Valerie Sokolosky Speaking at the Women in Transportation Summit about Leadership Presence, and Personal Branding. In this video she talks about leaders knowing how to build relationships.

Bio: Valerie Sokolosky founded Valerie & Company in 1981, an international leadership development consulting firm focusing on people skills. Her executive coaching and training in Fortune 500 companies has motivated their employees which has resulted in significant profits for these organizations.

Valerie Sokolosky speaking at the Women in Transportation Summit about Leadership Presence, and Personal Branding.

In this video Valerie talks about leading inside your circle of control.

Bio: Valerie Sokolosky founded Valerie & Company in 1981, an international leadership development consulting firm focusing on people skills. Her executive coaching and training in Fortune 500 companies has motivated their employees which has resulted in significant profits for these organizations.

Valerie Sokolosky Speaking at the Women in Transportation Summit about Leadership Presence, and Personal Branding. The topic of this clip is “Leave Your Brand Mark on Everything You Do”.

Bio: Valerie Sokolosky founded Valerie & Company in 1981, an international leadership development consulting firm focusing on people skills. Her executive coaching and training in Fortune 500 companies has motivated their employees which has resulted in significant profits for these organizations.

In this video Valerie Sokolosky speaks at the Women in Transportation Summit about Leadership Presence, and Personal Branding. Basically, if you’re a leader with presence, you’re a linchpin.

Bio: Valerie Sokolosky founded Valerie & Company in 1981, an international leadership development consulting firm focusing on people skills. Her executive coaching and training in Fortune 500 companies has motivated their employees which has resulted in significant profits for these organizations.

REACH PERSONAL BRANDING INTERVIEW SERIES – March 2011

From Bud to Boss: Making a Successful Transition to Leadership

The discussion topic:

Getting promoted within an organization can be a mega-boost to your career. But it can also bring difficulties when you are making the transition from individual contributor or team member to leader. Kevin Eikenberry and Guy Harris, co-authors of From Bud to Boss, maintain that you must tackle three transitions associated with the change to a leadership role.

On Thursday, March 17th, William Arruda, founder of Reach Personal Branding, interviewed Kevin Eikenberry about these transitions and about tips on how to achieve them.

In this interview you will learn:

• What are the three transitions to successful leadership
• Why is mastering these transitions so critical
• What are the core skills of leadership
• How to begin in your new leadership role
• How to deal with resistance to change
• What are some useful resources to support leaders

Kevin Eikenberry

A best-selling author, speaker, consultant, leader, and coach, Kevin Eikenberry is Chief Potential Officer of The Kevin Eikenberry Group, a learning consulting company.

He is the creator of The Remarkable Leadership Learning System, a leadership development process focused on the 13 competencies of remarkable leaders.

Kevin’s philosophy in business and life is that every person and every organization has extraordinary potential.

Kevin has worked with Fortune 500 companies, small firms, universities, government agencies, hospitals, and more. Representative client organizations include the American Red Cross, A&W Canada, John Deere, Nexen, Purdue University, Sears Canada, Shell, Southwest Airlines, the U.S. Marine Corps., and the U.S. Mint.

LINKS:

• BOOK: FROM BUD TO BOSS: Audio interviews, links to related articles, media kit, author biographies and more.
• BUD TO BOSS COMMUNITY: Interactive website with additional resources and blog for leadership development.
• BUD TO BOSS WORKSHOP: Information about the two-day Bud to Boss seminar.
• KEVIN EIKENBERRY: Keviin’s main website with information about The Kevin Eikenberry Group’s products and services.
• Bud to Boss on Twitter: @budtoboss
• Kevin Eikenberry on Twitter: @KevinEikenberry

Handout:
Reach Interview Series Handout for March, 2011.

Download the interview here.

KEY TAKEAWAYS – Five Top Tips for Making a Transition to Leadership

1. Recognize that you will experience three transitions. These transitions include a transition of relationship, a transition of role, and a transition of mindset.
2. Decide to engage. Commit to having important conversations with your new peers and with those you are now supervising. You might convince yourself that there are more critical matters. Do not listen to that voice. Be proactive in initiating conversations and build relationships in your new context.
3. Become an intentional learner. Develop a plan and dedicate yourself to the business of your professional development. The good news is that the skills you learn will apply to all parts of your life.
4. Create a new mindset. Consciously change your perspective about your role within the organization. This is often the most neglected transition. It is a more subtle transition, but when recognized, it will bring the biggest jump in performance.
5. Find a mentor or coach. Look for a mentor who has already developed the leadership mindset and learn from them. Engage a coach to work with you as you challenge yourself to think bigger and more positively.

