Grow Your Career In 5 Minutes Per Week with Armida Markarova

This week I’m extremely excited to bring you this conversation with

  • A certified conflict analysis and resolution mediator
  • An award-winning strategist and brand builder
  • Someone who’s worked for over 15 years in executive leadership positions
  • Someone who’s recognized as a professional development expert by Reader’s Digest, Thrive Global, MSN money, MSN news, and so many more
  • A frequent speaker at organizations and universities
  • An expert at helping people develop professional aspirations and achieve their dreams… as well as how to thrive in their current job in their current career. 

I hope you enjoy this conversation about company leadership, micro-innovations, and real professional development that can be accomplished in as little as 5 minutes a week … my conversation with Hiring Bloom founder Armida Markarova

Continue reading “Grow Your Career In 5 Minutes Per Week with Armida Markarova”

Talent + Leadership = Victory … With “The Talent War” Authors Mike Sarraille & George Randle

Whether on the the battlefield or in business, victory — consistent, repeated victory — is achieved by teams of talented people.

But what is “talent”? How do you define it? How do you identify it? How do you even begin to know how to look for it?

In this episode, you’ll hear my conversation with Mike Sarraille and George Randle, the co-authors of the upcoming book “The Talent War: How Special Operations and Great Organizations Win on Talent”.

Continue reading “Talent + Leadership = Victory … With “The Talent War” Authors Mike Sarraille & George Randle”

The ONE and ONLY Thing You Need To Be A Leader

I field a lot of questions from people about Leadership.

“How will I know when I’m ready for a leadership position?”

“What if I don’t have a leadership title?”

“What if I get the opportunity to lead, but I don’t know how to lead?”

I think about this idea of “Leadership Readiness” ALL… THE… TIME. And after decades of experience and observation, I’ve come to a conclusion.

Continue reading “The ONE and ONLY Thing You Need To Be A Leader”

Best Practices of High-Performing Teams

Is there a more rewarding feeling than knowing you are a part of a team that operates and performs at a high level? For my money, it’s one of the absolute best feelings in the world.

In this special episode, you’re going to get to hear a recording I managed to dig up from a talk I was privileged enough to deliver at Austin Startup Week back in late 2018. And while the title of the talk is Engineering Excellence: Best Practices of High-Performing Teams, these principles extend far beyond the world of Software Engineering. In fact, they all apply in some shape or form to ALL teams, which is why I’m so thrilled to share it with you in this episode.

Continue reading “Best Practices of High-Performing Teams”

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

Subscribe to the Rebase Podcast so you never miss a new episode!



Shift To Managing 100% Remotely Like A CHAMP — Use These Questions To Guide You

I have a confession: I like being around people I work with, in close proximity in the same physical space. And I have been feeling a lot of the pains, stresses, and challenges of becoming a fully-remote Leader & People Manager. It’s a shift that I wasn’t ready to make, but fortunately a shift I’ve prepared myself to make successfully.

And if you are a Manager, or a Team Lead, or an Executive who is suddenly faced with leading a completely remote or distributed team, then you might be feeling some of the same pressures and challenges. 

So in this post, I want to cover a handful of valuable questions that you can use so that you can also make this shift. By doing so, you can truly  become a real champion at leading individuals and teams in a remote environment. 

Continue reading “Shift To Managing 100% Remotely Like A CHAMP — Use These Questions To Guide You”

My Most Valuable Leadership Lesson Came From My Greatest Hiring Failure

One of the most confusing and confounding bad hires I ever made taught me my most important hiring AND leadership lesson.

I was a few months into my first executive role at a Startup here in Austin, and ensuring that we hired quality, talented Software Engineers was ultimately my responsibility. 

We’d just hired a mid-level software engineer who’d come over from a much larger tech company, and while they were clearly bright and technically capable, after a few weeks it seemed like this hire might not have been a good decision. 

Continue reading “My Most Valuable Leadership Lesson Came From My Greatest Hiring Failure”

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?