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In today's episode: Two successful companies with different cultures merged. Leadership was challenged by COVID-19. Trust-building through weekly unscripted videos. Merger increased employee and customer base significantly. Retrospective insights on better merger strategies. Culture Leaders Daily is a daily, five-minute podcast for CEOs where we dissect the week's biggest news, unpack hot-button workplace trends, and bring you exclusive interviews with leaders who leverage culture to drive real business results. Today's podcast is a short clip from Jessica's most recent Culture Leaders intervew, with Aron Ain. You can find the entire conversation on this podcast feed, or watch it on YouTube. Aron Ain: LinkedIn: linkedin.com/in/aronain Jessica Kriegel: Website: https://www.jessicakriegel.com/ LinkedIn - https://www.linkedin.com/in/jessicakriegel Instagram: https://www.instagram.com/jess_kriegel/ Culture Partners: Website: https://culturepartners.com/ LinkedIn: https://www.linkedin.com/company/culturepartners/
Dr. Jessica Kriegel talks with Aron Ain, former CEO of Kronos and UKG, to discuss his journey as a leader who has inspired countless individuals through his approach to trust, respect, and people-centric leadership. Aron shares insights on the evolution of his purpose, the importance of over-communicating, and how trust can be the magic glue in both personal and professional relationships. Tune in to learn about the impactful strategies Aron used to foster a culture where people love to work and his thoughts on the future of work in the age of AI. What Is Your Why: Aron Ain discusses how his purpose has evolved over the years, focusing on making a difference in his community, family, and friends. Leadership and Inspiration: Dr. Jessica Kriegel highlights Aron Ain's reputation as an inspiring CEO, referencing his book Work Inspired and his genuine approach to people-first leadership. Origins of Leadership: Aron shares his belief in treating people with respect and dignity, and how his leadership style developed from observing the impact of his actions. Trust as the Foundation: Aron elaborates on the significance of trust in leadership, how he starts relationships with trust, and the benefits of over-communicating. Strategies for a Positive Work Culture: Aron outlines practical strategies to create a great workplace, including open communication, walking the halls, and recognizing the privilege of managing people. Impactful Policies: The implementation and success of an open vacation policy at Kronos, demonstrating trust and flexibility in the workplace. Challenges and Successes in Mergers: Aron reflects on the merger between Kronos and Ultimate, the cultural differences, and lessons learned from integrating two great organizations during COVID-19. Future of Work and AI: Aron and Jessica discuss the evolving nature of work, the impact of AI, and the uncertainty surrounding future workforce dynamics. Personal Reflections and Legacy: Aron shares personal stories about his leadership journey, the importance of gratitude, and how he wants to be remembered not just as a CEO but as a great dad, husband, and friend. Aron Ain is the former CEO of Kronos and UKG, known for his people-centric leadership approach. Under his guidance, Kronos and Ultimate Software merged to form UKG, one of the most successful mergers in software history. Aron is also the author of Work Inspired: How to Build an Organization Where Everyone Loves to Work. LinkedIn: linkedin.com/in/aronain Jessica Kriegel: Website: https://www.jessicakriegel.com/ LinkedIn - https://www.linkedin.com/in/jessicakriegel Instagram: https://www.instagram.com/jess_kriegel/ Culture Partners: Website: https://culturepartners.com/ LinkedIn: https://www.linkedin.com/company/culturepartners/
In today's episode: Mr. Ain advocates for halting failing projects without penalty. Promotes a culture of honesty to build trust. Stresses the value of treating employees respectfully. Emphasizes transparency to foster a trusted environment. Trust frees both the leader and their team. Culture Leaders Daily is a daily, five-minute podcast for CEOs where we dissect the week's biggest news, unpack hot-button workplace trends, and bring you exclusive interviews with leaders who leverage culture to drive real business results. Today's podcast is a short clip from Jessica's most recent Culture Leaders intervew, with Aron Ain. You can find the entire conversation on this podcast feed, or watch it on YouTube. Aron Ain: LinkedIn: linkedin.com/in/aronain Jessica Kriegel: Website: https://www.jessicakriegel.com/ LinkedIn - https://www.linkedin.com/in/jessicakriegel Instagram: https://www.instagram.com/jess_kriegel/ Culture Partners: Website: https://culturepartners.com/ LinkedIn: https://www.linkedin.com/company/culturepartners/
