Mercury Performance Group, LLC

Chief Executive Officer

Marshall Goldsmith Stakeholder Centered Coaching

A guaranteed and measurable coaching system that enables successful leaders to become even more successful; that helps leaders and their teams work towards continuous improvement. 
Fact: 95% of leaders who use this have improved their effectiveness.

Executive Coach

American Challenger Development Corporation

Chief People Officer

Acosta

Design and execute strategies that deliver internal and external recruiting results to meet short-term and long-term business needs, both domestically and internationally while ensuring integration with the business. Lead several departments, including Global Talent Acquisition, Global Payroll HRIS, HR Operations, and Learning and Performance Systems, for approximately 30k employees, globally.
● Reduced cost per hire by 22% for over 25K annual hires by partnering with internal and external stakeholders to reshape the talent acquisition roles and processes.
● Launched a new human capital management system that brought multiple subsidiaries and countries into one common platform.
● Harmonized three learning management systems to one common platform including the selection, learning consulting, and change management.
● Improved HR Call Center and Help Desk outcomes for employees and reduced cost to serve by 18% across multiple locations.
● Administered an employee engagement survey to over 30K employees that included post-survey action planning and execution.

SVP, Head of HR Operations & Talent Acquisition

● Led a global payroll team responsible for almost 1 million paychecks per year in 5 countries.
● Partnered with stakeholders across the business to implement new ways to communicate with employees, using technology to reach employees when and where they need information.
● Retooled and launched new performance management processes aimed at constant employee engagement, development of key employees and successors, and useful coaching techniques.

VP, Head of HR Operations and Services

EverBank

Drove the transformation of the company by working closely with key business leaders and a combined team of Talent Acquisition, Learning, and Organizational Development. Led the center of excellence responsible for leader and manager development, career and performance enablement, culture and employee experience, organizational effectiveness and business transformation for over 4K employees in various locations across the U.S. Served as the key member of the Diversity and Inclusion effort that included leadership training and hiring initiatives, community outreach, and employee communications.
● Reduced cost per hire by 42%, saving $1.5MM over 18-months by coaching Talent Acquisition.
● Decreased time to fill by 26% and candidate days in process by 28% by cross training the recruiting staff and consulting the hiring manager.
● Achieved over 91% participation rate in the implementation of the new annual employee engagement survey.
● Launched employee communication initiatives that included newsletters, electronic handbooks, site posters, and internal television monitoring advertising.

VP, Head of Talent and Organizational Development

● Designed and launched the Foundations of Management Program, a voluntary 13-course management and leadership training program, resulting in higher promotion rates and improved performance scores.
● Developed and delivered Risk Control Self-Assessment training to all company risk control owners across the United States, including executive team members.
● Designed and delivered client focus training to all members of the Mortgage Servicing team, resulting in significant and sustained positive changes in net promoter scores.

VP, Head of Learning & Organizational Development

Wells Fargo

Counseled and advised managers to effectively address employee’s performance gaps and to take the appropriate steps to drive successful outcomes. Coached managers on sensitive work-related issues related to behavioral concerns and conflict resolution.

VP, Performance Consultant

JPMorgan Chase - Learning and Performance Solutions

Led and oversaw a team of 75 HR and learning professionals across the U.S in the planning and execution of learning programs/deliverables for over 14K employees in Mortgage Banking Borrower Assistance while leveraging appropriate change management practices to ensure training delivery in a timely, well-coordinated manner. Evaluated the effectiveness of the curriculum and knowledge-base and provided adjustments and recommendations as needed. Worked closely with various stakeholders across the support team with a full understanding of their training requirements while creating reusable learning solutions.
● Created and delivered over 350K learner hours and 500 unique courses to more than 14,000 learners from November 2011 to March 2012.
● Developed over 270 separate deliverables for the OCC Consent Order in 120 days.
● Collaborated with Policy and Procedure, Legal, Compliance, and Business Departments to improve overall client satisfaction and provide a consistent learning environment.

Vice President, Training Director

● Managed a team of 35 instructional designers, across the United States, responsible for developing Mortgage Banking training materials.
● Mentored and developed select instructional designers for supervisory and management positions, resulting in internal promotions for three designers during my move to a Director role.

