HALL Group’s Post

Brokerage & Co End of Quarter Dinner and Drinks🌟 Eight weeks ago, we embarked on a journey with no guarantees, just a foundation of #trust—trust that continues to be the backbone of our ethos at Brokerage & Co, both within our team and in our client relationships. Friday evening didn't just mark the end of our first (partial) quarter; it was a celebration of the incredible strides our team has made. From individuals taking a leap of faith to becoming a cohesive unit, our progress has been remarkable. We paused to reflect on what we've started and #built together. Our achievements extend beyond exceeding our initial hopes to significantly streamlining operations. Yet, what truly stands out isn't just the numbers; it’s the camaraderie and friendships that have blossomed among us. Discussions naturally turned towards #business and our goals, but the highlight for me was witnessing the genuine connections within the team. The laughter, shared stories, and mutual support exemplify what makes our team extraordinary. Prioritising team bonding is as crucial as any of our goals. A strong team doesn't just meet expectations—they surpass them. They don’t just cooperate; they inspire one another. This is the environment we're cultivating at Brokerage & Co. Feeling excited is an understatement. It's clear that people can achieve far beyond what their resumes show. Trust your instincts, foster the right culture, and you can build something far greater than you ever dreamed. Victoria Stefano Tahli Elliott Fedi El-Daher Steffan Bastians Dean Freda #TeamBuilding #Leadership #BusinessGrowth #FinanceProfessionals #BrokerageAndCo

🌟 Celebrating Success at Harry International Private Limited 🌟 We're thrilled to announce an exciting milestone at Harry International! In our relentless pursuit of excellence and employee satisfaction, we've recently implemented a Cash Bonus system that complements our already robust incentive and increment programs. 💼 *Leadership in Action* Our very own manager Trideep Trivedi have set the bar high, leading by example as they've smashed the targets necessary to secure this substantial Cash Bonus. It's no small feat, and as the adage goes: "Leaders don't just meet expectations; they exceed them and inspire their teams to do the same." 🏆 *Rewarding Excellence* This initiative isn't just about numbers; it's about people. It's a testament to our belief that our employees are the cornerstone of our success. We're proud to offer an opportunity for our team members to earn an additional ₹25,000 on top of their salaries and incentives. 👥 *Why Harry International Stands Out* At Harry International, we understand something fundamental that seems to elude half the industry: businesses are built on the dedication and hard work of their employees—not solely on services or client relationships. The true essence of any company is its workforce, the very 'blood and sweat' of those who toil day and night for growth and success. 👩💼👨💼 *Our Priority: Our People* We prioritize employees with a fiery passion for propelling Harry International forward, contributing with both their hearts and their intellect. This philosophy is why we're not just different; we lead the market. 📈 *The Result? Unparalleled Growth* Such systems of recognition and reward underscore our position as the number one choice in the market. After all, a company that values its employees above all else is a company destined for greatness. *"Take care of your employees, and they'll take care of your business. It's as simple as that." - Richard Branson* Join us in celebrating this achievement and the continued success of our incredible team. Here's to setting benchmarks, achieving goals, and most importantly, to our employees who make it all possible! #HarryInternational #EmployeeFirst #CashBonusSuccess #LeadershipExcellence #IncentivesThatInspire #RewardingDedication #CareerGrowth #WeValueOurPeople #IndustryLeaders #SettingTheStandard

