Jandie Turner

Even the most resilient leaders can fall into negative patterns of thinking. The PPP to CCC mindset reset is a simple but effective way to reframe tough moments. Start by identifying the real challenge, then ground yourself in your ability to act, and finally, recommit to what matters most. When you master this for yourself, you’re better equipped to help others shift their mindset too. #MicroResilienceTips #PersonalGrowth #LeadershipTools

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Few board responsibilities are as critical (or as varied) as CEO succession planning—yet there’s no universal blueprint for how best to approach it. Our 2025 Board Culture and Director Behaviors Study shows that boards take very different approaches: some manage succession at the full-board level, others rely on special committees or informal groups, and leadership of these efforts can fall to independent board leaders or committee chairs. In my experience advising clients, I’ve learned there’s no one-size-fits-all solution, but rather key ingredients: a thoughtful timeline, rigorous candidate evaluation, and active director engagement. These are what truly set boards up for resilient leadership transitions. How has your board approached CEO succession planning, and what’s worked best for you? If you’d like deeper insights into how boards organize for succession planning, explore our latest article: https://bit.ly/48j3eIW

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🌟 Inspiring leadership transformation on Lowcountry Revolutionaries! In this episode (2 of 2 this week), Michelle Paradis, a seasoned coach with over 25 years in education and leadership, shares her passion for empowering professionals to thrive. From guiding surgeons at MUSC in Charleston to coaching executives and business owners, Michelle’s tailored programs drive measurable growth in leadership and personal success. Tune in to discover how she elevates professionals to achieve their long-term goals! 💼 #LeadershipDevelopment #Coaching #LowcountryRevolutionaries #Podcast #Storytelling Chucktown Startups Michelle Paradis

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GCC Leaders: Tenure Doesn’t Ship Outcomes. Impact Does. “I have 15 years of experience.” If that’s still how we introduce ourselves, we haven’t fixed the real problem. Too many GCCs signal potential with tenure, not impact. Reality check • Seniority ≠ performance. • Time served ≠ value created. • Tenure is comfortable. Impact is accountable. If we want world-class centers that shape global outcomes, we must change what we reward. Shift the rules • Reward outcomes, not loyalty. Tie recognition to measurable business impact. • Promote needle-movers, not time-keepers. Velocity and value beat vintage. • Lead with proof. “Here’s what I delivered” outranks “Here’s how long I’ve been here.” A simple audit When people introduce themselves in your org, do they lead with years—or with wins? Make it operational: the Impact-First Scorecard Track these four signals quarter over quarter: 1. % Promotions tied to quantified outcomes (not tenure). 2. Impact-to-Comp Ratio: size of outcome vs. compensation change. 3. Time-to-Impact for new hires: days to first shipped result with business value. 4. Intro shift rate: share of employees who introduce themselves with results-first statements in reviews/interviews. Template to reset intros • From: “15 years in payments.” • To: “Scaled payments uptime from 99.5% to 99.97%, and cut dispute loss by 28%.” GCC leaders—ready to raise the bar? Let’s build performance-first cultures where impact speaks louder than tenure and meritocracy isn’t a slogan, it’s a system. How are you making this shift—or where are you stuck? Share your wins, hurdles, and lessons. #Leadership #GCC #PerformanceCulture #Meritocracy #GlobalTalent #India #CapabilityCenters #FutureOfWork Zinnov Karthik Padmanabhan Amita Goyal Ashveen Pai Amaresh N. Namita Adavi Dipanwita Ghosh Mohammed Faraz Khan Shweta Rani (She/Her) Hani Mukhey Komal Shah Saurabh Mehta ieswariya

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Leadership transitions can be complex, and the right interim strategy can make all the difference. In this article, Dan Miles, CCM, CCE, and Zachary Platek, CCM, CCE, share expert insights on the critical factors clubs should consider when managing operations during a leadership change. https://lnkd.in/gmahGUEn

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The Impact of Job Architecture on Business Goals Job architecture is a structured framework that defines how roles are organized within an organization, including job levels, families, and career paths. It provides clarity on job responsibilities, titles, progression, and compensation. It supports consistency, equity, and alignment with business goals. By standardizing roles and expectations, it enables more effective talent management and strategic workforce planning. Job architecture provides: #1 - Organizational Clarity & Alignment ·       Impact: Defines clear role expectations, levels, and paths ·       Business Goal: Drives operational efficiency and scalable growth #2 - Talent Attraction, Development & Retention ·       Impact: Enables transparent career growth and development ·       Business Goal: Attracts, develops, and retains top talent #3 - Internal Equity & Pay Transparency ·       Impact: Promotes competitive, fair, consistent, and equitable pay practices ·       Business Goal: Enhances trust as well as employee engagement and motivation. Reduces risk and supports compliance. #4 - Data-Driven Workforce Decisions ·       Impact: Provides structure for analytics and planning ·       Business Goal: Enables strategic workforce and compensation decisions Employers: If you don’t have your job architecture in place or if it needs to be cleaned up, let’s talk.  If you have a job architecture in place, how has it impacted your employer’s business goals? #compensation #jobarchitecture #pay #payequity #paytransparency #fairpay #competitivepay #rewards #hr #humanresources #leadership #talent #compensationconsultant https://lnkd.in/g7eaKmzX

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"In education, we're constantly trying to be in our own cycles of continuous improvement...And coaching creates the conditions to allow that to happen." The Coaching Conversation episode with Learning Forward president & CEO Frederick Brown highlighted the necessity for continuous improvement, the vital support of leadership, and the integration of coaching into professional learning: https://ow.ly/FJiz50V5EE7 -ICG

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