In this episode of Phishy Business, we discuss the idea of Work Inspired, a corporate culture where employees all love to work because it turns out that happy employees are very good for business. Our special guest is Aron Ain, award-winning, retired CEO of UKG, formerly known as Kronos. Aron now serves as Executive Chair of the UKG Board of Directors and is also the author of Work Inspired, a book that depicts an inspiring example of what's possible in shaping corporate culture. Aron transformed his company's culture at Kronos, building a billion-dollar business. Aron truly believes that great organizations are powered by great people and that great people build better products, services, and outcomes. He also believes the biggest challenge in building such an organization is creating an engaging environment where people feel wanted and valued. We also discuss how Aron's leadership style and authenticity were key weapons when his organization fell victim to a cyberattack. In ‘Work Inspired – What's Possible in Shaping Corporate Culture', we discuss: · How employees are a powerful strategic weapon in any organization. The concept of being an ‘unleader' and the importance of humility – how you don't need to throw your title around and be forceful to get things done. Being conscious of being authentic. How Aron handled the COVID-19 pandemic as a leader. Aron's views on the future of work. The importance of transparency and overcommunication when dealing with a cyberattack. Why organizations often aren't transparent in the event of a cyberattack. How Aron's values showed up in his people during the attack. About Phishy Business Fed up with the same old cybersecurity stories? Come with us on a journey that explores the lesser-known side. Whether it's social engineering, taking criminals to court or the journalists hunting down hackers — our new podcast series, Phishy Business, looks for new ways to think about cybersecurity. Mimecast's very own Brian Pinnock and Alice Jeffery are joined by guests from a range of unique security specialisms. Each episode explores tales of risk, reward and just a dash of ridiculousness to learn how we can all improve in the fight to stay safe. For more tales of risk, reward and ridiculousness, subscribe to Phishy Business on iTunes, Spotify, Anchor or wherever you get your podcasts. www.mimecast.com
In today's race to attract and retain the best employees, creating an inclusive environment where people actually want to work is key to success. And this is something today's Leadership Next guests have been focused on for years. Michael Bush is CEO of Great Place to Work (GPTW), and Aron Ain is CEO of UKG, the company that recently acquired GPTW. The two tell Alan Murray and Ellen McGirt why their companies recently joined forces, and share advice on navigating the rapidly-changing world of work.
< 40:12 > TALKING POINTS What does the tagline “Our purpose is people” mean to your teams? How does it guide your decisions? UKG mantra is “Trust, Transparency, Relationships”. Where does that comes from? How does this mantra impact manager / employee relationships at UKG? “Team Avengers” and cross-functional comradery and support everyone has for each other. CEO, Aron Ain, wrote the book “Work Inspired: How to Build an Organization Where Everyone Loves to Work” referring to Kronos concepts like: • Courage to Lead • Management Effectiveness Index • MyTime Kronos was listed as a great place to work. One of five strategic pillars is “Listening to our teams”. Neil wrote a blog post about 2021 megatrends in HR: Trend #1 “People before profits: Businesses will adopt a greater purpose.” Trend #2 “Life-work synergy: Work and the workplace will be more centered around employees” lives.” Trend #3 “The rebirth of HR: HR will begin reinventing itself to lead these efforts.” ABOUT NEIL SOLOMON Neil is Vice President of Asia Pacific and Latin America for UKG. He developed, executed, and led both U.S. and International organisations to drive growth in the company. He spent the past 6 years focusing on growing markets in Asia Pacific and Latin America. Neil's global experience is instrumental in UKG operations across Australia, New Zealand, South East Asia, China, India, Mexico, and Latin America. ABOUT CHARLIE DEWITT Charlie is Managing Director of UKG Australia, New Zealand, and South-East Asia, having been with UKG for almost 20 years. When Vice President of Business Development he drove strategy for the global enterprise to become a $1 billion software leader. Moving down under in 2018, Charles took up the role of Managing Director, ANZ/SEA as UKG seeks to expand its footprint. ABOUT THE HOST, NINA SUNDAY, CSP A Certified Virtual Presenter, Nina Sunday presents virtually on 'Second Curve Thinking: Re-motivate Before They De-motivate'. Her book, ‘Workplace Wisdom for 9 to thrive; proven tactics and hacks to get ahead in today's workplace' is a selection of the C-Suite Book Club. With a Bachelor of Arts and Diploma in Education, Nina is a Past Chapter President of Professional Speakers Australia and a CSP (Certified Speaking Professional). In the Manage Self, Lead Others podcast, Nina Sunday speaks with key experts from across the globe to share insights on self-leadership and leading others, highlighting emerging trends. For more information visit https://ninasunday.com or follow Nina Sunday on LinkedIn, Twitter or Instagram Learn more about your ad choices. Visit megaphone.fm/adchoices
