Month: February 2020

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Podcast

Goldman Sachs Chairman & CEO, David Solomon

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2020/02/solomon-circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]David Solomon is Chairman and Chief Executive Officer of The Goldman Sachs Group, Inc., one of the most revered financial institutions in the world. Since his appointment to CEO in 2018 and Chairman in 2019, David has taken steps towards reforming the culture at Goldman Sachs to be more collaborative and diverse internally, and smarter with financial technology externally. [/cs_text][x_gap size=”20px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“ Transparency and communication are increasingly important on the part of leaders.””][/cs_text][cs_text]

Under his leadership, Goldman Sachs signed a historic deal with Apple to create the first-ever Apple Credit Card. David joined Goldman Sachs as a Partner in 1999 after rising through the ranks at Bear Stearns. Often perceived as an organizational outsider, David has successfully established himself as a leader who is transparent, strategic, and an effective communicator, with big plans for the future of Goldman Sachs as a financial leader in a changing world.

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”15″ ][cs_element_row _id=”16″ ][cs_element_column _id=”17″ ][cs_text style=”line-height:1;”][bctt tweet=”“I think you got to be very purposeful in how you choose to spend your time, and if you are, there’s a lot of time to get a lot accomplished.””]

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[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”22″ ][cs_element_layout_row _id=”23″ ][cs_element_layout_column _id=”24″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” style=”color: hsl(0, 0%, 100%);line-height:1;margin-top:20px;”]Leave David a question for our upcoming quarterly Q&A episode[/x_custom_headline][/cs_element_layout_column][cs_element_layout_column _id=”26″ ][cs_text][bctt tweet=”Send your question:” prompt=”Ask Now!” url=”no” ]

[/cs_text][/cs_element_layout_column][/cs_element_layout_row][/cs_element_section][cs_element_section _id=”28″ ][cs_element_row _id=”29″ ][cs_element_column _id=”30″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”true”]Recent Episodes[/x_custom_headline][x_recent_posts type=”post” count=”4″ offset=”0″ category=”podcast” orientation=”horizontal” no_sticky=”false” no_image=”false” fade=”true”][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”33″ ][cs_element_row _id=”34″ ][cs_element_column _id=”35″ ][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn”]Attract and retain top talent by providing your managers with “must-have” leadership skills.[/x_custom_headline][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn hidden”]Building People Capability First Leads To:[/x_custom_headline][/cs_element_column][/cs_element_row][cs_element_row _id=”38″ ][cs_element_column _id=”39″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/Recognition-course.jpg” alt=”” link=”true” href=”/purposeful-recognition/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]Purposeful Recognition[/x_custom_headline][cs_text class=”trio-links”]

The Secret to Achieving
Great Results

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For Individuals

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Learn the Soft Skills
that Drive Hard Results

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For Individuals

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For Team Pricing

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From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][/cs_content][cs_content_seo]Share this PostFree Leadership Insights

View Transcript

David Solomon is Chairman and Chief Executive Officer of The Goldman Sachs Group, Inc., one of the most revered financial institutions in the world. Since his appointment to CEO in 2018 and Chairman in 2019, David has taken steps towards reforming the culture at Goldman Sachs to be more collaborative and diverse internally, and smarter with financial technology externally.
“ Transparency and communication are increasingly important on the part of leaders.” Click To Tweet
Under his leadership, Goldman Sachs signed a historic deal with Apple to create the first-ever Apple Credit Card. David joined Goldman Sachs as a Partner in 1999 after rising through the ranks at Bear Stearns. Often perceived as an organizational outsider, David has successfully established himself as a leader who is transparent, strategic, and an effective communicator, with big plans for the future of Goldman Sachs as a financial leader in a changing world.

“I think you got to be very purposeful in how you choose to spend your time, and if you are, there's a lot of time to get a lot accomplished.” Click To Tweet

Shareable Insights

Leave David a question for our upcoming quarterly Q&A episode

Send your question: Ask Now!

Recent EpisodesCity National Bank CEO, Kelly Coffey03/10/2020Goldman Sachs Chairman & CEO, David Solomon02/27/2020KPMG Chairman & CEO, Lynne Doughtie02/11/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 202/06/2020

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]

Categories
Blog Lead Others Lead Yourself

3 Ways to Be the Leader Everyone Wants to Work For

By: David Novak, Co-Founder and CEO of David Novak Leadership

Number one on my list of lessons for leadership is to “be yourself.” Yes, you’ve heard this a million times, but it is the only way to gain trust and keep people on your side. Authenticity breeds trust, which will take you pretty far.

Consider the times you’ve seen someone on TV or even in person that you could just tell wasn’t being authentic. It happens all the time with politicians, business leaders, salespeople, and even teachers and parents. They try to be someone or something they aren’t and most often, they will trip up and get caught in the act. Once people see through the show, the trust is broken.

