IN – FOCUS
AYE KALENOK: REDEFINING RECRUITMENT
EXELEON SPOTLIGHT
ETHICAL LEADERSHIP IN BUSINESS TRANSFORMATION
OWNER CATALYST COACHING AND MENTORING ↖
In this edition of Exeleon Magazine, we delve into the essence of what truly defines transformational leadership. Our focus is not merely on the success achieved by these leaders but on the profound impact they have on their industries, their teams, and the broader community.
At the heart of transformational leadership lies the ability to inspire and motivate. Leaders like Randy Loveless, featured on our cover, exemplify this quality. They are catalysts for change, fostering environments where creativity and innovation thrive. They challenge the status quo and push boundaries, turning obstacles into opportunities for growth and learning.
These leaders also possess an intrinsic ability to connect with people. They build trust and loyalty through authentic engagement, demonstrating empathy and a genuine concern for the wellbeing of others. This human-centric approach is pivotal in their ability to drive change and achieve sustainable results.
Within these pages, you will find a series of compelling stories, insightful interviews, and expert analyses focusing on a diverse group of business leaders and entrepreneurs. Each profile delves into the strategies that have set these individuals apart and examines the impact of their work on their companies and society at large.
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the humble streets of Mullins, South Carolina, to the boardrooms of the nation's top healthcare facilities, Randy Loveless has charted a path that is both inspiring and exemplary.
With a career spanning nearly three decades in the healthcare industry, Randy's journey from being a bedside nurse to a pioneering igure in Legal Nurse Consulting encapsulates a relentless pursuit of growth and service.
Randy Loveless grew up in Mullins, South Carolina, a small town that shaped his worldview and ingrained in him the values of community, faith, and giving back.
From these humble beginnings, he was inspired by his mother, Yvonne, a dedicated nurse herself, to pursue a career in nursing—a decision that promised not only a stable job but also an opportunity to make a meaningful difference in people's
lives. "Honestly, I irst became a nurse because my mom was a nurse and it was a quick way to start a career, make some money, and help others in the process," he explains.
This foundational choice set Randy on a path of lifelong service and professional development.
Starting his career alongside his wife Jennifer, also a nurse, Randy embraced the life of a travel nurse. Together, they explored the country, gaining invaluable experiences and forming memories that would last a lifetime. This adventurous period in their lives was illed with learning and exploration, both personally and professionally.
Randy mentions “We then decided to settle down, and I began to build my educational foundation. I obtained my BSN for the irst time, then achieved a Bachelor in Management, and inished out college with a Master in Business Administration.”
THE TRANSITION TO LEGAL NURSE CONSULTING
Randy's professional journey soon took him from direct patient care to signi icant leadership roles including Manager, Director, Executive Director, Chief Operating Of icer, and as a National Healthcare Consultant. These roles allowed him to shape healthcare policies and practices on a broader scale.
However, his career took a pivotal turn when a dear friend and Chief Nursing Of icer, Lynn Belcher, introduced him to the ield of Legal Nurse Consulting. Intrigued by the potential to work remotely and impact the legal aspects of healthcare, Randy saw an opportunity not just for professional growth but also for creating a better future for his family.
“Iamexcitedtowalkthejourneywith moreandmorenursesandtocelebrate withthemastheychangetheirlivesand thelivesoftheirfamiliesandcreatea
legacyforgenerations to come.”
This introduction soon led him to start his own Legal Nurse Consulting irm, Loveless Legal Nurse Consulting, channeling his nursing expertise into a new, entrepreneurial venture. As his irm grew, Randy identi ied a gap in the market—many nurses were seeking to follow his path but lacked the guidance and framework to do so effectively.
In response, he founded the Catalyst Coaching and Mentoring program, designed to empower nurses by providing them with the tools and support needed to succeed as Legal Nurse Consultants.
One Book Entrepreneurs must read – Crucial Conversations
One Tool / App that you would Recommend –Zoom
One Quote that Motivates you the most – “I’ve missed more than 9000 shots in my career. I've lost almost 300 games. 26 times, I've been trusted to take the game-winning shot and missed. I've failed over and over and over again in my life. And that is why I succeed." Michael Jordan
One Advice for Aspiring Legal Nurses – Believe in yourself, find a pathway to success, and then have the courage to walk it.
One Movie or Show that you would Recommend – The Pursuit of Happyness.
Upon founding Catalyst Coaching and Mentoring, Randy started with a 1:1 coaching format. But, as the demand soared and his time became increasingly stretched, it became clear that this model was not sustainable in the long run. "The waiting list grew fast, and I knew I needed to ind a way to help more nurses rewrite their futures through Legal Nurse freedom," he recalls.
In response to these challenges, in 2023 Randy teamed up with Rob Doxey, a skilled digital marketer, website designer, and program manager. Together, they crafted an online platform that expanded the reach and ef iciency of the Catalyst program.
This platform transformed Catalyst into a vibrant community and a central hub for those seeking to navigate the complexities of Legal Nurse Consulting. This innovative online community has become, as Randy describes, "the heartbeat of Catalyst”, enabling him to support a far greater number of nurses in realizing their career aspirations within the Legal Nursing ield.
Through Catalyst, Randy has effectively multiplied his impact, helping numerous nurses to not only successfully break into the Legal Nurse Consulting ield but also thrive as entrepreneurs and leaders.
