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2 episodes with betterworks
3 episodes with betterworks
2 episodes with betterworks
2 episodes with betterworks
2 episodes with betterworks
Every year many managers and employees have to go through an ordeal that costs time, money and effort but which delivers little value - actually, it's worse than that, it decreases employees' motivation and can occasionally make them leave the company. Yes you guessed it! It's performance appraisal time! It's amazing that so many of us are unwilling to let go of a system that costs so much and yet doesn't improve performance. Fortunately, the tide is turning and many HR teams are introducing different approaches that do actually work. In this episode, Lucy talks to Doug Dennerline, the CEO of Betterworks - a leading performance management software and author of the book ‘Make work better' - about why traditional approaches don't work, why we cling to the old ways when they are obviously not delivering, and what the alternatives are. Doug offers insights from his tech industry journey, revealing how companies can evolve by adopting AI-driven tools that revolutionize goal setting and communication. We also shed light on the challenges managers face in delivering effective feedback and how technology can be an invaluable ally, acting as a coach for managerial skills. Chapters (00:03) Reimagining Performance Appraisals for Success (12:24) Empowering Employees Through Goal-Setting (18:03) Leveraging Tech for HR Transformation Contact Doug: doug@betterworks.com Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/ Email: hello@disruptivehr.com
#236: Product Marketing | Product marketers are no strangers to change. Whether it's navigating new responsibilities, proving impact to leadership, or balancing short-term wins with long-term strategy, the role is constantly evolving - and in 2025, that evolution is only accelerating.This Exit Five Live session is built to help you stay ahead. Dave sits down with Natalie Marcotullio (Head of Growth & Product Marketing at Navattic), Jason Oakley (Founder of Productive PMM), and Eric Holland (Senior PMM at Betterworks and Co-Founder of DemoDash) for a tactical discussion on how to sharpen your skills, adapt to a shifting landscape, and deliver measurable impact.They cover:What a successful product marketing function looks like in B2BTools, frameworks, and metrics that actually matterHow to align with sales and customer successTrends to watch in 2025 and beyondTimestamps(00:00) - – Intro to Natalie, Jason, and Eric (03:33) - – Why product marketing is the most important function in B2B marketing (05:23) - – Defining the role: What should product marketing actually own? (07:33) - – How PMM impacts revenue, growth, and pipeline (09:03) - – Differentiation: What it really takes and why most companies get it wrong (11:33) - – Real examples of effective positioning in crowded markets (16:03) - – What bad product marketing looks like (17:33) - – Why PMMs need to market the product more (and not just during launches) (20:33) - – Launch marketing, momentum, and creating "marketable moments" (22:33) - – Why PMM charters don't work - and what to do instead (24:33) - – How to measure product marketing impact (with or without KPIs) (32:07) - – Tying assets and enablement to revenue (33:37) - – Tracking usage without a big tech stack (36:37) - – Who owns positioning: PMM vs brand? (38:37) - – How to shine as a PMM in a sales-led org (43:07) - – The death of one-pagers and what to use instead (45:37) - – What to look for when hiring a great product marketer Send guest pitches and ideas to hi@exitfive.comJoin the Exit Five Newsletter here: https://www.exitfive.com/newsletterCheck out the Exit Five job board: https://jobs.exitfive.com/Become an Exit Five member: https://community.exitfive.com/checkout/exit-five-membership***Today's episode is brought to you by Grammarly.Ever have one of those weeks where you spent more time replying to Slack and email than doing actual marketing work?You're not alone. The average marketing team spends 28+ hours a week just keeping up with comms.That leads to burnout, frustration, and a whole lot of performative productivity that doesn't actually move the needle.AI-fluent marketing teams are changing that. Grammarly's 2025 Productivity Shift Report shows how they're using AI to:– Cut down on back-and-forth– Automate content, research, and reporting– Eliminate busywork– Make space for strategyWe're marketers because we love crafting campaigns, driving revenue, and proving impact – not spending all day buried in messages.Get the report and see how top teams are making AI actually useful.Visit go.grammarly.com/exitfive to grab it.***Thanks to my friends at hatch.fm for producing this episode and handling all of the Exit Five podcast production.They give you unlimited podcast editing and strategy for your B2B podcast.Get unlimited podcast editing and on-demand strategy for one low monthly cost. Just upload your episode, and they take care of the rest.Visit hatch.fm to learn more
In today's rapidly evolving tech landscape, staying ahead requires continuous learning and adaptation. The MovingFast Tech Podcast brings you insights from those at the forefront of innovation, and this episode features an extraordinary tech leader with a unique journey.Meet Maher Hanafi: From WOW Player to VP of EngineeringMaher Hanafi, VP of Engineering at Betterworks, joins co-host Anke Corbin to share his journey from passionate World of Warcraft gamer to engineering leadership. Betterworks provides cutting-edge performance management software that enhances employee experience and drives business results through AI integration and data analytics.This engaging conversation explores:Gaming to Leadership: How Maher's passion for gaming and skills developed there influenced his engineering career pathStaying Current: Strategies for keeping ahead in rapidly changing tech environmentsImplementing Gen AI: Practical approaches to introducing new technologies through leadership by exampleROI Calculation: Methods for aligning stakeholders on AI initiatives while managing expectationsFuture Challenges: Predictions for software development in 2025 and AI's impact on developersKnowledge Resources: Valuable podcasts and reading recommendations for engineering leadersEach MovingFast Tech Podcast powered by profiq.com features industry leaders discussing strategies to stay ahead, disruptive technologies, and challenges related to fast-moving technology. Topics include progressive programming languages, deployment techniques, AI and machine learning, and more.Listen to the full conversation with Maher Hanafi to discover how passion, immersion, and continuous learning can transform your engineering leadership journey.Andrew Ng AI BlogMLOps CommunityAI Maker Space The MovingFast Tech Podcast is brought to you by profiq.com – An international leader in software development specializing in Software Development, AI, and QA Services For Innovative and Agile Technology Companies.Meet Maher Hanafi: From WOW Player to VP of EngineeringWhat You'll Discover in This EpisodeThe MovingFast Tech PodcastReady to Level Up Your Tech Leadership?
