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Advisory Board

LeanForward, Inc. Advisors

Nancy Piepho
Owner - Expedite Group
Steve Hayes
Sr. Partner & Founder - The Human Resources Group, Inc.
Tom Mahan
Ed.D, President & CEO - The Work Institute
Howard Schultz
Founder & CEO - The Learning Consortium (TLC)

Your Inner Circle

You use steel to sharpen steel, and one friend sharpens another.

- The Message

 

Talk to any champion athlete and they will tell you that they owe much of their success to a select group of people who have coached, challenged and encouraged them along the way. In fact, speak with any person with an ounce of humility who has excelled in his/her field and they will likely say the same thing. None of us reach our goals or achieve our potential without the help of others. Regardless of how talented, capable and independent we may be, we will never be fully self-sufficient. This is actually a very good thing because it keeps us mindful of the need to build and maintain strong relationships throughout our lives.

Those of us who aspire to be successful leaders need to surround ourselves with people who have both the interest and ability to help us be our best. I am not referring here to our work teams, but rather to an inner circle of personal advisors, mentors and accountability partners with whom we can share our most intimate aspirations, hopes, dreams, vulnerabilities and fears. People who fit this niche are exceptional. They are exceptional because there will only be a handful of them throughout our lives. Yet, while they are few in number, their influence and impact on our personal and professional development will be enormous. Keith Ferrazzi, author of Who’s got your Back, refers to our inner circle as “lifeline relationships.” Ferrazzi explains that “The simplest, most complete definition of a lifeline relationship is someone who will never let you fail." Given this definition, it is easy to see why our inner circle will be comprised of exceptional people, and may not even include some of our closest friends or family members. This does not imply that these friendships and family relationships are superficial or unimportant, but rather that only a handful of people have the capabilities to fill the role of advisors, mentors, and accountability partners.

I have been fortunate to have some people like this in my life. Their names are Benji, Tom, Nancy, Howard, Ryan, Rebecca, Denis, and Steve. As I reflect on what makes these people exceptional, five factors come to mind. Each factor represents a combination of character qualities, perspectives and competencies that are clustered and bonded together in a unique way.

  • Generosity. People with this quality graciously share their time, resources and knowledge with us. They possess an abundance mentality, which frees them from feeling that they need to protect or hoard their time or talents. They orient themselves as givers as opposed to takers.
  • Truth-telling. People with this quality give us honest and direct feedback, but always with our best interests in mind. They do not blame or judge us; however, they are bold in holding up a mirror so we can better see ourselves accurately, especially at times when we are at our best or at our worst. This provides reinforcement for our strengths and the opportunity to confront our failings.
  • Humility. People with this quality have an accurate and balanced view of themselves that includes their strengths, weaknesses, biases, flaws, inconsistencies and potential for greatness. This awareness keeps them grounded and centered, making them a great source of objective and supportive counsel. Humble people are also willing to be open and vulnerable because they are not trying to protect their self-image. This makes them very accepting and approachable.
  • Tough love. People with this quality care enough for us that they will hold us accountable for our commitments and actions, even when it threatens our relationship with them. They raise the stakes for us in order to get our attention and drive us to action.
  • Wisdom. People with this quality have a keen, time-tested perspective about people, work and the world. They are reflective thinkers and life-long leaders. They are incisive people who can see beyond facades and cut through minutia, noise and BS.

If you are thinking that there is no one in your life who measures up to these high standards, you are absolutely right. As exceptional as the people are in my inner circle, all of them fall short. In fact, they would be the first to acknowledge this fact. However, on balance, I see splashes of evidence of the five factors in each of these people. I also see them purposefully striving to develop the qualities of generosity, truth-telling, humility, tough love and wisdom in their lives. And, personally, I know that each of these people has my back.

Please do not be misled by my use of the term “inner circle.” I would have used the term “circle of trust” had it not been co-opted by the Robert Deniro in the Meet the Parents/Fockers movies. Our inner circle, while being highly selective, is not intended to become an exclusive club that is accorded special status. The purpose or effect should never be to shut out other people with whom we share a special relationship. Our inner circle, board of advisors, lifeline relationships, or whatever name you give it is comprised of people who play guiding roles in our lives. Their function and gifts are what makes them unique. They possess the qualities that will help us maximize our growth, get back up when we fall down, and align our lives with our passions, goals and values.