For several years in a row, Aron has been on the Glassdoor top 100 CEO list and in 2012 he won the Ernst and Young Entrepreneur of the Year Award. UKG was rated the #2 best large employer in America by Forbes, it received a 100% on the Corporate Equality Index, and prior to the merger both Kronos and Ultimate Software were separately named a Best Workplace for Parents by Great Place to Work. How do you build an organization where people love to come to work? Aron Ain, CEO of Ultimate Kronos Group (UKG), believes it is all about trust, transparency, and collaboration. Contrary to past fads, creating an engaged workforce is not about free food, free gym memberships, and frequent parties. As Aron says, “I believe people join organizations because of the organization. I believe they leave because of who they work for.” In this episode of the podcast Aron shares: How to keep consistency among leaders in an organization. What it means to be an “un-leader”. How to deal with failure. Why showing true gratitude for employees is so important and what that looks like. The importance of humility and vulnerability How to keep leaders accountable for being the best they can be And much more! The leaders that employees deal with on a daily basis make or break the experience that employee has. You can work for the best organization in the world, but if your direct manager is a horrible leader, you are going to hate your job. Because of that fact, leaders inside of UKG, known internally as people managers, are held accountable to be great. People managers are not just evaluated and rated by their direct reports, they are also evaluated by the employees who work for them. Twice a year employees inside of UKG are given a survey with 19 questions with straight forward questions that measure the effectiveness of their manager. These are separate from engagement surveys as those only measure the relationship between the employee and the organization, not the relationship between the employee and the manager. How to keep consistency among leaders in an organization Inside of any organization there could be anywhere from 10 to thousands of leaders who are in charge of teams. So how do you make sure that your leaders are consistent and living up to the company values? This is part of why UKG has the employee surveys in place. Leaders are evaluated by employees twice a year, and if they aren’t either at a 90% or higher, or at least improving each time, there are steps in place that are taken. Depending on the situation the first step if a leader is struggling is to have a conversation and see if improvements can be made. The next step may be to move the person out of a leadership role, while still remaining at the company. And if all else fails, they may be asked to leave the company if they aren’t a good fit with the company values. Having these ratings from employees is a huge game-changer as leaders typically look at employee engagement surveys to get a feel for how they are doing, but that’s not an accurate picture of the employee-manager relationship. Aron shares a story about when UKG first started implementing these manager effectiveness surveys. There was a manager who asked Aron for a sit down meeting. When they were talking the manager asked Aron, “Are you going to train me to be a better manager?”. Aron told him that of course he would, but wondered why the manager was coming to him at that moment asking for help. The manager told Aron that he had always seen himself as a great leader because his team always gave high scores on engagement surveys. But when it came time for these new surveys he received a 59 out of 100 and he was shocked. He had never had the right data that would help him measure his true performance. Well after realizing it he worked hard to improve and two years later he had a score in the 90s. It is so important for leaders to get an accurate view of how employees see them. How can you expect them to change if they don’t realize they are doing anything wrong. As Aron shares, “Our homegrown training program for our managers is called Courage to Lead. And I tell them the action word isn't lead. The action word in it is the courage, because it takes unbelievable courage to be a great leader. It's hard...it’s hard.” What does it mean to be an un-leader In Aron’s book, Work Inspired, he talks about the concept of the un-leader. What is an un-leader? Well Aron believes CEOs get too much credit when things go well and they get too much blame when things don’t go well. But this shouldn’t be the case. The reason organizations do well or don’t do well does not rely solely on what the CEO does, and CEOs need to have more humility and humbleness. They need to realize that the world doesn’t revolve around them. To be an un-leader means you realize the value of the people around you and as a leader you understand that you are not more important than anyone else in the organization. Un-leaders show respect, they offer dignity, and they are thoughtful to the people they work with. They realize that