Traditional performance reviews are broken—outdated, ineffective, and dreaded by employees and managers alike. Many companies scrapped them, only to bring them back in new forms. Why? What's really driving employee disengagement? And how can AI help leaders make smarter, unbiased decisions about performance, promotions, and career growth? In today's episode, Doug Dennerline, CEO of Betterworks, breaks down the new performance management approach replacing outdated annual reviews, and why companies are rethinking performance tracking. We also unpack how AI is transforming feedback, goal-setting, and leadership to make smarter people decisions. Hear Doug's take on the future of hybrid work and what most managers get wrong about employee engagement. Finally, we cover how HR's role is evolving into a strategic force in the future of work. If you lead a team, manage performance, or want to future-proof your leadership, this is a conversation you can't afford to miss. This episode is sponsored by Betterworks If you're ready to move from managing performance to shaping the future, EmpowerHR 2025 is where it begins. This exclusive event, hosted by Betterworks, is bringing together top HR innovators to share breakthrough strategies in performance management on March 20th. Save your spot at empowerhr.betterworks.com. ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: https://greatleadership.substack.com/
ABOUT MAHER HANAFIMaher Hanafi is a seasoned technology engineering leader, driving digital transformation and delivering impactful SaaS solutions. As Senior Vice President of Engineering at Betterworks, he leads the AI vision and applications for their AI-powered performance management software, overseeing the integration of AI tools that enhance HR functions like performance reviews, goal setting and employee development.Maher's passion for technology centers on the transformative potential of AI, particularly Generative AI. He views it as a powerful tool capable of learning, adapting and solving real-world problems, and champions its responsible development to empower individuals.Maher's vision extends beyond technology, aiming to revolutionize tech workplaces by fostering human potential alongside cutting-edge solutions. He employs a people-centric leadership style, building collaborative environments that empower teams to excel. This commitment to empowerment extends to mentoring fellow engineering leaders and sharing his knowledge through public speaking.ABOUT COREY COTOCorey Coto is a creative, data-driven, and innovative executive. He founded Kaizen Insights to help enterprises create business intelligence with their people. Corey was SVP of Product, Design and Engineering at a Vista Equity Partners portfolio company and held engineering leadership roles at Amazon, CoStar Group, and Liberty Mutual. He is a Founder Institute Mentor, an ELC Seattle Chapter Lead, and a startup advisor. Software is his favorite artistic medium because of its power to quickly move the needle on big ideas that can benefit people and the planet. He believes there has never been a better time to build. The future is bright!SHOW NOTES:When Maher realized he needed to rethink his approach to AI & upskill quickly (3:38)Milestones across Maher's AI knowledge progression (7:42)Set aside time for your eng team to experiment & apply AI learnings (11:09)Why intentionally building different use cases leads to better outcomes (14:22)The importance of revisiting AI decisions as a team (16:53)Frameworks for determining how deep to go into each learning area (19:37)How to navigate the challenges of going from proof of concept to production (22:43)Evaluating the ROI of AI applications (26:47)Strategies for deciding which resources / operating expenses go toward AI use cases (29:24)Tips for developing stakeholder confidence in your AI strategy (32:36)How non-technical experts can build AI awareness & confidence (36:22)Betterworks' AI roadmap for 2025 (38:48)Rapid fire questions (40:58)LINKS AND RESOURCESDrive: The Surprising Truth About What Motivates Us - Drawing on four decades of scientific research on human motivation, Daniel H. Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of life. He examines the three elements of true motivation—autonomy, mastery, and purpose—and offers smart and surprising techniques for putting these into action in a unique book that will change how we think and transform how we live.This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/
Künstliche Intelligenz verändert unsere Arbeitswelt – und macht auch vor dem Personalwesen nicht halt. Doch welche Chancen bietet AI für Recruiting, Employer Branding und Personalmanagement? Welche konkreten Tools können Unternehmen bereits heute sinnvoll nutzen? Und wie verändert sich dadurch die Rolle von HR-Profis?In unserer neuen Podcast-Folge diskutieren wir diese Fragen mit Matthias Wiesmann von den "personalisten". Er bringt nicht nur spannende Einblicke aus der Praxis mit, sondern gibt auch wertvolle Tipps, wie Unternehmen AI gezielt einsetzen können, um schneller, effizienter und erfolgreicher die passenden Talente zu finden. Wir sprechen in der Folge unter anderem über folgende Tools: * Tl,DV...ein virtueller Assistent, der in TEAMS oder Zoom Meetings mithört und daraus Protokolle und Zusammenfassungen erstellt. * Automatisierung von Bewerbungsprozessen: Tools wie SAP SuccessFactors, Workday oder Greenhouse nutzen KI, um Lebensläufe zu analysieren, passende Kandidaten herauszufiltern und einen ersten Abgleich mit den Anforderungen der Stelle zu machen. * Chatbots für Bewerberkommunikation: Chatbots wie Mya oder Paradox Olivia beantworten Fragen von Bewerbern, informieren über den Status der Bewerbung und übernehmen die Vorqualifikation. * Sourcing-Tools: KI-gestützte Plattformen wie LinkedIn Recruiter oder Entelo können potenzielle Kandidaten auf Plattformen finden, die gut zu einer Stelle passen. Mitarbeiterentwicklung & Weiterbildung • Personalisierte Lernplattformen: Tools wie Cornerstone OnDemand, Udemy for Business, oder Degreed verwenden KI, 3. Mitarbeiterbindung und -engagement * Engagement-Analysen: Plattformen wie Peakon, Qualtrics oder Officevibe analysieren Mitarbeiterfeedback, identifizieren Stimmungen und erkennen Herausforderungen frühzeitig. * Erkennung von Fluktuationsrisiken: Tools wie PredictiveHR oder Workday nutzen KI, um anhand von Verhaltensmustern und Datenquellen die Wahrscheinlichkeit eines Mitarbeiterwechsels vorherzusagen. Performance Management * Zielsetzung und Überwachung: Tools wie Betterworks oder 15Five verwenden KI, um Zielerreichungen zu tracken und personalisiertes Feedback zu generieren. * Leistungsbewertung: KI-gestützte Analysen wie von Synergita oder Reflektive helfen bei objektiveren Performance-Bewertungen, indem sie Daten aus verschiedenen Quellen kombinieren. Automatisierung von HR-Prozessen * Vertrags- und Dokumentenmanagement: Plattformen wie DocuSign oder Personio automatisieren und digitalisieren Vertragsprozesse und Personalakten. * Zeiterfassung und Schichtplanung: Lösungen wie Kronos oder Deputy setzen KI ein, um Schichten effizient zu planen und Arbeitszeiten zu optimieren. Diversity und Inklusion * Bias-Reduktion im Recruiting: Tools wie Pymetrics oder HireVue verwenden KI, um unbewusste Vorurteile im Einstellungsprozess zu minimieren. * Sprachoptimierung: Software wie Textio analysiert Stellenausschreibungen auf inklusive und geschlechtsneutrale Sprache. Payroll und Compliance * Automatisierung der Gehaltsabrechnung: Systeme wie ADP Workforce Now oder Paychex können Gehaltsabrechnungen automatisieren und sicherstellen, dass gesetzliche Anforderungen erfüllt werden. * Compliance-Monitoring: Plattformen wie Zenefits oder Gusto halten Vorschriften aktuell und warnen vor potenziellen Verstößen. Beispiele für bekannte KI-Tools im HR-Bereich: * Eightfold AI: Für Talentmanagement und Predictive Analytics. * Hiretual: KI-gestütztes Recruiting. * Beamery: CRM für das Talentmanagement.
In this episode, I sit down with Doug Dennerline, CEO of BetterWorks, to discuss how fostering Continuous Engagement can revolutionize workplace culture and team performance. Ranked #422 in the 2024 SAAS 1000 list, BetterWorks is at the forefront of driving employee alignment and productivity. We delve into actionable strategies to promote Continuous Engagement by setting clear goals, creating regular feedback loops, and empowering employees at all levels. Doug shares how leaders can cultivate a proactive mindset across their teams, ensuring ongoing motivation and connection. Tune in to discover how prioritizing Continuous Engagement can drive sustained success for your organization! Get the show notes for Fostering a Culture of Continuous Engagement with Doug Dennerline at BetterWorks Click to Tweet: Listening to a fantastic episode on Growth Think Tank with #DougDennerline featuring your host @GeneHammett https://bit.ly/gttDougDennerline #ContinuousEngagement #GeneHammettPodcast #GHepisode1149 #Inc5000 #workplaceculture #SoftwareDevelopment Give Growth Think Tank a review on iTunes!
