The Career Accelerator

Can you succeed professionally without sacrificing what matters most in your personal life?Fifteen years ago, that question influenced my decision to leave the corporate world and begin a second career, one that would allow me to focus on the human side of business while also becoming a present and engaged grandfather.In Episode #83 of The Career Accelerator, I revisit ideas from my book The Business Apostolate and share a simple three-step approach to:Become 100% accountable for your lifeDefine your personal missionWalk the talk by aligning your priorities and time with that missionWhat does success, across all the important roles in your life, mean to you?Listen to Episode #83: “How to Succeed at Work and in Your Personal Life.”

Welcome to The Career Accelerator, the podcast where corporate managers will find insights and tools to deliver results through others.Hello, I’m your host, Percy Cannon. Today I'd like to convince you that leadership effectiveness isn't measured by how well individuals lead. It's measured by how well the leadership team leads together.In our last episode, I stressed how becoming a better people manager is not about adding more tools. It’s about shifting your mindset from “How would I want to be treated? to “What does this person need from me to succeed?”That is the essence of the Platinum Rule. And it is the difference between managing tasks and leading people.Which brings us to today's topic. After spending nearly 30 years in leadership roles at Procter & Gamble, IBM, and Microsoft, and the last 15 years coaching CEOs and leadership teams across the Americas, I've noticed something interesting:Most organizations don't struggle because they have the wrong strategy. They struggle because their leadership team isn't operating at its full potential.Trust isn't as strong as it should be. Alignment takes longer than necessary. Accountability becomes inconsistent. Important conversations are postponed. Decisions are revisited.And execution slows.That's why I believe one of the most valuable books for leadership teams is Team Emotional Intelligence 2.0 by Jean Greaves.The book reminds us that great leadership teams don't simply manage projects or processes. It explains why some leadership teams consistently execute better than others, even when they have similar talent and resources. They manage emotions and relationships. And when they do that well, execution improves dramatically.Greaves organizes Team Emotional Intelligence into two core competencies: Emotion Competence and Relationship Competence.Let's look at each one.First, Emotion Competence. Most executives think emotions belong outside the executive room. The reality is exactly the opposite. Emotions are always present. The only question is whether they help the team or quietly undermine it.The first capability within this competence is Emotional Awareness. This is a team's ability to recognize what's happening emotionally while it's happening. High-performing teams notice the small emotional signals that eventually become large execution problems. They notice when trust begins to erode. They recognize when someone has stopped contributing. They detect frustration before it becomes conflict. They sense when people appear aligned publicly but are unconvinced privately.  In other words, they identify issues before they begin affecting execution.Leadership teams with low emotional awareness often don't realize there's a problem until projects are delayed, decisions lose momentum, or relationships have already deteriorated.The second capability is Emotional Management. Awareness is recognizing emotions. Management is choosing how to respond. Great leadership teams don't eliminate difficult emotions. They prevent emotions from driving poor decisions.When disagreement arises, they remain curious instead of defensive. When pressure increases, they become calmer instead of louder. When mistakes occur, they learn instead of blaming. Those behaviors strengthen leadership effectiveness because they create an environment where better thinking, and better decisions, can emerge.The second major competency is Relationship Competence. This is where emotional intelligence becomes visible in everyday leadership. Greaves distinguishes between relationships inside the team and those beyond the team.Let's begin internally: Managing relationships inside the team.High-performing leadership teams build relationships based on trust, respect, and psychological safety.They challenge each other’s ideas without questioning one another's intentions. They provide honest feedback because they genuinely want everyone to succeed. They hold each other accountable because they're committed to the team's success, not individual comfort.And here's what I find fascinating: As trust grows, alignment happens faster. When alignment improves, accountability becomes much easier. And when accountability becomes part of the culture, execution accelerates.That's why I often say that trust, alignment, accountability, and leadership effectiveness are not separate initiatives; they're a connected system.Strengthening one reinforces the others. I've seen this repeatedly in my work with leadership teams. As trust grows, conversations become more candid, decisions become faster, accountability becomes more natural, and execution improves.The second dimension of relationship competence is External Relationships. The best leadership teams understand that execution doesn't stop at the executive conference room.They intentionally build productive relationships with other departments, customers, suppliers, partners, board members, and other stakeholders.Why? Because organizations execute through collaboration, not hierarchy. The stronger those external relationships become, the easier it is to gain commitment, solve problems across organizational boundaries, and move initiatives forward.Leadership teams that invest in these relationships don't just influence their own function. They improve the performance of the entire organization.So, what's the leadership lesson?Team Emotional Intelligence isn't simply about creating happier teams. It's about building leadership teams that execute better.When leaders become more emotionally aware, trust increases. Greater trust leads to faster alignment. Better alignment makes accountability more natural. And together, those four elements dramatically improve execution.That's why I believe emotional intelligence isn't just a leadership competency. It's a business competency. In other words, emotional intelligence is one of the key drivers of performance.If you're a CEO, general manager or a member of a leadership team, don't ask only: “How smart is our team?” Ask something even more important: “How effectively do we work together when the pressure is on?”Because, ultimately, competitive advantage doesn't come from having the smartest leadership team. It comes from having a leadership team that trusts one another, aligns quickly, holds each other accountable, creates leaders who develop others, and consistently executes better than the competition.If there’s one message you should take away from this episode, it is:Organizations don't execute strategy. Leadership teams do.And the effectiveness of that execution depends on how well they manage emotions, strengthen relationships, and lead together.Thank you for listening to The Career Accelerator podcast. If this episode resonated with you, share it with colleagues or leaders who are working to grow their leadership team impact.This is Percy Cannon, helping you make the rest of your life… the best of your life.

