Scott Monty

How do you feel when presenting in front of a group of people? Are you communicating with confidence? Are people moved and motivated to action? This is the most important, yet least developed, skill in leadership today. If you're a corporate exec or emerging leader, check out The Academy from ImpactEleven, happening in Detroit on June 13th and 14th. Josh Linkner and Ryan Estis, two wildly successful executives, thought leaders, and keynote speakers will be sharing their expertise on how you can communicate with more confidence and influence. In today's competitive business world, effective communication is more important than ever before. https://lnkd.in/gtsMvy54

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My wish for 2025? Development and Comms are recognized as two separate jobs and skill sets. Your Development Leader should be a relationship builder. Your Comms Leader should be a storyteller who fuels relationship building. These two functions should be joined at the hip, but never done by one person. If budget is an issue, bring in a consultant who can build your storytelling library and assets that your Development team can use again and again. Don't sell yourself short by merging these expectations into one person. #nonprofitconsultant #nonprofits #brandbuilding #fundraising

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Executive Summary: This analysis and evaluation provide a comprehensive overview of the importance of mindset shifts in transforming one's life. It highlights the distinction between affirmations and fundamental change, emphasizing that affirmations alone are insufficient for achieving lasting results. Instead, a profound shift in one's perspective, beliefs, and capabilities is necessary for meaningful change. Key Findings: Mindset is a powerful tool: Our minds shape our perceptions, actions, and ultimately, our reality. A mindset shift can be the catalyst for dramatic changes in all areas of life. Beliefs matter: Challenging and replacing limiting beliefs with empowering ones is essential for growth and transformation. Shifts take time and effort: Mindset shifts require deliberate attention, focus, and persistence to produce lasting results. Focus on abundance: Shifting focus from lack to abundance can lead to a more positive outlook and improved well-being. Upgrade your operating system: Comparing mindset shifts to upgrading an operating system highlights the transformative potential of these changes. Solution-based Outcomes: Develop self-awareness: Recognize the impact of your thoughts, beliefs, and emotions on your reality. Challenge limiting beliefs: Identify and challenge negative self-talk, biases, and limiting beliefs that hold you back. Replace with empowering beliefs: Replace old, limiting beliefs with positive, empowering ones that align with your goals and aspirations. Focus on abundance: Shift your attention from what's lacking to what you already have and what you're grateful for. Practice mindfulness and self-reflection: Regularly examine your thoughts, emotions, and behaviors to ensure you're maintaining a growth mindset. Implementation Strategy: Set clear goals: Establish specific, measurable goals that align with your values and aspirations. Develop a growth mindset: Embrace challenges as opportunities for growth and learning. Practice mindfulness and self-reflection: Regularly engage in self-reflection to identify areas for improvement and celebrate successes. Seek support: Surround yourself with people who support and encourage your growth. Be patient and persistent: Recognize that mindset shifts take time and effort to develop

The latest McKinsey Women in the Workplace report is out! 10 years of data show important gains for women in leadership, but progress remains fragile. The call to action goes out to companies to recommit to diversity efforts to achieve true parity. I'm proud that Parexel is advancing women in the workplace and is committed to improving further. 💪 Read insights from the report: #WomenInTheWorkplace2024 #GenderEquality

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Such a valuable conversation. The 3 questions offer us unique insight into organizational health.

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"...Ageism manifests in hiring practices, pay disparities, and workplace dynamics. The study also finds troubling negative emotional and financial effects on workers who experience age-related discrimination." Workers over 40 are most likely to experience ageism, learn why in this article: https://lnkd.in/eXwQkUTK The best way to set yourself up for a successful job search is with an impressive resume - overcome ageism by highlighting the value you bring to the table. If you want to know how your resume stacks up, email me for a free review: peter@careerresumes.com #ageism #ageisjustanumber #bias #inclusion