Randy Loveless is passionate about the unique approach of his Catalyst Coaching and Mentoring program, which sets it apart from other educational offerings for nurses. He describes the difference as "nearly apples to oranges," emphasizing that Catalyst is distinctively hands-on and comprehensive.
Unlike typical programs that focus mainly on providing theoretical knowledge, Catalyst is designed to meet nurses exactly where they are in their professional journey. He explains, "Other programs may provide information and head knowledge, but most do little to nothing to meet nurses where they are and walk the journey into a successful LNC business together."
This philosophy underpins the entire structure of Catalyst, which is much more than just an educational program—it's a transformative experience that guides participants every step of the way.
ThroughCatalyst,Randyhas effectivelymultipliedhis impact,helpingnumerous nursestonotonlyenterthe legalnurseconsultingfield butalsothriveas entrepreneurs and leaders.
At Catalyst, the support extends beyond mere instruction. The program empowers participants to apply what they are learning in real-time, ensuring that they can implement lessons and strategies immediately. "From the basics to creation of a top-notch work product, to every aspect of business creation, development, and operational execution. It's all covered in Catalyst," Randy notes.
This end-to-end approach enables participants to start running successful Legal Nurse Consulting (LNC) irms even
STORY before they graduate from the program.
Randy has found immense ful illment in his dual roles as a Legal Nurse Consultant and as a mentor through his Catalyst Coaching and Mentoring program.
His work in the Legal Nurse Consulting irm regularly yields signi icant inancial impacts, greatly enhancing the outcomes of his attorney clients' cases. "We hear nearly every week another story of how the work we did added tens or hundreds of thousands of dollars to our attorney clients' cases," he shares.
However, it's perhaps through the Catalyst program where Randy feels most rewarded. The success stories of nurses who have turned into
successful business owners under his guidance bring him a great sense of pride for those who follow the pathway he has laid out.
He recounts some notable achievements: "One of our Catalyst clients recently obtained 25 cases in only three months. Another retained six contracts in her irst six weeks of marketing." These stories are especially impressive considering that these are individuals just beginning their journeys as business owners. "I am so proud of them, the work they've put in, and the outcomes they are achieving," he says, re lecting the success of the program in real terms.
Randy also candidly discusses the challenges that come with being a new business owner, emphasizing that perseverance is key. The process can be daunting, especially
As Randy Loveless looks to the future, his vision for Catalyst Coaching and Mentoring is clear and ambitious. He aims to help more nurses achieve their goals through Legal Nursing than any other program has ever accomplished.
His enthusiasm for this vision is palpable: "I am most excited to walk the journey with more and more nurses and to celebrate with them as they change their lives and the lives of their families and create a legacy for generations to come."
Randy's personal satisfaction and joy in his work are evident as he re lects on his current lifestyle,
when results seem distant and dif icult to achieve. "Sticking to the process when the going gets tough and the cases seem to be elusive is hard," he admits.
Yet, it's through the community built within Catalyst that these challenges become more manageable. According to him, "You're never alone. You have an entire community of like-minded entrepreneurs identifying with and encouraging you every step of the way." This supportive environment is a cornerstone of Catalyst, providing not just the tools for success but also the communal support essential for sustained effort and motivation.
a testament to the very success he wishes for others. "I am now truly living my dreams! I am my own boss, get to work where and when I want, and get to spend lots of time with my family," he shares.
His wife, Jennifer, who is also a 20-year nurse, has joined him in his professional pursuits, taking on a primary leadership role in his Legal Nurse Consulting company. This partnership not only strengthens their professional endeavors but also underscores the personal ful illment that comes from working closely with loved ones.
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Its’common to hear that the world of science, both in business and academia, is male-dominated — and it's true. In the area of scienti ic research, women are outnumbered two to one by men. The statistics for women in STEM careers are similarly unbalanced, with men holding 65 percent of positions. To add to the imbalance, I have observed throughout my long career in science that men typically hold leadership positions in these areas.
Sadly, because science has historically been a male-dominated sector, it has led many women to believe they cannot succeed or make a difference in the ield when that is simply not true. This narrative is not only misleading but also dangerous because of its potential to rob the ield of the valuable contributions women are more than capable of making.
It is time for that narrative to change.
MY JOURNEY IN THE WORLD OF SCIENCE
I decided to major in biology in college because I enjoyed the science classes I had in high school, but my joy turned to frustration as I fought my way through my undergraduate science courses. The classes I had to complete were brutal. In some cases, I had to retake them after failing the irst time.
It wasn't until I made it to graduate school and entered my doctoral program that I began enjoying my study of science again. I attribute this to the fact that I was allowed to work hands-on, side by side with other students in a laboratory examining cellular and molecular mechanisms. At that point, everything I had been learning
suddenly came into focus. My learning had given me enough building blocks to get creative with the complexities of the biological sciences.
Graduate school was also when it became apparent to me that science was a male-dominated sector. Looking back, most of my teachers, mentors, department heads, and institute directors were men. A few women held professorships, but many of them were only able to secure positions because their husbands were being recruited. It became clear to me that the path forward for a career in science was set up for men to succeed, not women.