What makes someone a great people manager?Many managers are trained on the technical aspects of their jobs… but very few are taught how to lead people effectively.In Episode #81, I share 5 practical leadership practices that can help managers improve their impact with their teams:Giving feedback that drives growthTurning conflict into a leadership advantageEmpowering teams to take ownershipHelping teams navigate changeMotivating people based on what matters to themOne key principle behind all of them is:Treat others the way they, not you, want to be treated. (The Platinum Rule)If you manage people, or aspire to lead others, I hope you find this episode useful.

If there is one leadership capability that most determines long-term success, it is not intelligence, it is not charisma, it is not even strategy.It is discipline.In his book Discipline Is Destiny, Ryan Holiday reminds us of a powerful truth: The greatest advantage in leadership is not what you know but how well you govern yourself.In today’s corporate environment, that insight matters more than ever.

In this episode, I will outline the key differences between two leadership styles, Command & Control and Trust & Inspire.Which style do you think is going to win in 2026? Which one will be better for attracting and retaining talent? And which will define the organizations that thrive in the future?Tune in to identify how you can become an even better leader in 2026.

In today's episode, you will learn how the concept of the “Emotional Bank Account” can be applied to overcome team dysfunctions. 

In today's episode, I'm sharing several tips to make your meetings more effective and efficient.I have grouped them into the five critical instances where I suggest focusing your attention: 1.   Before the meeting,2.   At the beginning of the meeting,3.   During the meeting,4.   At the end of the meeting, and5.   After the meeting.Contact me thru email, LinkedIn or WhatsApp if you wish to receive a PDF with these tips.

Today, we’re diving into a vital topic that can determine the success of any organization: organizational health, inspired by the insights of best-selling author Patrick Lencioni.If you’re a leader or aspiring to be one, prioritize these four steps in your organization:Building a cohesive leadership team,Creating clarity,Overcommunicating that clarity, andEmbedding clarity in your organizational processes and meetings.A healthy environment leads to higher morale and lower turnover rates, a win-win for everyone. 

In today’s episode, we're diving into the powerful role of emotional intelligence, or EQ, in overcoming three significant challenges that corporate leaders frequently encounter within their teams:Silos hindering collaboration,Engaging in productive conflict, andReluctance to provide feedback.