Click to go to The Academies website

When hyper-busy decision makers live on smart phones, laptops, and iPads, your bio or resume needs to be there and be fast.

The Get Clear, Get Found, Get Hired! Coach program (G3) is the first training specifically designed for today’s mobile marketplace, with a trademarked Smart-Step-System for creating Branded CareerComm. Visit Deb Dib and Susan Whitcomb at http://www.theacademies.com to find a Certified G3! coach or to explore how you can become a G3! Coach.

If you would like to sponsor an upcoming Speaker Series Interview, please send an email to
advertising at reachcc dot com.

Leadership Is Stress Management
William Arruda’s conversation with stress-to-success guru Jordan Friedman was 2009’s most downloaded Reach interview. And since stress is probably still impacting your brand and potential in 2010, William is bringing Jordan back—this time to tell us why leadership and stress reduction are the same thing.

It’s no accident that most CEOs are Type B’s with cool and calm work styles, versus many of us Type A’s who are not that way. Is your stress compromising your health and success? Would you like to manage it more like a corporate head than a headless chicken? If you answered or clucked, “Yes,” join William and Jordan on Thursday, November 11, 2010 for the Reach Personal Branding Interview Series. It promises to be another lively and motivating discussion full of actionable strategies for you and those you want to help.

In this interview, which will be recorded, you will learn:

• About the relationship between personal branding and stress,
• Why leadership and stress management are the same thing,
• Reasons why people feel so stressed today,
• A simple litmus test for all stress reduction strategies,
• The best way to start managing stress,
• The 5 essential leadership practices that are also key stress reduction activities, and
• How coaches and educators can use stress control concepts and tools in their work.

Sign up for the interview with Jordan Friedman and William Arruda soon. We rarely have guests on twice, but have decided to do this with our most popular past guests. Since we have a limited number of phone lines, we know registration will fill up quickly for this call.

Jordan Friedman

Jordan Friedman survived the largest brain tumor on record and years of near blindness. His remarkable stress-to-success story motivates his audiences to use his Stress Mapping, Mod Squad, and other strategies that both reduce stress and enhance communication, teamwork and challenge management. He’s done just this for thousands from 9/11 survivors and CEOs to NYPD officers and Federal prison inmates.

A pioneering stress management speaker and educator, Jordan also created the innovative Stressbusters program. It is a continuous and celebrated stress reducer for students and staff at Harvard, Johns Hopkins, the University of Missouri and other institutions.

Jordan’s work has been quoted and promoted by The New York Times, The Wall Street Journal, Entrepreneur, National Public Radio and O Magazine among others. You may already know him as a voice of ‘Alice,’ the first online source of straightforward answers to questions about stress, relationships and other wellness topics on Columbia University’s acclaimed Go Ask Alice website. As longtime director of Columbia’s health education program, Jordan penned hundreds of Internet and newspaper columns on everything from burnout prevention to employee retention. Jordan is the author of The Stress Manager’s Manual and co-author of the Go Ask Alice Book of Answers.

LINKS:

• Information about Jordan Friedman and his stress coaching practice.
• Access resources such as Dot Calm Stress Monitors and Relaxation on Demand, for ongoing stress management.
• Jordan invites you to follow him on Twitter.

Handout:
Reach Interview Series Handout for November, 2010.

Click here to download the interview.

Key Points: HOW TO MAP YOUR 2011 STRESS MANAGEMENT PLAN

1. Make two columns and title them STRESSORS and STRATEGIES.

2. In the STRESSORS column, list both reliable and potential sources of stress for you in 2011. Don’t write stress blobs such as “work” and “money.” Instead, break them down into smaller, more manageable slices such as “credit card debt” and “poor communication with colleague.”

3. In the STRATEGIES column, list actions that can work to address the sources of stress in your STRESSORS column. These could be techniques discussed on the 11/4/10 Reach interview with Jordan Friedman, activities that have worked for you in the past and ideas from friends and colleagues.