Completing and receiving my doctorate in Biochemistry was a considerable accomplishment, but I
was still in the early stages of my journey toward establishing a career in science. Those who receive a Ph.D. must endure many more years of postdoctoral training before they are taken seriously in the scienti ic arena. To move my career forward, I trained as a postdoctoral fellow at the National Cancer Institute (NCI) where I had the unique opportunity to be named an inventor of a novel DNA compound for treating cancer.
Although the initial years working at the NCI were exciting, the experience turned into an existential crisis when my mentor — an established scienti ic igure in his ield — abruptly decided to shut down his lab and leave his job. His decision left me without a place to work, forcing me to start my training all over again in another lab.
That point in my journey allowed me to experience the cruel world of science irsthand. The key players in the decision-making process, who were both men and women, showed no interest in helping me salvage my scienti ic career. I was only offered a temporary space to inish and publish the rest of my work alone. In addition, I learned that the patent applications to protect our invention were to be discontinued now that the lab was defunct.
The experience left me crushed. However, it also motivated me to step out on my own as a biotech entrepreneur, eventually launching Foligo Therapeutics to continue the development of our discovery at the NCI.
Taking that step was challenging to
say the least, as launching a biotech company as a woman scientist was a foreign thing to do. Fortunately, I found my way into a women's entrepreneurship class to help teach me the ropes. I was able to write grants and win business plan competitions to stay a loat, all while also inding my way as a new mom.
Our goal at Foligo Therapeutics was to develop and commercialize a DNA-based therapeutic compound as a potential treatment for ovarian cancer. The venture initially attracted funding from various state-run venture programs and business plan competitions, but it soon entered what is known in the biotech industry as the “valley of death.”
Essentially, the valley of death is a funding bottleneck that squeezes life out of cash-starved startups. It often occurs when companies seek to move from federally-funded or state-funded research to commercializing their discoveries.
My experience with the valley of death was made more dif icult because I was a woman. Recent statistics show that womenfounded startups face crushing odds when raising funds, with less than 2 percent of venture capital going to women-founded startups. When I was looking for funding years ago, there was even less support.
The fact that I was also a new mom at the time made it even more dif icult to propel my company through the valley of death. Carrying out the duties of both a
mom and a business leader required juggling an overwhelming number of responsibilities. Ultimately, the added obstacles proved too much to overcome and Foligo succumbed to a funding drought in the valley of death.
My experience with Foligo led me to understand I could play an important role in the biotech space by breaking the funding bottleneck and saving other entrepreneurs from the valley of death. That was when I launched Music Beats Cancer, a nonpro it organization that seeks to increase the number of cancer- ighting technologies in the product development pipeline so more solutions make it to those in need.
I already knew the likelihood of getting venture capital as a woman in the biotech industry was incredibly small, and the fact that both the academic and biotech industries were male-dominated contributed to the challenge — but there was more. The entire context of forming a career path in science is male-centered and unwelcoming to women who aspire to contribute. From conducting research to launching a startup to raising funding, every step involves components that leave women facing considerable, often insurmountable disadvantages.
REWRITING THE NARRATIVE FOR WOMEN IN SCIENCE
It was obvious to me women brought skills to the world of science that men, for the most part, lacked. For example, while both men and women were commonly engaging when talking about science, I saw how much more
creative women were with their approach whereas men tended to be more technical.
Scienti ic concepts can be dif icult to communicate, but women have an interesting and engaging way of making dif icult concepts fun and understandable. It's a gift they bring to science.
Additionally, I found my journey with motherhood to be a crucial experience in preparing me to be a leader. It provided an opportunity to develop an enormous capacity for caring for others as well as a mentality that sees setting others up for success as a part of your success. Of course, many men are very caring as leaders, but the “maternal instinct” mothers possess helps them further develop compassion, patience, and other soft skills critical to success in science and beyond.
When women see how these skills can give them an advantage, they adopt an empowering narrative for their careers. They start to see that
power and the capability to succeed low from a different source than they have been led to believe.
Women don't need to become more like men to contribute and advance. Rather, they need to bring the unique skills that men typically don't provide.
The world of science has experienced signi icant change since I began my journey, with some developments making it easier for women to advance. For example, because more women have pushed through boundaries, leveraging their unique skills to obtain leadership positions, those entering the ield have more mentors to learn from.
I also see women becoming more willing to share their in luence with others. Years ago, women in science were protective of their success because they knew opportunities for advancement were limited and competition could be ierce.
Today, however, you will ind more women in leadership positions who are willing to make introductions for you, and you should take advantage of those introductions. Anyone willing to open doors and shepherd you through them is an invaluable ally.
While there are still barriers to overcome, the landscape is changing for women in science. For example, consider that the current Director of the National Institutes of Health is a woman. It's shocking in a good way.
For women entering the ield of science, it's time to embrace a new narrative in which your unique skills give you an advantage. When you walk into the room, take that attitude with you. For those who are already there, it's time to leverage your position and in luence to open doors for others to make the world a better place by making their contribution to science. When they win, we all win.
Dr. Mona S. Jhaveri is the Founder, Executive Director, and Chairman of the Board at Music Beats Cancer. She launched the nonpro it to address the growing gap in funding — sometimes known as the “Valley of Death” — that constrains the translation of cancer research discoveries into clinical applications. Prior to launching Music Beats Cancer, Dr. Jhaveri founded Foligo
Therapeutics, Inc., in 2005 to develop and commercialize a DNA-based therapeutic compound as a potential treatment for ovarian cancer. While Foligo was able to initially attract funding from various staterun venture programs and business plan competitions, the company ultimately succumbed to the Valley of Death.
