![PepsiCo’s Secrets for Talent and Culture. [Video]](https://video.getpvd.com/wp-content/uploads/2023/11/mp_211678_0_0jpg.jpg)
Are you looking to build a team of unicorns 🦄 for your business?Dive into this enlightening conversation with Chris Do as he sits down with PepsiCo’s SVP and Chief Design Officer, Mauro Porcini, to uncover the secrets of identifying, nurturing, and retaining exceptional talent. 🌟Mauro Porcini shares his expertise in creating a culture of innovation and the critical role of a Chief Design Officer in shaping both products and team dynamics. Whether you’re hiring your first employee or managing your 300th, this video will equip you with the strategies you need for a thriving, loyal, and productive workforce.Key Takeaways:âś… How to identify individual superpowers in your teamâś… The importance of embodying the traits you seek in othersâś… The art of inspiring your team for maximum creativity and loyaltyâś… Balancing fair compensation with nurturing a shared visionâś… The Chief Design Officer’s role in finance, HR, and corporate cultureâś… Blending disruption & integration to propel business valueMauro Porcini doesn’t just talk the talk; he’s backed by years of delivering concrete results and has cultivated an environment driven by love and respect at PepsiCo.In this episode:0:00 – Intro0:31 – Identifying People’s Superpowers01:03 – Strategies for Hiring the Right Talent02:06 – Personal Development and Role Modeling03:08 – Growing and Retaining Talent within a Company Culture04:08 – Compensation and Rewards in Talent Retention05:11 – The Crucial Balance in a Chief Design Officer’s Role06:22 – The Dance of Disrupting and Integrating#hiringtalent #pepsico #companyculture Get access to more for FREE here: https://thefutur.com/free-resources🚀 Futur AcceleratorThe step-by-step blueprint and coaching program designed to get your creative business off the ground:https://thefutur.com/accelerator🥇 Futur Pro The professional creative community designed to grow your personal brand, your business, and your network:https://thefutur.com/pro✍️ Other Courses, Templates, and Tools:https://thefutur.com/shop🎙 The Futur Podcast:https://thefutur.com/podcastRecommended books, tools, music, resources, typefaces & more: https://thefutur.com/recommendationsMusic by Epidemic Sound:http://share.epidemicsound.com/thefuturShorts Playlist: https://www.youtube.com/@thefutur/shortsWe love getting your letters. Send them here:The Futur c/o Chris Do556 S. Fair Oaks Ave. #34Pasadena CA 91105*By making a purchase through any of our affiliate links, we receive a very small commission at no extra cost to you. This helps us on our mission to provide quality education to you. Thank you.–Host: Chris DoProducer: Mark ContrerasCinematographers/Editors: Stewart Schuster @RodrigoTasca & @Tascastudios MOCS Media
talent acquisition
![The Value Of Debriefing Assessments [Video]](https://video.getpvd.com/wp-content/uploads/2022/09/mp_150737_0_0jpg.jpg)
As an executive coach, what is the most important thing I look for when debriefing a psychometric assessment? Stand by to find out this fundamental viewpoint that makes a real difference when evaluating leadership capability. I believe in the value of assessments as a key part of understanding leadership potential and developmental opportunities. And yes, they are only a piece of the puzzle when evaluating someone, but let me give you my perspective on one of the most important parts of an assessment debrief. When someone completes an evaluation, it is critical to conduct a debrief of the results to confirm that it is valid and truly represent the person. One of the key factors I look for is the person’s self-awareness or professional maturity. Here is an example.If someone is inclined to be stressed in certain situations naturally or has a hard time naturally recuperating from a stressful event, many assessments show that this person is inclined to shut down in high-stress scenarios. However, during my debriefs, I probe deeper to see if they are aware of these tendencies and if they do anything to offset what is an instinct. If someone demonstrates that they are aware of how stress affects them, but they have countermeasures like meditation or yoga or exercise to overcome those feelings and anxiety, they are better equipped to handle scenarios as they arise. That is self-awareness or professional maturity; without a debrief, a person’s real abilities could be skewed without proper context. The secret in assessments is ensuring it is debriefed and assessed not only the instincts based on a personality trait but the level of self-awareness, making it a valid piece of the evaluation matrix.——–N2Growth is a global leader in executive search and leadership advisory. We are consistently ranked as a Top Executive Search Firm by Forbes every year since its inception. Our practice focuses on senior executive, board, and C-Level searches. Many of the world’s leading companies seek our advice and counsel on executive recruiting, leadership development, and succession planning.More information can be found at https://www.n2growth.comFollow us on Social Media:https://www.twitter.com/n2growthhttps://www.facebook.com/n2growthhttps://www.linkedin.com/company/n2growthhttps://www.instagram.com/n2growth
![Enriching Executive Development [Video]](https://video.getpvd.com/wp-content/uploads/2021/12/mp_58169_0_0jpg.jpg)
In the arsenal of tools senior human resources (HR) professionals use to develop business leaders within their organizations, executive coaching is well-established among them. However, little if anything has been written about HR leaders’ relationships with external executive coaches. Little is understood about the leap of faith and commitment these professionals can make to each other thus ensuring that the client and the organization benefit fully from this investment in an executive’s development.While these factors are fundamental in effective coaching relationships generally, there are nuances of significance in how they play out in these essential partnerships. The primary relationship factor of trust and respect is best explained by HR professionals who have experienced such essential partnerships. Essential partnerships begin with a clear understanding of each other’s roles and responsibilities. Defining participants and timeframes are essential components of role clarity. Through their respective roles, these partners are committed to the progress of the identified executive and by extension to the continued success of the organization in which the executive is a key leader. While confidentiality should always be discussed and understood, constructive triangulation refers to the steady flow of collateral information shared between the HR professional, the executive coach, and the client. As experienced as the executive coach may be, he or she remains an outsider and is, therefore, never as close to the daily play-by-play reality of how a top leader is leading—and perceived within the organization—as is the HR partner.The value proposition of executive coaching as an executive development resource is diminished when it does not involve the reciprocal commitment characteristics of such partnerships. Workplaces require highly evolved leaders who are relentless, intuitive, and nimble enough to synthesize quickly the barrage of quantitative and qualitative data flying at them often from stakeholder groups spanning the planet. They need to grow quickly in places where they can clarify their thoughts with colleagues, vet their concerns, make sound strategic decisions, and then direct the execution that will ensure competitive and profitable distinction. This rapid development of mature and ready leaders will also need to occur in supportive places—like within a strong coaching relationship.