“top team, which I did get to in, in small pieces with offsites. But if we didn't get that shored up, we were never going to be able to meet the retail demand. And then the second part of that is once you're able to staff...”
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“And that's primarily because these pillars make us who we are. And they're really simple. The first one is we serve our customers. We pride ourselves in being a neighborhood store that brings quality parts when you need...”
“they'd always had in that formula of gradual, reasonable, and predictable, whether it was dealing with leadership or the people that were engaged in those functions. We brought a demonstrated knowledge of the inner worki...”
“give that first step. But you've got a strong base. You know what it is that interests you, what energizes you. I think any of those transferable skills, I, again, I came from a lot of financial services and now in patie...”
“Yeah, I did that pretty early in my career, which was really helpful learning. I was in an IT services business in a time where the competitive landscape was quite intense. I like to describe the business I was in as a b...”
“was really important to have personal contact at that moment in time too, because so much of the world had gone into a shell. So we literally texted candidates directly. Hey, this is Mark, come in and see us today for an...”
“lowest-performing teams, and then why. So the why is, if they're low-performing, because they don't understand their strategy, because they don't deliver, they're dysfunctional, they're not resourced properly for what we...”
“was outpatient healthcare, so primary specialty in ambulatory care, and I did talent acquisition. That was the point in my career where I was able to start growing and become a people leader. Oversee a team. And then our...”
“client delight, and three is around financial results. And the recipe is simple because it is— if you have really happy, engaged employees, you're going to see the pull-through with really happy, engaged clients, and the...”
“harder thing, which would be to go— and more expensive, frankly, to go do a search. But we got it right. After the person exited, we promoted someone, and then the person we brought in was a great example of an overnight...”
“quickly, but they don't really need that person for the long term. And it could be vice versa. They have— they hire someone that's very junior that can't really lay down a foundation that they need to grow and excel. So,...”
“what was going on in the broader business, just keeping them on track with that vision that we had created and inspiring them, inspiring them to want to go out and do their best that they could in leading their teams eve...”