In Good Companies

We've received a great response from you on our sonic branding episode, so we wanted to ride the wave and follow up with some additional content on small business marketing. This week’s episode originally aired in Season 2.We interact with brands every day, so you might think you’ve got the concept all figured out. But experts know: looks can be deceiving. So, we sat down with some of those experts to get an unfiltered view of the branding process. Beth Flom and Andrew Bogucki are senior partners at New York brand innovation firm Tenet Partners —they help companies like Mastercard, Target and IBM build compelling and powerful brands. And they’re clear on one thing. A brand isn’t simply a logo or a tagline —it’s more than that. In fact, according to Cadence Bank’s own Chief Marketing Officer, Jackie Hooper, “brand is the essence of the company.” To be successful, your brand must feel honest and cohesive because it’s reinforced through every interaction that a customer has with your company. To achieve that, it must be built on a solid foundation: culture. But what is your company’s culture? And how do you translate that into a brand?So, on this episode, we’ll hear from three brilliant marketing minds. They’ll share the keys to evaluating culture and developing a strong brand. You’ll learn how to ask the right questions, make key decisions and what small businesses can achieve —it’s more than you think.Join us, as we corner the market on marketing with this brand new, on-brand episode!Highlights:What a brand is–and isn’t (4:40)Where to start with branding: research (9:11)Culture is the foundation of brand (10:11)How to assess culture (11:16)Translating to visual identity (12:05)Both an art and a science (13:17)Navigating the emotions of branding (14:27)How your brand can influence your culture (16:57)Why employee training is integral to the process (17:30)Branding for small companies (19:01)Consistency and follow through (20:00)Takeaways on branding (21:09)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInJackie Hooper LinkedInTenet Partners WebsiteBeth Flom LinkedInAndrew Bogucki LinkedInHarvard Business Review - Brand Is Culture, Culture Is BrandHarvard Business Review - Build a Culture to Match Your BrandLinkedIn - Two Sides of the Same Coin: The Relationship Between Brand & CultureFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

We’re on the cusp of a new generation of workers. Young people entering the workforce today are, by and large, digital natives. They’ve spent their formative years navigating COVID, and this new world of remote work is the only one they’ve ever known. Like every new generation, they’ll have different values, different expectations and different approaches to their careers. So how do you appeal to the next generation of workers?In a tight labor market, this talent pool presents a huge opportunity for companies. But with young workers in high demand, you’ve got to stand out. Understanding what students and graduates want from their employers can give you a big leg up. So, what do young workers value? How can employers attract them? And what do they need to succeed in your workplace?To answer these questions, we turned to Linda Johnson, director of employee relations for the Career Center at Culverhouse at the University of Alabama. Linda has been helping college students and companies connect for 15 years. She sees both perspectives. Together, we explore why young workers are a valuable resource, the most effective recruiting methods, and what you can do to help these employees succeed once they’re inside your company.So join us as we search for the fountain of youth in a podcast for the ages!Highlights:Meet Linda Johnson (1:49)Why investing in young talent is so important (3:11)Gen Z strengths (4:54)How U of A teaches students soft skills  (5:47)Young workers want to add value (8:45)Why hybrid work appeals to graduates (9:53)Connecting through preferred channels (12:03)Successful recruiting strategies (13:10)Why companies are recruiting younger (16:18)Internships as risk mitigation (17:33)How to set students up for success (18:46)Getting started with recruitment (20:35)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInLinda Johnson LinkedInUniversity of Alabama - Culverhouse College of BusinessDeloitte - Understanding Generation Z in the WorkplaceThought Exchange - Guide to Gen Z at WorkMcKinsey - How does Gen Z see its place in the working world?National Association of Colleges and Employers - Best Practices for Internship ProgramsGallup - Data on Gen Z in the WorkplaceFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

