Randstad Enterprise

Senior Executive, Global Clients

EZRA Coaching

Managing Director

Emeritus

Global Client Partner

Lee Hecht Harrison

Strategic business development leader responsible for a number of LHH’s largest clients. I work with C-suite executives and other leaders in talent acquisition, talent development and HR to provide workforce transformation and HR solutions in areas of talent mobility, talent development, outplacement, career transition, executive transition, career development, change management, leadership development and executive coaching.

Senior Vice President, Key Accounts

Strategic responsibility for a number of LHH's largest clients.  Host to CHRO Community.  

Received Acclaimed Awards: 
•	2016 - Sales Driver of the Year; Top Sales Goal Achiever; Top ICEO Biller (C-Suite Transitions Business); Top New Business Biller; Global Top Biller; President’s Award for largest global project (Starwood); Top Biller; 
•	2015 - President’s Award (GE); Top Sales Goal Achiever

VP Business Development

Ferrazzi Greenlight

Large consulting contract sales and implementation. Project and team leadership. Market strategy, Global 500 sales process and skill.  Executive coaching.

BNY Mellon

Responsible for helping customers discover financial needs, resolve problems, and grow their investments.

Personal Banker

CHRO Community Leader | Hosted 100+ events with CHRO's | Passionate about serving the HR Community

I am a hands-on and strategic executive and business advisor providing workforce advisory and human resource solutions to Fortune 500 companies across multiple industries.

I have a passion for bringing together Senior HR Leaders where they can collaborate and learn from one another in an intimate setting.

Here’s why it is important for HR leaders to network with one another:

HR leaders are often the last to take care of themselves. 

Today, you’re seeing CHROs step away from roles and having a shorter tenure than they typically did.

Because CHROs are so inwardly focused, they don’t usually have the strongest external networks. 

It is important for HR leaders to network with one another, to build their external networks and to better take care of themselves. 

Frank Congiu

I arrived at the restaurant last night and learned a birthday cake had not been ordered for the guest of honor, Dr Kirstin Ferguson.

So I jumped on Uber Eats and ordered 24 Birthday cake pops from Starbucks. 

Shoutout to our recent dinner guest Brandon Carson for being part of an organization that makes incredible cake pops! 

This was another amazing dinner with HR leaders, this time in Boston.

A couple of the big takeaways for me:

1. Leadership is a series of moments

Every moment is an opportunity to make an impact. We all know what it feels like to be on the receiving end of a good or bad leader, but it’s challenging to know when and how we will impact others.

2. The "Head" and "Heart" attributes of leadership

Head - curiosity, wisdom, perspective, capability
Heart - humility, self-awareness, courage, empathy

3. Change Ain’t Easy

Changing an organization's leadership culture is a multi-year journey that requires commitment, accountability and leaders willing to walk the walk.

Wendy DeFeo shared shared the VBO (Values, Behaviors, Outcomes) framework as a way to “put values in action and connect the dots."

Thank you so much to the following people for joining us Morgan A., Sarah Green Carmichael, Hitendra Wadhwa, Salumeh Companieh, Moses Berkowitz, Levent Yarar, Tyler Durham, Samantha Howland, Alexandre Pierre Mery, Amy Gallo, Kristen Norris, Marc-Etienne Julien, Bethany Waddleton, Magali Four, and Kati Clement-Frazier.

And thank you Randstad Enterprise for your support in bringing these HR leaders together!

Are you looking for a way to be in service of other people? 

Help connect them to people in similar situations.

For example, last week I connected 2 CHROs going through a very similar situation purely for the benefit of them connecting with one another.

I am always trying to be in service of others.

I try to send 5-10 introductions per week purely for the benefit of those individuals.

Here are the top 5 valuable lessons I’ve learned about creating lasting relationships:

1. People only have so much time - why should they choose to spend it with you? Leading with generosity is one way to earn the relationship. 

2. There’s no point in keeping score - favors done and owed. It’s better to give before you receive. And if you never receive, that’s ok too. 

3. Your relationships with others are your most credible expression of who you are and what you have to offer. Don’t hoard them, share them. Connect people with similar interests or challenges. 

4. Contribute — give your time, money, and expertise to your community. Or if you’re like me, convene people and add value to a group of like minded individuals. 

5. The best way to repay those who have helped you is sharing what you learned from them.

Reflecting on last week’s dinner, I am going to implement what I learned from 📚 Michael Bungay Stanier about Best Possible Relationships (BPRs).

BPRs have 3 key qualities:

1. Safe (allowing people to show up as their best selves)
2. Vital (pushing boundaries and promoting growth)
3. Repairable (able to be fixed when things go wrong). 

Most people struggle with repairing relationships, but doing so can make the relationship even stronger than before.

I am pushing myself to do this more in my life. I’ve picked 3 people to start with.

Our ability to connect is under threat where we feel connected but lonely “where we have 1000 likes but no friend.”

Yet work has the potential to unlock humanity through relationships, and the quality of our work relationships influence our happiness and success at work.

I am going to do everything in my power to make an impact here. 

After recent news of job cuts, one big thing seems to be missing: leaders taking responsibility.

Leaders make choices every day - some work out well, and some don't.

This is all part of trying to innovate and grow.

But when things go wrong, like with job cuts, it's not about the mistakes we've made. It's about how we deal with them.

I'd like to see more honesty about how we got to this point and a strong plan to do better in the future.

Good leadership means owning up to challenges.

Being responsible and open, even when things are tough, helps us learn from our mistakes and become stronger.

This approach can turn a tough time into a chance for growth and getting better.

It was only recently I realized I might be a nerd. 

I love Stave Puzzles. 

They are beautiful and can be insanely challenging. 

Embracing Stave puzzles has taught me invaluable lessons applicable to both life and leadership:

1. Intellectual Stretch

Stave puzzles sharpen critical thinking and innovation. They're a brain workout that keeps me nimble and forward-thinking.

2. Satisfaction

Completing a complex puzzle mirrors overcoming professional challenges—both are triumphs that fuel our sense of achievement and drive.

3. Curiosity Drives Growth

These puzzles feed our innate curiosity, pushing us towards continuous learning and exploration, key to personal and professional development.

4. Resilience and Adaptability

Facing and solving puzzles reinforce the importance of persistence, learning from failures, and adjusting strategies—qualities essential for leaders.

5. Mental Well-being

Regular engagement with challenging puzzles supports mental health and cognitive sharpness, contributing to our long-term well-being.

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Frank Congiu's Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

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Frank Congiu's Best Posts (last 30 days)