they play by the same rules as everyone else. When un-leaders don’t know something, they don’t act like they do. They admit that they are not sure. Aron says, “I don't expect everyone to care about people in the full spectrum of how I care about people. But I do expect everyone to be respectful. I do expect everyone to tell the truth. You want to ask people who work with-- you want to get on my bad side quickly, don't tell the truth. It's like, I just have no patience for that. Look, I'm a sore loser. I'll admit that, I play to win. But it doesn't mean I do it in a way that doesn't exhibit good sportsmanship and being thoughtful about it.” How to deal with failures when you give employees autonomy to experiment One of the key components of the UKG values is trust, it is something that Aron emphasizes. He doesn’t ask employees to gain his trust, they start with full trust in the very beginning, the trust is theirs to lose. So as a leader if you give full autonomy and trust to employees how do you deal with failures when they happen? Aron says for him it comes down to not keeping score. He says, “I try really, really hard to not keep score. And the reason I try really hard to not keep score, if you came and sold me on an idea to do something, and six months later, it's not going well-- and you know it better than anyone that it's not going well-- what do I want you to do? I want you to stop it, stop the project, stop throwing good money at a bad idea. But if every time I'm keeping score, and I'm going to put you in the penalty box, then you're going to spend another six months absolutely, positively proving it was a stupid idea. And wasted another six months of time and money. So that's how I deal with failure. Now, if the same people keep bringing ideas, and we say, okay, go do it. And it keeps being a dumb idea. And at some point, I say, well, I'm not sure that this person has great judgment on ideas like this, but I certainly start with the way I described it.” Action items for leaders who want to start improving When asked what advice he has for leaders who are looking to better themselves, Aron says the biggest thing is to understand the world doesn’t revolve around you. Work hard to trust your people, communicate with them, be transparent, and show them respect. You should also respect that people have lives outside of the organization and that their families are the most important thing and they should come first. Take time and think about what it looks like to trust your people. If you trust them to get their work done, how does that exhibit itself? You can’t just say the words, you have to make trust a living breathing part of your organization. “If we want to be great leaders, if we want to create organizations where everybody loves to work, if you want to have these places that have these great people work for us, then you better find ways to engage them and you better do these key components around this that we've been talking about. You may be able to trick the people to come work for you. But you're not going to keep them.”
We are excited to connect you with Aron Ain, Aron Ain, CEO and Chairman of UKG (Ultimate Kronos Group) and bestselling author of WorkInspired, who built a 3 billion-dollar company by embracing employee development and engagement as a growth strategy. This will be an invaluable opportunity to learn how to build an organization where everyone loves to work! Imagine a company where employees feel not just “satisfied” but truly cared for, respected, and energized, where everybody loves to work. Think of the impact this would have on recruitment, retention, customer satisfaction, innovation, and overall performance. As a leading global provider of workforce management and human capital management cloud solutions, Ain believes that anything is possible when people are inspired. In a dynamic conversation moderated by IVY CEO and YPO Metro NY Chapter Chair Beri Meric, we will discover UKG's highly admired WorkInspired culture, and the surprisingly simple rules to follow to replicate that success. Ain's inspiring guide reveals the best practices that have earned UKG distinctions on coveted lists, such as Glassdoor's 100 Best Places to Work and Fortune's 100 Best Companies to Work For. This will be an amazing opportunity to learn how to build a winning culture and we hope you will join us!
Merging is hard. Merging during a pandemic is VERY hard. This is the story of how Aron Ain did it — overseeing the merger of Kronos and Ultimate Software (now called UKG). It's a tale of leadership under stress, with lots of lessons about how to build trust, merge company cultures, and find a focus for your business even under the hardest of times.
This week on DisrupTV, we interviewed Aron Ain, CEO of UKG (Ultimate Kronos Group), Craig Charlton, CEO of SugarCRM and Daphne E. Jones, Independent Board Member, Executive Coach & Keynote Speaker. DisrupTV is a weekly Web series with hosts R “Ray” Wang and Vala Afshar. The show airs live at 11:00 a.m. PT/ 2:00 p.m. ET every Friday. Brought to you by Constellation Executive Network: constellationr.com/CEN.
