to be grateful for difficult situations, delays, etc. By working to find gratitude in the hard things, you can shift your mindset and find the gift in any situation.
"To lose patience is to lose the battle." – Mahatma Gandhi
It's prudent to see patience as more than just a virtue. Consider it a tool, a skill, something to be honed. In the vast ocean of leadership, it's easy to get swept up in the current of immediacy. But remember, greatness often comes to those willing to wait. Embrace patience, not just as a leader, but as a learner. The horizon holds wonders for those patient enough to see the wonder unfold.
Question of the Week
This week's question comes from a fellow YPOer (Young President's Organization, a peer network group comprised of CEOs and Presidents). We discussed why leaders need to be as transparent as possible and he asked, "What if you can't be fully transparent? How do you communicate tough decisions?"
Listen in to hear my answer.
Preorder 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!

Build a Better Culture Through Employee Ownership w/ Bob Tomaka

Robert (Bob) Tomaka has been a co-owner at Meier Supply for over 16 years and is engaged in all aspects of the ESOP. In addition to being the company’s CFO, he is a member of the Meier ESOP Advisory Council and Strategic Planning Committee. He has been a presenter at several ESOP conferences, including The National Center for Employee Ownership and is President of the NY/NJ chapter of The ESOP Association.
Founded in 1957, Meier Supply is an employee-owned wholesale distributor of HVAC and refrigeration products with a rich history and family culture. With over 100 employees and 17 locations in New York and Pennsylvania, its core values (Excellence, Trust, People, and Respect) align strongly with its Mission Statement, “Customer Satisfaction Guaranteed.”
As an ESOP, Meier Supply values the contribution of every employee, providing an environment conducive to exceptional customer service, productivity and personal growth. The company is currently managed by the third generation of the Meier family and employs several members of the fourth generation.
Episode in a Tweet: It’s amazing what happens when you ask your employees to develop new ideas to solve old problems. Doing so creates ownership and engagement in ways you never imagined.
Background: I love interviewing people who are part of the employee ownership community and my interview with Bob Tomaka, CFO of Meirer Supply, didn’t disappoint. In this week’s episode of Reflect Forward, Bob shares Meier Supply’s journey to employee ownership and how teaching people how to think and act like owners transformed the company. Bob also tells us how being an executive at an employee-owned company caused him to be more empathetic and a better listener. He gives excellent advice about management by walking around and why you should get up from your desk and sit next to people who come into your office to talk to show them that you are fully present. Bob is also highly involved in the ESOP community and inspires with his commitment to educating founders and owners on the power of employee ownership. Have a listen and let me know what you think!
How to find Robert:
Website: https://www.meiersupply.com/
LinkedIn: https://www.linkedin.com/in/robert-tomaka-cpa-5b433015/
Order my book, The Ownership Mindset, on Amazon or Barnes and Noble
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!

The Power of the Ownership Mindset

With my book launch coming up next week, I’ve been asked about the power of the ownership mindset and why I wrote the book. So, in this week’s episode of Reflect Forward: Advice from a CEO, I share why it’s so powerful and how to help your employees embrace ownership thinking.
Why I Wrote “The Ownership Mindset”
I learned the power of the ownership mindset as I rebuilt my life after hitting rock bottom 17 years ago. Back then, I definitely wasn’t owning it. But to change my life, I had to take responsibility for how I got myself in such a bad situation. When I decided to take full responsibility for everything that happened in my life, I empowered myself to change my life. When I went to work for StoneAge, an employee-owned company, the founders taught me how to think and act like an owner. Soon, I found I was so engaged in my job that my personal and professional success skyrocketed. I wrote the book based on my almost two decades of cultivating the ownership mindset within myself and my team.
What is the Ownership Mindset?
It’s the mindset of taking full responsibility for everything that happens in your life. It’s showing up, doing the work, and caring deeply about your work and life. It’s holding yourself accountable to your teammates and company. It’s finding purpose and meaning in your work so that you job is more than a means to an end. It’s a vocation that brings you purpose and joy.
Why it Matters in the Workplace?
A survey by Gallup found that companies with high employee engagement, a key component of the ownership mindset, experience 17% higher productivity and 21% greater profitability. I've found this to be true in myself and others as we've embraced ownership thinking. Rather than regard their tasks as obligations, our employee owners perceive themselves as an integral part of the organization and take pride in solving challenging problems for our customers. Their sense of purpose fuels a deep passion for excellence and a desire to make meaningful and impactful contributions.
The intrinsic link between the ownership mindset and employee engagement is compelling. I have learned firsthand how engaged employees exhibit a profound alignment with the company's vision and values, resulting in a heightened commitment and enthusiasm toward their work. The best compliment we receive is when our customers visit us and say, "I've never seen such happy people who love their jobs so much!"
How to Cultivate the Ownership Mindset
1. Lead by Example
2. Set Clear Goals and Provide Autonomy
3. Recognize and Reward Initiative
4. Promote a Learning Culture
5. Encourage Open Communication and Transparency
I've found the ownership mindset to be transformative. It not only helped me climb my way out of rock bottom, but it also propelled StoneAge toward success. It empowered my team to take responsibility, contribute creatively, and drive innovation. We wouldn't be where we are today without sharing the Own It Mindset. As more organizations recognize the potential of this approach, they pave the way for a future where passion and dedication are the driving forces behind workplace excellence.
Question of the Week
This week’s question comes from someone on LinkedIn who said, “last week, a coworker criticized me in a meeting, and I felt embarrassed and undermined. How should I handle it?
During the episode I give my tips on how to handle this situation with grace and as a growth opportunity.
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!