This episode features an interview with John Schneider, CMO at Betterworks, a performance management solution HR professionals rely on for increasing employee engagement, manager efficiency, and business impact.In this episode, John shares insights into how he transformed Betterworks' content strategy to cut lead costs by 65% and why establishing a trusted sub-brand has been crucial to their success. He also talks about the importance of strategic experimentation and understanding the multidimensional levers in marketing. Key Takeaways:By focusing on a content-first approach rather than paid-only channels, you can significantly reduce lead acquisition costs. BetterWorks achieved a 65% reduction in cost per lead over John's time as CMO for the company.There are benefits to building a sub-brand to house content that resonates with your audience. It can help differentiate the company and attract significantly higher engagement. Strong content can engage the full buying committee across personas. Making quality, accessible thought leadership content engages a company at multiple touchpoints, resulting in an easier sales process. Quote: “You have to realize in marketing, you are absolutely not playing checkers. You're playing chess and you're probably playing some multidimensional version of chess. And you can't expect immediate results from everything you do. If it was easy to do what you're going to go do, they would not have hired you because the former person would still be there. And all those things have probably been tried in different capacities. And what is really important is to balance the tension between taking action but also doing it in a quality way and with some strategic foresight. And that's where the experimentation really comes in, understanding the scenarios and the outcomes. It's good to experiment and it's okay not to know what the outcome will be, but you need to know which lever you're pulling or you're not going to have a result that you can then fix against.”Episode Timestamps: *(04:12) The Trust Tree: Auditing when you step into a new role *(23:23) The Playbook: Content as the lifeblood, shared through a sub-brand*(35:37) The Dust-Up: Having a say in pricing and packaging *(38:37) Quick Hits: John's Quick Hits Sponsor:Pipeline Visionaries is brought to you by Qualified.com. Qualified helps you turn your website into a pipeline generation machine with PipelineAI. Engage and convert your most valuable website visitors with live chat, chatbots, meeting scheduling, intent data, and Piper, your AI SDR. Visit Qualified.com to learn more.Links:Connect with Ian on LinkedInConnect with John on LinkedInLearn more about BetterworksLearn more about Caspian Studios
If you've ever felt like you don't quite fit in or don't look like those around you, today's guest will inspire you to recognize that your differences are not just an asset—they're the key to your extraordinary leadership potential. In this episode, I invite Cheryl Johnson, the Chief Product and Technology Officer at Betterworks, to share how she found remarkable success by embracing what makes her different. Cheryl refers to her unique qualities as the "magic in her misfit," and her story is a powerful reminder that standing out can be your greatest strength. We explore her journey to becoming Chief Product and Technology Officer at Betterworks, highlighting key lessons from her time at Amazon and her transition into leadership. She discusses overcoming burnout, embracing her uniqueness, and the power of being a "misfit" in leadership. As Cheryl shares her experiences, you'll discover how being different makes you successful, especially in a world where companies constantly seek ways to differentiate. We dive into: Cheryl's career journey to becoming Chief Product and Technology Officer at Betterworks Embracing your uniqueness and the power of being a "misfit" in leadership Overcoming burnout and finding balance in high-pressure environments The importance of authenticity, adaptability, and leading with humility And more **Useful links** Connect with today's guest, Cheryl: W: https://www.linkedin.com/in/cherylporro W: https://www.betterworks.com Cheryl's current read: New Happy by Stephanie Harrison If you are ready to uplevel your career, get unstuck or you are simply ready to unlock those leadership time-management techniques then join us in my monthly career & leadership coaching program exclusively for women in tech: https://www.tonicollis.com/academy Catch the show notes, and more details about today's episode here: https://tonicollis.com/episode218 Check us out on Youtube. Join the Leading Women in Tech community in Slack where we discuss all-the-things for women's tech leadership, covering everything from early-career leadership to C-level executives. This episode was sponsored by our guest, Cheryl Johnson. Thank you Cheryl for helping to bring Leading Women in Tech to this community!
On a scale of 1-10 with ten being the highest, how great is your boss? How well does your boss give feedback? Empower employees? And do both well across the current landscape of in-person, hybrid, and virtual teams? Doug Dennerline is Dr. Joey's guest on this episode of the Work Positive Podcast. He's the author of Make Work Better and CEO of BetterWorks, a company that specializes in performance management. Doug equips bosses to lead and manage with excellence. Discover how to revolutionize greatness, feedback and empowerment as Doug and Dr. Joey talk about how:
In this episode, Ashley Litzenberger, Senior Director of Product Marketing at Betterworks, joins Louise Liu to discuss the ideal customer profile for the multi-product portfolio. Ashley shares her experience of developing the data-driven ICP. She also talks about how to better collaborate with other functions in the process.All rights reserved. © Product Marketing Hive.
How can we modernize outdated performance management processes? Listen as Aitken discusses strategies to improve employee performance and in turn strengthen the performance of the company. One example: equipping managers with the tools to become more effective coaches. Unum took its Gartner Marketing Award-winning HR Trends podcast studio on the road (again) to the 2023 HR Technology Conference & Exposition, held October 10–13 in Las Vegas. Listen as HR Trends host Clare Morin and others interview some of the biggest influencers in the HR tech world. You'll hear their expert opinions on how technology will change the HR profession and improve the employee experience through 2024 and beyond.
Ryan revisits past interviews with CEOs and founders Matthew Tillman of Open Envoy, Doug Dennerlein of BetterWorks and Juwau Santos who is running a 30-day experiment making ChatGPT the CEO of his new company Aesthetic Apparel. They discuss leveraging AI to grow companies, best practices for leading teams, the future of HR tech, and more. With over 20 years in machine learning and experience scaling multiple companies, these guests provide valuable insights for entrepreneurs looking to build successful businesses. Join 2,500+ readers getting weekly practical guidance to scale themselves and their companies using Artificial Intelligence and Revenue Cheat Codes. Explore becoming Superhuman here: https://superhumanrevenue.beehiiv.com/ KEY TAKEAWAYS Commoditization of AI through open-source tools allows start-ups to leverage advanced technology like computer vision more easily. Building a strong team that challenges the status quo daily is crucial for any high-growth company. As a founder, you must recognise what things are worth delving into deeply and what ideas and thoughts need to be put ‘on the back burner'. Investigating and getting involved in anything to do with your business can be too easy as you have so much passion for it. Focus on your business and what you can do more of today to grow it. Customer feedback is always an opportunity, the information you get is invaluable. AI will transform HR by eliminating bias and repetitive tasks so managers can focus on developing employees. The rapid advancement of AI demands more ethical guidelines and oversight to match the pace of technological innovation. Turning AI experiments into real businesses requires thoughtful strategy while preserving what makes the story compelling. BEST MOMENTS "Math is totally commoditized and free. I'm an investor in Stability AI. If this human is being treated like a robot, let's find them some value add work to do." - Matthew Tillman “You optimize towards customers that will love you and refer you” - Matthew Tillman “The reality is machines do this black and white input better than you can handle it” - Matthew Tillman "I want smart, hardworking people that have an opinion, that come to the company and challenge it every day and have fun doing it." - Doug Dennerlein “The hardest people worked for me was when I was able to connect the corporate goals to individual goals, both personally and professionally” - Doug Dennerlein “I have a very low ego environment in my company and I don't believe in lines”- Doug Dennerlein “I want to create content that I will respect, I don't want to use templates to sound like everyone else” – Joao Ferrao “We are disrupting basically almost everything and the reality is it's a big double-edged sword”- Joao Ferrao “Technology is accelerating ahead of our emotions” - Joao Ferrao Ryan Staley Founder and CEO Whale Boss ryan@whalesellingsystem.com www.ryanstaley.io Saas, Saas growth, Scale, Business Growth, B2b Saas, Saas Sales, Enterprise Saas, Business growth strategy, founder, ceo: https://www.whalesellingsystem.com/closingsecretsThis show was brought to you by Progressive Media
The CEO of Betterworks says that the trend is a sign leaders need to rethink their relationships with employees.
