In the latest episode of my podcast, I had the pleasure of hosting Megan McCann, CEO and founder of McCann Partners and co-founder of ARA (Attract, Retain, Advance). Megan is a force in IT staffing and a tireless advocate for diversity and inclusion in the workplace. Our discussion covered essential themes of driving growth during volatile times, fostering a culture of inclusion, and maintaining balance in an ever-demanding professional world. Here’s a detailed look at the insights she shared.
1. Driving Growth in Volatile Times
Megan’s approach to navigating uncertainty centers on intentionality and adaptability. During challenging periods, she emphasizes focusing on what individuals can control—namely their activities and approach to sales. Rather than relying on blanket outreach or purely metrics-driven methods, Megan advocates for a more tailored approach that prioritizes meaningful connections.
Her team at McCann Partners uses tools like Bullhorn to manage their sales pipeline, ensuring data accuracy and clarity. Megan believes that conversations—more than sheer outreach volume—are what lead to results. Encouraging team members to “talk to anyone” has been a mantra, reflecting her belief in the value of connections that may lead to unexpected opportunities.
Key Takeaways:
- Focus on quality over quantity in sales outreach; intentionality drives better results.
- Metrics are important but should be balanced with flexibility for seasoned professionals.
- Conversations can often lead to surprising opportunities, making human connection essential.
2. The Impact of Culture
As someone deeply committed to creating an inclusive workforce, Megan’s perspective on culture is both personal and professional. She views diversity as a driver of innovation and problem-solving, particularly when it brings together individuals with varied life experiences and perspectives. McCann Partners is built on this principle, helping clients construct diverse teams that fuel organizational growth.
Megan’s commitment extends beyond her company. ARA, the organization she co-founded, seeks to address systemic challenges faced by women in technology. What began as informal networking dinners grew into a national movement dedicated to creating more equitable workplaces. ARA’s mission reflects Megan’s belief that inclusivity enhances company culture and drives performance.
Key Takeaways:
- Diversity of thought leads to better problem-solving and more innovative solutions.
- Creating a culture of inclusion requires intentional effort at all levels of an organization.
- Support systems like ARA can bridge gaps and foster environments where everyone feels valued.
3. Maintaining Balance and Prioritizing Well-Being
The discussion shifted to the challenge of balancing work, family, health, and well-being. Megan candidly acknowledged that achieving balance is an ongoing process requiring self-awareness and grace. Her advice? Check in with yourself regularly and adjust as needed. She highlighted the importance of prioritizing self-care rituals—such as her gratitude journal—which help her stay grounded amidst the demands of leadership.
Megan also reflected on the shifting dynamics of work-life balance in a post-COVID world. For her remote team, video communication became a critical tool for maintaining connection and checking in on each other’s well-being. She shared a valuable lesson from her own experience: intentionality matters in how leaders engage their teams, especially in remote or hybrid environments.
Key Takeaways:
- Balance is a moving target; self-awareness and grace are key to navigating it.
- Prioritize self-care rituals to stay grounded and better support others.
- Leaders must be intentional in fostering connection, particularly in remote settings.
4. The Power of Inclusion and Awareness
Megan’s passion for inclusion extends to her interactions with her team and clients. She highlighted the importance of being aware of those around you—whether it’s a new employee who may feel excluded or a colleague who seems off their game. Simple gestures, like asking someone to coffee or pausing to genuinely inquire about their well-being, can make a significant difference.
Drawing inspiration from speakers like Ryan Leak, Megan emphasized the value of authentic connections. Taking the time to genuinely ask, “How are you really?” is a small but powerful way to foster trust and inclusivity within teams.
Key Takeaways:
- Awareness and small gestures can go a long way in making individuals feel included.
- Authentic connections build trust and strengthen team dynamics.
- Leaders should model inclusive behaviors to set the tone for their organizations.
5. A Lighthearted Finish
As is tradition on the podcast, we ended with a rapid-fire round of fun questions that gave a glimpse into Megan’s personality. Please tune in to hear the fun exchange.
Final Reflections
My conversation with Megan McCann underscored the importance of intentionality, inclusivity, and self-awareness in leadership. Whether navigating growth in uncertain markets, fostering a culture of diversity, or striving for balance, Megan’s insights offer a roadmap for leaders seeking to make a meaningful impact.
As Megan eloquently put it, “The formula for balance is always changing.” Embracing that reality, coupled with a commitment to inclusion and authentic connection, can help us navigate the complexities of today’s world with grace and purpose.
What strategies have helped you foster growth, build inclusive cultures, or maintain balance in your life? I’d love to hear your thoughts in the comments!