A Story of Total Transformation w/Melissa Glick

Melissa Glick’s total transformation is remarkable. She is a business coach, serial entrepreneur, former CEO, non-profit founder, writer, speaker, advisor, and real estate investor, now living a life by design. But that is not how it always was for Melissa. She draws on her 20+ years of experience building businesses and a successful multimillion-dollar tech exit to bring valuable insights that can help her audience unlock their full potential.
After overcoming severe burnout, she shares tools that gave her the new skills to lead herself and others and creates an environment that fosters growth, learning, and innovation. She aims to help turn the audiences’ talents and ideas into their ultimate competitive advantage.
Melissa’s achievements as a leader, business owner, and advocate for women have been widely recognized. She received the Morley Ballantine Leadership Award from the Durango Chamber of Commerce. She has received many industry awards, including the Top Women of the Channel, Colorado’s Company to Watch, Colorado’s Top Private Company, and CRN’s Tech Elite.
A great believer in paying it forward, Melissa loves to help aspiring entrepreneurs achieve success and is an investor and advisor in many startups.
Episode in a Tweet: Your actions shape your reality; if you want something, you must align your actions with your goals.
Background: I’ve known Melissa for years and watched her grow her business over the years, always appreciating what she did for her employees and the community. But I never knew how much she was suffering inside, dealing with the stress burnout that being a hyper-achiever brings – especially one dealing with trauma, insecurities, and an eating disorder. In this week’s episode of Reflect Forward, Melissa shares how she overcame her loneliness and burnout, lost over 100 pounds, successfully exited her tech company, stayed retired for 33 days and now founded The Peak CEO, a coaching company focused on helping CEOs unlock their full potential without burning out. Her story is emotional, relatable, and courageous. I know you will love this interview – you can’t help but want to reach out to hug her and then go out and change your life.
How to find Melissa:
LinkedIn: https://www.linkedin.com/in/melissaglick/
Website: www.thepeakceo.com
Email: Melissa@thepeakceo.com
Preorder 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!

Making Tough Decisions- Use These Six Tips

Many times I've found myself at a crossroads, a situation where the future of my life, team, and company hinged on one tough choice. You've likely been there, too: a moment where your decision will ripple across the business, the team, and maybe even the industry. Every leader and CEO faces such moments that test your mettle, judgment, and foresight.
Types of Tough Decisions Leaders Grapple With:
Strategic Shifts: I remember pivoting my company's core business model. It was daunting. Do you stick with a known quantity or venture into the unknown for greater rewards? Leaders frequently find themselves evaluating the risk vs. reward of significant shifts.
Personnel Changes: Have you ever had to let someone go? It's heart-wrenching, especially when it's a valued team member. But at times, such decisions are imperative for the organization's greater good.
Financial Allocations: Think back to a time you had to cut costs or allocate funds between departments. It's like choosing between two good friends. Where do you place your bets?
Dealing with Crisis: Think back to the decisions we had to make during the pandemic. When a crisis happens, we must be decisive.
Why the Need to Make These Tough Calls?
Why can't leaders sidestep or delegate these hard decisions?
Vision: Leaders are the custodians of the organization's future. They have the bird's-eye view, making them best placed to guide its course.
Accountability: With the title comes responsibility. When things go awry, the leader's name is on the line. Decisions, therefore, need to be owned fully.
Empowerment: Often, these decisions empower others in the organization, setting the tone for a proactive, resilient culture.
So, what do you do when you're faced with such a decision? Recall Steve Jobs' words: "Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose."
Actionable Tips for Navigating Decisions:
1. Seek Counsel: Engage mentors, peers, or experts in your field. While the final call is yours, their insights can be invaluable.
2. Trust Your Instincts: There's a reason you're in your role. Trust the instincts and experience that got you there.
3. Gather Data and Feedback: In today's digital age, data is plentiful. Use it. Conduct surveys, seek feedback, and gather as much relevant information as you can. Informed decisions are often better decisions.
4. Be Mindful and Stay Grounded: Clarity often comes from a calm mind. In the midst of chaos, take some deep breaths and clear your head. This can help see the bigger picture and make decisions from a place of serenity rather than stress. And then remember your organization's core values and mission. Let them be your North Star.
5. Reflect on Past Decisions: Sometimes, past experiences offer the best insights. Reflect on similar decisions you've made before. What worked? What didn't? Let history be a guide, but not a constraint.
6. Make the decision. Leaders have the responsibility to decide. You must be decisive and make the tough calls. Kicking the can down the road doesn't fix the issue.
Making choices is the essence of being human and a leader.
Question of the Week
"What is something you are working on as a leader?"
I am working on being more realistic about driving results. I tend to be too optimistic about what's achievable. So, I am making an effort to stay grounded. What does that mean? Pay attention to the data, details, and your employees' perspectives, and set sensible targets accordingly. Listen to the whole episode for more tips.
Preorder 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!