These days, everyone is vying for our attention. We’re bombarded with videos, tweets, billboards, commercials–every company is trying to catch our eye. One way to break through the clutter is to focus on ears instead. It’s called “sonic branding” and it’s increasingly how businesses cut through the noise and distinguish themselves to customers. But what is sonic branding? To get the whole story, we talked to Stephanie Hunt and Lucas Murray, two members of global sonic branding agency Made Music Studio. Made Music has been carrying the sonic branding torch for almost 25 years; they know what it takes to create sounds that resonate with customers. Stephanie and Lucas walk us through the science and psychology of audio and the process of building a successful sonic identity. That’s a process that we at Cadence know well because we’ve gone through it ourselves. In 2021, when Cadence and BancorpSouth merged, part of our massive rebrand was the development of a sonic identity with Made Music Studio. The leader on the Cadence side was Chief Marketing Officer and friend of the podcast, Jackie Hooper. She’ll tell us about the opportunities and challenges of building a sonic brand–plus, how to successfully roll one out, which Stephanie says is half the battle.Together we’ll dissect the elements of our own sonic identity and give you the tools to implement one for your business. So listen up! It’s time for In Good Companies to face the music.Highlights:Sonic brand: more than just a jingle (2:51)Why Cadence pursued a sonic brand (6:20)The psychology of sound (7:26)All the places where a customer interacts with sound (8:48)Everyone has a sonic identity (9:48)What makes a sonic identity system successful (12:19)Cadence sonic theme breakdown (13:55)How rollout contributes to the success of a sonic brand (19:01)Contextualizing your sonic identity (21:49)The ham sandwich test (23:55)Sonic branding for smaller companies (25:29)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInJackie Hooper LinkedInMade Music Studio WebsiteMade Music Studio LinkedInStephanie Hunt LinkedInLucas Murray LinkedInMade Music Studio - Sonic Branding GuideDeloitte - Sonic Branding and the Rise of Voice TechnologyForbes - Sonic Branding: Why every brand needs it todayAdweek - Sonic branding will give voice to new tech in 2023Feedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

And we’re back! Welcome to Season 3 of In Good Companies. This season, we’re jumping right into the deep end–of the candidate pool. On our latest bonus episode, we got a crash course in the current hiring landscape from Indeed’s Senior Director of Talent Attraction, Jennifer (Jenn) McNorton. She shared the macro trends that have contributed to the tightest labor market in over 50 years and what companies are willing to do to acquire talent. But getting great employees isn’t just about the trends, headlines, or benefits. More often than not, the devil’s in the details–and for employers, that means refining your talent acquisition process. Now, more than ever, it’s important to have every step of your hiring locked in. Because if you don’t, candidates have plenty of other options. On this episode, Jenn takes us through best practices for every step of the hiring process, from sourcing candidates to salary negotiation. She’s compiled the most effective strategies from over 25 years in recruiting, as well as what she’s observed from successful companies across Indeed’s user base.We explore recruiting strategies: where to look for candidates and how to keep them engaged along the way. Plus, the art of the interview, and the science of salary negotiation. So join us, and find out how to uncover your hidden talent.Highlights:Casting a wide net (2:30)The secret to maintaining a good candidate pool (5:23)How to write an irresistible job description (6:44)What makes a good interview process (11:42)Crafting the right interview questions (14:43)Addressing implicit and unconscious bias (16:18)Jenn’s approach to negotiation (19:09)It’s not always about compensation (21:12)Where to go for help (23:11)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInIndeed.comJennifer McNorton LinkedInIndeed.com LinkedInIndeed.com - Recruiting and hiring resourcesIndeed.com - How to Hire Employees: A Setp-by-Step GuideIndeed.com - How to Write a Job DescriptionIndeed.com - 10 Recruiting Strategies for Hiring Great EmployeesIndeed.com - How to Prevent Interview Bias and Improve the Candidate ExperienceIndeed.com - How to Conduct a Job InterviewIndeed.com - 10 Salary Negotiation Strategies for EmployersFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

Full-length episodes from In Good Companies are almost back! To prepare, we’re previewing Season Three with extras from some of our favorite conversations. In this bonus episode, you’ll meet Jennifer McNorton, Senior Director of Talent Attraction at Indeed, one of the most popular job sites in the world. Jenn is in charge of sourcing and recruiting for leadership positions at Indeed. But she doesn’t just manage hiring at a top tech company–from her vantage point, she sees talent acquisition trends across the economy. So on this bonus episode, we explore the macro view of talent acquisition: how the workforce has evolved and why companies are competing for talent like never before. Hear how you can differentiate your business and offer what jobseekers value most.Highlights:What is “talent attraction”? (1:37)The three key hiring battles (2:18)The biggest misconception about talent attraction (4:08)The value of proactive differentiation (6:05)How small & medium businesses can compete with fewer resources (9:06)The benefits and perks that jobseekers value most (10:47)These trends are here to stay (13:43)Patrick summary (15:05)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInIndeed.comJennifer McNorton LinkedInIndeed.com LinkedInIndeed.com - Talent attraction resourcesIndeed.com - Build Awareness for Your Brand—and Jumpstart Your Recruitment and HiringIndeed.com - Enhance Your Employer Brand: 4 Factors to Focus OnIndeed.com - Navigating the US Labor Market in 2022Feedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