In this episode, Ryan is joined by an individual with possibly the deepest and richest background of anyone he has ever interviewed! Doug Dennerline originally started out in Silicon Valley back in 1982 at HP, he then worked his way to becoming the CEO of Cisco and took it from 400 sales reps to 6000 with a 9.8 billion dollar budget. After this, Dough was the CEO of Webex before founding and selling his first start-up and now is onto his newest start-up called Betterworks which is reinventing the way people are managed. Doug and Ryan focus on leadership and people management in this episode including the importance of finding the right HR partner, how to build a great team and incentivise them to generate revenue and how AI will change the HR world forever. KEY TAKEAWAYS BetterWorks is trying to reinvent the processes in how large companies manage people. 70% of large companies still do annual reviews even though most people hate it and it doesn't improve performance. What's more important is creating conversations between managers and employees and becoming aligned with goals and targets. Doug joined Cisco in 1998, during the dotcom boom which he says is still one of the greatest experiences of his life, being there when so much was happening. Doug's tech guy went on to be the CEO and founder of Zoom! Many more businesses are recognising that their people are their most important asset, Doug gets great satisfaction from seeing CEOs and HR professionals who love the Betterworks product, he gets to see its impact on the workplace. Companies that value their people, whose employees feel they have purpose and direction in the company create more revenue. CEOs should spend time with their people who have to go through their review processes, this will make them realise things need to change. AI will change the world of HR, from helping with how to have difficult conversations to writing reviews. BEST MOMENTS “The annual performance review, research has proven people hate giving it, people hate getting it and it doesn't improve performance” “The hardest people worked for me was when I was able to connect the corporate goals to individual goals, both personally and professionally” “Cisco just had massive growth when I was there” “We bought Webex in 8 days, closed that deal in 8 days!” “I went from being a sales leader to an operator, a CEO, and I've been running SaaS companies ever since” “I really enjoyed the start-up aspect, the impact you can have on a smaller company” “The company with the best team has the highest chance of winning” “I have a very low ego environment in my company and I don't believe in lines” Do You Want The Closing Secrets That Helped Close Over $125 Million in New Business for Free?" Grab them HERE: https://www.whalesellingsystem.com/closingsecrets Ryan Staley Founder and CEO Whale Boss 312-848-7443 ryan@whalesellingsystem.com www.ryanstaley.io EPISODE RESOURCES https://www.betterworks.com/magazine/companies-can-win-with-culture-and-okrs-a-discussion-with-doug-dennerline-john-doerr-john-chambers/ ABOUT THE SHOW How do you grow like a VC-backed company without taking on investors? Do you want to create a lifestyle business, a performance business or an empire? How do you scale to an exit without losing your freedom?Join the host Ryan Staley every Monday and Wednesday for conversations with the brightest and best Founders, CEO and Entrepreneurs to crack the code on repeatable revenue growth, leadership, lifestyle freedom and mindset.This show has featured Startup and Billion Dollar Founders, Best Selling Authors, and the World's Top Sales and Marketing Experts like Terry Jones (Founder of Travelocity and Chairman of Kayak), Andrew Gazdecki (Founder of Micro Acquire), Harpal Sambhi (Founder of Magical with a previous exit to Linkedin) and many more. This is where Scaling and Sales are made simple in 25 minutes or less.Saas, Saas growth, Scale, Business Growth, B2b Saas, Saas Sales, Enterprise Saas, Business growth strategy, founder, ceo: https://www.whalesellingsystem.com/closingsecretsThis show was brought to you by Progressive Media
Ready to revolutionize your performance management process? Jamie Aitken and Doug Dennerline from Betterworks promise to enlighten you on the transformative shift towards performance enablement. This episode unpacks the need for forward-thinking conversations, continuous goal setting and the ability to adjust objectives mid-quarter. Find out how the role of managers is evolving to create an environment where employees feel supported and are motivated to achieve their goals. The conversation doesn't stop there. Jamie and Doug provide candid insights into the changing landscape of HR, focusing on the heightened expectations employees now have from their employers. They discuss AI's role in providing key insights to managers and delve into the power of feedback, or what they intriguingly term 'feed forward', for individual success. They also scrutinize traditional HR processes and recruitment strategies, offering fresh perspectives on how to save time and improve overall performance. Tune in to this engaging discussion and extend your understanding of performance management beyond the ordinary.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events
Both my guests for this episode have appeared on the #HRTechChat video podcast previously - and it only made sense to host the two of them this time, at the same time. Why? Betterworks CEO Doug Dennerline and Vice President of HR Transformation Jamie Aitken have co-authored and published a book titled "Make Work Better," and our discussion revolved around it. Let's get something out of the way first. Employers have six ways to Sunday to make work better: make scheduling better for work-life balance, make onboarding better for immediate employee engagement (and faster time-to-productivity), make payroll better so employees get paid incorrectly less often, make on-the-job learning better so staff can build their careers... Have I missed anything? Probably, and we've been talking about how to make work better for years. Over 10 years ago, when I worked with executives at one of the well-known vendors of technology for workforce management, we argued (correctly) in our thought leadership that you could make work better for retail associates by modernizing WFM systems. The list goes on. You could start anywhere to make work better. One of the best places to start to make work better, however, is by upending tired old approaches to measuring and assessing employees' performance. More specifically, the central tenet of Doug and Jamie's book is that you can make work much, much better by dispensing with performance management that revolves around the tedious annual performance review. We've all heard the tongue-in-cheek term, The beatings will continue until morale improves. Well, what are we doing? We can do better than rely on an approach developed by the U.S. military early in the last century and specifically for military scenarios. As for the private sector, "massive research shows that it doesn't change performance," Doug said. "It's a ridiculous thing. Yet people still do it. So, this book was aimed at helping people understand the value of making the change, and giving them a bit of a roadmap on what happens when you do that" and insight into "the profound impact it has on companies that are brave enough to make the change." What kind of organization doesn't want performance to improve? What's great about leaving the traditional annual review behind is that employees' performance finally does improve -- the goal all along. New approaches aided by the state of the art in cloud software for this (like Betterworks) promote regular dialogue between managers and their direct reports, result in greater workforce engagement overall, and elevate the caliber of leadership throughout the organization. Over time, in fact, turning away from the old ways of performance management can be an important precursor to organizational transformation -- and HR transformation, certainly. Traditionally (and tellingly), HR departments have always measured success vis-à-vis performance management in simple terms of completions -- "as opposed to impact, what is it that you're trying to achieve?" Jamie said. "Well, it's not just 'check the box.' We need to have a completely different way of showing up for our employees. We need to be thinking about different ways to get them engaged, and focused." HR departments end up escaping this cost-center-reinforcing mentality and, armed with rich data on workforce performance and engagement, elevate their own standing with organizational leadership. Getting out of the past and into the future of work with their performance management, in other words, is good all around for everyone involved. For an example of how this plays out, watch this episode of #HRTechChat from last summer, when we interviewed Betterworks user Jeff Andes, vice president of talent management at University of Phoenix. And I almost forgot: another member of leadership at Betterworks appeared on the podcast last year. In the meantime, and as always, Doug and Jamie were great guests.
My guests on this episode of Punk Rock HR are both from Betterworks: Andrea Couto, head of solutions engineering and sales readiness, and Harini Sridharan, head of product marketing. We discuss the evolution of performance management into performance enablement, how small businesses can experiment with performance enablement and the role of people analytics in performance. To read the full show notes for this episode, visit: https://laurieruettimann.com/make-performance-management-sticky
My guests for this episode of Punk Rock HR are Dustin Clinard, vice president of strategic partnerships at Betterworks, and Mike May, vice president of the UKG tech partner program at UKG. In this conversation, we're talking about the unique partnership between these HR tech companies, the trends affecting HR tech buyers and the future of performance management. To read the full show notes for this episode, visit: https://laurieruettimann.com/cooperation-in-competition
In this episode, I'm joined by John Schneider and Michelle Gouldsberry of Betterworks. John is chief marketing officer, and Michelle is a senior content marketing manager. In this conversation, we're talking about Betterworks' research into the state of performance enablement. John and Michelle share the motivation for this research, the findings they're most excited about and how HR leaders can make work better with performance management. To read the full show notes for this episode, visit: https://laurieruettimann.com/creating-a-better-culture-of-performance-enablement
My guests today are Betterworks CEO Doug Dennerline and Vice President of HR Transformation Jamie Aitken. They're back on the show to talk about their upcoming book, “Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees.” We discuss why they wrote the book, why traditional performance management needs to evolve into performance enablement, and the role of managers in this transformation. To read the full show notes for this episode, visit: https://laurieruettimann.com/evolving-performance-management-for-a-better-workforce
In this episode, we're joined by Jenna Miller, Chief of Staff at Betterworks, which creates HR software that puts employee experience at the heart of how companies align, motivate, retain and develop their people. Jenna has held a number of strategic positions at organizations such as Business Wire, Fluxx, and Optimizely. She has always been passionate about helping others, and recently assisted in developing the Betterworks DEIB Initiative. Jenna joins us today to share how assistants can impact the world in seemingly small day-to-day things; including having the courage to take micro-risks and swim outside your lane, being an ambassador of company culture, and having your own voice instead of just being the voice in someone else's ear. Connect with Jenna on LinkedIn. Resources mentioned in the episode: Makeworkbetter.com
What motivates people to do good work? That's the question on Jamie Aitken and Doug Dennerline's mind as they tackle some of the American workforce's most challenging problems. The answer, they discovered, is quickly changing due in large part to the pandemic. Luckily for us, they compiled their research in their new book “Make Work Better,” chronicling among other things: how great bosses lead, give feedback, and empower employees. At Betterworks, a performance management solutions company, Jamie and Doug are aiming to eliminate the traditional performance management review process by helping people set goals, get better progress updates and stop relying on “memory bias” for regular performance reviews. Because who doesn't hate the annual performance review? And for more on this topic, listen to this week's episode to hear it straight from Jamie and Doug. P.S. you can order the book here (for you, or your boss): https://makeworkbetter.com/
Over the last few years, the way we work has changed dramatically. We have transitioned from working in an office to working from home at scale to hybrid working. While this transition was challenging at first, we now expect to work from any device, on any network, in any location at any time. So the big question now is, how can we make work better? How can we improve the future of work? In this episode of Tech Talk Daily Podcast, I am joined by Doug Dennerline, CEO and Chairman, and Jamie Aitken, VP of HR Transformation at Betterworks. as our special guests. Betterworks is a company that aims to help HR and business leaders make work better by providing innovative HR tech solutions. Doug and Jamie shed light on some of the most pressing HR tech trends shaping the future of work. They discuss employee-first work culture, new HR tech trends, pay transparency, quiet quitting and firing, and the role of tech in improving DEI. They also provide valuable insights and advice to business leaders on staying ahead of the curve and leveraging the latest HR tech trends to make work better. One of the key themes that emerges in our conversation is the importance of putting employees first. Doug and Jamie explain that an employee-first work culture is critical for building a motivated and engaged workforce. In today's hybrid working world, creating a culture that fosters collaboration, communication, and connection is more important than ever. HR tech solutions can play a vital role in facilitating this process. Another topic we explore in depth is the role of tech in improving DEI. As Doug and Jamie explain, HR tech solutions can help businesses identify and address bias in the hiring process, track diversity metrics, and provide training to help employees understand and embrace diversity. Toward the end of the podcast, we discuss the newly released book "Make Work Better" and who it is aimed at. The book is a collaboration between Doug and Jamie, providing insights into the trends shaping the future of work. They give us a sneak peek into what readers can expect from the book and share their favorite book or song that has inspired them. Overall, this episode is a must-listen for anyone interested in making work better and staying up-to-date with the latest HR tech trends. So tune in, sit back, and enjoy the ride as we explore how tech is shaping the future of work!