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Here's my 2024 LinkedIn Rewind, by Coauthor.studio: This year reinforced that true leadership isn't measured by titles, but by our courage to speak up about what matters. Watching my LinkedIn post about age discrimination in hiring reach nearly 1 million impressions showed me that when we voice uncomfortable truths, others find the courage to share their stories too. The hundreds of responses proved what many of us suspected: experience isn't just being overlooked – it's being actively discounted. This revelation shaped my transition from Group CPO to focus on transforming how organizations approach leadership, culture, and inclusion. Three posts particularly resonated with our community: • "Leadership Defined by Small Acts" On how leaders create lasting impact through daily kindness "The way leaders make people feel matches their ability to inspire & motivate." https://lnkd.in/eb75Csqd • "The Challenges of Unemployment" Breaking the stigma around career transitions and mental health "Being unemployed in the UK carries unique challenges and stigma, affecting both personal and professional spheres." https://lnkd.in/eJTmcfRJ • "Culture Management in M&A" Why cultural alignment determines merger success "A strong cultural match and commitment to thoughtful integration can transform a merger from a potentially problematical business transaction into an opportunity for growth." https://lnkd.in/etVMg__E This year taught me profound lessons about community through personal experiences. When my 93-year-old father fell outside his village shop, neighbors rallied with practical support and genuine care. When my son moved into his first home, it reinforced how change, while daunting, opens doors to growth. These moments mirror what organizations need: authentic support systems and the courage to embrace transition. At DEMAT, our "Impossible Questions Symposium" showed how fresh perspectives drive innovation. Watching primary school children tackle complex challenges reminded me that the best solutions often come from voices we too rarely hear. Looking to 2025, my focus remains clear: transforming organizations through authentic leadership while championing inclusive workplaces where experience is valued and diverse voices are heard. The challenges are systemic, but change happens through individual actions, one conversation at a time. True transformation starts when we stop accepting "that's just how things are" and start asking "how could things be?" #Leadership #OrganizationalChange #Inclusion #LinkedInRewind #2024wrapped -- Get your 2024 LinkedIn Rewind! Go to coauthor.studio

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A call for leaders; a simple but profound call to action. We must prioritize hiring those with emotional intelligence, courage, leadership capability and integrity as we build and rebuild the nation’s workforce; The future of America depends on it. How much more effective would the U.S. be if we put equal emphasis on hiring for soft skills as we do the tangible ones? What if we all committed to only hiring candidates who naturally make everyone around them better? What a difference that would be. #gamechanger #leadership #hiringpractices #lightbringer #emotionalintelligence

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Join us in conversation with four ICF coaches as they share their experiences in creating inclusivity in their coaching engagements. They will share the role that cultural self-awareness, curiosity, and humility play in helping us recognize, appreciate, and support clients just as they are rather than by who we assume they are or how they should be. Learning objectives: Attendees will gain insights into how coaches can enhance their cultural self-awareness to improve their coaching effectiveness. They will explore strategies to recognize their own cultural biases and assumptions and understand their impact on coaching relationships. Attendees will learn about the significance of maintaining curiosity and humility in coaching engagements. They will discover techniques to approach coaching conversations with an open mind, valuing each client’s unique cultural context without preconceived notions. Participants will have the opportunity to reflect on real-life examples and case studies shared by panelists, including challenges and successes in coaching across cultural differences. They will consider how these experiences can inform and improve their own coaching practices.  Kai Stowers, MA, PCC Nancy Tylim, Psy.D., MCC Danielle Marshall, CDP, ACC (She/Her) Wendy Moomaw, MBA, MS, PCC https://lnkd.in/gr9Pnwaj #ICFLA #DEI #Coaching DEI

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📚Looking for some new book recommendations? Coming in hot with three books written by women authors. We talk about diversity in tech, diversity of your LinkedIn feed, so let’s add diversity of your bookshelf. Check out these books by 🦋 Natasha (Tash) Durkins CPC, ELI-MP, Kelly Lichtenberger and Kristie K. Jones! And if you’re looking for more books by women authors, check out the Wednesday Women blog.

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🚀 Accelerate Your Full Potential: Advanced Coaching & Facilitative Leadership Competencies 🚀 Join Michele Rae on September 3 from 6:00 PM - 8:00 PM for an immersive online experience that will transform your approach to coaching and leadership. This course is designed to help you become a masterful agent of transformation, equipping you with the principles and mindset needed to guide others in reshaping their personal paradigms. Don't miss this opportunity to elevate your skills and impact lives through advanced coaching and facilitative leadership. 🌟 https://lnkd.in/gDsaVmZ5 #PersonalTransformation #FacilitativeLeadership #MicheleRae #Coaching #LeadershipDevelopment #OnlineCourse #ProfessionalGrowth #MasterYourPotential