In a rapidly evolving corporate landscape, understanding what holds teams back is crucial for effective leadership.Recently, we posed the question: "As a corporate leader, which of the following challenges do you find most significant within your team?"The responses have revealed some eye-opening trends that we’ll dissect in today's episode.

If you want to improve your EQ skills, make it a priority for 2025.You can seek help from a coach, mentor, co-worker, family member, or friend. You can make it a habit to observe how people you interact with manage their emotions, good or bad, and to learn from them.You can also pay close attention to your own emotions. Keep track of those people or situations that trigger a negative reaction from you.Above all, use whatever visual or sound aids work best for you to keep EQ top of mind in 2025 and beyond. 

In this episode I share tips on how focusing on your strengths, and on those of your team members, can maximize the collective business results. Learn about the “Five Truths of a Strong Team” model from Gallup, and how it is not just individual talent that matters, but how team members collaborate, leverage the different CliftonStrengths themes and domains present in the team, and support one another in achieving common goals. 

Do you want to know how the CliftonStrengths model from Gallup can help you uncover your natural talents and turn them into strengths?This podcast will give you an introduction to this model.Check it out.

Today I want to share three coaching tips that can help you grow your leadership capabilities:1.   Focus on your strengths.2.   Develop your emotional intelligence.3.   Hone your teamwork skills.Mastering them can help leaders like you become more effective, adaptable, and empathetic, which translates into being better equipped to lead your teams, influence stakeholders, and drive organizational success.If interested, schedule a free, no-strings-attached, coaching call with me @ https://calendly.com/percy-cannon/30min

One area I continue to see in corporate leadership teams that needs improvement is the low levels of cross-functional collaboration, which hinders their operational efficiency and strategic alignment. Simply put, each team tends to run like a separate entity.The recipe that I give to leadership teams, which I originally learned from best-selling author Patrick Lencioni, is to have the leadership team become team #1 for its members.Team #1 can foster a culture of collaboration, implementing integrated processes and systems, promoting open communication, and ensuring strong leadership and goal alignment across the organization.As a leader, consider giving Team #1 a try. 

What can a people manager like you do to reap the benefits of one-of-one meetings with your employees?The short answer is to focus on “what’s in it” for your employees. How do you do that? Listen to this episode for three tips to significantly improve the engagement, trust, performance management, and overall business impact of each of your employees through well run one-on-one meetings.

If you want to minimize politics and confusion, improve your organization’s productivity and the morale of your employees, and lower attrition of good people, consider applying the 4-step model of Organizational Health:1.   Align the behaviors of your team,2.   Align the intellectual clarity of your team by answering 6 critical questions,3.   Over-communicate this clarity to the rest of the organization, and4.   Reinforce this clarity through simple human and business systems.Contact me so we can set up a free, 16-question assessment developed by Patrick Lencioni’s company, The Table Group, to determine where your organization has the biggest opportunity for growth. 

How would you rate your capabilities to generate business results in 2023 through these three key audiences?1. Through your direct reports: Unlike individual contributors, who mostly deliver results by themselves, as a people manager, you are largely dependent on the business impact generated by your direct reports. 2. Through your colleagues: As a team member, your objective should be to ensure alignment on the few important collective priorities that the team will pursue and the role that each person will play in delivering such goals. 3. Through your boss: Building a strong working relationship with your boss is crucial for success. Understand their communication preferences, seek feedback, and show a genuine interest in the overall success of the organization. Listen to this podcast to find out where you did well and where you can do better in 2024 and beyond.Share your highs and lows in the comments section.

Today I want to share my reactions to the top three messages I took from the excellent book No Rules Rules, written by Netflix’s CEO Reed Hastings with Erin Meyer. The book is full of provocative practices that have influenced Netflix’s continued success during the last two decades.Build your “talent density.” Employee quantity is not the way to assess your talent strength. What counts is the quality of the people on the team.Err on the side of providing feedback, above, below and sideways. Start with one baby step: Take the initiative. Ask to receive feedback from your employees.Treat others the way they, not you, want to be treated. Become self-aware of the way you treat others and be curious to learn how each other person prefers to be treated.If you like what you heard today, please rate, subscribe, or follow this podcast and share it with your coworkers and friends.