In leadership, you need to realize that everyone is scared of letting their weaknesses show, especially in the business world. By showing your vulnerable side, you can let others know that you’re just like they are. It helps you gain their trust and allows them to more easily open up instead of feeling intimidated by your role or title. It helps you help them be authentic.

As a leader, you need to know yourself in order to help others get better at being themselves. It may take some self reflection for you to realize who you are and where you’ve been. Take a long, hard look at your own past and what events shaped you. Pay special attention to the lessons that weren’t easily learned and how you gained knowledge and grew. These insights will help you further grow yourself and relate to your teams.
To help you teach others to open up and be who they are, consider these tips:

  • Believe in all your people. Celebrating their individualities while keeping them working toward the same goals can be challenging. But by having respect for their styles and values, you can still lead everyone toward success.
  • Give them individual development plans. Appreciate their strengths, and take time to find out what makes each person tick. Then, you can help them find ways to be more effective at what they do.
  • Provide a safe haven for input. Include everyone in discussions and make it easy for them to feel comfortable speaking up. When they disagree with you, listen to their points and thank them for sharing their side.

Remember, we are all works in progress. We are each individuals with unique strengths and weaknesses. Showing your team that you are always working to better yourself can help them accept their own challenges and work on them, too.
Follow me on LinkedIn and Twitter @DavidNovakOGO to ensure you never miss a blog post.

 

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Blog Lead Others Lead Yourself

How Great Leaders Champion Big Ideas

By: David Novak Leadership

One of the characteristics of a great leader is they reach beyond the status quo and champion big ideas. This can be difficult because many organizations are risk adverse and opt for the easiest, safest way of doing things. While big ideas may seem risky, they have the potential to create a big impact. Roger Enrico, former Chairman of PepsiCo and DreamWorks Animation, once said:

By definition, small changes to small things are a waste of time. But small changes to big things are even worse. They’re dangerous…because they create the illusion of progress. Making big changes to small things are great. But making big changes to big things…now that builds the future. Beware of the tyranny of making small changes to small things. Rather, make big changes to big things.”

Which camp does your organization fall into? Small changes to small things? Or big changes to big things? Without challenge or change, employees often settle for marginal or incremental improvement to their products and services. A leader has the power to change this behavior by role modeling and encouraging others push past the ordinary. This starts by helping them suspend their judgment of what is possible.
There are two critical questions to help leaders and their teams champion big ideas:

What if? and How might we?

For example, Gregg Dedrick, Former President of KFC, knew that his brand had an affordability issue that prevented people from coming more frequently. He asked the team, “What if we could offer a high-quality sandwich at an everyday affordable price?” Everyone agreed that it would be a game changer, but no one thought it was possible.
Then he challenged the team with the question, “How might we make that happen?” Rising to the challenge, his team figured out how to accomplish the impossible and launched the KFC Snacker, driving record sales at the time.
Remember, the leader doesn’t have to come up with the big idea. They just need to challenge others to consider the two questions What if? and How might we? Involving others in the process will give them ownership and inspire them to make the impossible happen.
When will you start asking the game changing questions to initiate big changes that lead to big things? It takes courage and a willingness to learn as you go, and possibly fail. But imagine the transformation you can unleash by challenging your team and yourself to think outside the box and believe change is possible.

If you want to become the best leader you can be, so you can bring out the best in others, check out the Essential Leadership Traits Program at DavidNovakLeadership.com. The program is designed to teach you the essential leadership skills you need to succeed and grow in your career.

 

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Podcast

KPMG Chairman & CEO, Lynne Doughtie

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2020/02/Lynne-Doughtie_circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]

Lynne Doughtie is Chairman and Chief Executive Officer of KPMG LLP —one of the world’s leading professional services firms providing tax, audit and advisory services to many of the world’s most iconic companies. Elected to her role in 2015, Lynne leads more than 32,000 partners and professionals across the United States. She drives KPMG’s inclusive and purpose-driven culture, which is defined by a commitment to corporate responsibility and to maintaining the highest levels of professionalism and quality in KPMG’s client service and support of the capital markets.

[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“What would the world miss if you weren’t in it? And those are some of the most important things to focus on that will make you successful going forward.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][cs_text style=”line-height:1;”][bctt tweet=”“I try to encourage women especially on the importance of owning your career. Don’t think that people around you can read your mind on what you are aspiring towards. Make that known.””]

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Lynne has received numerous accolades, including Fortune magazine’s Most Powerful Women in Business, Accounting Today magazine’s Top 100 Most Influential People, the National Association of Corporate Directors’ 100 most influential people in the boardroom, and “Woman of Achievement” by the National Association of Female Executives. Lynne is dedicated to seeing increasingly more women rise to senior leadership positions in companies across industry spectrums, and is seeking to develop women in her own company through KPMG’s Women’s Leadership Summit and the Executive Leadership Institute for Women.

