MindWire

"So, what do you do?" - a question you're asked every time you meet a new acquaintance. "Human capital", "talent optimization", "consulting" - it's all so ambiguous. Hear directly from MindWire CEO, Tom Riggs, describing what we do and how we love to help our clients. #humancapital #talentoptimization #trickyhumans #servantleadership #consulting

Ever feel like what you're saying just isn't clicking? 🤷♂️ You explain something once—maybe twice—and yet, your team still comes back with questions, misunderstandings, or worse… blank stares. 👀 The reality is, your leadership communication style may not be landing the way you think. Predictive Index (PI) principles can help you understand how you naturally communicate and what adjustments you might need to make to connect better with your team. So, are you a big-picture talker? A task-driven decision-maker? A people-first persuader? Let’s break down three common communication styles and how to make them work for you and your team. 📖 read Mary McGuinness's latest here: https://lnkd.in/gYrZMGGH #CommunicationTips #LeadershipDevelopment #LeadershipCommunication

We are #hiring for an operations specialist as we grow! Looking for a team player to join us for: - Client support - Internal team support - Office management and administration - Workshop coordination and event management - General operational duties View the full job description and apply on LinkedIn https://lnkd.in/g8h9ZJrj

If your organization isn’t investing in leadership development, you’re setting yourself up for a serious talent gap. Ready to turn good managers into GREAT leaders? 1. Assess and identify talent 🔍 2. Identify behavioral themes and leadership style ⚡️ 3. Determine key leadership competencies 🧩 4. Map behaviors and skills to leadership roles 🧭 5. Implement targeted leadership development activities ✅ BONUS: Measure success and adjust the plan 📊 Great leaders can become force multiplier in your organization, raising the bar for the entire company. Read on for more tips about creating your development plans that will actually get results: https://lnkd.in/gaseKfBm #leadershipdevelopment #developingemployees #development #workforceanalytics

"Roses are red, violets are blue. Our love for talent data guides our hearts true. 💘" We take our work seriously, but not ourselves. It's okay to have a sense of humor. It's part of what makes MindWire special. 😉 Think you could do better? Give us your best caption! 👇 #valentinesday #employeeappreciation #MindWire #coolbosses

Not a consultant. Not a vendor. An anti-consultant. A partner. 🫱🏻🫲🏽 We don't gatekeep, we transfer knowledge. We don't enable, we empower. Proud to see DaSjaun Rose making an impact with his partnership at Patriot Consulting Technology Group!

Ever received feedback like, “You’re so nice and a joy to work with”? Cool, but what am I supposed to *do* with that? Be… nicer? Here’s the thing—good feedback isn’t about personality; it’s about skills and behaviors. And, research shows that women are 22% more likely to receive personality-based feedback than men. That’s not helpful. What is helpful? Feedback that’s specific, clear, and actionable. ❌ Bad Feedback: “You’re a great team player!” ✅ Good Feedback: “You made sure everyone’s ideas were heard in that meeting, which helped us reach a better decision faster. Keep doing that!” ❌ Bad Feedback: “You need to be more strategic.” ✅ Good Feedback: “Your project plan is solid, but let’s focus more on long-term impact. What if we mapped out the risks and potential roadblocks upfront?” See the difference? Good feedback tells your high performers what they did well, what needs work, and why it matters. So let’s ditch the personality reviews and focus on feedback that actually helps people grow. If you’re preparing for performance reviews, check out this article by Meggan Flaherty on how to transform your review times to get real outcomes: https://lnkd.in/g_Xtpy2F What’s the worst (or best) feedback you’ve ever received? Drop it in the comments—we’re ready for the good, the bad, and the cringeworthy. ⬇️ #Leadership #Feedback #TalentDevelopment #PerformanceReviews

🚨 Most leaders are missing these 5 underrated skills… are you? 🚨 We talk a lot about vision, strategy, and execution in leadership—but what about the real skills that make or break a team? 🤔 👉 Running 1-on-1s that don’t suck 👉 Translating big ideas into clear actions 👉 Delegating authority (not just tasks) 👉 Being transparent without oversharing 👉 Managing to what actually motivates people 👉 Growing employees instead of enabling them These aren’t just “nice-to-haves”—they’re crucial for engagement, productivity, and team success. If you’re ready to lead smarter, not harder, check out the latest blog by Matthew Bock for a how-to. 🔗 Read the full blog here: https://lnkd.in/g5dZZGem Which one of these skills do you think is the most underrated? Drop a comment below! ⬇️ #Leadership #PeopleFirst #LeadershipDevelopment

Ever feel like your 1:1 meetings are stuck in a time loop like Groundhog Day? ⏳ You show up, ask, “How’s it going?”—get a vague, polite response, check off some to-dos, and boom… déjà vu all over again. The problem? Tactical check-ins are great, but if that’s all you’re doing, you’re missing a golden opportunity to actually connect, coach, and lead. Your team isn’t just a collection of task-completers—they have ideas, frustrations, ambitions, and (shocker) actual thoughts on how things could be better! So, if your 1:1s feel like a rerun, here are 7 questions to break the cycle and get to the good stuff... Which of these would you try in your next 1:1? Or do you have a go-to question that sparks great convos? Drop it in the comments! 👇 #Leadership #OneOnOneMeetings #EmployeeEngagement #LeadershipDevelopment #AskingQuestions

🎆 New Year’s resolutions? Here’s one you can actually keep:  Make your one-on-one meetings the best part of your employees’ week. 😍 Why? Because regular, meaningful 1:1’s build trust, boost engagement, and drive performance. In fact, employees with quarterly check-ins are 90% more likely to stay engaged. That’s why the simple format of 1:1 ABC’s is the way to get more engagement.  A - Ask good questions B - Build credit in the “trust bank” C - Coaching for motivation Learn how to customize your one-on-one’s to be more impactful in this blog from Jerry Rutter! https://lnkd.in/dFdhuaVb #LeadershipSkills #Coaching #LeadershipDevelopment Need a better system for conducting and tracking 1:1's? Contact us.