This week in HRTech: Betterworks makes meeting more productive; Limeade integrates with Microsoft to make employee productivity accessible.
This week in HRTech: Betterworks makes meeting more productive; Limeade integrates with Microsoft to make employee productivity accessible.
This week in HRTech: Betterworks makes meeting more productive; Limeade integrates with Microsoft to make employee productivity accessible.
#HRTechChat: Jamie Aitken, Vice President of HR Transformation at Betterworks by 3Sixty Insights
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with John Schneider and Harini Sridharan about modernizing performance management. John Schneider (https://www.linkedin.com/in/schneider/) brings to Betterworks vast experience and a proven track record of leading large-scale business transformations for growth and position in the marketplace. Prior to joining Betterworks, Schneider was Vice President of Platform and Solutions Marketing at Intapp. In this role, he was responsible for evolving product positioning to a platform-based solution that drove increased value for customers, expanded the business into new markets, and led to successful acquisitions of adjacent technologies to fulfill Intapp's position as the market leader. His work at Intapp directly contributed to accelerated revenue growth, which ultimately resulted in a $1 billion+ IPO. Harini Sridharan (https://www.linkedin.com/in/harinisridharan/) is a strategic marketer who is passionate about how companies bring new offerings to market and get them into the hands of customers. As the head of product marketing at Betterworks, Harini is responsible for their go-to-market strategy, product launches, analyst relations, partnership marketing, and sales enablement. She has a decade of experience as a product marketer with notable companies such as Jive and Intapp, where she has supported key company initiatives such as crafting the company's IPO narrative, leading the go-to-market integration of a strategic acquisition, and designing the messaging for a unified platform story across a wide range of products. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Check out Shopify at www.shopify.com/hci. Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Each HCI Podcast episode (Program ID: 24-DP529) has been approved for 5.00 HR (General) SHRM Professional Development Credits (PDCs) for SHRM-CP and SHRM-SCPHR recertification through SHRM, as part of the knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™). Each HCI Podcast episode is also recognized by the Association for Talent Development to offer Recertification Credits and has been approved for 0.50 recertification hours toward APTD® and CPTD® recertification activities. Learn more about your ad choices. Visit megaphone.fm/adchoices
#HRTechChat: Organizational Psychologist Caitlin Collins, Program Strategy Director at Betterworks by 3Sixty Insights
“Nobody wakes up in the middle of the night going, ‘Oh, great, tomorrow is my performance review,” said Jamie Aitken in a moment of light-hearted sarcasm during this episode of #HRTechChat. My latest guest on our video podcast, Jamie is vice president of HR Transformation at Betterworks. In 2017, Adobe published a report titled "Performance Reviews Get a Failing Grade." The results to the associated survey painted a bleak picture. Startlingly, 22 percent of respondents admitted to having cried after their performance review. From the same survey, 58 percent of respondents said performance reviews are stressful, and 37 percent began searching for employment elsewhere following a performance review. One-fifth of respondents were so impacted by their performance review that they acted on a decision to quit immediately afterward. “Why are we doing this?" Jamie asked. "It's stressful not just for employees, but for people managers. Traditional performance management doesn't even move the needle when it comes to performance or productivity.” It really doesn't. And it really doesn't matter that the results to Adobe's survey are from nearly six years ago. In the time that's passed traditional performance management has surely become even more anachronistic. The old way of doing performance management is, in fact, antithetical to the implicit goal of any company attempting to track and measure their employees' performance: to improve it. Providing evidence of a viable alternative is Betterworks' own report: "2022 Global HR Research Report: The State of Performance Enablement." Surveying 2,500 employees and managers at a wide range of employers, the vendor found that respondents who were indeed users of Betterworks saw a 25 percent improvement in employee engagement and 44 percent increase in employees' willingness to exert discretionary effort on the job. Betterworks' term for this alternative is modern performance enablement. Jamie and I spoke at length on the idea: to dispense with standalone annual employee performance reviews in favor of promoting continuous year-round conversations between managers and their team members. This building of rapport may culminate in a much more meaningful and empathetic annual retrospective on employees' performance informed by the substance of these conversations. As you can imagine, modern performance enablement is also a huge factor in HR transformation. First, the efficiencies found in modern performance enablement free HR from the often overwhelming administrative tedium of babysitting annual reviews. This helps significantly in delivering HR from its cost-center shackles. Second, modern performance enablement is highly engaging and, therefore, highly inviting. It's a boon to companywide participation rates, which, in turn, produce rich longitudinal data on the performance of the organization's people. With the newfound time and mental space to devote to understanding and interpreting this data, an HR department can become a strategic partner to leadership by being the source of deep insight into the company's people. Jamie put it best, and I encourage you to watch this episode: “As HR professionals, we now have ways to articulate why what we do matters for the business, and I would say HR should be really excited. Don't wait for the seat at the table to be given to you. Just take it.”
"At the end of the day, we are all humans working with humans," says Jeff Andes, vice president of talent management at University of Phoenix and my guest for this episode of the #HRTechChat video podcast. Jeff's is a story not only of doing the hard work to do away with traditional performance management in favor of a more progressive, far more effective approach. It's also a tale of how a large educational institution was able to return its organizational culture to one better reflecting the company's origins in innovation and the entrepreneurial spirt. My conversation with Jeff gets into the gist of all of this, as well as University of Phoenix's decision to replace SAP SuccessFactors with Betterworks to support what Jeff's team now calls Everyday Performance Development. It's a fascinating deep-dive into what it takes to transform a culture for the better at a large organization. Jeff has a savvy philosophy when it comes to his thoughts on what performance management should and shouldn't be, and I encourage readers to watch this episode.
Bringing performance management into technology's modern world, and the role tech plays in today's solutions.
Bringing performance management into technology's modern world, and the role tech plays in today's solutions.
Bringing performance management into technology's modern world, and the role tech plays in today's solutions.
In this special OKR corral episode, Tim Meinhardt interviews Dustin Clinard, Vice President of Strategic Partnerships for Betterworks and Spike Hayden, Partnerships Manager at Betterworks. Betterworks is an Enterprise Performance Management & OKR Software Platform that is endorsed by John Doerr, author of Measure What Matters and board member of Betterworks.In this episode, Dustin, Spike and Tim cover numerous topics ranging from large enterprise misconceptions to recommendations for a large-scale implementation to the criteria needed for a successful OKR program rollout. They also discuss some of the challenges that HR organizations encounter in implementing successful OKR programs and the employee experience paradigm that OKRs bring to an enterprise. Dustin and Spike provide wonderful insight and examples that really make this podcast unique, powerful and informative.For more information on Betterworks, visit https://www.betterworks.comIf you interested in working with the Atruity team or downloading our free e-book The Seven C's To OKR Success - click this link: https://linktr.ee/atruity
Today we're delighted to be joined by Andrea Lagan, Chief Operating Officer at Betterworks, an enterprise Performance Management & OKR Software. Today we're going to talk about a timely topic: Culture! How important is company culture and what are the benefits of getting it right. Enjoy the episode!
