Jennifer Braganza's guest appearances

Jennifer Braganza

The Empowering Women Podcast

Mads Singers Management Podcast 

Teach the Geek Podcast - public speaking for technical professionals

Gina Covarrubias

Laura Roeder

Todd Palmer

Aneesa Muthana

Tom Schwab

Itai Sadan

Chris Prefontaine

Kanika Tolver

Grace Lee

Damian Thompson

Matt Johnson

Tim Brown

Jeff Perry

Bobby Umar

Dane Maxwell

OwlTail

Today’s guest on the Mads Singers Management Podcast is Jennifer Braganza. Jennifer is an engineer by profession, a strategic problem solver, and a process innovator, speaker, and coach. She is also the Head of iBusiness Process Management for Pontoon Solutions, where she leads a team that supports the organization with its projects. Jennifer has also been an entrepreneur since 2007, where she coaches engineers and teaches corporate professionals how to be innovators in a corporate environment and culture.We spend most of our time at work, some with multiple jobs or business ventures, and we tend to get caught up on so many things and forget to acknowledge and recognize those who help us run our businesses. However, many business managers and leaders tend to wait until the last minute before giving their employees feedback; and this is why Jennifer advocates for workplace recognition, one-to-ones, team huddles, and team meetings. Doing all these makes them feel valued, boosts their confidence, and increases productivity. While there is nothing wrong with hiring externally for leadership roles, it can increase the risk of mistakes and problems for your business; however, we can minimize that risk by investing and developing the employees we currently have. Encourage your team by measuring things that matter to them, don’t be afraid to try out new things with your team, and if they don’t like it, you can always stop. Allow your team to help you build the company culture. Instead of doing everything yourself, make sure you get input from your team on how they want things to be done or create a workplace and culture that allows them to grow and develop.Key Learning Points: Jennifer says she is a massive advocate for recognition. She has weekly meetings with her staff to recognize good things during the week. It doesn’t have to be that big as well. - 03:31 Jennifer adds that she noticed an improvement with her employees when they received recognition from their peers. She continues that leaders and managers should practice recognizing their employees and giving them enough positive feedback  - 05:33 Jennifer says that while she enables a positive team culture, she says it is not her alone who acts out a positive team culture because her employees help make this team culture felt. - 07:30 Mads says that business owners should prepare their employees for the next job because they are better as your next manager than hiring someone outside. - 12:15 Mads observed that many business owners complain that they cannot find the right fit for their following managers. However, he says that if you invest and develop your employees, you can easily find someone who will fit that role. - 12:17 In hiring, Jennifer says that she often looks for a candidate that will be the glue of the team rather than an individual player- 18:08 She recommends using DiSC to help you find good team players. - 19:09 While it may seem ideal to have a team that thinks, talk, and act like you, Jennifer says it’s essential to have different kinds of people in your team to help you see things differently. However, you can have one person who is like you and have them act as your translator to the group so your instructions or tasks will be understood easily. - 21:32 Mads shares when he hired people where no one was like him and how he struggled with doing most analytical tasks and found it hard to delegate.- 22:33 Jennifer says that you should allow your team to help you build the company culture. -27:29 Resources MentionedMentoring for EmployeesBooks on GratitudeConnect with Jennifer Braganza:LinkedInFacebook PageExponential Success WebsiteCenter for Entrepreneurship Website