In this episode you will listen to the top three leaderships lessons I took from the book The Wisdom of the Bullfrog, recently written by retired U.S. Navy Admiral William McRaven. 1.    The first one was Admiral’s McRaven’s definition of leadership: “Leadership is accomplishing a task with the people and resources you have, while maintaining the integrity of your institution.” I like how this definition combines delivering results, using available resources, and completing the task within the construct of your personal and organization’s values and principles. All three elements have got to be there to excel as a leader. 2.    The second lesson I shared was: “When in command, command.” If you are in a leadership position, lead. Don’t delegate the key decisions. 3.    And the third leadership lesson was: “Initiative is doing the right thing without being told.” Become the leader who takes the initiative and motivates and expects this type of behavior from their team.Practice one or more of these three lessons to become a better leader. 

Today I will provide four tips to help you engage in more productive conflict at work. Where would you rate your typical team meetings on what best-selling author Patrick Lencioni calls “The Conflict Continuum”?Would you say that your meetings are mostly benign, with your team members very guarded and slow to make decisions so nobody will get upset or feel challenged? Lencioni calls these “Artificial Harmony” meetings.Or do your meetings fall more toward the other end of the continuum, where you may have mean-spirited discussions and even personal attacks?   To achieve positive resolutions in your meetings, here are four tips that can move the needle to somewhere close to the middle of the conflict continuum. The middle is the place where great teams maximize the power of healthy conflict:1.  Agree on a set of ground rules for how to debate. When I coach leadership teams, I usually ask them to share any rules they may already have for conducting their meetings. Most of these rules focus on the “logistics” of starting and ending on time, sticking to a single topic or prioritizing them if there’s more than one, not interrupting the speaker, and others. 2.  Ensure there is 100% participation in the discussion. Silence should not be an option, regardless of whether the meetings are remote, in-person, or hybrid. Having said this, the leader should be aware that each team member addresses conflict differently, based on their personalities, culture, and other personal views. This is where personality tools, such as DiSC help uncover the different discussion styles of the team members.3.  Beware of the emotions in the room and manage them, starting with your own. All of us have emotions, and some topics may elicit a type and level of emotions that can easily derail a meeting and potentially harm relationships.  In terms of your own emotions, as my friend and mentor Bob Burg suggests, imagine there are two versions of yourself in a car: a calm one and an emotional one. Which of the two should be in the driver’s seat? Don’t let the emotional-you wreck the car with out-of-control behaviors. And if you spot the emotional level in the room reaching unproductive and potentially offensive levels, call for a break or wrap up the discussion to be continued at another time. You could also include a ground rule on what to do if emotions reach a potentially high level so everybody understands how to manage the situation.   4.  Listen and summarize what you heard to confirm your understanding. In a recent episode, I proposed to listen more and speak less. Maybe this is why we have two ears and one mouth. You can take this practice to the next level by playing back what you think you understood from the other person. There are at least three benefits for doing this:a.  The other person will feel listened to and will be more open to discussing different perspectives.b.  You will buy time to prepare your response to the other person.c.   You will confirm if what you understood was indeed what the other person wanted to communicate.

If you want to become a better influencer, listen to this interview with Bob Burg, the co-author of The-Giver series of books.Bob will share the Five Secrets of Genuine Influence, which were presented in his latest book "The Go-Giver Influencer." The 5 secrets are:Master Your Emotions.Step into the Other Person’s ShoesSet the Frame. Communicate with Tact and Empathy.Let Go of Having to be Right.  If you want to know more about Bob Burg, visit his website at:www.burg.comWant to schedule a consultation call with Percy Cannon?https://calendly.com/percy-cannon/30minWant to learn more about Percy Cannon and his partners at Grupo Azimuth?https://www.grupoazimuth.com

Today I share three concrete actions you can start working on in 2023 to help you become a better leader by listening more and speaking less. 