A conversation between Aron Ain (CEO of Kronos and Ultimate Software) and Gail Goodman (CPO and cofounder of Pepperlane & former CEO of Constant Contact) that covers Aron's insights into the recent Kronos and Ultimate merger and advice on building and maintaining a strong work culture during the "new normal."SHOW NOTESCreating a merger like no other (0:59)COVID strikes during merger (4:35)Combining two company cultures (5:15)Dealing with employee burnout (8:08)Supporting our teams however we can (15:49)The importance of leadership (17:02)
Everyone knows how critical employee engagement is for the success of any organization. Despite awareness and vast amounts of money being spent on solving this problem, engagement rates are still low across the United States. Today's guest is a CEO that has won Glassdoor's Top CEO for multiple years, and the New York Times has profiled him in an article titled, "The Incalculable Value of a Good Boss." Aron Ain, CEO of Kronos, attributes truly believes in making work a better place, and that results in great employee engagement. Ain began at Kronos in 1979 and never left! In fact, he worked his way up to CEO and has been going strong ever since. He has been tackling employee engagement for years, and practices what he preaches.
Tech Values Julia Hobsbawm kicks off Series 2 of The Human and Machine with a look at how we value tech itself in society. Includes interviews with Hannah Kuchler, Technology Correspondent, Financial Times; Aron Ain, CEO of Kronos Incorporated and author of Work Inspired; plus we throw a Spotlight on a social good company: QDOOZ with its Strategy chief Tony Manwaring. Click here to subscribe on iTunes Click here to subscribe on Acast Follow updates on Twitter @technoshabbat #humanandmachine
Aron Ain is the chief executive officer of Kronos and author of WorkInspired: How to Build an Organization Where Everyone Loves to Work. His book chronicles the Kronos employee engagement journey and imparts lessons Ain has learned for senior leaders, HR professionals, and people managers to turn employee engagement into a strategic weapon. Ain joined Kronos in 1979 and has played a role in nearly every functional department at the company, helping to build what is today a $1.3 billion global enterprise software powerhouse. Under Ain’s leadership, Kronos has achieved tremendous global growth, with operations and market leadership throughout Europe, the Middle East, Africa, Asia Pacific, and Latin America. Show Notes What Kronos was like when Aron started there in 1979. How Aron was influenced as a manager and what they did to help him become a better manager and leader. What Aron and his team did to create a more engaged culture. What “My Time” is and how it was implemented at Kronos. How a Manager Effectiveness Index is applied at Kronos. How Kronos handles lower performing, less engaged employee. The relationship between happy employees and business success. What Aron sees as missing or lacking in workplaces today in terms of management and leadership and creating a place people really love to work.
Aron Ain is Chairman and CEO of Kronos, named by Fortune and Great Place to Work as one of the 20 best places to work in technology for the second year in a row, and author of Work Inspired: How to Build an Organization Where Everyone Loves to Work. Since becoming CEO in 2005, Aron and his team have focused on employee engagement as a growth strategy and have seen worldwide employee engagement scores go up dramatically and revenue nearly triple. With more than 35,000 organizations using Kronos solutions in 100+ countries, Kronos is a leading global provider of workforce management and human capital management cloud solutions.Aron was the inaugural recipient of the “Ray Stata Leadership and Innovation Award” from the Massachusetts High Technology Council, and was recognized as “CEO of the Year” by the Massachusetts Technology Leadership Council, and as “Entrepreneur of the Year” by Ernst & Young. He has been profiled by The New York Times about “The Incalculable Value of a Good Boss” and was featured in Harvard Business Review and the HBR IdeaCast.In this episode Stew and Aron talk about Kronos’ vacation policy; what works, why it works, and what obstacles need to be overcome to implement a new policy effectively. They discuss the importance, and the ripple effects, of trusting employees and how trust frees up time to take care of the things that are most important -- both at work and outside of work. Aron talks about how doing right by his employees creates a kind, thoughtful, and supportive environment that has the benefit of engendering loyalty, engagement, and productive employees. It helps Kronos compete effectively in the labor market and gives the company an advantage in developing strong relationships with vendors and customers, too. See acast.com/privacy for privacy and opt-out information.
