Dan Schneider specializes in working with families and organizations to design, build, and implement emotional and logical relationship systems and processes that increase human and financial capital and stakeholder value.
Since 1996, Dan Schneider has been involved in business start-ups, business cultural development, succession planning, mergers and acquisitions, and community development. He has served as Vice-president of Development, Chief Operating Officer, and Executive Vice President of firms in the manufacturing, technology, financial, and advertising industries. Dan Schneider’s formal education includes a Bachelor of Arts degree from St. Ambrose University; a Master of Arts degree in Legal Studies from Antioch School of Law; and a Certified NLP Business Practitioner from the Quadrant 1 Group in London, England. He is a former Chairman of the Board of Governors for Leadership Iowa, a statewide leadership program sponsored by the Iowa Association of Business and Industry.
In addition to his role as Managing Partner in EDGE Cultural Architects, Dan is a Partner and Director of The Rawls Group as well as a founding member of the International Succession Planning Association. Dan frequently speaks before local, state, and national organizations about leadership and change.
Episode 8: When unemployment rates are low, what is the impact to organizations ability to retain talent? When unemployment rates are low it means organizations have a much larger target on their key talent. Never is it stronger than when there are more jobs open then there are people to fill them. A [...]
Episode 7: Should organizations intentionally review their talent? Organizations who create teams that win, stay relevant and competitive. Creating winning teams means intentionally reviewing your key talent consistently and often. Develop your teams to have depth, and ensure you have succession strategies in place to replace those roles where people have moved onto [...]
Episode 6: What can organizations do to retain key employees? Retaining key employees is critical to the success of an organization. One way to accomplish this is to have retention strategies in place. In addition to employee engagement, strategies should include personal and professional development, amongst others. What can organizations do to retain [...]
Every organization has a culture. It’s the collective personality of the people who represent you daily. In short, every culture has some appeal, some cracks, and some rough edges. So, how do you patch the cracks and smooth the rough edges? You ask a few simple questions, you unfilter the responses, and you take [...]
Episode 5: What is one of the biggest mistakes employers make when retaining key talent? Businesses often overlook, or perhaps take advantage that recruiters are always after their key talent. Organizations need to continually recruit their own people. As individuals progress and mature in the organization, it is critical to understand their needs [...]
Episode 10: What recommendations do you have for organizations to recruit and retain key talent? One thing organizations can do to recruit and retain key talent is to ensure there are defined career paths for each position in the organization. People want to know what the growth path looks like for not only [...]