It is inevitable that over time some people in our inner circle may drop away and others may be added. This is to be expected with changes in jobs, geography, needs, priorities and other life circumstances. It is actually very natural and healthy for there to be some transition within our inner circle; transition can bring renewal and usher in fresh perspective. For example, there will be times when our inner circle will need to include people who not only embody the five factors we discussed above, but also possess knowledge that is directly related to our work. Since most of us will remain in the work world for at least half our lifetimes, it makes perfect sense to have experts available to us for guidance and direction. There may also be times when we need the services of a professional coach to work through periods of impasse or transition. While not necessarily being part of our inner circle, a qualified professional coach is someone who performs his/her work in concert with the five factors and who can be an invaluable resource.

One final thought before closing. There is generally a high degree of mutuality and reciprocity within our inner circles. What I mean is that, while those in our inner circle will provide us with good counsel and trustworthy support, we will often do the same for them. We should never look at these relationships as a one way street, but rather be prepared to give our very best to help others live their very best. This is the iron sharpens iron concept. Soft, brittle or toxic relationships will never make us sharp and strong. Only relationships characterized by mutual accountability will do that. With all of the challenges we face at work, at home and in the world in general, we need to make sure that we all have each other’s backs.

Note: In addition to Keith Ferrazzi’s work, there is a lot of good information out there about establishing mentoring relationships, accountability partnerships and boards of advisors. You will have to do some sifting but it is well worth your effort.

Nancy Piepho, Owner - Expedite Group

http://www.expeditegroup.com

About the organization…

Expedite Group, headquartered in Cary, North Carolina, is a national corporate concierge company that provides in-house, on-site, and virtual concierge benefits designed for companies who recognize their employees are struggling due to the growing number of demands, both personal and professional. Expedite Group's goal is to provide more of the most precious commodity—time. They take care of “to-do’s” and errands, so their clients can enjoy much needed downtime with friends and family. From thorough research to on-site services and much, much more, Expedite Group handles all of their clients' needs by providing unique relationships, creative solutions, and superior service.

About Nancy…

Nancy grew up in Raleigh, North Carolina and graduated from Westmont College in Santa Barbara, CA with degrees in Business and Economics. After years in event planning, sales and numerous management roles, Nancy saw a need to help the everyday employee, and Expedite Group was born. She derives tremendous pleasure from creating a strong team that both produces quality work and helps make a difference in the lives of others. Nancy and husband, Craig, have three fabulous children; Caleb, Zachary, and Emily. Nancy enjoys volunteering at their church and at Caleb's school. When not with her family or at the office, Nancy is always up for a little competition on the volleyball court.

Steve Hayes, Sr. Partner -
The Human Capital Group, Inc.

http://www.humancapitalgroupinc.com/

About the organization…

The Human Capital Group’s purpose is to Deliver Results Through People™. They guide and support their client in delivering sustained business results by focusing on how the companies acquire, develop, investretain employees. The efforts of the Human Capital Group are guided by a focused, thorough, efficient, and values-based approach to Retained Executive Search and Leadership Consulting. Their unwavering promise is to provide Speed, Quality and Value to their clients. in and

About Steve…

Steve is the Sr. Partner & Founder of The Human Capital Group, a Retained Executive Search and Leadership Consulting firm with offices in TN, OH, FL and GA. He has 20+ years of broad based, multi-industry, and global experience as a Human Resources Executive with specific skills in guiding companies through: cultural change, organizational & management development, performance management & succession planning, selective recruitment, domestic & international start-ups & shut-downs, and union management / avoidance.

In addition to forming The Human Capital Group, Steve has served organizations in the following capacities:

  • Chief Human Resources Officer for Client-Logic, a 17,000 employee global services company
  • Vice President of HR for Russell Athletic & MagneTek
  • Area Director of HR for Frito-Lay/PepsiCo
  • Sr. Human Resources Manager for Amoco/BP

Steve and his wife, Adrienne, met on a Church Retreat in college and have been married for 20+ years. They have been blessed with 5 children and are actively involved at Holy Family Catholic Church in TN. Steve has his undergraduate degree in Psychology & Management from LSU, and serves on the following Boards: Catholic Charities of TN, the YMCA, the Employer’s Council of TN; Fellowship of Christian Athletes, Fellowship of Catholic University Students (FOCUS) at Vanderbilt University, and the Parish Pastoral Council of his church.