Today, I will provide tips that can help you become a better leader by influencing others. This time I will build on the content from The Go-Giver Influencer book, written by my friend Bob Burg and John David Mann, as well as my nearly four decades of international corporate experience.

Today, I want to talk about three responsibilities that a leader should master. I will base them on the excellent book I recently read on this topic, CEO Excellence, written by Carolyn Dewar, Scott Keller and Vikram Malhotra, all senior partners at McKinsey & Company. 

Today I will provide three tips on how to develop teamwork capabilities in your organization in 2022.I will also announce a new program that will help grow your employees’ capabilities, and your own, across different skill sets to become more effective at work. Contact us: [email protected] Learn more about Azimuth Talent Development ProgramConnect with Percy on LinkedIn

Today I will answer the following question: Should you expect the right Aptitude, the right Attitude, or both, from your employees? Download Meta-Analysis 2022Schedule a free mentoring call with PercyConnect with Percy on LinkedIn

Today I will share three trends that will test your leadership, teamwork and culture skills. They are a subset of the key trends for 2022 and beyond recently gathered by my consulting partners from Grupo Azimuth and I, from more than 30 articles and studies.We discuss these trends and our sources in a report titled “2022 Meta-Analysis,” which I invite you to download here.Feel free to reach out if you have questions or if you want to discuss a particular trend or insight with potential repercussions for your organization. Download Meta-Analysis 2022Schedule a free mentoring call with PercyConnect with Percy on LinkedIn

In today’s podcast I pose the question: What should your role be during the transition from remote to hybrid or in-person work arrangements?Useful links:Schedule a free mentoring call with Percy:https://cannon.consulting/contact/Resources mentionedManaging TransitionsTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/10/SCRIPT-FOR-PODCAST-55-Final-1.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

In today’s podcast I pose the question: How can you generate empathy during pandemic-related transitions?Useful links:Schedule a free mentoring call with Percy:https://cannon.consulting/contact/Resources mentionedManaging TransitionsTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/09/SCRIPT-FOR-PODCAST-54-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I want to pose this question: How does your organization value profit and people?Useful links:Schedule a free coaching call with Percy:https://cannon.consulting/contact/Resources mentionedThe Hero FactorTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/08/SCRIPT-FOR-PODCAST-53-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I want to challenge you to reflect on three instances where you could be potentially weakening your organization’s culture.Useful links:Schedule a free coaching call with Percy:https://cannon.consulting/contact/Resources mentionedExtreme OwnershipTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/08/SCRIPT-FOR-PODCAST-52-final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Maria Eugenia Gonzalez, General Manager, Citibank Peru Today you will hear several insights gathered during an interview I recently conducted with Maria Eugenia Gonzalez, General Manager of Citibank in Peru, South America.Useful links:Schedule a free coaching call with Percy:https://cannon.consulting/contact/Resources mentioned:RelentlessConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I want to share three tips to accelerate your career growth. I will build on the excellent book, Relentless, written by Tim Grover.Useful links:Schedule a free coaching call with Percy:https://cannon.consulting/contact/Resources mentioned:The 6 Types of Working Genius assessmentRelentlessTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/07/SCRIPT-FOR-PODCAST-50-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

In today’s podcast I suggest how you can apply “The 6 Types of Working Genius” model to your work, both as an individual and in your team.Useful links:Schedule a free coaching call with Percy:[email protected]://cannon.consulting/contact/Resources mentioned:Wiley's whitepaper: Closing the Virtual Teamwork Skills GapThe 6 Types of Working Genius assessmentTranscript for this podcast:http://cannon.consulting/wp-content/uploads/2021/06/SCRIPT-FOR-PODCAST-49-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I want to suggest three strategies to help you build a culture of effective teamwork in the still total or partial remote work environment you may be experiencing today and in the future. I will build on the recent whitepaper produced by Wiley titled Closing the Virtual Teamwork Skills Gap.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Resources mentioned:Closing the Virtual Teamwork Skills GapThe Five Dysfunctions of a TeamConnect on LinkedIn:https://www.linkedin.com/in/percycannon