Build an Irresistible Personal Brand w/ Chellie Phillips

Chellie Phillips understands that building an irresistible brand is what you need whether you're looking to land the perfect job or attract the most talented employees. Chellie is a sweet tea-sipping, sassy Southern passionate about helping dynamic, career-minded professionals stand out for all the right reasons. She's a coach, corporate trainer, motivational speaker, and author of three books. Her recent book, "Culture Secrets," teaches leaders how to build a values-based culture. Chellie is also the host of the Culture Secrets podcast.
Chellie's "Successfully Ever After" formula is designed to help leaders create an irresistible culture. She loves helping leaders and job seekers build their brands so they can build successful, thriving lives. Chellie is on a mission to help others tune into what makes them great, package it properly, and use their existing skillsets to find the path to their highest potential.
Episode in a Tweet: Your brand is what people say about you when you aren't there to hear. You need to build your brand intentionally and authentically to attract the career, colleagues, and employees you want in your life.
Background: During this week's episode of Reflect Forward, Chellie and I discuss why leaders need to intentionally build their brands to build their reputation, their teams, and their companies. She gives all kinds of actionable tips on how to start building your brand, such as putting time into your LinkedIn profile and creating a simple website with your name as the domain. She shares a study by Forbes that asked a group of professionals, "Do you have a personal brand, and have you been intentional about it?" Over half of them said they had a personal brand, but when they asked them to describe it or how they'd intentionally created it, only about 10% had put any work into it and could describe it. Chellie believes people want solid personal brands but don't know what steps to take.
Chellie also talks about how your company culture is your brand. She believes that problems in the workplace begin when employees don't have clear direction from their leaders, and their values and purpose have become nothing more than fancy words written on paper. By embracing the idea of career branding, you will create a success-driven culture that people want to be a part of.
As you know, I am big on building personal brands and I love Chellie's actionable advice and I know you will, too. Have a listen and let me know what you think.
How to find Chellie:
Website: https://chelliephillips.com/
Facebook: https://www.facebook.com/chelliep/
Instagram: https://www.instagram.com/chellie_phillips/
LinkedIn: https://www.linkedin.com/in/chellie-phillips/
Preorder 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!