Shareable Insights

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”20″ ][cs_element_row _id=”21″ ][cs_element_column _id=”22″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”true”]Recent Episodes[/x_custom_headline][x_recent_posts type=”post” count=”4″ offset=”0″ category=”podcast” orientation=”horizontal” no_sticky=”false” no_image=”false” fade=”true”][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”25″ ][cs_element_row _id=”26″ ][cs_element_column _id=”27″ ][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn”]Attract and retain top talent by providing your managers with “must-have” leadership skills.[/x_custom_headline][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn hidden”]Building People Capability First Leads To:[/x_custom_headline][/cs_element_column][/cs_element_row][cs_element_row _id=”30″ ][cs_element_column _id=”31″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/Recognition-course.jpg” alt=”” link=”true” href=”/purposeful-recognition/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]Purposeful Recognition[/x_custom_headline][cs_text class=”trio-links”]

The Secret to Achieving
Great Results

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For Individuals

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For Team Pricing

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Learn the Soft Skills
that Drive Hard Results

[/cs_text][cs_element_row_2 _id=”47″ ][cs_element_column_2 _id=”48″ ][x_button size=”small” block=”false” circle=”false” icon_only=”false” href=”https://ogolead.com/buy-elt/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”min-width:175px;”]Buy Now[/x_button][cs_text style=”font-size:13px;margin-top:10px;”]

For Individuals

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For Team Pricing

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From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][/cs_content][cs_content_seo]Share this PostFree Leadership Insights

View Transcript

Lynne Doughtie is Chairman and Chief Executive Officer of KPMG LLP —one of the world’s leading professional services firms providing tax, audit and advisory services to many of the world’s most iconic companies. Elected to her role in 2015, Lynne leads more than 32,000 partners and professionals across the United States. She drives KPMG’s inclusive and purpose-driven culture, which is defined by a commitment to corporate responsibility and to maintaining the highest levels of professionalism and quality in KPMG’s client service and support of the capital markets.
“What would the world miss if you weren't in it? And those are some of the most important things to focus on that will make you successful going forward.” Click To Tweet

“I try to encourage women especially on the importance of owning your career. Don't think that people around you can read your mind on what you are aspiring towards. Make that known.” Click To Tweet

Lynne has received numerous accolades, including Fortune magazine’s Most Powerful Women in Business, Accounting Today magazine’s Top 100 Most Influential People, the National Association of Corporate Directors’ 100 most influential people in the boardroom, and “Woman of Achievement” by the National Association of Female Executives. Lynne is dedicated to seeing increasingly more women rise to senior leadership positions in companies across industry spectrums, and is seeking to develop women in her own company through KPMG’s Women’s Leadership Summit and the Executive Leadership Institute for Women.
Shareable Insights

Recent EpisodesCity National Bank CEO, Kelly Coffey03/10/2020Goldman Sachs Chairman & CEO, David Solomon02/27/2020KPMG Chairman & CEO, Lynne Doughtie02/11/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 202/06/2020

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]

Categories
Avid Learner Blog Lead Yourself Positive Mindset

How to Avoid the Leadership Learning Trap

By: David Novak Leadership

If you have been around leadership circles for very long, you’ve likely heard the term “avid learner”. Being an avid learner means you are deliberate about gaining new insights to become better at what you do. With the amount of knowledge readily available these days, anyone can be an avid learner. If you want to grow your career, you should absolutely be doing this.
Whether you are just starting out, or you’ve been working on developing your skills for a while, it’s important to beware of the leadership learning trap.
When you take in new information, does it influence your day-to-day actions? Have you spent time and energy trying to develop yourself with no noticeable results? If learning doesn’t lead to transformation, then you’ve fallen into the leadership learning trap.
To grow in your leadership, you need to be learning and developing. The two are not the same and it’s important to understand the difference if you want to be an effective leader.
Being an intentional learner isn’t just about taking in knowledge. The most important thing is what happens after you consume information. It’s absorbing new ideas and letting them change the way you believe. When your beliefs change, your behavior changes.

Intentional learning is transformational

It is taking in new information and turning it into action.

The most inspiring, dynamic leaders use learning to challenge themselves to become better. If you’re going to join their ranks, you need to be putting into practice what you learn by evolving in your leadership mindset and implementing new habits in your daily routine. Learning is only intentional when it develops you.
If you really want to excel as a leader, don’t settle for being a passive learner who remains unchanged by the knowledge you’ve gained. This happens so often to people in leadership, and it will hinder you from reaching your fullest potential.
If you want to be a leader others want to follow, don’t make the mistake of being a passive learner. Be intentional.
At David Novak Leadership, we’ve made intentional learning simple. Our Essential Leadership Traits Program is a fully interactive experience designed to help you transform your leadership. This course will challenge your beliefs and provides you with real actions to implement. We help leaders be more intentional so they can truly be effective. Click here to begin growing in your leadership today.