Today’s guest on the <a href="https://www.madssingers.com/podcasts" rel="nofollow" target="_blank">Mads Singers Management Podcast</a> is <a href="https://www.linkedin.com/in/jenibrag/" rel="nofollow" target="_blank">Jennifer Braganza</a>. Jennifer is an engineer by profession, a strategic problem solver, and a process innovator, speaker, and coach. She is also the Head of iBusiness Process Management for Pontoon Solutions, where she leads a team that supports the organization with its projects. Jennifer has also been an entrepreneur since 2007, where she coaches engineers and teaches corporate professionals how to be innovators in a corporate environment and culture. We spend most of our time at work, some with multiple jobs or business ventures, and we tend to get caught up on so many things and forget to acknowledge and recognize those who help us run our businesses. However, many business managers and leaders tend to wait until the last minute before giving their employees feedback; and this is why Jennifer advocates for workplace recognition, one-to-ones, team huddles, and team meetings. Doing all these makes them feel valued, boosts their confidence, and increases productivity.  While there is nothing wrong with hiring externally for leadership roles, it can increase the risk of mistakes and problems for your business; however, we can minimize that risk by investing and developing the employees we currently have.  Encourage your team by measuring things that matter to them, don’t be afraid to try out new things with your team, and if they don’t like it, you can always stop. Allow your team to help you build the company culture. Instead of doing everything yourself, make sure you get input from your team on how they want things to be done or create a workplace and culture that allows them to grow and develop. Key Learning Points:<ol> <li>Jennifer says she is a massive advocate for recognition. She has weekly meetings with her staff to recognize good things during the week. It doesn’t have to be that big as well. - 03:31</li> <li>Jennifer adds that she noticed an improvement with her employees when they received recognition from their peers. She continues that leaders and managers should practice recognizing their employees and <a href="https://www.madssingers.com/blog/feedback-fuels-performance" rel="nofollow" target="_blank">giving them enough positive feedback</a>  - 05:33</li> <li>Jennifer says that while she enables a positive team culture, she says it is not her alone who acts out a positive team culture because her employees help make this team culture felt. - 07:30</li> <li>Mads says that business owners should prepare their employees for the next job because they are better as your next manager than hiring someone outside. - 12:15</li> <li>Mads observed that many business owners complain that they cannot find the right fit for their following managers. However, he says that if you invest and develop your employees, you can easily find someone who will fit that role. - 12:17</li> <li>In hiring, Jennifer says that she often looks for a candidate that will be the glue of the team rather than an individual player- 18:08</li> <li>She recommends using <a href="https://www.madssingers.com/blog/what-is-disc-and-why-does-it-matter" rel="nofollow" target="_blank">DiSC</a> to help you find good team players. - 19:09</li> <li>While it may seem ideal to have a team that thinks, talk, and act like you, Jennifer says it’s essential to have different kinds of people in your team to help you see things differently. However, you can have one person who is like you and have them act as your translator to the group so your instructions or tasks will be understood easily. - 21:32</li> <li>Mads shares when he hired people where no one was like him and how he struggled with doing most analytical tasks and <a href="https://www.madssingers.com/blog/delegation-and-the-80-20-rule" rel="nofollow" target="_blank">found it hard to delegate</a>.- 22:33</li> <li>Jennifer says that you should allow your team to help you build the company culture. -27:29</li> </ol> Resources Mentioned<a href="https://www.mentimeter.com/" rel="nofollow" target="_blank">Mentoring for Employees</a><a href="https://www.lifehack.org/892993/gratitude-book" rel="nofollow" target="_blank">Books on Gratitude</a> Connect with Jennifer Braganza:<a href="http://linkedin.com/in/jenibrag" rel="nofollow" target="_blank">LinkedIn</a><a href="https://www.facebook.com/exponentialsuccess" rel="nofollow" target="_blank">Facebook Page</a><a href="https://www.expsuccess.com/" rel="nofollow" target="_blank">Exponential Success Website</a><a href="https://www.centerforintrepreneurship.com/" rel="nofollow" target="_blank">Center for Entrepreneurship Website</a>

MSMP 132: Jennifer Braganza on Hiring and Building Teams in the Digital Age 

My guest today is Jennifer Braganza. Process improvement. Product design. Project management. Jennifer has done it all. I was really interested to learn more about her speaking exploits, though, as she has taught in universities and does training and coaching outside of that.  To learn more about Jennifer, find her on LinkedIn at https://www.linkedin.com/in/jenibrag.  TEACH THE GEEK  teachthegeek.com anchor.fm/teachthegeek.com youtube.teachthegeek.com @teachthegeek (FB, Twitter) @_teachthegeek_ (IG, TikTok)

My guest today is Jennifer Braganza. Process improvement. Product design. Project management. Jennifer has done it all. I was really interested to learn more about her speaking exploits, though, as she has taught in universities and does training and coaching outside of that.  To learn more about Jennifer, find her on LinkedIn at <a href="https://www.linkedin.com/in/jenibrag" rel="nofollow" target="_blank">https://www.linkedin.com/in/jenibrag</a>. TEACH THE GEEK <a href="http://teachthegeek.com" rel="nofollow" target="_blank">teachthegeek.com</a> <a href="http://anchor.fm/teachthegeek.com" rel="nofollow" target="_blank">anchor.fm/teachthegeek.com</a> <a href="http://youtube.teachthegeek.com" rel="nofollow" target="_blank">youtube.teachthegeek.com</a> @teachthegeek (FB, Twitter) @_teachthegeek_ (IG, TikTok)