Tania Friedlander's journey from attorney to champion athlete and now a highperformance coach is an indication of her commitment to excellence and her passion for helping others unlock their full potential. With her unique blend of expertise, certi ications from world-leading coaching institutions, and experience working with executives and emerging leaders from top companies, Tania has become a highly sought-after coach in the industry.
As a coach who utilizes a combination of indicators to measure the impact of her coaching, Tania is dedicated to ensuring that her clients achieve their goals, experience meaningful changes in behavior and mindset, and enjoy long-term sustainability
in their personal and professional growth.
In this interview feature, Tania Friedlander shares insights into her coaching philosophy, the challenges she has faced in her journey, and the success stories that continue to inspire her.
Can you please introduce yourself, your business, and your specialization as a coach.
In my journey from being an attorney to a champion athlete to becoming a high-performance coach, I've found my true calling: helping individuals unlock their full potential.
With training from world-leading coaching institutions and certi ications as both an
International Coaching Federation Professional Certi ied Coach (PCC) and a Certi ied Gallup Global Strengths Coach, I bring a unique blend of expertise to the table.
What drives me is the opportunity to guide individuals through their challenges, whether they're navigating their professional careers or personal growth. Working with executives and emerging leaders from top companies like Google, Facebook, Salesforce, Neiman Marcus, and Morgan Stanley has been an incredible privilege.
Together, we've tackled obstacles, unearthed strengths, and achieved remarkable results. Over the years, I've had the honor of helping over 300+ high performers rede ine success, ind clarity, and become
the best leaders and professionals they can be. My passion lies in empowering individuals to thrive, and I'm committed to making a lasting impact on their lives and careers.
As a coach, what are some of the biggest challenges that you have faced in your journey?
I believe at some point many entrepreneurs consider giving up. When the goal becomes too elusive, motivation drops. Too often it's because we're overly concerned with what others think, chasing externally driven goals rather than internally driven ones. In those times it's crucial to reconnect to your vision, be clear on what we really want and set goals that excite us.
There is a saying by the famous philosopher, Friedrich Nietzsche, “He who has a why to live can bear almost any how .”
When things get busy and tough, we can easily lose sight of what was once clear, in those times it's crucial to reconnect to your why.
Can you share a success story or a signi icant achievement in your coaching career?
A signi icant achievement in my coaching career involves a client who came to me feeling stuck in their career and lacking direction. They were experiencing burnout and struggled to ind ful illment in work.
Through our coaching sessions, we delved deep into their values, strengths, and aspirations. Subsequently, they were able to
clarify their goals and craft a vision for success that resonated with them on a personal level. We did this by leveraging their strengths and addressing limiting beliefs. Through that work we were able to develop a concrete action plan for them to progress towards their desired outcomes.
Over time, I witnessed a remarkable transformation in my client. They regained their sense of purpose, rekindled their passion for their work, and began taking decisive steps towards their goals. Achieving professional success and greater ful illment and satisfaction in their life overall. Witnessing this reaf irmed my belief in the power of coaching to facilitate meaningful change. To this day it inspires me to continue empowering individuals to reach their full potential.
What advice would you give to other women aspiring to be leaders in the coaching industry?
Embrace the diversity of paths to success. There is not one singular formula for achieving greatness as a coach. Instead, focus on discovering and leveraging what makes you unique and exceptional.
Take the time to deeply understand your strengths, experiences, and skills. Re lect on what sets you apart from others in the coaching industry. What aspects of your background and expertise can you draw upon to provide exceptional value to your clients?
By identifying your unique strengths and areas of expertise, you can tailor your coaching approach to maximize impact and resonance with your clients.
Consider where you can create the biggest impact in your coaching practice.
Re lect on the types of clients you are most passionate about working with and the areas where you can make the most meaningful difference.
What are your future goals for your business and brand? What is your vision through coaching?
Empowering individuals and teams on a broader scale. I aspire to offer high-level corporate training that addresses key challenges facing organizations today. This training will be tailored to the speci ic needs and goals of each client, focusing on areas such as leadership development, team building, and organizational effectiveness.
By providing corporate training, I envision helping organizations cultivate a culture of excellence, innovation, and growth. Through immersive workshops, seminars, and retreats, I aim to equip leaders and teams with the tools, strategies, and mindset needed to thrive in today's rapidly changing business landscape.
Ultimately, my goal is to make a meaningful impact on individuals and organizations alike, unlocking their potential and empowering them to achieve extraordinary success. Through coaching and corporate training, I aspire to inspire positive transformation and contribute to a world where everyone has the opportunity to ful ill their highest potential.
Tania Friedlander's Approach to Measuring the Impact of Coaching
Ÿ Combination of Indicators: Utilizes both qualitative and quantitative indicators to assess coaching effectiveness.
Ÿ Goal Achievement: A tangible measure of success is the extent to which clients or teams achieve their stated goals. Regular tracking of progress towards objectives related to career advancement, skill development, or personal growth.
Ÿ Feedback and Testimonials: Soliciting feedback from clients or team members to gauge their
satisfaction with the coaching experience. Positive testimonials and endorsements as indicators of the impact of coaching on their lives or work .