Why Vulnerability is a Leadership Asset

Episode in a Tweet: True leadership isn’t about putting up a facade of perfection. It's about being genuine and relatable. Authentic leaders, those who aren’t afraid to showcase their strengths and acknowledge their weaknesses, foster a culture of trust and collaboration.
In today's rapidly changing business landscape, a fresh perspective on leadership has emerged—one where authenticity and vulnerability take center stage. Brené Brown, a renowned researcher, captured it best: "Vulnerability is not weakness; it's our greatest measure of courage."
In this week’s episode of Reflect Forward, we'll uncover why vulnerability is paramount for contemporary leaders and offer practical steps to integrate it into your leadership style.
The Power of Authenticity in Leadership
True leadership isn’t about putting up a facade of perfection. It's about being genuine and relatable. Authentic leaders, those who aren’t afraid to showcase their strengths and acknowledge their weaknesses, foster a culture of trust and collaboration. Think about it: People relate more to the human side of leaders—their aspirations, challenges, and setbacks. It's the shared human experience that says, "I understand, and I'm here with you."
Why Hesitate? Navigating the Vulnerability Dilemma
If the thought "This isn’t me, I can’t be vulnerable" crosses your mind, you're not alone. The journey to becoming a vulnerable leader can seem daunting, but it’s more achievable than you think. Here’s a roadmap to guide you:
• Start Small: Begin with minor revelations. Discuss a challenge from early in your career or a lesson from a recent project.
• Ask for Feedback and Act: Asking for feedback shows that you are willing to hear what other people have to say to and about you. It takes vulnerability to say, “I am struggling here, and I need your help. Can you please give me your feedback?”
• Listen Better: When you understand where others are coming from, you can respond with more openness and transparency.
• Embrace the Unease: It's natural for vulnerability to feel unfamiliar initially. However, over time, it becomes an invaluable leadership asset.
• Remember, It's a Two-way Street." "The more you're open with your team, the more they'll be open with you."
Showing your vulnerability is never a weakness but always a strength. Authenticity, transparency, and vulnerability are not just buzzwords; they are essential leadership traits that drive impact.
The future beckons a shift from invulnerability to genuine authenticity. As you pave the way forward, remember that vulnerability could very well be the secret ingredient to transformative leadership.
Question of the Week
How do I communicate directly without being perceived as rude or aggressive?”
This question came from a friend of mine, and I love it because let’s face it – communicating well is hard. Throughout my professional journey, I've come to realize that the art of communication is like walking a tightrope, especially when you're in a managerial role. Have you ever found yourself in a situation where you wanted to convey something clearly, yet feared the undertone might sound too... sharp? Directness in communication is undoubtedly an asset, but where do we draw the line so that it doesn’t spill into insensitivity? Tune in to hear my tips!
Preorder 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!

It’s Never Just Business; It’s About People w/ Jason Scott

J. Scott knows it's never just business; it's about people. J. considers himself a talentless, real-life anti-hero who doesn't just talk; he walks the walk. Growing up in the streets of Los Angeles with less-than-ideal parents, J. learned early on that actions speak louder than words.
After dropping out of high school at 17, J. joined the Navy and learned firsthand that grit and courage could overcome any lack of talent. He embraced every opportunity to learn and eventually became a Naval Rescue Swimmer, jumping out of helicopters to save lives. Rewind: two decades ago, J. founded 120VC to help people, leaders, and teams get things done that really matter. He's uncovered some universal truths along the way: organizations are optimized for their results, and to get different results, humans need to perform their jobs differently.
J. Scott is the epitome of the anti-thought leader, proving that leadership isn't about being the team's most talented or successful person. It's about helping your team members define and deliver success. If you surround yourself with talented people and inspire them to reach THEIR potential, the leader doesn't need to be talented. They just have to play for the team. J. Scott is a regular guy who's proven that actions speak louder than words.
Be sure to check out J.'s Two-Time Amazon Bestseller Books "It's Never Just Business: It's About People" and "The Irreverent Guide to Project Management"
Episode in a Tweet: It's important to demonstrate care by what we do, not by what we feel or say, and to exercise the power of a growth mindset and a happiness advantage.
Background: J. Scott is all about helping people lead and respond to change—with efficiency, agility, and humanity. Because if you're not leading change, you're reacting to it or made obsolete by it. I love this conversation with J. as we explore the difference between accountability and responsibility. As he says, "Bosses ‘hold people accountable.’ The phrase itself sounds like they are physically accosting someone. When they don’t get the expected results, they get frustrated because of the negative impact this situation will have on their success. So they start “holding people accountable” and looking for someone to blame. It can be brutal.”
J. also shares his expertise in inspiring people to change how they work. He tells us that humans crave success in all areas of their lives, and nobody knows how to be successful in doing their job differently. That's where leaders come in - to help people feel safe to experiment and slay new ways of working.
J. is a great storyteller who walks the walk, no doubt. Have a listen and let me know your thoughts!
How to find Jason Scott:
Website: https://www.jasonscottleadership.com/
LinkedIn: https://www.linkedin.com/in/jasonscott120vc/
YouTube: https://www.youtube.com/channel/UCTqPCasdYzfsJ7nV61KWSqQ
Preorder 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!