 

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Podcast

Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 2

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Welcome to Part 2 of the Henry Kravis interview.

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Henry Kravis of the world’s greatest business leaders and philanthropists. He co-founded one of the most renown global investment companies, Kohlberg Kravis Roberts & Company (KKR) in 1976 and currently serves as KKR’s Co-Chairman and Co-Chief Executive Officer. Mr. Kravis has been referred to as the father of private equity, an industry that he helped pioneer. Under the leadership of Henry Kravis, KKR has grown to a $200B private equity giant with substantial investment interest in over 100 companies and nearly a million employees around the world.

Mr. Kravis currently serves on the boards of First Data Corporation and ICONIQ Capital, LLC. He also serves as a director, chairman emeritus, or trustee of several other cultural, professional, and educational institutions, including the Business Council, Claremont McKenna College, Columbia Business School (co-chairman), Mount Sinai Hospital, the Partnership for New York City (former chairman), the Partnership Fund for New York City (founder), Rockefeller University (vice chairman), Sponsors for Educational Opportunity (chairman), and the Tsinghua School of Economics and Management in China.

[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“I think it’s one of the most important things that a CEO can do with his troops, to let them know that you’re open. You make mistakes like everybody else. You’ll admit to your mistakes.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][x_gap size=”40px”][cs_text style=”line-height:1;”][bctt tweet=”“I would encourage anybody to get some professional help that is going to make you a better executive, whether you’re the CEO or you’re a Chief Financial Officer, Head of Marketing, whatever it is, and make sure that you see your shortcomings.””]

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Through KKR, Henry helped to pioneer private equity as a fund option, and since his first private equity leverage buyout in the 70s, the market has exploded with hundreds of small private equity firms vying with firms like Blackstone, Apollo, and KKR.

“KKR has expanded into new business segments since the launch of their first private equity fund. The company holds investments in a wide range of income-producing real estate throughout the United States. This includes office rentals, retail spaces and health care properties. In 2013, KKR raised $1.2 billion for a real estate investment fund. KKR also constructs and manages hedge funds. The firm was listed on the New York Stock Exchange in 2010 and raised $1.25 billion from its initial public offering (IPO).” –Investopia article.

Shareable Insights

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The Secret to Achieving
Great Results

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For Individuals

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Learn the Soft Skills
that Drive Hard Results

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For Individuals

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For Team Pricing

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From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?

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Welcome to Part 2 of the Henry Kravis interview.

View Transcript

Henry Kravis of the world’s greatest business leaders and philanthropists. He co-founded one of the most renown global investment companies, Kohlberg Kravis Roberts & Company (KKR) in 1976 and currently serves as KKR’s Co-Chairman and Co-Chief Executive Officer. Mr. Kravis has been referred to as the father of private equity, an industry that he helped pioneer. Under the leadership of Henry Kravis, KKR has grown to a $200B private equity giant with substantial investment interest in over 100 companies and nearly a million employees around the world.
Mr. Kravis currently serves on the boards of First Data Corporation and ICONIQ Capital, LLC. He also serves as a director, chairman emeritus, or trustee of several other cultural, professional, and educational institutions, including the Business Council, Claremont McKenna College, Columbia Business School (co-chairman), Mount Sinai Hospital, the Partnership for New York City (former chairman), the Partnership Fund for New York City (founder), Rockefeller University (vice chairman), Sponsors for Educational Opportunity (chairman), and the Tsinghua School of Economics and Management in China.

“I think it's one of the most important things that a CEO can do with his troops, to let them know that you're open. You make mistakes like everybody else. You'll admit to your mistakes.” Click To Tweet

“I would encourage anybody to get some professional help that is going to make you a better executive, whether you're the CEO or you're a Chief Financial Officer, Head of Marketing, whatever it is, and make sure that you see… Click To Tweet

Through KKR, Henry helped to pioneer private equity as a fund option, and since his first private equity leverage buyout in the 70s, the market has exploded with hundreds of small private equity firms vying with firms like Blackstone, Apollo, and KKR.
“KKR has expanded into new business segments since the launch of their first private equity fund. The company holds investments in a wide range of income-producing real estate throughout the United States. This includes office rentals, retail spaces and health care properties. In 2013, KKR raised $1.2 billion for a real estate investment fund. KKR also constructs and manages hedge funds. The firm was listed on the New York Stock Exchange in 2010 and raised $1.25 billion from its initial public offering (IPO).” –Investopia article.
Shareable Insights

Recent EpisodesCity National Bank CEO, Kelly Coffey03/10/2020Goldman Sachs Chairman & CEO, David Solomon02/27/2020KPMG Chairman & CEO, Lynne Doughtie02/11/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 202/06/2020

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]