AVP, Training & Instructional Design Manager

Unison Industries / GE Aviation

Designed and developed education and training materials for all audiences; performed all stages of technical content development for a variety of materials. Assisted in the design of templates and instructional elements for all learning content types and delivery modes.

Instructional Design Consultant

Helping HR and business leaders overcome human performance obstacles

As CEO of Mercury Performance Group, I have 20+ years of experience helping businesses solve the people problems that stand in the way of their success.

Some of my clients call me "The Fixer" because I'm typically brought in once leaders are experiencing the pain of poor performance and misaligned teams.

But my most successful clients call me before their team needs fixing because they realize that empowered people transform organizations, and waiting till things go wrong is a recipe for disaster.

Get my best-selling book on team building, The Vanguard Edge: https://a.co/d/4q3j7Sq

Schedule a chat: https://calendly.com/bryan-howard-mpg/strategy-session

10 years ago I was a disillusioned HR executive, struggling to drive real change in my organization.  

5 years ago I decided to take a risk and start my own workforce consulting firm, focused on transforming cultures.

3 years ago I landed my first major client and hired my first employee to help deliver the work.  

3 months ago I published my book "The Vanguard Edge" which became an Amazon bestseller in multiple categories.

1 month ago, I published a chapter in the anthology Pivotal Leadership, which became an Amazon, USA, and International best seller and gave me two books in the Top 50 on Amazon simultaneously in multiple categories.

Now, I have:

- Clarity of purpose
- Confidence in my expertise  
- Freedom to choose my clients
- Impact that extends far beyond what I could achieve alone

4 things I didn't have 10 years ago.

I'm fulfilled, knowing that every day I get to develop leaders, transform organizations, and change lives for the better.

The journey hasn't been easy, but it's been so worth it. 

If you're feeling stuck in your career, I encourage you to reflect on what you really want and take a chance on creating the life you envision. 

Don't settle. 

You have so much potential to make a difference.
I'm always happy to be a thought partner if you need one. 
Just reach out.

Bryan Howard

What impact does leadership development have on organizations?

Learn more about Amazon's bestseller categories

What does a workforce consulting professional do?

Here are 3 quick ways to not overwhelm people when driving change:

1. Prioritize ruthlessly 
Focus on the vital few changes that will deliver 80% of the impact. Resist the temptation to boil the ocean.

2. Sequence strategically
Roll out changes in phases to avoid change fatigue. Build momentum with quick wins before tackling the big rocks.

3. Communicate consistently  
Explain the "why" behind the changes early and often. Provide clarity on what is changing and what is staying the same.

Your change initiatives will accelerate once you stop trying to do too much at once.

Many well-intentioned leaders make the mistake of launching change on all fronts. 

But people can only absorb so much disruption at one time.

What is change fatigue and how can I avoid it?

How can consistent communication help drive change initiatives?

How can quick wins help build momentum for change initiatives?

I had the pleasure of speaking at The Staffing Edge event by MarshMcLennan Agency yesterday. It was also a joy to reconnect with the staffing industry, where I spent 10 years of my career, and the many professionals and staffing company owners that attended.

Special thanks to Myles Sherrill CLCS, CWCP for inviting me to speak on building a high-performing culture, and to Rob Schild of Nixer Comp for being a great friend and introducing me to Myles.

I'm looking forward to seeing this event continue to grow and succeed in the coming years!

How important is building a high-performing culture in organizations?

What are the key highlights of The Staffing Edge event?

What factors contribute to the growth of events like The Staffing Edge?

Leadership development needs less of this:

- Prescriptive, rules-based HR programs 
- Focusing on technical skills over people skills
- Measuring success solely based on HR metrics 
- Overwhelming leaders with too much change at once
- Assuming people can't grow and change their mindsets

And more of:

- Teaching leaders that they have the ability to grow and adapt
- Starting with small wins to build momentum and confidence
- Aligning HR and business leaders on strategic outcomes  
- Tracking KPIs that matter to the C-suite and bottom line
- Prioritizing soft skills like communication and teamwork

What's your experience with leadership development?  

I'd love to hear your perspective. 

Comment below or message me directly.