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"Why Offsites Work — and How to Get the Most Out of Them" Human Capital Leadership Review Abstract: This practitioner-oriented brief explores why offsite meetings and retreats are an effective tool for driving organizational progress and shares best practices for maximizing their impact. Through an examination of relevant academic literature, the brief establishes that offsites create an environment sheltered from everyday workplace distractions that allows for deeper focus and stimulates novel perspectives. Research also shows offsites foster increased psychological safety and collaboration through extended engagement away from normal hierarchies. Drawing from over 15 years of management consulting experience, practical recommendations are then provided regarding objective-setting, venue selection, agenda crafting, facilitation, and follow-up. Real-world case examples from a global technology firm and aerospace supplier demonstrate successful application. The conclusion maintains that well-planned offsites, as informed by the research and best practices covered, have unmatched potential to accelerate strategic planning, problem-solving, team alignment, and organizational change versus standard meetings.

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Great guidance from Caitlin MacGregor of Plum: "Close The Gap Between Envisioned Culture And Reality Too often, there is a gap between the culture envisioned by leadership and the reality being lived by a workforce. As such, hiring managers need to work with HR to develop a firm understanding of their organizational culture before assessing candidates during the interview process. Only once that's done can culture factor into recruiting, otherwise, hiring managers risk perpetuating falsehoods. - Caitlin MacGregor, Plum" Read more below:

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Thrilled that #FixingLeadership has started to make its way to leaders inboxes and mailboxes everywhere! My newest book addresses the systemic gaps facing leaders and organizations today: 📌 Why conventional leadership development methods fail 📌 Why we're not investing in the next generation 📌 What skills we need to, but aren't teaching 📌 What we need to be teaching, and 📌 How to teach skills so we remember and can apply them #Leaders - this book is for you. Remember: 1. If you don't invest in your leadership, you're not learning how to solve your own or your organizations' challenges - you become stuck where you are 2. If you're not investing in others' growth and building other leaders, the weight of change and organizational improvement all falls to you - you remain the bottleneck, stuck where you are 3. If there is no succession; no pay-it-forward - then there is no legacy. The walls fall down behind you and the collective impact and economic worth of your enterprise implodes. The leadership vacuum we are seeing - IS NOT SOMEONE ELSE'S PROBLEM. Arm yourself today with the tools you'll need tomorrow to be and do better. https://lnkd.in/gGqXNghU

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Interesting study of Psychological Safety over time, I find it's often naively treated as something which can be raised in instant and maintained with negligible effort. I also wonder if there is a 'unconscious incompetence' like factor when people join, they haven't seen enough to be aware of what will affect their safety. Snippets from the HBR article, the first is something we might expect and plan for: "Our research showed that while new hires’ psychological safety initially declined in all conditions, the trend was less severe in departments with high psychological safety." ...and consistently invest in for extended periods: "On average, newcomers joined the organization with higher psychological safety relative to their more tenured colleagues, then lost it and waited years to reach levels comparable to when they arrived." #PsychologicalSafety #Agile #StartWithNewStarts

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Last week, Peter and I learned that our podcast received 1000 downloads, and we are still riding that wave of excitement. Let's keep the momentum going!!! 🙌🏼 Our latest episode is now live. You can listen here 👉🏽 https://bit.ly/dtpep28 or on your favorite podcast platform. #designthinkerpodcast #designthinking #designthinkers #podcast #podcastepisode #newepisodealert

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"We need a mentorship program." This sentiment comes up pretty frequently when I talk with executives about their employee engagement. I'm not saying they're wrong, but in some cases, they're not right. Mentorship programs can have a great impact on employee engagement and development when executed properly. Many organizations underestimate what goes into designing and executing a mentorship program. There are many things to consider when implementing a mentorship program: 🎯 what are the goals of the program 🚀 clear expectations of all parties 🗣️ training on mentoring across differences ⭐️ WILLING mentors The truth is, if your organization isn't willing or able to lay a solid foundation for a mentorship program, it's likely not your best option. Great mentorship programs can increase engagement, inspire high-potential talent, and fill leadership pipelines. And I've seen poor programs have the exact opposite effect. What programs does your company have for engagement and retention? * * * * * * Check out my Disrupt HR talk on Ditching the Mentorship Myth, where I share a snippet of my experience. https://lnkd.in/g-qb-2xN

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This article gave me new ways to think about approaching DEI , particularly as it relates to innovation “Complexity serves as friction, and in the science of innovation, friction can be a productive force. Complex teams, loaded with inherent and acquired diverse traits, have built-in friction that contributes to better outcomes.” Thank you for sharing these insights Vijay Pendakur, Ph.D.

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