EP. 119 - Trainer and coach Jennifer Braganza

Episode 13 (Season 2) of the Empowering Women Podcast GUEST: Jennifer Braganza on Investing in Yourself &amp; Your Career BIO: Jennifer Braganza has over 20 years of professional experience in product design &amp; development, process improvement, and leading strategic change initiatives. Her experience spans nonprofit and public boards at UNC Charlotte, University of Michigan College of Engineering, and the Society of Women Engineers. Braganza is an expert in project management and leading global and virtual product development teams. Her strengths include: Strategic thinking, business coaching, leading global and virtual teams, intercultural communication, project management, process improvement, project leadership, leadership facilitation, public speaking, training and workshops, non-profit leadership, product development, and program management.   Notable Quotes: “I will tell you, if you really want to understand a company’s values, pay attention to what they’re doing right now. If they really are living their values, they’re living them now. They’re living them in times of difficulty, in times of financial struggle. This is when you see what companies are made of. ”   “I’m very aware of the fact that my experience as a female person of color is very different than that of a Black man, or different than a white female. We all have different experiences that we bring to the table and my job, as a leader and as a person, is to respect those differences and to invite them. And to ask questions to understand. And to love people regardless of all of those things. So that’s what I strive to do; that’s how I try to show up.”   “As you continue to grow in your career, you start specializing and niching down. You know longer think, ‘I can do all of these things!’ Instead, your messaging is very tight. Your brand is very tight about what it is that you do and what it is that you don’t do.”   “I’m a huge believer in the definition of luck - luck is when preparation meets opportunity. And the reality is that that preparation is all about you and how you’re willing to invest in yourself, in your career, in the growth opportunities that you challenge yourself with in order to be ready for that next career opportunity. Because if you leave it in your company’s hands, then it’s going to be about when *they decide you’re ready and they’re willing to invest in you. Why would you give anyone that kind of power over your career?”   “As individuals, we have to take accountability for investing in our own careers.”

Episode 13 (Season 2) of the Empowering Women Podcast GUEST: Jennifer Braganza on Investing in Yourself &amp; Your Career BIO: Jennifer Braganza has over 20 years of professional experience in product design &amp; development, process improvement, and leading strategic change initiatives. Her experience spans nonprofit and public boards at UNC Charlotte, University of Michigan College of Engineering, and the Society of Women Engineers. Braganza is an expert in project management and leading global and virtual product development teams. Her strengths include: Strategic thinking, business coaching, leading global and virtual teams, intercultural communication, project management, process improvement, project leadership, leadership facilitation, public speaking, training and workshops, non-profit leadership, product development, and program management. Notable Quotes: “I will tell you, if you really want to understand a company’s values, pay attention to what they’re doing right now. If they really are living their values, they’re living them now. They’re living them in times of difficulty, in times of financial struggle. This is when you see what companies are made of. ” “I’m very aware of the fact that my experience as a female person of color is very different than that of a Black man, or different than a white female. We all have different experiences that we bring to the table and my job, as a leader and as a person, is to respect those differences and to invite them. And to ask questions to understand. And to love people regardless of all of those things. So that’s what I strive to do; that’s how I try to show up.” “As you continue to grow in your career, you start specializing and niching down. You know longer think, ‘I can do all of these things!’ Instead, your messaging is very tight. Your brand is very tight about what it is that you do and what it is that you don’t do.” “I’m a huge believer in the definition of luck - luck is when preparation meets opportunity. And the reality is that that preparation is all about you and how you’re willing to invest in yourself, in your career, in the growth opportunities that you challenge yourself with in order to be ready for that next career opportunity. Because if you leave it in your company’s hands, then it’s going to be about when *they decide you’re ready and they’re willing to invest in you. Why would you give anyone that kind of power over your career?” “As individuals, we have to take accountability for investing in our own careers.”

Empowering Women Podcast S2: Jennifer Braganza, Investing in Yourself