4. At the bottom of the STRATEGIES column, write your ESSENTIAL BALANCERS. These are the two or three activities that, no matter what sources of stress come your way, will help you to deal with them in a more focused and effective way. This short list could include “at least 7-hours of sleep per night,” “yoga three times a week,” “eating breakfast,” and “communicating concerns immediately.”

5. Draw lines from the items in your STRATEGEIS column to the items in your STRESSORS column that you will apply them to. By default, your ESSENTIAL BALANCERS will go to every item in your STRESSORS column.

6. Keep your stress map easily accessible as you make your way through 2011. Revise it as you come up with new routes to managing your STRESSORS and eliminate sources of stress altogether.

This talk was recorded at TEDGlobal 2009. In this video Dan Pink talks about the science of motivation.

“Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think. Listen for illuminating stories — and maybe, a way forward.”

William Arruda interviewed Dan Pink in on September 30, 2010 about DRIVE: The Surprising Truth about What Motivates Us and you can download and listen to that interview here.

Click on the microphone to listen…

REACH PERSONAL BRANDING INTERVIEW SERIES – June 2010

Getting Change Right: How Leaders Transform Organizations from the Inside Out

Change does not flow top-down, bottom-up, or sideways, but inside out. Real change happens only when people want it to happen; when they feel engaged. Without engagement, you are left with two alternatives: force and failure. Seth Kahan, author of Getting Change Right, challenges you to approach change in a whole new way. In the June 2010 Reach Personal Branding Interview with Seth and William Arruda, you will learn about Seth’s new model of leadership communication and how to:

• Create rapid, widespread engagement
• Communicate so people get it and spread it
• Energize your most valuable players
• Understand the territory of change
• Accelerate change through performance communities
• Generate dramatic surges in progress
• Break through logjams, and
• Attain WorkLifeSuccess in the midst of change

Bio:

Seth Kahan is an international speaker, trainer, and consultant who has worked with CEOs and senior leaders responsible for large-scale change around the world. He writes Fast Company’s expert blog, Leading Change (SethFast.com), and is a regular contributor to the Washington Post column “On Success” (SethPost.com). Seth is recognized as a Visionary by The Center for Association Leadership and a Thought Leader and Exemplar in Change Leadership by The Society for the Advancement of Consulting.

An Associate of the Taos Institute, Seth started out as a street theatre performance artist and participated in rites of passage as part of his work. The lessons he learned in these two far-flung fields contribute directly to his success in large-scale, innovative change. Today Seth consults primarily with visionary leaders, who are intent on improving society and humanity’s place in the world.

LINKS:

• For more information visit www.GettingChangeRight.com
• To receive the first chapter of his book, Getting Change Right, email Seth at VisionaryLeadership dot com

Handout:

Reach Personal Branding Interview Handout for June 2010

You can also download Seth Kahan’s interview here.

Post Interview Tips: Six Goals for Interactions with Others when You Are Leading Change

1. Build trust. Without it, everything else falls apart. Surprisingly, few leaders give it the importance and attention it deserves. Always demonstrate graciousness and respect for your audience. If you mess this up, they can take you out. You cannot do change alone.
2. Seed the conversation. Come well prepared and introduce only enough to initiate and guide the conversation. This is not a “data dump”. You want to create an opportunity for others to become engaged. Begin the conversation where THEY need to get on, and end when you have said enough.
3. Listen. Put yourself in their shoes. If you do not understand what they are saying or feeling, ask for clarification. Reflect back what you have heard. Demonstrate your intent to understand. Asking for help to get it right is one of the most effective ways to garner enthusiastic support.
4. Learn. Every interaction is your market research. Go into every conversation to increase your understanding. If that is not happening, take the initiative to make it happen. Find ways for every person or group to become your teachers.
5. Inspire. Share your enthusiasm and your vulnerabilities. Express your emotions in your presentations. The word “emotion” comes from the Latin movere, to move. You must move your audiences to action, and emotion is your key.
6. Connect. Provide support materials, tell people how to get in touch with you, and where to find more information. Connect on a continuum from the greatest sensitivity in a one-to-one interaction to the greatest boldness in a one-to-large-group situation.

A new personal branding video from Personal Branding Strategist, Valerie Sokolosky. Learn how to be a more effective leader in the ever-changing world of work.