Your Struggles Can Become Your Strength with Krista Large

In this episode, you’ll hear my conversation with the fantastic Krista Large, founder of Living Large Wellness.

I know you’re going to have a ton of takeaways from this episode, and several potential shifts in your perspective on your career path and creating changes in your life.

Stream Episode 34: “Your Struggles Can Become Your Purpose with Krista Large”

Some of the key moments & themes in our conversation include

  • Krista’s curiosity-powered mindset of “I’ll try it and see how it goes”
  • Spending years feeling driven but lacking direction … not really sure where she wants to go
  • What happened when she graduated college — you can almost feel the air being sucked out of the room — and how this experience brought back painful moments & feelings from her childhood.

I’m convinced you’re going to appreciate and relate to Krista in a lot of ways… I for one appreciate her strength, vulnerability, and curiosity. And I know a lot of people can certainly relate to almost being sucked into the “trap” of following family members into the family business.

While I am absolutely passionate about the health & wellness industry, one of the main reasons I wanted to chat with Krista on the show was due to her unconventional path to get to where she is now — a path complete with setbacks, struggles, self-doubt & self-esteem issues — all of which actually led to her unique approach to creating healthy transformations in others.

Links:

Follow Krista on Instagram @largekrista
Living Large Wellness

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Forget the Expectations, Choose Your Life, and Thrive On with CJ Finley

In this week’s podcast episode, I’m very excited to have a conversation with somebody who I believe really embodies the very ideas of profession with purpose, for a number of reasons.

CJ’s path really embodies profession with purpose for a handful of reasons… and when I looked at his career history… he didn’t come straight out of school, knowing exactly what it was he wanted to do. From what I can tell, he didn’t have a path set. He didn’t have a clear direction of exactly what he wanted to do.

Stream Forget The Expectations, Choose Your Life And Thrive On With CJ Finley

And I think that what is most important for the listeners of this show is to realize that

… if you feel directionless

… or you feel like you’re lacking a little purpose

…. or you want to find things out, then it’s okay not to know right now.

And you don’t have to figure out life before you find those things out.


Connect with CJ.finley on Instagram

Email CJFinley@thriveonlife.com

Navigating The Future Of Work With Elatia Abate

Multi-time guest and long-time friend of the Rebase podcast Elatia Abate is back, and in this critically important episode we discuss how “The Future Of Work” is no longer some mythical thing coming sometime in the future.

No, The Future Of Work is here now, and ready or not it’s time to prepare ourselves.

Continue reading “Navigating The Future Of Work With Elatia Abate”

From Laid-Off To Startup Employee To Startup Founder – A Conversation With Home Run Dugout CEO Nick Hermandorfer

It is April 2020 and, in just 4 weeks time, 22 Million Americans suddenly find themselves unemployed. And there is a TON of uncertainty swirling about, and no doubt it is definitely warranted. And for many of us, this is not the first time in our professional lives where we’ve seen such a dramatic downturn in the economy, resulting in massive layoffs and entire businesses going under.

So while we’ve never experienced this type of pandemic before, it’s precisely because many people have experienced large scale recession that I wanted to connect those of you who are feeling uncertain with stories of growth, hope, and fulfillment.

In this episode, I have the pleasure of chatting with someone I have a ton of respect for and consider a friend: Nick Hermandorfer.

Nick is the Founder and CEO of Home Run Dugout, yet the reason I was so excited to talk with Nick is the journey he’s taken to get to where he is now. Nick graduated from college at Princeton and spent a total of 6 WEEKS working at Lehman Brothers in Manhattan before the 2008 economic crisis cost him his job. What you’ll hear in this episode is Nick telling the story of how he found himself unemployed, living in his parents’ basement, trying to figure out what was next. You’ll hear about how circumstances found him traveling to Austin, TX, where he went to work at a local startup that would coincidentally lead to starting his own company.

So, if you’re feeling worried, fearful, or just a little uncertain, I hope this conversation with Nick will instill you with some hope, some optimism, and maybe even some ideas for how you can turn any crisis into an opportunity.

Check out Home Run Dugout

Connect with Nick on LinkedIn

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Talent Scouts-as-a-Service?

I spend a lot of time thinking about the Hiring space, specifically as it relates to the problems & challenges faced by smaller employers.

One of my favorite “Thinking Time” questions is

“What are the gaps between my customers’ needs and the products & services that are available?”

(for more on Thinking Time, see the must-read book The Road Less Stupid by Keith Cunningham)

Here are some of the key problems I observe in companies that are beyond that “scrappy bootstrapped” phase but without multiple consecutive years of impressive, steady growth.

  1. Sourcing good candidates is a huge issue, if not THE primary roadblock
  2. CoFounders, Executives, Hiring Managers are still primarily in DOING mode vs LEADING mode
  3. Recruiters, whether FT On-Staff or Contracted by a service, spend a lot of their time operating & coordinating. Sometimes your “Recruiter” is an HR Generalist-type, who doesn’t have that recruiting background
  4. These companies by-and-large balk at Agency Recruiter Fees
  5. Almost every single one of these companies spends their time reacting to sudden hiring needs and open roles… which introduces additional chaos and churn… which extends time-to-hire among other things

Here are Early stages of an idea to fill these gaps. I’m not implementing this idea, mind you, simply brainstorming.

In sports (and other industries), organizations have talent scouts whose primary responsibility is to identify, evaluate and start building relationships with players the team may be interested in, whether now OR in the short-to-medium term future. The relationships they build keep the players as “warm leads” so the team can stay prepared and doesn’t get caught with its pants down needing to fill a particular position all of a sudden.

(It’s also worth noting that many large corporations dedicate full-time employees to the purpose of scouting.)

What I’m picturing is this provided as a subscription service targeted at smaller, time- and resource-constrained organizations.

The “Talent Scout” spends a little time with company leadership on a recurring basis to identify positions and skillsets they may need in the near future. They then connect the talent they meet with the company, but on a casual, low-pressure basis (this is the other problem for in-demand talent: Recruiters & Headhunters *can* be pushy & relentless, a huge turnoff). The Talent gets to know the Company, and if turnover or growth leads to an open spot, it could be filled rather quickly by someone on this bench.

For argument’s sake, let’s say Monthly Cost to the Employer is around $5–10k (could tier it based on number & type of positions or something), lower than almost any 15–25% Recruiter Fees on a single hire. Risk to the Employer is paying for months when they have zero need for hiring (which, given high average turnover rates, seems fairly low risk)

Benefits include the ability to better anticipate future staffing needs, reducing reactive behavior, shortening time-to-hire, less time & energy spent sourcing (and most likely for less $$ than an Agency).

Admittedly, there are bound to be a hundred holes in this idea, as I haven’t vetted it beyond the concept stage. I also haven’t researched a ton of comps, so maybe it’s the least original idea ever.

But for those of you in small-to-medium businesses, especially those on a Hiring Team, I’m curious to hear your thoughts.

Drop me a comment and let me know: Does any of this sound like it would be valuable, time-saving, effort-saving in your organization?