We talk to amazing people every week on In Good Companies, and often we find ourselves with more great audio than we can fit into an episode. So in the lead-up to our new season, we’re opening up the vault to share some extra conversations with you.The first bonus episode features a familiar voice from our most recent episode: Craig Flowers, Army veteran and founder of Sideline Leadership. He spoke with us about talent retention and his “Know, Care, Challenge” framework for engaging teams. But through his decade-long work with special operations, Craig has seen incredible leaders up close, and he knows that elite performance starts with elite leadership.So on this bonus episode we talk about several habits of highly effective leaders. Listen on to hear how service, vulnerability and language can make a huge difference, and take your leadership from average to elite. Highlights:Most organizations are average (1:24)Craig’s definition of leadership (3:01)When things go wrong, elite leaders start with themselves (5:03)What Peyton Manning can teach us about leadership (7:41)The importance of vulnerability (9:38)“My team” vs. “Our team” (10:47)Patrick’s summary (11:53)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInCraig Flowers LinkedInHarvard Business Review - The Best Leaders Aren’t Afraid to Be VulnerableHarvard Business Review - How Great Leaders CommunicateFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

Over the past year, talent retention has become big news. “The Great Resignation” has seen millions of workers leave their jobs–and it’s not just entry-level workers either. Resignations are highest among mid-career employees. Their departure can be devastating to a business, wiping out continuity, upsetting team chemistry and necessitating an expensive hiring process, all while leaving your team shorthanded. One thing is clear: companies must do more than ever to retain their talent. But what exactly does that mean? More of what?Craig Flowers, founder of Sideline Leadership, has an answer to that; actually he has three. Through Craig’s twenty-five years in the Army–including ten in direct support of special operations and seven as director of cadet activities at West Point–he’s seen the differences between elite teams and average ones. Craig noticed that elite teams don’t have any problem with talent retention–in fact, workers passed on promotions to remain part of the group. Since leaving the Army, he’s established a framework for cultivating that type of culture–one that’s more appealing to employees than greener pastures.So on this episode, we break down Craig’s “Know, Care, Challenge” formula for talent retention and how leaders can implement it in their own organizations. Plus, why retaining an employee starts before you even hire them, and how to adjust your acquisition process to keep talent long-term. It’s everything you need to know, care and challenge your assumptions about talent retention. Highlights:What sparked Craig’s interest in elite teams (2:30)The importance of talent retention (5:36)Talent retention starts with talent acquisition (6:22)The onboarding process (10:13)The role of culture in retention (12:33)Why people leave: The ripple effect of bad behavior (16:48)Instructive vs. constructive cultures (18:10)Know, Care, Challenge (19:16)Mistakes companies make when developing a culture (21:33)How to care for employees without coddling them (23:32)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInCraig Flowers LinkedInHarvard Business Review - Who Is Driving the Great Resignation?Fortune - Great Resignation shows no signs of slowing downFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

On our last episode, we explored how to develop a strong brand. But it’s one thing to talk about those principles, and another to put them into practice. So, on this episode, we’ve got a case study in the process of rebranding from a company that just went through it: Cadence Bank. That’s right–us! In 2021, Cadence Bank officially merged with BancorpSouth Bank, which necessitated a large-scale rebrand to develop a new, shared identity. But while it presented massive opportunity, the branding process was also filled with plenty of challenges. And who better to tell us every detail than the very people who did the hard work? We’re bringing back the voices you heard last episode: our Tenet Partners team of Beth Flom and Andrew Bogucki, as well as Cadence Bank Chief Marketing Officer Jackie Hooper, to take us through every step of the rebranding journey–the difficult decisions, the surprising revelations and the rollout strategy that brought it all together. Plus, we’ll hear from a new guest, someone who had a huge hand in both the decision to rebrand and the culture that guided the process: Cadence Bank Chairman & CEO Dan Rollins.Through their stories, you’ll hear about the ups and downs of this 18-month journey: how Cadence found the right partner in Tenet, what the research unearthed about their shared values, and the ways that Cadence differentiated from competitors. Plus, the unexpected emotions that accompanied all of it.So let’s brand together and travel from a back porch in northwest Alabama to the facade of the New York Stock Exchange to discover what can happen in the best-case (study) scenario.Highlights:Meet Dan Rollins (2:13)How the merger focused on culture (3:57)Why the new Cadence needed to rebrand (5:34)The opportunity–and scope–of the rebrand (6:31)What Jackie looked for in a partner (7:57)The secrets to a great collaboration (8:55)What the research revealed about culture (10:29)Creative decisions: how that culture is reflected in the new brand (13:52)Using sonic branding to differentiate from competitors (17:34)Rollout of the new brand (19:59)How customers kept the process in focus (21:54)Banner reveal at the NYSE (23:45)Transform Awards recognition (25:27)Dan on the importance of brand (26:51)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInJames D. “Dan” Rollins III LinkedInJackie Hooper LinkedInTenet Partners WebsiteBeth Flom LinkedInAndrew Bogucki LinkedInTransform Awards North America 2022Cadence Bank - The new Cadence BankPR Newswire - Cadence Bank Reveals Its New LogoFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