I cannot agree more with this point by Richard Branson! I believe the priorities in today's #business world are mixed up and we go about it the wrong way; when you prioritize your own #people, good #customerservice is a natural result of your #staff taking care of your #customers. This doesn't always mean you need to have the highest salaries in the marketplace to retain staff and keep them #happy (it sure doesn't hurt 😀); the most important thing in my point of view is the #companyculture in general that flows down from your #seniorleadership all the way to the people on the field. The #basics are pretty #simple to be honest; -#Servantleadership; put your teams' needs ahead of your own and #focus on their #personalgrowth, which will automatically help you grow with them. Lead by example... -#Transparency & #Inclusion; open, honest, and candid conversations, even the tough ones. Don't be afraid to involve your teams in the decision-making processes that will affect their futures. -#Flexibility & #Accountability; we are all adults and know what we need to do to get the job done, so don't constrain your #employees to old ways of doing business but leave them roam free and work their own way, focus on #results rather than the #process itself. Hold them #accountable for both #successes and #failures, but #cherish both. -#Promote from within; your employees that have been there for a while, who are willing to step up to the plate, #value them and #encourage them to move up, as they are best suited to #solve your company's biggest #challenges, having witnessed those firsthand. -#Compensation; #Pay them what their true #worth is (not what the market is) and don't wait for them to #leave, only to realize that they deserved a #raise. -#Training; give them the best #tools and #invest in their personal growth. You all know the #CEO vs. #CFO #anecdote, so don't be the CFO! (no pun intended 😁 ) Train your employees well enough so that they "can" leave but pay them well enough, so they'll never want to... #B2BDoctor #alwaysbehelping #leadership #leadwithpurpose PS; link to the anecdote: https://lnkd.in/eXU5PJKt

🌟 Celebrating Success Harry International Private Limited 🌟 We're thrilled to announce an exciting milestone at Harry International! In our relentless pursuit of excellence and employee satisfaction, we've recently implemented a Cash Bonus system that complements our already robust incentive and increment programs. 💼 *Leadership in Action* Our very own manager Trideep Trivedi have set the bar high, leading by example as they've smashed the targets necessary to secure this substantial Cash Bonus. It's no small feat, and as the adage goes: "Leaders don't just meet expectations; they exceed them and inspire their teams to do the same." 🏆 *Rewarding Excellence* This initiative isn't just about numbers; it's about people. It's a testament to our belief that our employees are the cornerstone of our success. We're proud to offer an opportunity for our team members to earn an additional ₹25,000 on top of their salaries and incentives. 👥 *Why Harry International Stands Out* At Harry International, we understand something fundamental that seems to elude half the industry: businesses are built on the dedication and hard work of their employees—not solely on services or client relationships. The true essence of any company is its workforce, the very 'blood and sweat' of those who toil day and night for growth and success. 👩💼👨💼 *Our Priority: Our People* We prioritize employees with a fiery passion for propelling Harry International forward, contributing with both their hearts and their intellect. This philosophy is why we're not just different; we lead the market. 📈 *The Result? Unparalleled Growth* Such systems of recognition and reward underscore our position as the number one choice in the market. After all, a company that values its employees above all else is a company destined for greatness. *"Take care of your employees, and they'll take care of your business. It's as simple as that." - Richard Branson* Join us in celebrating this achievement and the continued success of our incredible team. Here's to setting benchmarks, achieving goals, and most importantly, to our employees who make it all possible! #HarryInternational #EmployeeFirst #CashBonusSuccess #LeadershipExcellence #IncentivesThatInspire #RewardingDedication #CareerGrowth #WeValueOurPeople #IndustryLeaders #SettingTheStandard