"The annual performance review process is pretty broken," says Doug Dennerline, CEO of Betterworks and our latest guest on the 3Sixty Insights #HRTechChat video podcast. "It was created seventy years ago for hierarchical organizations," which means it's mismatched to manager-employee dynamics at most organizations today, according to Doug. His credentials and past experience leading well-known vendors in our space are formidable and lent gravitas to our discussion. And I happen to agree with him wholeheartedly. Years ago, in a previous professional life, I wrote about "a coming mass extinction in human capital management." A result of advances in technology spurring an evolution in attitudes around how best to get the most out of employees, chief among the coming casualties would be the conventional, traditional annual performance review, in my opinion. It was nothing particularly revelatory on my part. For a long time, plenty others had been saying similar things. The idea to say it was a "coming mass extinction" gave the idea some bite and sounded cool, I rationalized. Fast forward to today. The bite of the past two years accelerated the aforementioned evolution in those attitudes to the point where, here we are, fixated on how to create the conditions for an optimal employee experience at all times. Clunky, yearly performance reviews don't fit into this equation. We may still need them for compliance, sure. Factor machine learning and social media-grade functionality into continuous performance enablement, however, and a clear, auditable trail of information further supporting any action with an employee is possible and defensible from a regulatory standpoint. Enablement is the new word, by the way. Doug doesn't like the word "management" in performance management, and neither do I -- not one bit. It's just as bad as the "management" in human capital management or talent management. The idea that we're enabling performance is a better, more accurate reflection of the purpose of evaluating employees, and we end up doing much more than merely evaluating them. This is a good thing. Think of all the advantages modern technology for the employee experience affords us when compared to the old approaches. All you have to do is read Betterworks' tagline: "Betterworks closes the loop between people, strategy and results, enabling organizations to align even the most sprawling teams." There's no practical way to form a virtuous loop of people, strategy and results with only a conventional performance management system. Add work from home to the mix, and a renaissance, an expansion in our thinking in our approach to figuring out how employees are performing, is in order. The frustrating and stilted thing about the way old-style performance management has developed, is that it occurs in a vacuum. It doesn't really drive strategy. It purports to help drive results, but barely does so. Mostly, staff loathe the tedious annual review process and anything to do with performance management. So do their managers. Underperforming or struggling employees fear the process. There's little room for positive engagement wherein they might feel good about the opportunity to get better at their jobs. It's all top-down evaluation, all the time, and, often, the process isn't even very efficient or effective in producing accurate, usable evaluations.
Over the last few weeks we’ve seen a flurry of “flow of work” applications enter the world of HR Tech. In this podcast I explain Workday Everywhere, the growth of GrowBot (now called Disco), why BetterWorks won one of their biggest deals, and why Microsoft Viva, Teams, Slack, and other Flow of Work platforms are totally transforming the HR Tech market. (We can call it “NudgeTech.”) Additional Resources Workday Goes Everywhere: Into The Flow Of Work And More Microsoft Acquires Ally: Expands Into Goals In The Flow Of Work Learning In The Flow Of Work: A New Paradigm CultureAmp Acquires Disco, And A Funny Story
Renegade Thinkers Unite: #2 Podcast for CMOs & B2B Marketers
No budget, no problem! Said no one ever. Except, maybe, the savvy CMO who's got the magic touch when it comes to making something out of nothing. As Gartner's CMO Spend survey showed marketing budgets being slashed across all industries in 2021, marketers are being asked to do more with less—and while that's absolutely a challenge, CMOs are stepping up to prove how important marketing is. Today's show features three CMO guests at start-ups, two of which had virtually no marketing staff when they came onboard. Tune in to hear a bevy of practical insights into how to stretch a small budget in big ways from Chi-Chi Liang of Alloy, JD Dillon of Tigo Energy, and Luanne Tierney, who had just left her role at Betterworks. For full show notes and transcripts, visit https://renegade.com/podcasts/
The Chief of Staff topic isn't going anywhere! In this episode we interview Jenna Miller, Chief of Staff at Betterworks to share her perspective on the CoS role. With all of the hype around this somewhat squishy and nuanced position, we're making an effort to bring you the insight and perspective you're looking for. Jenna talks about her recent promotion to Chief of Staff and the ways in which the Chief of Staff role differs from her experience as an Executive Assistant. She also unpacks her expectations vs the reality of the position now that she's in the thick of it. One of her clear distinctions is that in the EA role, you experience “quick wins” as you focus primarily on executing tasks on behalf of your executive. While in the Chief of Staff role, your wins and rewards take a bit longer to come to fruition since your initiatives are focused on not only the executive, but the entire org.
Betterworks' Chief Product Officer, Arnaud Grunwald, joins Coruzant Technologies for the Digital Executive podcast. He shares how he was laser-focused in wanting to be an expert at what he did. Consistency, persistent, and curiosity was key to his success.
In this episode of the People Data for Good Podcast, Arnaud Grunwald of Betterworks and Ian Cook of Visier join us to discuss all things related to their organization and the future of work as the landscape continues to evolve in a post-pandemic world. Learn more about our digital events and the people data for good movement: www.pafow.net/
In this week's HR tech roundup: Phenom launches a manager's toolkit, Betterworks lands $61 million, and more.
In this episode of Partnering Leadership, Mahan Tavakoli speaks with Doug Dennerline, the president and CEO of BetterWorks, a performance enablement solution company that aligns workforces to the organization's top priorities with their market-leading OKR (Objectives and Key Results) software. Doug Dennerline shares his thoughts on leading with empathy, the transformational power of OKRs and the future of work.Some Highlights:Doug Dennerline on the HP Way, John Chambers and growth at Cisco.How leading with empathy shaped Doug’s leadership values.Doug Dennerline talks about the transformative power of OKRs not just as a process but also as a leadership methodology.Doug Dennerline’s perspective on the future of work.Webinar on OKRs for Georgetown University Also mentioned in this episode:John Chambers - Chairman Emeritus, Cisco / CEO, JC2 VenturesJohn Doerr - Chairman at Kleiner Perkins and author of Measure What MattersEric Yuan - CEO of ZoomConnect with Doug Dennerline:Doug Dennerline on BetterWorksDoug Dennerline on LinkedInBetterWorks WebsiteConnect with Mahan Tavakoli:MahanTavakoli.comMore information and resources available at the Partnering Leadership Podcast website: PartneringLeadership.com
Luanne Tierney is a marketing technology executive who has held senior marketing positions at Cisco, Juniper Networks and Proofpoint. Now, as CMO of Betterworks, she's had to build her team remotely, re-strategize her department's priorities during COVID-19 and navigate the rapidly changing landscape. In this Catalyst interview, Luanne shares advice on building a cohesive team of marketers, tactics to strengthen relationships and communicate marketing's impact throughout an organization, and the trends she thinks are here to stay, especially Business-to-Human marketing.
Global Product Management Talk is pleased to bring you the next episode of... The Everyday Innovator with host Chad McAllister, PhD. The podcast is all about helping people involved in innovation and managing products become more successful, grow their careers, and STANDOUT from their peers. About the Episode: It is a new year and this podcast is getting a new name. In a few weeks, the name will change to Product Masters Now. You don’t need to do anything to keep listening, but I want you to know the name change is coming—The Everyday Innovator will be renamed to Product Masters Now. Chief Product Officers (CPOs) have many responsibilities, such as mentoring product managers, defining product strategy, leveraging cross-functional resources, developing products to meet an expected schedule, and more. They use tools to help them with these responsibilities. Joining us for this episode is a CPO who shares some of the tools he uses, including roadmaps, metrics, and OKRs. He knows a lot about tools as he is the CPO for Betterworks, a provider of enterprise OKR and performance management software. His name is Anup Yanamandra.