We interact with brands every day, so you might think you’ve got the concept all figured out. But experts know: looks can be deceiving. So, we sat down with some of those experts to get an unfiltered view of the branding process. Beth Flom and Andrew Bogucki are senior partners at New York brand innovation firm Tenet Partners —they help companies like Mastercard, Target and IBM build compelling and powerful brands. And they’re clear on one thing. A brand isn’t simply a logo or a tagline —it’s more than that. In fact, according to Cadence Bank’s own Chief Marketing Officer, Jackie Hooper, “brand is the essence of the company.” To be successful, your brand must feel honest and cohesive because it’s reinforced through every interaction that a customer has with your company. To achieve that, it must be built on a solid foundation: culture. But what is your company’s culture? And how do you translate that into a brand?In this episode, we’ll hear from three brilliant marketing minds. They’ll share the keys to evaluating culture and developing a strong brand. You’ll learn how to ask the right questions, make key decisions and what small businesses can achieve—it’s more than you think.Join us, as we corner the market on marketing with this brand new, on-brand episode!Highlights:What a brand is–and isn’t (4:10)Where to start with branding: research (8:41)Culture is the foundation of brand (9:41)How to assess culture (10:46)Translating to visual identity (11:35)Both an art and a science (12:47)Navigating the emotions of branding (13:57)How your brand can influence your culture (16:27)Why employee training is integral to the process (17:00)Branding for small companies (18:31)Consistency and follow through (19:30)Takeaways on branding (20:39)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInJackie Hooper LinkedInTenet Partners WebsiteBeth Flom LinkedInAndrew Bogucki LinkedInHarvard Business Review - Brand Is Culture, Culture Is BrandHarvard Business Review - Build a Culture to Match Your BrandLinkedIn - Two Sides of the Same Coin: The Relationship Between Brand & CultureFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.

Leaders decide goals and dictate strategy. Perhaps most importantly, they set culture. But the workforce is changing and leadership must evolve with it. So what makes a good leader in this current environment? How do you engage and inspire your workforce? And what can you do to improve, so you can build your business and career?To help us, we turned to one of the greatest leaders we know: Keith Jackson. Keith has an illustrious football journey – he played tight end at the University of Oklahoma and went on to star in the NFL with the Eagles, Dolphins and the Green Bay Packers. Over the course of his career, he was Rookie of the Year, a 5-time Pro Bowler and Super Bowl champion. But his experience goes far beyond the football field. Keith is on the board of Cadence Bank and he’s also the president of the youth non-profit P.A.R.K. (Positive Atmosphere Reaches Kids), which he founded in 1993. He knows a thing or two about leadership.Throughout his career, Keith played for some of the greatest coaches the game has ever seen: legends like Barry Switzer, Buddy Ryan, Don Shula and Mike Holmgren. So in this episode, we’re going to break down what Keith learned from each of these leaders, and how their teachings apply to business today. Join us, as we tackle leadership with a legend.Highlights:Intro to Keith Jackson  (2:01)What leadership isn’t (3:13)See it, say it, write it: Keith’s formula for successful leadership (3:47)There’s no one-size-fits-all (5:00)“Leaders aren’t born, they’re mentored” (7:16)Barry Switzer and positive reinforcement (8:35)Buddy Ryan: you can’t treat everybody the same (10:18)Eliminating mistakes and the magic of Don Shula (12:59)How Mike Holmgren led by teaching (15:13)How leadership is evolving (17:37)The challenge of disengagement (18:41)Servant leadership as a way to inspire and engage (22:36)Avoiding complacency (24:18)Links:Cadence Bank WebsiteCadence Bank TwitterCadence Bank LinkedInKeith Jackson WebsitePositive Atmosphere Reaches Kids WebsiteThe Coming Jobs War - Jim Clifton (2011)Harvard Business Review - The Trickle-Down Effect of Good (And Bad) LeadershipLeadership Circle - How COVID has Influenced LeadershipForbes - The Pandemic Has Changed Leadership for the Better: How Young Leaders Will Respond to Today’s ChallengesMIT Sloan Management Review - How to Become a Better LeaderFeedback:If you have questions about the show or topics you'd like discussed in future episodes, email our producers, sheena.cochran@cadencebank.com or danielle.kernell@cadencebank.com.