Ÿ Behavioral Changes: Observable changes in behavior, attitudes, and mindset as qualitative indicators of coaching impact. May include increased self-awareness, improved communication skills, enhanced leadership abilities, or a shift in perspective.
Ÿ Performance Metrics: In a team coaching context, monitoring metrics such as productivity, engagement levels, and team cohesion. Assessing the impact of coaching
interventions on overall team effectiveness and success.
Ÿ Long-term Sustainability: Considering the sustainability of changes facilitated by coaching. Assessing whether clients or teams can maintain their progress and continue applying insights and strategies in the long term.
By evaluating these various indicators, Tania strives to continuously assess and improve the effectiveness of her coaching approach, ensuring a meaningful difference in the lives and work of her clients or teams.
thical leadership is not a buzzword these days, but it is the foundation pillar that plays a vital role in building sustainable business practices. It revolves around values and integrity, the cornerstones of sustainable business.
Leaders who prioritize ethical principles and integrity encourage trust and loyalty and play a signi icant role in establishing a positive organizational culture, long-term business growth, and optimistic business transformation.
This article will discuss how ethical leadership can impact business growth and help navigate complexities by upholding integrity. However, before diving deep into it, let us irst understand ethical leadership.
What is ethical leadership?
Ethical leadership means leading
with honesty, integrity, and equality while considering the effect on society, stakeholders, employees, colleagues, and the environment. In ethical leadership, the leader makes decisions based on social responsibility, values, and ethical principles.
What are the key principles/core values of ethical leadership?
Ethical leaders must possess the following core values. It will help them in their decision-making process. By strictly following these principles or core values, ethical leaders can establish a strong base of trust and respect within their teams. Ethical leaders engage themselves in open communication, which encourages a collaborative environment. So, each employee will feel valued and try their best to contribute.
This leadership approach improves organizational performance and promotes an optimistic social
impact. Ethical leaders aim to achieve business objectives and make a meaningful difference in the lives of their employees, consumers, and community.
Let us talk about these core values one by one.
When it comes to thoughtful, ethical leadership, integrity plays a crucial role. One question will pop into your mind: What is Integrity?
Read on to understand this.
Integrity means aligning actions with words by demonstrating consistency and honesty. It is the base of reliability and trustworthiness in leadership. Ethical leaders always try to uphold these values. When a leader constantly acts with integrity, it builds a solid reputation and can easily earn the trust and respect of team members.
When leaders constantly align their
words with actions, it shows that they can be trusted for their commitments and promises. It will also encourage a productive work environment within the organization where each team member feels valued and supported.
So, if businesses want to implement thoughtful leadership, Integrity is the must-have core value that they should never overlook.
Just like Integrity, respect is also an important factor that plays a crucial role in business growth.
A leader should value each team member's diversity, perspective, and feelings. This way, each team member will feel valued, heard, and respected. Leaders create a safe space for team members so individuals from diverse backgrounds can express their ideas and opinions without any hesitation.
A leader who listens to each team member actively and offers support whenever needed will help drive business success by creating a positive work culture. They understand that each team member comes from a different background, has a different upbringing, and has unique insights and experiences. Respecting these differences will foster an inclusive professional environment within the organization.
Once Integrity and respect are implemented in leadership, another core value that drives success is responsibility.
From the perspective of ethical leadership, taking responsibility for
actions drives long-term success in business.
Simply put, responsibility = being accountable (for actions and their consequences)
When it comes to ethical leadership, an ethical leader takes accountability for their actions by considering the consequences of their decisions and their impact on the team and community. If they make any mistake, they don't blame others. They take full responsibility for it and take instant action to correct their mistakes.
By taking full responsibility for their actions, they demonstrate that these mistakes are opportunities for growth and learning. They learn from their mistakes so they can make informed decisions in future.
Another core value that plays a major role in ethical leadership is fairness.
In simple terms, fairness means impartial decisions . Ethical leaders ensure equality in decisionmaking, resource allocation, operational practices, and policies. Treating everyone equally creates a harmonious and productive work environment, leading to improved ROI for business.
In ethical leadership, a leader establishes crystal-clear guidelines for promotion, hiring, and performance evaluation. Therefore, it will prevent bias and discrimination; all team members have equal opportunities for growth and progress. When fairness is involved in leadership, it encourages open and transparent communication. Therefore, each
employee can express their concerns and complaints without any fear.
Last but not least core value that should be involved in ethical leadership is transparency.
When transparency is involved as the core value of leadership, it creates a work culture where each team member can voice their views and concerns without fear. They know that their opinions will be respected and valued.
Ethical leaders are open about their actions and decisions, building a transparent work culture that will keep the team engaged and motivated. This will drive long-term success and a good reputation for the business.
How can businesses develop ethical leadership?
Developing ethical leadership is an ongoing process that requires commitment, self-awareness, constant learning, and personal growth. Leaders and businesses can improve their ethical leadership by following the steps below.
•Businesses should assess their values regularly and align them perfectly with their leadership practices.
•Staying aware of the latest ethical trends, best practices, and dilemmas can help businesses thrive. Therefore, continuous learning should be involved in ethical leadership.
•Leaders/Businesses should encourage employees, colleagues, mentors, and other
•team members to provide feedback about the leadership practices being followed in the organization.
•Leaders should know the decision-making models that will help navigate complex solutions.
•By practising open and transparent communication, businesses can establish an ethical culture.