Why are soft skills important in leadership development?

How can communication skills be developed in leadership?

How can leadership development programs be improved?

Embrace Leadership: Encouraging Growth Beyond Authority Figures

What are some key strategies for effective leadership?

How can growth beyond authority figures benefit professionals?

What are some examples of authority figures in the workplace?

Here are 10 things that destroy leadership development initiatives:

1. Lack of clear business objectives and metrics
2. Failure to address underlying mindsets and culture  
3. One-size-fits-all programs not tailored to leader needs
4. Insufficient buy-in and role modeling from top executives 
5. Overwhelming people by trying to change too much, too fast
6. No accountability or follow-through to sustain behavior change
7. Overemphasis on classroom training vs. on-the-job application
8. Focusing on fixing weaknesses instead of leveraging strengths
9. HR pushing their agenda rather than partnering with the business
10. Viewing it as a "one and done" event rather than an ongoing journey

Avoid these pitfalls at all costs.

From my experience, the keys to effective leadership development are:

1. Position HR as a strategic partner to achieve results
2. Actively engage executives to champion the initiative 
3. Align with strategic priorities and track business KPIs
4. Hold leaders accountable and integrate into HR systems
5. Address the beliefs and assumptions that drive behaviors
6. Assess and develop leaders based on their unique strengths  
7. Make it a continuous process of reinforcement and refinement
8. Sequence changes in phases to build momentum and capacity 
9. Customize programs based on the specific context and audience
10. Emphasize real-world practice and provide coaching and feedback

What would you add or change on this list? 

I'd love to hear your experiences - the good, bad and ugly! 

Reach out if you'd like to explore how to set your leaders up for success.

How can executives be actively engaged in championing leadership development initiatives?

How can HR be positioned as a strategic partner for leadership development?

Why is it important to leverage strengths in leadership development?

Nothing makes me feel more valued than this subject line in my email on a Monday morning:


"Hey %%First Name%%, wanted to put this on your radar,"

Want to improve in strategies to inspire and motivate others? Develop your persuasive leadership skills!

How can I improve my strategies for inspiring and motivating others?

What are some examples of persuasive leadership skills?

Persuasive Leadership Skills

Overcome 'Quiet Quitting': Engage and Retain Top Talen

What are some effective strategies for engaging employees?

How can companies improve employee retention?

Simple leadership development tip:

Focus on strengths.  

In our research across hundreds of organizations, we found that leaders who emphasize leveraging people's strengths outperform those who fixate on fixing weaknesses.

The most effective leaders are usually those who look for the best in their people.

Pro tip: Have each team member take a strengths assessment and discuss the results. Align roles and responsibilities to capitalize on everyone's natural talents.

What do you think? Have you seen the power of a strengths-based approach?

I'm a big believer in positive psychology and its application to leadership. 

When we help people understand and apply their strengths, they are more engaged, productive and fulfilled in their work. 

If you're interested in exploring how to bring a strengths focus to your organization, let me know. I can share some great resources and case studies.

P.S. For those curious, my top 5 CliftonStrengths are: Futuristic, Strategic, Achiever, Relator, and Command.  and my Kolbe A numbers are  3-3-10-2. Understanding my strengths and modes of operation have helped me be a better consultant and leader. What are your superpowers?

Empower with Persuasive Leadership: Engage, Enlighten, and Emerge Together

Here are 3 tips to overcome resistance to change without relying on authority:

1. Start with "why"

Clearly communicate the purpose behind the change. Connect it to people's values and the company mission.  

When people understand the meaningful reasons for change, they are more likely to get on board, even if the path forward is difficult. Tapping into intrinsic motivation is much more powerful than wielding authority.

2. Involve people in co-creating solutions 

Engage employees in defining the changes that need to happen. Facilitate their involvement in planning how to implement new ways of working.

People support what they help create. Collaborating on solutions generates more commitment than telling people what to do. It also leads to better, more practical ideas that address real needs.

3. Celebrate quick wins

Look for opportunities to achieve visible progress quickly. Spotlight and recognize teams and individuals who are role modeling the desired behaviors.