Welcome to the What's Next! podcast with Tiffani Bova. This week I am excited to welcome Doug Dennerline to the show. Doug began his technology career as an HP sales representative in the San Francisco Bay Area. He moved from there to 3Com where he held numerous leadership positions across 10 years. After transitioning to Cisco, Doug became the General Manager of Cisco WebEx and SVP/GM of the collaboration software group post the acquisition of WebEx. He spent 11 years at Cisco Systems and was responsible for running the 6000+ person enterprise sales organization, and growing their revenue to $9.5B. Since then, Doug served as the CEO of Alfresco for over 5 years, and is now the CEO of Betterworks where they seek to create organizational unity that also delivers results. I am absolutely thrilled to be speaking with Doug Dennerline on the What’s Next! Podcast! THIS EPISODE IS PERFECT FOR… leaders struggling to lead their teams during this unprecedented time and team members feeling burned out and looking for ways to improve morale, productivity, and work-from-home practices. TODAY’S MAIN MESSAGE… Doug shares his own experience tackling COVID-19 and the transition to work-from-home as a leader at a Silicon Valley tech company. He breaks down some of the lessons he and his team have learned, some video conferencing best practices, addressing work-life balance when everything is “from home,” and how he believes this transition has affected the future of work forever. Doug is a proponent of leading with empathy, putting employee safety first, and productivity increases as a result of enthusiastic efficient uses of remote conferencing and project management tools. Doug also affirms that finding the best team won’t be limited by geography anymore, moving forward it’ll be about doing the best with, and for, the best teams possible as we find ways to work efficiently with remote tools in a healthy and sustainable way. That’s Doug’s goal at Betterworks, where he and his team seek to create organizational unity that also delivers results. WHAT I LOVE MOST… The real-time, frontline insights into how leaders are responding during this time to keep their people safe, keep their well-being front and center, and how leaders like Doug are adjusting their goals and metrics to reflect the world we are living in. Running time: 29:42 Subscribe on iTunes Find Tiffani on social: Facebook Twitter LinkedIn Find Doug on social: Twitter LinkedIn Betterworks
Aujourd'hui, nous faisons la connaissance de Jean-Baptiste Pringuey, Vice President of Engineering chez Teads dans la Adtech. A peine diplômé à l'ISEN (Ecole d'ingénieurs des Hautes Technologies et du Numérique) en 2006, il trouve son premier emploi dans l'informatique outre-Atlantique à San Francisco, après un stage réussi chez Model N. Il y gravit les échelons pas à pas : ingénieur logiciel, ingénieur logiciel senior, Principal Engineer & Manager, et enfin directeur associé. 7 ans et demi après, il co-fonde Hyphen (racheté ensuite par Betterworks). Nous sommes en avril 2014 quand il est recruté chez Salesforce toujours à San Francisco, en tant que Lead member of technical staff puis passe Senior Engineering Manager. Il y reste 3 ans. Son parcours le ramène ensuite à Montpellier, où il rentre chez Teads en tant que Director of Engineering d'abord pendant 3 ans, puis VP of Engineering depuis quelques mois. Parallèlement il rejoint aussi Plato en tant que Coach et mentor pour lead devs. Jean-Baptiste parle de l'organisation des équipes chez Teads, de son rôle de VP of Engineering, de sa première expérience à San Francisco chez Model N et comment il y a gravit les échelons pendant 7 ans, la co-création d'Hyphen, son alternance technique/management durant sa carrière, sa vie d'expatrié, les similitudes entre Montpellier et San Francisco en termes de qualité de vie et d'écosystème tech, les raisons de son départ de San Francisco, son bénévolat chez Plato dans le mentoring, sa définition d'un(e) bon(ne) développeur(euse), le recrutement dans la tech, ses projets futurs... Découvrez son parcours inspirant, riche en enseignements ! ✨ Découvrez notre formation fullstack JS RebootJS by Flint Academy: https://flint.sh/fr/academy/.
Caitlin Collins is an Organizational Psychologist who serves as a strategic advisor and a betterworks product and platform expert for the largest, most complex enterprise customers. She has spent her career consulting for mid to global Fortune and FTSE 500 companies across various vertical markets developing people-centric strategies for recruitment, development, agile transition and change to help organizations become more nimble, more capable and more productive. With the belief that everyone deserves the opportunity to be great at their jobs despite experience, Caitlin has successfully taken a different approach to talent management by unlocking and understanding potential. Her personal mission is to help foster sanguine and fulfilling work environments that will create a contagiously positive impact on lives outside of work. Caitlin holds a Bachelors of Science degree and Masters of Science degree, both in Organizational Psychology with a certification in Training and Development. www.betterworks.com
During this episode, Dustin and I talk about how practitioners make the business case or the use case for purchasing Betterworks. Dustin is an expert in all things related to strategic partnerships, especially related to goal setting, employee development, and alignment beyond the boardroom. His expertise and passion come through during the podcast.
Paul Reeves is a founding member and a governing council member of the customer success leadership network (CSLN). He has also built and led numerous customer success functions at software companies like ShotSpotter, TokBox, Zendrive, and Badgeville. And oh-by-the-way, co-founded Betterworks. I guess you could say he knows customer success. Inspired by the book, The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work, Paul and I talked about how we might apply principles in this book with customers. You might ask, “How can we get our customer success managers to apply the progress principle with customers?” After all, customers buy our software to do some job or solve some problem or achieve some outcomes. Sometimes solving that problem is far off in the future. It’s hard to visualize. It’s daunting. If we could help our customers break that long term goal into small wins that lead to that long term outcome, we could keep them motivated and proactively help them march towards that long term end state. One very practical thing Paul talked about was a custom object he built in Salesforce to log and report on theses “small wins.” Each time a customer success manager helped a customer achieve a small win, she would log it in Salesforce on that custom object. Over time, he could track those wins and link them with customer success and other outcomes you might want to measure (renewals, expansions, etc). The point was to figure out and help customers articulate what they would consider a win (or multiple wins), help them achieve each win over time, and then log those wins when they happen. If you do this, not only do you help customers march towards their ultimate goal, but you really get to know your customers well, because this level of help requires building a relationship. This is what Helping Sells Radio is all about: Applying the progress principle to customer success. I love it. Learn more about Paul:Paul on LinkedinThe book we talked about: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at WorkTeresa Amabile’s TED Talk on the progress principle Get on the email list at helpingsells.substack.com
Join host Adam Michalski as he interviews Dustin Clinard, VP of Strategic Partnerships at Betterworks. Dustin shares his learnings on building out partner programs from scratch - what to do, and what not to do. Topics Covered:What processes Dustin took from his engineering background to help in partnershipsWhy it's critical to get aligned internally before setting out to build your partner programHow to set up your partner program for scale after first iterating and testingWhy you should focus on the quick wins in the beginning and have a roadmap as you scaleTactical advice on how to avoid time sucks that could derail your partner programPartner with BettworksBetterworksPartner with BetterworksReach out to DustinSponsors:Partnership LeadersPartnered.ioSubscribe at www.partneredpodcast.com.Interested in joining the podcast? Reach out to hello@partnered.io.
In this episode, Lawrence is joined by Reid Koster at Betterworks; talking about how to get set up and launch OKRs with purpose and gusto - getting it right from the start! Ready to be stretched by new ideas? Want to jump to the next level when it comes to OKRs? If the answer is 'yes' then the OKR Coach Academy has been designed to help you. The There Be Giants OKR Coach Academy provides OKR Coach Training to enable the successful application of the OKR methodology within your organisation. As a big thank you to you our podcast listeners we are now offering you 20% off the 100% e-learning Activator Course. To redeem this offer simply enter code 'gianttalk' when you register here.