•Leaders should be accountable. They should take responsibility for their decisions, actions, and outcomes.
Strategies businesses should employ to promote ethical leadership & business transformation
Organizations should implement the following strategies to promote ethical leadership and business transformation.
•They should cultivate and establish a culture of integrity and ethics. For that, businesses can demonstrate transparency, ethical behaviour, and integrity in their actions and interactions. When they lead by example, team members will easily adopt this culture.
•Leaders should communicate their ethical values, business standards, and expectations across the organization. It will help team members and other employees make ethical decisions through open discussions.
•Businesses should prioritize robust data privacy, security, and consent to promote data security and data transparency.
•Encourage feedback from employees, colleagues, and stakeholders to improve the product/service. Businesses can even collaborate with industry peers, which will drive ethical leadership through
knowledge sharing, insights, and learning.
In a nutshell, ethical leadership is a responsibility that will help in business growth by implementing principled practices. When a leader upholds ethical values and leadership, it will leave a lasting impression on their organizations, teams, and community.
However, ethical leadership does not mean following a set of rules and principles; it is an ongoing personal and professional development process. So, leaders must re lect on their actions, values, and principles and remain open to learning and growth.
This ethical leadership is vital for nurturing transparency, trust, and ethical decision-making within organizations. So, embrace ethical leadership values and encourage ethical excellence in your organization for business growth.
Philip Portman is the Founder/CEO of Textdrip, a business texting platform for E-Commerce, Insurance, Hotels & Hospitality, Real Estate, and Healthcare. He has created several startups from the ground up like; landlineremover.com, argosautomation.com, and recruitdrip.com. He is a leading expert in SMS marketing and automation in digital marketing.
In an industry often criticized for its inef iciencies and impersonal approach, Aye Kalenok stands out as a visionary determined to rede ine the landscape of recruitment through her startup, kala.
With a clear mission to transform recruitment processes into a seamless and people-focused experience, Aye shares insights into her entrepreneurial journey, the challenges she faced, and the innovative strategies she employs at kala.
Founded on the principle that "everyone seems to have a horror story or two about a recruitment process," kala aims to turn these narratives into tales of opportunity
and positive change.
In this exclusive interview, Aye delves into the core of kala's philosophy, its dedication to startups and SMBs, and the transformative impact of fostering a diverse and inclusive workforce.
Can you give us a brief background of your journey and the story behind founding kala?
kala was born with a simple but powerful idea of transform recruitment. Everyone seems to have a horror story or two about a recruitment process. The truth is, where there's a big problem, there's a huge opportunity to change that. Recruitment itself isn't rocket science, but it's like juggling multiple balls with different interests at play.
How do we make everyone happy? How do we ensure a good experience for candidates while maintaining a smooth process, yet adapting to all the changes we will have related to deadlines and priorities? The secret for us is focusing on people, regardless of whether they are candidates, hiring managers, or anyone else.
We work with people, and we never know what will happen. So, offering a transparent experience, being ready to adapt and change, but always striving to do our best—that's our formula.
How is kala helping startups and SMBs to set up the best team? How does kala approach the process of matching talent with organizations to ensure mutual success and impact?
We speci ically work with SMBs and startups because we love the chaos of this kind of organization. We know that sometimes there is a lack of processes, vague ideas, and even people feel like they're wearing many hats all at once. Even though it's not perfect, people can see the impact of their work, there is no bureaucracy, and they can witness the company's growth alongside their personal development. It's a beautiful process.
Given this kind of environment, we know that hiring the right person for our partners is not just a number. I've read that startups are at one person, one client, or one partner to succeed or fail, so the next team member will be key for them.
We love that chaos, but we know that some people feel better when companies are better structured, with clear instructions, and streamlined processes.
Having the perfect match in both ways means understanding what each side expects from the other, and that's not something we can convey in a job description.
The market has changed, and while it used to be companies choosing their employees, it's super different now. We need to invest time with both candidates and partners to understand their motivations and expectations so they can choose each other.
We have the philosophy that if you don't know something, you can learn about it, especially today when almost every topic is just a click away. So, we believe that years of experience can be lexible,
perhaps expertise in one tool, but key values and principles are the secret to making a perfect match
As the CEO of kala, what core principles guide your leadership in shaping the agency's operations and relationships with clients and candidates?
We have transparency and respect as the baseline for interacting with people, whether they are candidates or hiring managers. Everyone acts as a hiring manager or candidate occasionally, so we apply the same principles to everyone.
Adaptability and time optimization are part of our daily routine and something we always have in mind. Why? Because we need to support our partners in that process. Startups are constantly changing and pivoting, while SMBs, even at different rhythms, need to adapt and optimize resources.
Thinking outside the box, we celebrate new ideas because they're great and because they're fun. There will always be a different way to do something and achieve better results. Even if we achieve the same results, inding new ways of doing things is a great exercise. Doing the same thing all the time is boring.
Community and collaboration often foster innovation and growth. How does kala cultivate a supportive community among its clients and candidates, facilitating networking and knowledge-sharing opportunities?
Remote work is a community that has grown so fast, and we love the
big community that has been built around it. We collaborate by sharing best practices, offering open feedback, and actively listening. Perhaps we contact a candidate who is not open to jobs now but could be in the future, and it's the same with a company. Building an open and respectful community is key for results as well.