Quick wins build confidence and momentum. Celebrating success stories makes the change feel more attainable and appealing. Positive reinforcement is a strong motivator and helps spread best practices peer-to-peer.  

Driving change is hard, but you don't need formal authority to do it. Focus on winning hearts and minds through purpose, participation, and progress.

If you're struggling to get traction, let's talk.

Why are quick wins important in change management?

What are some examples of successful change management?

Discover the Six M's of the Vanguard Edge for Team Excellence

How does the Vanguard Edge contribute to Team Excellence?

What are the Six M's of the Vanguard Edge?

Want my book "The Vanguard Edge" for FREE? 1,202 people have already gotten it in the past 24 hours.

Currently #1 on Kindle Unlimited in Business Teams, Business Leadership, and Business Management categories.
 
I'm running a promotion on Amazon Kindle Unlimited. For a limited time, you can read it for free here:

Open article: The Vanguard Edge: Your 6-Step Method to Unparalleled Team Success by a.co • 4 min read

The Vanguard Edge: Your 6-Step Method to Unparalleled Team Success

I don't usually post things like this on LinkedIn, but I'm going to make an exception because this is special to me. I won't be offended if you aren't interested, but perhaps some will enjoy it.

My dad, Larry Howard, is in Heaven now, but his sound and his soul on earth  "Ain't Finished Yet".

Introducing a new project with all-new music from Larry Howard. Recorded over a 20-year period with many of his best friends in the music industry, "Ain't Finished Yet" is Larry's gift from the afterlife.

This new album features 10 songs and contributions from industry greats like Chuck Leavell (Alman Brothers, Rolling Stones, Eric Clapton, & More), Charlie Hayward & Jack Gavin (Charlie Daniels Band), Paul Hornsby (Southern Rock Icon, Producer, Musician), and many more.

The best part? It's free for you to download and share with your friends.

Check out Ain't Finished Yet at the new website and check back often for updates and more free music from Larry's catalog.

P.S. If you like this, please repost/share it on your feed so more people can find his music.

https://lnkd.in/eZqv9RdW

Now back to your regularly scheduled LinkedIn scrolling. 😁

How important is the music industry in supporting artists like Larry Howard?

What can I gain from 'Ain't Finished Yet'?

Open article: Larry Howard | Santified Blues by aintfinishedyet.com • 1 min read

Turning Challenges into Triumphs with Mercury's Tailored Solutions

How important are tailored solutions in overcoming challenges?

Stop overcomplicating change.

I know you're facing big challenges. I know there are a lot of moving pieces.  

But you only need to focus on one thing: 

Mindset.

Get that right and the rest will follow. 

Most change efforts fail because: 

- Leaders try to do too much too fast
- They focus on process over people  
- They don't align hearts and minds first

The solution for successful transformation:

- Start with why
- Engage people emotionally  
- Take an agile, iterative approach 
- Celebrate quick wins
- Role model the change

How can mindset impact successful transformation?

How can quick wins contribute to change efforts?

Mindset and Mission: The Twin Pillars of the Vanguard Edge

How crucial is mindset in professional success?

What impact does a clear mission have on organizations?

How does the Vanguard Edge approach differ from others?

Leverage these trends to create a positive work environment in your business today!

How can a positive work environment benefit my business?

Trends in Employee Retention

Here's why collective achievement is > individual achievement for companies:

Several studies have shown that infants as young as 14 months old naturally desire to help others. 

For example, without adult prompting or influence, infants and toddlers pick up things for others who dropped them, share food, express empathy, and give spontaneous hugs to others in distress.

Sadly, as people age, society reprogrammes them to be more self-centered. For example, schools value individual achievement over team achievement (except for predominant team activities like sports). Then, most jobs value individual achievement over team achievement.

Shared vision and purpose are difficult to spread in a company when almost everyone is stuck in "What's in it for me?" mode. When employees perform as a team and achieve collectively, their mode changes to "What's in it for us?"

Great leaders can turn that "me" into "us" and bring employees back to that innate desire that's been buried in them since they were infants—helping others. And companies with a "helping others" culture win.

What impact does a shared vision have on a company's success?

How can companies benefit from understanding infants' natural desire to help others?

How do most jobs prioritize individual achievement over team achievement?

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