Here are six ways to turn criticism into growth, courtesy of Oscar Munoz, author, speaker, visionary, former executive chairman and former chief executive officer of United Airlines.   Munoz tells the story of finding a letter on his desk one morning after becoming CEO of United Airlines:  "Why I Left United After Three Million Miles,” written by a faithful United customer who had attained membership in their Global Services program.   It wasn’t a warm and fuzzy communication – in fact, it began with “Dear Oscar, Congratulations and condolences on your new role."   Munoz knew that was a pivotal moment; that the way he received and acted on this customer’s straightforward feedback would set the tone for the way he would approach the responsibility of guiding United's strategy, brand and workforce.   He noted that “What I've come to find is that the less the person knows you personally, the more harsh that feedback may be. Many times, it also tends to be more honest.” Long story short: of course, he won back the customer with the kind of personal attention and regard that was a hallmark of his position and business outlook, wove this approach through his leadership, and provided a strong model for United employees. Munoz’s moral-of-the-story: Never ignore the bad feedback. #Leadership #communications #talentmanagement #customerexperience #ContinuousImprovement #UnitedAirlines WERC Bay Area Mobility Management Fragomen Scott Hamilton Roman Zelichenko, JD Lynn Greenberg Chris Roberts Horst Gallo Swapna Abraham Vini Valverde Brian Friedman Ben Cross, SCRP Robert Brezosky Jr Bill Mulholland SCRP, GMS Andrew Walker Ben Heller Anupam Singhal Nitzan Yudan Tanya Mariottini, GMS-T Bill Graebel Ashli Aldrich, GPHR Erik Eccles Maura Carey, SCRP Bob Rosing Klaus Siegmann Sam Stoddard Hong Kim Chris Kline Brendan Ryan Daniela Santangelo Deb Convery, SPHR, GMS-T Kristin Nevarez Michael Cadden, MBA, SGMS-T Edwin B Cohen Kyle D'Souza Darren Gibson Alain Verstandig

"𝑻𝒉𝒆 𝑪𝒂𝒖𝒔𝒆 𝒊𝒔 𝑩𝒊𝒈𝒈𝒆𝒓 𝒕𝒉𝒂𝒏 𝒚𝒐𝒖, 𝒊𝒔𝒏'𝒕 𝒊𝒕? Another example of great leadership from Pittsburgh Steelers head coach, Mike Tomlin, after former player Maurkice Pouncey, started fighting with an opponent, which is to the detriment of the team. Tomlin demonstrates human leadership skills to diffuse the situation and get the player back on task. 𝗪𝗵𝗮𝘁 𝗮𝗿𝗲 𝗛𝘂𝗺𝗮𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹𝘀? 🏈 Norhouse (2016) stated that human leadership skills refer to a person's ability to work with other people within the team environment such as the players, other coaches, medical staff, and conditioning staff. 🏈 It is an ability to communicate with different people, to be able aware of your own perspective on different matters, but at the same time being aware of the different opinions that other people may have. 🏈 Human skill is about a leader's ability to create an atmosphere of trust where people feel comfortable and secure to express their opinions. 🏈 These skills help group members work together to achieve a common goal. In this instance, Pouncey's behaviour would impede the team from achieving their goals, so Coach Tomlin reminds Pouncey of the importance of the team. On retiring from the National Football League (NFL), earlier this year, Pouncey said: "𝑇ℎ𝑎𝑛𝑘 𝑦𝑜𝑢 𝐶𝑜𝑎𝑐ℎ 𝑇 𝑚𝑒𝑎𝑛𝑠 𝑡ℎ𝑒 𝑤𝑜𝑟𝑙𝑑 𝑏𝑢𝑡 𝑁𝑒𝑣𝑒𝑟 𝑟𝑒𝑔𝑟𝑒𝑡 𝑖𝑡. 𝐶𝑜𝑎𝑐ℎ 𝑌𝑜𝑢 𝑚𝑎𝑑𝑒 𝑚𝑒 𝑎 𝑐ℎ𝑎𝑚𝑝𝑖𝑜𝑛 𝑎𝑡 𝑙𝑖𝑓𝑒. 𝐼’𝑚 𝑓𝑜𝑟𝑒𝑣𝑒𝑟 𝑡ℎ𝑎𝑛𝑘𝑓𝑢𝑙!" Being a leader often involves difficult conversations, but these are needed when the behaviour or actions of an individual can negatively impact a team/organisation's goals. This video also highlights the importance of having clear goals and standards of behaviour, so that individuals can be held accountable and understand the consequences of their behaviour in relation to the team goal.