Aron Ain is the chief executive officer of Kronos and author of WorkInspired: How to Build an Organization Where Everyone Loves to Work. His book chronicles the Kronos employee engagement journey and imparts lessons Ain has learned for senior leaders, HR professionals, and people managers to turn employee engagement into a strategic weapon. Aron joined us on Outperform to discuss: What having an engaged workforce means and how that plays out day-to-day throughout Kronos. What “My Time” is and how it was implemented at Kronos. How to expand a happy and engaged work culture as you grow globally. What Aron sees as missing or lacking in workplaces today in terms of management and leadership and creating a place people really love to work. A management/leadership mistake Aron’s made that he’s learned the most from.
HR Happy Hour 345 - WorkInspired: How Leaders Can Build Great Organizations Hosts: Steve Boese, Trish McFarlane Guest: Aron Ain, CEO, Kronos Sponsored by Virgin Pulse - www.virginpulse.com This week on the HR Happy Hour Show, Steve and Trish welcomed Aron Ain, CEO of Kronos, and author of WorkInspired: How to Build an Organization Where Everyone Loves to Work, On the show, Aron shared the remarkable story of Kronos, one of the largest and most successful Human Capital Management technology providers of the last twenty years, and a consistent recipient of 'Best/Great/Amazing' Places to Work awards around the world. Aron talked about the journey at Kronos, what it takes to move from just a 'good' place to work, to one that has been recognized globally as one of the best places in technology for employees. We discussed the commitment of leadership, the importance of openness and transparency, and the many of the lessons Aron has learned along the way as he has helped lead Kronos through many interesting and not always easy transitions. This was an interesting and enlightening look at how one successful CEO has helped develop and grow a successful organization, one where employees truly 'love to come to work'. Thanks Aron for joining us! Subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, Google Podcasts or wherever you get your podcasts - just search for 'HR Happy Hour.'
What kind of wackos work at the same place for 40-plus years? Those are the words of Aron Ain, chairman and CEO of Kronos. He's got insight on mistakes he's made, the company's big internship program, and his read on today's young adults in the workforce.
Aron Ain is the CEO of Kronos, a company that provides workforce management software. He joined right out of college in 1979 when there was just a few employees, and today he leads a company which has over 5000 employees and does 1.3 billion in revenue. Kronos has been named a best place to work by The Globe and Mail, the Boston Business Journal and Montreal Gazette. He's personally one of the highest rated CEOs on Glassdoor. Resources: * https://www.kronos.com/ – Website * @AronAin – Twitter * @KronosInc – Twitter * @KronosInc – Instagram * @KronosIncorporated – Facebook Sponsored by: * LEADx.org – subscribe to become 1% better every single day Subscribe on iTunes to join our Ambassadors Club: Please click here to subscribe on iTunes, and leave a quick rating. Nothing matters more for bringing the podcast to the attention of others. After you subscribe and leave a review, send an email to info at leadx dot org to let us know, and we'll invite you into the private LEADx Ambassadors Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it's a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world's best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every weekday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you every day just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn't just the name of this new podcast, it's the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you're looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It's packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership. We believe that professional training and workplace education has not kept up with advances in digital media.
Aron Ain, the CEO of Kronos Incorporated, explains why unlimited vacation can be in the best interests of employees and the organization. He describes how his software company tracks requests for time off and the conversations he's had with skeptical managers and longtime employees. Ain says the "open vacation" program benefits the business and serves as a template for other companies figuring out how to make unlimited vacation work for them.
On longevity: "Knowledge is a reflection of the journey. After 39 years at the same company, I know about having the courage to lead and the need to get in the middle and mix it up." Aron Ain CEO of Kronos Incorporated is interviewed by David Cogan Founder of Eliances "The Place Where Entrepreneurs Align" and host of the Eliances Heroes show broadcast on am and fm plus syndicated online. www.kronos.com www.eliances.com
On longevity: "Knowledge is a reflection of the journey. After 39 years at the same company, I know about having the courage to lead and the need to get in the middle and mix it up." Aron Ain CEO of Kronos Incorporated is interviewed by David Cogan Founder of Eliances "The Place Where Entrepreneurs Align" and host of the Eliances Heroes show broadcast on am and fm plus syndicated online. www.kronos.com www.eliances.com
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