Strategies for Unleashing Your Team’s Full Potential

In the vast, intricate landscape of modern business, it's no longer enough to simply manage employees or direct them towards predefined tasks. Today’s leaders face a more complex challenge. Every person in your company embodies a wealth of untapped capability, a blend of innate skills, unique perspectives, and raw ambition. Harnessing this potential is neither a luxury nor a secondary objective; it's a prerequisite for sustained success. Visionary leadership goes beyond immediate results—it seeks to identify, nurture, and elevate these capacities, positioning both the individual and the organization for long-term growth and innovation.
In this week’s episode of Reflect Forward: Advice From a CEO, I discuss strategies for unleashing your team’s full potential.
The Power of Mindset
One of the foundational elements in people development is nurturing the right mindset. A growth mindset, to be specific. Leaders who instill in their teams the belief that their abilities can be honed and developed ignite a drive to push boundaries. Remember, fostering this mindset isn't just about equipping teams with skills; it’s about imbuing them with the confidence to evolve and adapt.
Crafting a Safe Environment
A productive workspace is one where employees feel secure on all fronts—emotionally, mentally, and physically. Emphasizing an environment where mistakes aren't just tolerated but are seen as opportunities for growth can be a game-changer. This safety allows for openness, receptive feedback, and ensures that each voice is validated.
Committing to Continuous Learning
While workshops and training sessions are valuable, embedding a culture of continuous learning has longer-lasting effects. This could manifest in various forms such as reading circles, peer-to-peer coaching, or mentorship programs. Each of these plays a critical role in harnessing employee potential.
Delegating with Purpose
Delegation is not just about distributing tasks; it's about entrusting authority and responsibility. Leaders should empower employees to take ownership, make decisions, and occasionally, learn from their missteps. This not only engenders trust but fosters individual growth.
The Role of Recognition and Feedback
Acknowledgment acts as a catalyst for motivation. Providing employees with regular feedback—both commendation for their successes and constructive guidance for improvement—steers them toward their best selves.
Harmonizing Personal and Professional Goals
One often overlooked strategy is understanding and aligning an employee's personal ambitions with the company's objectives. When individuals perceive a transparent trajectory to their growth that concurrently contributes to the organization's mission, it amplifies their engagement and output.
Remember, leadership is not about being in charge. It's about taking care of those in your charge. This mindset speaks volumes. Our employees aren't just assets; they're our greatest allies in achieving our vision.
Question of the Week
“What’s the difference between feedback and criticism?”
Both feedback and criticism are forms of information provided about someone's actions, performance, behavior, or work, intended to help them understand and improve. However, there are some key differences between the two terms, and I share in detail the differences so you can ensure that your feedback is constructive and taken well.
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble

The Power of Employee Ownership w/ Corey Rosen

Corey Rosen is the founder and an active staff member of the National Center for Employee Ownership, a private, nonprofit membership, information, and research organization. The NCEO is widely considered to be the authoritative source on broad-based employee ownership plans. He cofounded the NCEO in 1981 after working five years as a professional staff member in the U.S. Senate, where he helped draft legislation on employee ownership plans. Prior to that, he taught political science at Ripon College. He is the author or co-author of over 100 articles and numerous books on employee ownership, and co-author (with John Case and Martin Staubus) of Equity: Why Employee Ownership is Good for Business (Harvard Business School Press, 2005) and (with Hohn Case), Ownership: Reinventing Companies, Capitalism, and Who Owns What (Berrett-Kohler, 2022). He has lectured on employee ownership on six continents.
He has a Ph.D. in Political Science from Cornell University. He previously served on the Board of Directors of the Great Place to Work Institute (creators of the “The 100 Best Companies to Work for in America” list). He currently is on seven ESOP company boards, with fees going to support the work of the NCEO. In 2009, he was awarded the Txemi Cantera Social Economy Award, given annually in Spain.
Episode in a Tweet: Employee ownership is about giving your employees the opportunity to participate in the company's wealth creation. Through ownership, your employees can generate enough wealth to live more secure lives. And your company will do better, too, because everybody has a stake in the future.
Background: I’ve had the pleasure of knowing Corey for almost a decade now. I met him at my first NCEO summit for ESOP companies where I learned all the mistakes you can make when setting up an ESOP, way back in 2013. It was an eye-opening and exciting seminar; I left motived to make StoneAge an ESOP company. Now, almost a decade later, I relish the opportunity to interview Corey, who along with his team at the NCEO, has reshaped the way we look at employee-owned companies.
During the episode, Corey articulately explains why employee-ownership is a powerful succession model and how ESOPs work. He shares stories of how remarkable leaders have reshaped the way companies are run by being transparent, generous, and creative. This is a powerful episode that everyone can benefit from, even if you are not an employee-owned company.
How to find Corey:
Company website: www.nceo.org
Ownership: Reinventing Companies, Capitalism, and Who Owns What, https://www.nceo.org/publication/ownership-reinventing-companies-capitalism-and-who-owns-what
www.esopinfo.org
LinkedIn: https://www.linkedin.com/in/corey-rosen-3a8a8a4/
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
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!