Tom Mahan, Ed.D, President & CEO -
The Work Institute

http://workinstitute.com/

About the organization…

Utilizing a high response workforce research methodology, 24/7 reporting technology, along with baseline and trending standards, The Work Institute secures actionable productivity and risk intelligence so companies can:

  • Manage Controllable Human Capital Expense
  • Assure Compliance / Mitigate Risk
  • Become Preferred Employers

The Work Institute is a Human Capital Intelligence and Organization Development Business. Primary work is in Employee Surveys across the career lifecycle, including Exit Interviews, Applicant Analysis, New Hire Analysis, On-Boarding Analysis, Baseline and Pulse-based Employee Surveys, and Employer of Choice and Preferred Employer Needs Assessment.

About Tom…

Tom has consulted with organizations seeking attraction and retention solutions throughout the world. Over the years, he has spoken to more than 300 professional and executive groups on research-based attraction and retention issues and solutions.

Prior to founding The Work Institute, Tom was a senior vice president with the Saratoga Institute. His research and publications while there included:

  • The Differing Preferences, Expectations, and Intents of the American Workforce
  • The Emerging Workforce
  • Finding and Keeping Talent

Tom maintains the following core beliefs and incorporates them into the mission and strategy of The Work Institute:

  • Companies can and must do something about attracting and retaining employees.
  • Corporate Responsibility is no longer a choice; it is a legal mandate.
  • Employee attraction and retention must be aligned with ROI goals and provide for both company and individual growth opportunities.
  • Companies must operate out of a measurement first mentality, depending less on others' best practices and aligning development/remediation opportunity to their own uniqueness. Best Practices Come from Within.

The Achilles Heel of a strategic plan is execution. The Achilles Heel of execution is having the necessary skills and knowledge (talent) to implement the plan. Plenty of people are available to provide the skills a company needs, they just may be working for someone else. Through utilizing responsible, evidence-based measurement, companies can become Preferred Employers

Howard Schultz, Founder & CEO -
The Learning Consortium (TLC)

http://www.tlc-usa.com/index.php

About the organization…

Established in 1995, The Learning Consortium (TLC) is a Research Triangle, North Carolina based organization that provides learning resources to its members. TLC specializes in organizational effectiveness, leadership development, executive coaching, change management, along with innovative strategies designed to enhance peak performance within organizations.

Howard and his wife and partner Lynda had the vision to combine two significant shifts in the way organizations would access "learning" in the new economy. First, was the movement toward partnerships and strategic alliances. Second, was the use of "outsourcing" to maximize efficiency and reduce costs.

With these perspectives in mind, the Schultzes set about to establish a centralized location where members could share non-proprietary training and learning resources. Their one-stop shopping model was quickly embraced by organizations throughout the region.

With an established membership of leading medium and large organizations, TLC maximizes learning resources to its members through a proven network of certified learning partners. Members of The Learning Consortium include: IBM, GSK, Cisco Systems, SAS, Voith, Nortel Networks, GlaxoSmithKline, Wyeth, UNC, UNC Hospitals, Duke Medical Center, US EPA, and many others. The Learning Consortium is now one of eleven national associates of VitalSmarts™, the creators of Crucial Conversations®, Crucial Confrontations®, and Influencer ®.

About Howard…

Howard Schultz is a graduate of the University of North Carolina at Chapel Hill and the Duke University Business Coaching Certificate Program. During his seventeen years (1972-1989) as VP of Administration for a leading home fashions manufacturer, Howard completed eight corporate start-ups involving 1500 employees, and was responsible for establishing a national distribution system.

Howard and Lynda Schultz were franchise owners of Adecco, an employment service agency, from 1989 – 1994. At the end of six years, they achieved a 10% market share in the Durham, Chapel Hill, Research Triangle Park area, and established Adecco’s first national accounts with IBM, Nortel and GTE. They sold the franchise back to Adecco in December 1994, and co-founded The Learning Consortium in January 1995. In 1999, Howard worked with renowned best-selling author Peter Block, Ph.D. and members of his design team to develop and market the School for Applied Leadership on a national basis. Under Howard’s Leadership, The Learning Consortium has established itself as a trusted "knowledge broker" to its members, and done what few have ever been able to accomplish: transform Peter Senge's learning community "concept" into a working "reality."