About
I create technologies and communities to empower leaders to be their best for their…
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Articles by Garrett
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How to Avoid Your Best People Leaving
How to Avoid Your Best People Leaving
As a business leader, you are expected to be many things, but being a mind reader is not in your job description. You…
9 Comments -
How to know when to pivot and when to hold
How to know when to pivot and when to hold
As a business, you must be constantly setting new goals and working towards accomplishing your current goals. The goals…
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How to Effectively Demote an Employee
How to Effectively Demote an Employee
I am in a mentoring relationship with another CEO who has been having some people issues at this company. The focus of…
4 Comments -
Why Should HR Executives Have Mentors?
Why Should HR Executives Have Mentors?
I recently wrote an article about the importance of mentorship for executives, and I wanted to write another article…
Contributions
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How can you build trust and credibility when leading change?
This represents a big shift in how business is done. I believe it was Ford that created the rule that "the assembly line should never stop". This rule implicitly silenced the voices of assembly line workers who might notice issues in the car building process when it happens instead of (more expensively) after the car has been put together. Toyota's allowance of anyone to stop the assembly line to point out issues is a great example of involving stakeholders in the change process. This rule can be applied to any company that wants to implement change. Identify who would know the most about why a change would need to be made and empower them to make the changes and have a voice to communicate the need for changes.
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How can you build trust and credibility when leading change?
One of the biggest communication challenges companies face is the dreaded: incorrect promotion - or a scenario we a company promotes an individual contributor because of their individual contributions but eventually realizes that this person is not the right fit for the position. Sometimes this newly promoted leader is self-aware enough to recognize that they aren't doing a good job, but oftentimes they are completely oblivious and it makes for hard conversations. Instead, I am a fan of the temporary testing of increasing responsibilities to see how a person performs before giving them the title. This properly sets expectations that they don't have the role while giving people the opportunity to step up.
Activity
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Our panelists brought their A-game to the Executive Symposium, and we can't stop thinking about these top takeaways. One takeaway was: We need to…
Our panelists brought their A-game to the Executive Symposium, and we can't stop thinking about these top takeaways. One takeaway was: We need to…
Shared by Garrett Mintz
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Yesterday I had a lovely conversation with Robyn M. Bolton about ways we can explore together, support one another. She and I both have an…
Yesterday I had a lovely conversation with Robyn M. Bolton about ways we can explore together, support one another. She and I both have an…
Liked by Garrett Mintz
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What they dream of: Starting the next Apple What I dream of: Owning a painting biz... Trillions of dollars are about to fall into the hands of…
What they dream of: Starting the next Apple What I dream of: Owning a painting biz... Trillions of dollars are about to fall into the hands of…
Liked by Garrett Mintz
Experience
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Education
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Indiana University Bloomington
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Activities and Societies: President and Founder of CLEAR (College Lifestyles Excluding Alcohol and Recreational drugs), Captain of Intramural Basketball Team, Kelley Portfolio Management Club member, Undergraduate Investment Club member, National Society of Leadership and Success- Sigma Alpha Pi Group Facilitator, National Society of Collegiate Scholars member, Phi Eta Sigma- Alta Lambda Delta Honor Society at Indiana University member
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Publications
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WTF Is Organizational Culture
Huffington Post
See publicationOrganizational cultures are not universally good or universally bad for every person. Just because two organizations have the exact same activities (i.e. casual Fridays and philanthropic events) doesn't mean that those activities are received the same way at each company by the employees.
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Workshop develops students' emotional intelligence
Indiana Daily Student
Languages
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English
Native or bilingual proficiency
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Chinese
Limited working proficiency
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Spanish
Limited working proficiency
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Hebrew
Elementary proficiency
Recommendations received
2 people have recommended Garrett
Join now to viewMore activity by Garrett
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What have you found to be missed opportunities that you're observing companies aren't taking advantage of as it pertains to business transformation…
What have you found to be missed opportunities that you're observing companies aren't taking advantage of as it pertains to business transformation…
Liked by Garrett Mintz
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Here is a quick look into our pre-symposium discussion with Tom Maher, Vic Patel, MBA, MS and Garrett Mintz as we discussed the ins and outs of…
Here is a quick look into our pre-symposium discussion with Tom Maher, Vic Patel, MBA, MS and Garrett Mintz as we discussed the ins and outs of…
Liked by Garrett Mintz
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"It's been nice to see that my challenges are not my challenges and they're not unique necessarily as much as I might try to tell myself they are and…
"It's been nice to see that my challenges are not my challenges and they're not unique necessarily as much as I might try to tell myself they are and…
Shared by Garrett Mintz
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Leading leaders is not for the faint of heart. Mistakes are going to happen. We are there to lift them up and support their learning and growth…
Leading leaders is not for the faint of heart. Mistakes are going to happen. We are there to lift them up and support their learning and growth…
Liked by Garrett Mintz
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