In today’s episode I will commemorate the first-year anniversary of this podcast, summarizing the major topics covered in the last 12 months.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/05/SCRIPT-FOR-PODCAST-47-Final.pdfBooks mentioned:The Go GiverThe Truth about Employee EngagementThe AdvantageConnect on LinkedIn:https://www.linkedin.com/in/percycannon

In today’s podcast I invite you to apply the concept of “Deliberate Practice” to your work.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/05/SCRIPT-FOR-PODCAST-46-Final.pdfBooks mentioned:The Discipline of Market LeadersTalent Is OverratedConnect on LinkedIn:https://www.linkedin.com/in/percycannon

In today’s podcast I invite you to choose from three different strategic options to steer your business toward market leadership.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/05/SCRIPT-FOR-PODCAST-45-Final.pdfBooks mentioned:The Discipline of Market LeadersConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will share three tips that can help you identify and address the elephant in the room.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/04/SCRIPT-FOR-PODCAST-44-Final.pdfBooks mentioned:The Obstacle is the WayConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will share three tips gathered from another great book I recently read: The Obstacle Is the Way, by Ryan Holiday.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/04/SCRIPT-FOR-PODCAST-43-Final.pdfBooks mentioned:The Obstacle is the WayExtreme OwnershipConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will provide three leadership tips from the excellent book Extreme Ownership, written by two ex-Navy Seals, Jocko Willink and Leif Babin.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/03/SCRIPT-FOR-PODCAST-42-Final.pdfBook mentioned:https://www.amazon.com/Extreme-Ownership-U-S-Navy-SEALs/dp/1250067057Connect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will provide tips on how you can benefit from reverse mentoring in 2021.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Episode transcript:http://cannon.consulting/wp-content/uploads/2021/03/SCRIPT-FOR-PODCAST-41-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I want to answer the question of whether you should choose culture over talent as you assess your team members’ performance in 2021.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Books mentioned:You Don't Have to Be Ruthless to WinThe 6 Types of Working Genius website:www.workinggenius.comEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/02/SCRIPT-FOR-PODCAST-40-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will cover tips on how to thrive with your strengths and manage your weaknesses in 2021.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Books mentioned:The AdvantageThe 6 Types of Working Genius website:www.workinggenius.comwww.tablegroup.comUse code ATTHETABLE to get a promotional discount on assessmentEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/02/SCRIPT-FOR-PODCAST-39-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will cover the last two steps that can help you turn your organization into a competitive advantage in 2021.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Books mentioned:The AdvantageEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/01/SCRIPT-FOR-PODCAST-38-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will cover the second of the four steps that can help you turn your organization into a competitive advantage in 2021.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Books mentioned:The AdvantageStart with WhyBuilt to LastEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/01/SCRIPT-FOR-PODCAST-37-Final-1.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

If one of your 2021 goals is to make a positive impact in your workplace, this and the next two podcasts will help you accomplish your goal!Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Book mentioned:The AdvantageThe Business ApostolateEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/01/SCRIPT-FOR-PODCAST-36-Final-1.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

How prepared are you to start making 2021 your best year yet, even though we are still experiencing the effects of Covid-19?Today I will share five suggestions to not only get you started off right in 2021, but to also allow you to focus throughout the year on what YOU have defined as important in YOUR life.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Book mentioned:The AdvantageThe Business ApostolateEpisode transcript:http://cannon.consulting/wp-content/uploads/2021/01/SCRIPT-FOR-PODCAST-35-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon

Today I will take a deep dive into how you can achieve intellectual clarity in your team, and how this can translate into effective staff meetings.Useful links:Schedule a free coaching call with Percyhttps://cannon.consulting/contact/Book mentioned:The AdvantageEpisode transcript:http://cannon.consulting/wp-content/uploads/2020/12/SCRIPT-FOR-PODCAST-34-Final.pdfConnect on LinkedIn:https://www.linkedin.com/in/percycannon