Recognition is so important. It is crucial in any business. So, why is it so challenging in a family business? It could be multiple reasons, such as: • Lines becoming blurred between personal and professional lives • Judgement of family favouritism • Lack of formal structures can make giving recognition awkward and inconsistent • Downplaying achievements because they are family How can we give recognition in a family business? • Define specific and measurable targets. This removes ambiguity and ensures fairness, regardless of personal relationships. • Create processes, such as regular reviews, in order to provide structure and consistency of performance. • Acknowledge accomplishments both within the family and publicly - share achievements openly with other team members. • Lead by example, and set the tone for how you would want to be treated. How can you give your team the recognition they deserve today?

Take a moment to check out our latest blog about our exceptional workers! It makes me so happy these individuals are able to get the recognition they deserve. 👏🏽 #LKJordan #EmployeeoftheQuarter #RecognizingSuccess #LKJSATX

Think of a Chief Commercial Officer (CCO) as the general in the fierce and ongoing war for talent. They might have the strategy and the battle plan, but it’s their army—their team—that needs to be strong, skilled, and ready to take on the world. In today’s cutthroat environment, attracting and retaining top-notch talent is like seeking out the elite special forces for your squad. A CCO’s vision is crucial, but without sharpshooters in sales, strategists in marketing, and empathetic allies in customer service, that vision might as well be a mirage. Here’s where the real battle lies: in creating an environment where the best of the best want to stay and fight by your side. It’s about more than just salaries and perks; it's about crafting a culture where innovation thrives, voices are heard, and everyone’s dialed into the same mission. This talent war isn’t won with a single victory. It’s an ongoing campaign where the CCO must lead from the front, inspiring their troops to build and maintain the commercial strongholds that will ensure the company not only survives but thrives. And let’s not forget—each soldier in this war has a unique superpower. From the creative geniuses to the analytic wizards, a CCO’s team is their arsenal. The stronger and more diverse this arsenal, the better the CCO can navigate the battleground of market competition. So yes, a CCO’s success is measured by their leadership, strategy, and decisions. But the true testament of their prowess? The team they assemble and how they marshal their troops in the relentless war for talent. That’s where the real victories are won. #warfortalent #cco #toptalent #marketingrecruiter

"The Outsiders: Eight Unconventional CEOs and Their Radically Rational Blueprint for Success" by William N. Thorndike examines the leadership approaches of eight exceptional CEOs who achieved remarkable long-term success for their companies. Here are the key ideas: 1. Capital Allocation Mastery: The CEOs highlighted in the book were exceptional at allocating capital effectively, whether through investments, acquisitions, or buybacks. They understood the importance of allocating resources where they could generate the highest returns for shareholders. 2. Long-Term Focus: Rather than succumbing to short-term pressures, these CEOs had a long-term perspective for their companies. They made decisions with the future in mind, even if it meant sacrificing immediate gains. 3. Decentralized Management: The CEOs empowered their teams and decentralized decision-making processes. They hired capable managers and trusted them to make decisions autonomously, fostering a culture of accountability and innovation. 4. Frugality and Discipline: The CEOs maintained a culture of frugality and disciplined spending within their organizations. They avoided unnecessary expenses and focused resources on initiatives that would drive sustainable growth. 5. Obsession with Cash Flow: Instead of solely focusing on accounting metrics like earnings per share, these CEOs prioritized cash flow generation. They understood that cash flow is the lifeblood of a company and focused on initiatives that would improve cash flow over the long term. 6. Investor Communication: Effective communication with shareholders was a priority for these CEOs. They were transparent about their strategies, performance, and challenges, which helped build trust and loyalty among investors. 7. Contrarian Thinking: The CEOs were willing to go against the grain and make unconventional decisions when necessary. They weren't afraid to challenge industry norms or consensus opinions if they believed it was the right strategic move for their companies. 8. Continuous Learning and Adaptation: Lastly, these CEOs were lifelong learners who constantly sought to improve themselves and their organizations. They were adaptable and open to new ideas, always striving to stay ahead of the curve. Overall, "The Outsiders" offers valuable insights into the leadership principles and strategies that have contributed to the success of these unconventional CEOs, providing a blueprint for aspiring leaders looking to achieve long-term success in the business world. https://lnkd.in/egmuZ87f