We have illed roles with referrals from candidates who were not interested in the role, for example. We encourage everyone to engage in networking, and even though that sounds great, it's about being open and creating connections with potential allies. You never know where that person will take you.
Inclusivity and diversity are essential considerations in today's workforce. How does kala ensure that its recruitment processes promote inclusivity and provide equal opportunities for all candidates?
At kala, we work speci ically on expanding US based teams to LATAM so diversity is at our core.
We irmly believe that diverse teams will have different ideas, leading to more innovative results, and that is something that no company today could overlook. Small differences can make a company attractive to partners and clients, so having diverse perspectives is a game-changer. We apply this principle daily and encourage everyone to open their minds. Many of our partners have their irst experience internationalizing their teams, and 100% of them are happy with the results.
Diversity can be many different things, and everyone is right. Having a diverse team brings a range of perspectives and ideas to the table, leading to better products, services, and outcomes
What does the future look like for you both professionally and personally? What are you most excited about?
Excited about what's next for kala, we're super new in the industry and can't wait to see how we will continue growing.
We're passionate about making our partners team grow but also working on multiple projects involving candidates and companies to create cool, simple but impactful things. For example, we're tackling the challenge of creating the best recruitment process by interviewing candidates from all over the world and learning from past experiences.
We work with people, and we never know what will happen. Even though unpredictability can be crazy, we love that that we will never be bored
The term “side hustle” became popular during the pandemic as people turned to hobbies to occupy their time and potentially generate a little extra cash.
Woodworking, jewelry making, crafting, and quilting are all great hands-on activities. Others parlayed their skills like photography, writing, editing, sales and even driving into pro itable side gigs.
Across the U.S., three-fourths of businesses are solo ventures, including hobbyists and side hustlers who represent the truest de inition of a small business as a one-man or onewoman operation.
These “solopreneurs” are exploring new avenues to broaden their reach. For many, E-commerce represents the next step by expanding the potential customer pool for products and services beyond their inner circle of
neighbors, friends, and colleagues. However, unless they're using online marketplaces like Etsy, eBay, or Amazon, they may not have adequate security procedures in place to protect data.
Adding an E-commerce function to a website is relatively easy from a technical standpoint, but it also puts a burden on solopreneurs to protect consumer data: credit card numbers, bank account information, usernames and passwords, names, addresses, phone numbers, emails and more. The legal burden to protect that data falls on you, the business owner.
Cybercriminals are continuously trying to crack the code, and they are acquiring personal and inancial data with alarming rates of success. Cybercriminals are always looking for a weak link. They might ind it in a multibillion-dollar company, and they might ind it in a mom-and-pop business... but they'll ind it.
Solopreneurs should think about security and privacy in the same manner as a traditional retail store. If you have a brick-and-mortar shop downtown, you're going to lock the doors at night, install security cameras and perhaps pay a 24/7 monitoring service. Those same principles apply to the web. Cybercriminals aren't necessarily trying to steal whatever you're selling, though. They're trying to steal your data and your customers' data.
The Federal Trade Commission (FTC) has issued guidance in its
“Data Breach Response: A Guide for Business” that can make anyone shudder at the potential legal, inancial and moral obligations following a hack or breach.
If E-commerce is the next phase in your side hustle, then consult with an information technology (IT) professional. In addition to securing and encrypting data, IT specialists can develop functional, appealing websites that incorporate search engine optimization practices to elevate your website in Google rankings. That, in turn, increases web traf ic and ultimately boosts
pro its. Solopreneurs and side hustlers take great pride in producing and selling their products, but if there is ever a time to outsource, it's hiring an IT professional when you're ready to launch an E-commerce site.
John Joyce is the owner of CRS Technology Consultants, a Cape Coral-based IT company founded in 1988. For more information, please visit CRSTC.com or call 239-5428450.
The landscape of email
marketing is undergoing a transformative shift, with arti icial intelligence (AI) playing a pivotal role in enhancing automation capabilities. Last week, I highlighted the broad spectrum of bene its that AI brings to marketers across various use cases. Today, I focus on the signi icant impact of automation, particularly in email marketing, and the exponential returns it promises.
Recent data underscores the widespread adoption of automation in marketing campaigns. According to a report from Ascend2 titled The State of Email and Automation in 2024, a staggering 84% of marketing campaigns incorporate automation to some degree. Within this, the largest segment of marketers (31%) are automating between 26% and 50% of their email marketing efforts. Additionally, nearly a quarter of
marketers (23%) are automating between 51% and 75% of their campaigns.
These statistics reveal a strong trend towards leveraging automation to streamline and enhance email marketing strategies. The ef icacy of these automated approaches is further validated by the self-assessment of marketers: 29% of those surveyed consider their email marketing strategy to be "best-in-class," while 63% rate their strategy as "somewhat successful."
The integration of AI into email marketing automation offers several bene its. It enables marketers to personalize content at scale, optimize send times, and improve engagement rates through predictive analytics. As AI technology continues to evolve, its ability to process and analyze vast amounts of data in real-time allows for more precise targeting and
customized messaging, ultimately driving better outcomes for marketing campaigns.
The indings from the Ascend2 report highlight the growing reliance on automation as a critical component of successful email marketing strategies. As more marketers recognize the advantages of AI-driven automation, its adoption is likely to increase, further transforming the email marketing landscape and setting new benchmarks for ef iciency and effectiveness.
In conclusion, the integration of AI in email marketing automation is proving to be a game-changer. With a majority of marketers already reaping the bene its and many more poised to follow, the future of email marketing looks increasingly automated, personalized, and impactful.
Arecent analysis by
PsychologyJobs.com has identi ied which US industries are facing the most severe employee turnover, with the accommodation and food service sector leading the trend. The study, which covered employee resignations from March 2023 to March 2024, highlights the signi icant challenges businesses face in retaining staff across various sectors.
Top Industries for Employee Resignations
1.Accommodation and Food Services : This industry saw the highest turnover, with a total of 1,418,000 workers leaving their jobs. The high quit rate underscores the ongoing struggles within the sector, including demands for better pay and working conditions.
2.Leisure and Hospitality : Following closely, the leisure and hospitality sector lost 928,000 employees. The seasonal nature of many jobs in this industry may contribute to higher turnover rates.
3.Trade, Transportation, and Utilities : This sector saw 893,000 resignations, possibly driven by dissatisfaction with working conditions and lack of competitive wages.
4.Construction : The construction industry faced signi icant turnover, with
788,000 workers quitting. The high demand for labor in this booming sector could be pushing workers to seek better opportunities elsewhere.
5.Durable Goods : The durable goods sector experienced 769,000 resignations. This turnover rate could re lect broader economic shifts and competitive labor market dynamics.
6.Health Care and Social Assistance : This industry, crucial for public well-being, saw 732,000 workers leave, likely due to stressful work environments and emotional demands.
7.Arts, Entertainment, and Recreation : With 731,000 resignations, this sector ranks seventh, highlighting the challenges of job security and irregular employment patterns.
8.Professional and Business Services : Approximately 728,000 professionals left this broadly de ined sector, possibly in search of better career advancement opportunities.
9.Private Education and Health Services : This combined sector faced 695,000 resignations, with factors such as burnout and inadequate compensation likely playing a role.
10.Retail Trade : Rounding out the top ten, the retail sector saw
630,000 employees quit, driven by challenging work schedules and customer service demands.
The spokesperson from PsychologyJobs.com emphasized the broader implications of the indings: "This study not only tracks where the resignations are occurring but also highlights the underlying reasons, such as inadequate pay and poor treatment, that might be driving these trends. It re lects a workforce in search of respect, better compensation, and job satisfaction."
The study ranked industries based on the total number of resignations recorded from March 2023 to March 2024, providing a comprehensive look at the workforce dynamics across different sectors. It paints a detailed picture of the challenges industries face in maintaining a stable workforce and the potential reasons behind the high turnover rates.
This extensive employee turnover study provides critical data for businesses and policymakers aiming to improve working conditions and retain talent in key industries. As the job market evolves, understanding these patterns will be crucial for developing strategies that enhance job satisfaction and stability across various sectors.
B2B business executive and
bestselling author Dawn F. Landry will release her latest book, Winning with Whiskers™, a Business Fable about Overcoming Barriers by Knowing Yourself and Others, on June 4, 2024.
The ictional book showcases the uniqueness of diverse characters as a client searches for new consultants to service her technical business. The fable story is about four representatives from competing irms through their business development journeys as
they prepare for, conduct themselves during, and follow up after an interview with the client.
As this tale tells, each of the characters has their own whiskers, and they can all win by knowing and owning their special whiskers.
The surprising outcome of the client's selection includes client debriefs with each of the characters. The book also offers practical tools for assessing one's own drivers and reading interpersonal cues effectively.
This evergreen fable is a must-read for professionals across all industry sectors and levels eager to advance their careers, expand their internal and external business connections, and enhance their workplace environments.
Winning with Whiskers™ helps readers develop self-awareness, understand different personalities, and transform challenges into opportunities for growth and
success.
Landry stated, "We all create relationships and in luence decisions based on our innate hardwiring. However, we must apply curiosity to discover our uniqueness and how it relates to others.”
“My goal with this book is to demonstrate that all of us have the ability to successfully connect – no matter our character (or whiskers) type," she continued.
An excerpt from Winning with Whiskers™ includes this takeaway summary:
1. Without business relationships, you have no business.
2. Know yourself and appreciate your whiskers.
3. Identify and explore your relationship connection type.
4. You won't connect with everyone and that is okay. They are not your people. You have to ind your people. They are out there.
5. Stay present and be a great listener.
6. Always be on the lookout for something to follow up on with someone.
7. And, most importantly, you must: Get to the relationship before you get to the ask!
Dawn F. Landry is a bestselling author, and an award-winning and nationally respected business professional.
Landry has spent more than half of her 31-year career in the corporate real estate industry, excelling in business development and marketing leadership positions within Houston's largest economic development organization, as well as international commercial construction
companies. She works hand in glove with technical and operations team members to expand sales revenue.
In February 2017, she founded Authentizity, LLC, as an independent B2B growth strategist and a GallupCerti ied CliftonStrengths® Coach to provide consulting, training, and coaching services that optimize technical teams' engagement and productivity.
Landry also created BD Dynamics™, Empowering the Technical-Minded, a training program which advances the accountability, intentionality, and measurability of technical professionals' competencies within their relationship cultivation and advancement processes.
Authentizity, LLC is the publisher and copyright and trademark holder of Landry's books and the rights to Winning with Whiskers™.