Back in the early 1990s, Steven Springsteel nabbed an interview for a CFO role with a high-flying tech start-up. At the time, he was controller for Apple’s worldwide manufacturing operations, but the buzz surrounding the brash start-up intrigued him, and the young but accomplished executive shortly found himself waiting to be interviewed by the firm’s CEO. According to Springsteel, his interview aspirations quickly became somewhat tempered as he sat listening to a stream of expletives originating from the CEO’s office. Within minutes, the CEO’s door swung open and several long-faced engineers beat a hasty retreat, to be followed by a smiling and gracious Steve Jobs extending a hand to Springsteel. “I’ve heard a lot of great things about you! Can I get you something to drink? Are you hungry?” Springsteel remembers the legendary tech innovator saying before explaining the role that he had in mind for the CFO of NeXT, Inc. Recalling the interview, Springsteel says that he felt that he had just met with “the nicest, most charismatic guy that you would ever meet in your life.” Of course, Springsteel had reason to doubt first impressions, having for a number of years worked at Apple, where stories circulating about Jobs’s darker side were plentiful. What’s more, a book titled Steve Jobs & The NeXT Big Thing (Scribner, 1993) had only recently been published, and Springsteel had made a point of reading it prior to his interview. According to Springsteel, the text relates the experience of an Apple employee who was hired by a very gracious Jobs only to experience his darker side a short time after joining the company. Springsteel says that Jobs’s evil twin was only one of several issues that led him to look for CFO roles elsewhere. In the end, he says, “I just didn’t believe in the business model.” –Jack Sweeney Springsteel: First, let me start off by saying that with every management role that I take there are four key operating principles that I run by, and I explain those to the team right upfront. The first operating principle is, never say no without giving options. It's very easy, particularly in G&A roles, when someone comes to you with a proposal to say, "Well, you can't do that. "Sorry, Jack. I know you want to spend that money or structure the deal that way. We just can't do that." But you're not adding value when you do that. But, if you can now have that conversation with Jack, understand what's the business result he's trying to achieve, work with him on developing options, now you're adding value. So the first principle that I sell is, never say no without giving options. The second principle that I sell is, think in terms of the business. When someone comes and says, "Well, what happened that our expenses went up last quarter?" Let's say I have an answer of "Well, we had a large accrual for compensation." Well, that doesn't tell you anything. Give the business reason behind everything. Look behind the numbers to articulate the story of what happened that answers their question. The next two are open communication. My staff, we're going 200 miles an hour, but everybody knows what the other people, the other groups within my organization, are always doing. That helps because then you can leverage. And then very often, somebody will hear something that sales is thinking about a promotion that affects maybe some other groups within my team that they didn't know about it, and so that open communication is key. Then the last thing is, no surprises. Bad news does not get better with age. Let's get it out upfront. We don't like surprises. Give me an early head's up on things, and if I have an early head's up, then I can help you. Or other people on the team can help you get past this, and all of a sudden, what was the negative we can turn into a positive. So, I start off with those four key operating principles.
In this episode of the OKRS Q&A Podcast, Tim Meinhardt interviews Dustin Clinard, Vice President of Strategic Partnerships for Betterworks. This is definitely a must listen episode! Dustin provides fantastic insight into OKRs and the OKR Adoption journey. His unique perspective is incredibly useful, not only for large enterprise organizations, but for the SMB Marketplace as well. Betterworks is the only OKR and CFR platform endorsed by John Doerr. With its unique combined OKR, Conversations, Feedback, and Recognition (CFRs), and Engagement solution, Betterworks empowers companies to execute on their business objectives with agility and resilience through alignment, commitment, and transparency. Betterworks' Formula For Better™ empowers leaders and employees to perform at the highest level and sustain competitive advantage, from anywhere. Betterworks' solution and Professional Services Team has helped a variety of global organizations including; Intuit, Kroger, Lending Tree, and Vertiv, achieve agile execution. Betterworks is used daily by employees and managers from 119 countries in 20 languages. For more information about the latest business and people management strategies and best practices, please visit http://www.betterworks.com.If you interested in working with the Atruity team or downloading our free e-book The Seven C's To OKR Success - click this link: https://linktr.ee/atruity
In this episode of the OKRs Q&A Podcast, Tim Meinhardt interviews Mike Byrd, the Vice President of US Public Sector Channel Sales for Red Hat. You are going to want a cup of coffee and some free time to listen to this whole episode! Mike goes into a variety of topics and provides enormous insight into not only his teams, but his personal journey in adopting and buying into the OKR Methodology.If you interested in working with the Atruity team or downloading our free e-book The Seven C's To OKR Success - click this link: https://linktr.ee/atruity
Don’t get stuck pushing pebbles, instead start moving the big rocks of your business. Today’s guest, Doug Dennerline CEO of Betterworks, will help you do it. The Betterworks software is all about setting your organization’s OKRs (Objectives and Key Results). Some people call them goals or promises, but Doug says no matter what you call them they help your company move forward. However, your OKRs should be big overall goals in your business, not a day-to-day to-do list. He also introduced us to the CFRs (Conversations, Feedback and Recognition) and that comes down to company culture. Learn more about Betterworks: https://www.betterworks.com Learn more about your ad choices. Visit megaphone.fm/adchoices
Diane Strohfus is a Chief Human Resources Officer at Betterworks: a leading enterprise HR solution for continuous performance management in […]
Can you organize a company around collaborative projects and break free from your org chart? Liz and Kat talk with author Chris Creel, who says yes! Chris Creel, a technologist and futurist, is the author of Adaptive: Scaling Empathy and Trust to Create Workplace Nirvana (https://www.amazon.com/Adaptive-Scaling-Empathy-Workplace-Nirvana-ebook/dp/B07WSGD18D). Adaptive is the result of years of research and re-thinking about how work gets down through collaboration and organizational design. The Adaptive project started in 2013, when Chris was tasked with improving productivity by 10-fold. He began thinking about what type of organization could adapt to the technology advances that were heading our way, and this research and experimentation eventually resulted in the book. Another book recommendation: Primed to Perform (https://www.amazon.com/dp/B00S590OQI/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1) by Lindsay McGregor on how organizations get good at what they do vs. changing and evolving with emerging markets. In order for a company to be adaptive, one of its major values has to be adaptivity and change. Chris distinguished between servant leaders vs managers, and how being adaptable means giving employees the tools but also making them empowered to act on their own to drive the company's strategy forward. When professionals aren’t empowered to make change, companies can get stuck. Managers keep trains running and maintain discipline at work, but one of the aspects of a healthy and functioning organization needs to enable their people to be limber. As a society, Americans are programmed for change; other countries, like China, are programmed for stasis. Companies need to look to see if they are designed for change or not. Change comes at us so quickly today that companies need to be designed for it from the ground up. As you design your company, the rules of the road that you establish are important in allowing people to figure out how to succeed. Make sure that these norms and standards of the culture are practical so that people can be held accountable to them and can get better a them. As an example, look at the employee handbook of the game company Valve (https://www.valvesoftware.com/en/publications), where employees become characters in the story. Historically, org charts were made to manage railroad employees for robotic precision: they’re great for precision, but they're not great for managing change. An adaptive environment is one where employees are empowered to align their career aspirations to drive company strategy forward however they see fit. They are also empowered to take risks and try new things. True adaptive environments allow people to fail if their failure was trying to better the company and to move things forward. In traditional companies, we are responsible for our careers and we get coaching from our managers. In an adaptive organization, everyone is rooting everyone on, and we get coaching from our whole team to make us better. For Chris, this includes quarterly 360 degree feedback based on cultural values. After the feedback process, each person would then work with a coach -- a coach that was not their manager -- to help them level up to be a better team player. Technology platforms like Zugata and Betterworks helps with this type of 360-degree feedback. Chris talks about HR needing to rethink their role and priorities to be more about company strategy and what skills will be needed to successfully complete that strategy. This kind of approach helps avoid stasis in the company and in the company culture. It also helps with retention. How can you as a manager get better at building adaptivity within your team and your company? One way is to help the people on your team to help each other improve their skills. Pair up people on your team to achieve goals; essentially you are crowdsourcing improvement to get the team working better together without the direct involvement of management. In this way, the team’s performance will improve faster and the managers will have more time to improve your own skills and performance. You will have more time to coach and to be coached. In the research that Chris did that formed the basis of the book, he found that women were hindered by the org charts and rigid hierarchy of a traditional corporate structure, but they succeeded so much better in adaptive environments because of their emotional intelligence. Chris also developed a methodology to teach people how to receive feedback so that this kind of true adaptive environment could work. The feedback training was part of the coaching and performance process. The coaches -- not their managers -- taught people that feedback was the other person’s reality and to receive it. The goal is then to see the other person’s reality, and to relate it back to the truth of how you perceive the situation. For example, someone may give feedback that your performance isn’t good and that you don’t get enough donethink you’re lazy, but the truth is that you are juggling too many things. Christopher Creel Linkedin profile: https://www.linkedin.com/in/chris-creel/ Email: chris.creel@adaptive.team Website: https://www.adaptive.team/ The Book: Adaptive: Scaling Empathy and Trust to Create Workplace Nirvana (https://www.amazon.com/Adaptive-Scaling-Empathy-Workplace-Nirvana-ebook/dp/B07WSGD18D)
Shep Maher of Betterworks talks to Rob about the state of sales coaching in business today. Shep explains that while sales coaching is getting a lot of attention from companies right now, the skill of sales managers is not where it needs to be. One particular area that needs attention is the level of individualization each leader gives to each sales rep. Each coaching session needs to have a consistent time and a consistent focus on the individual, and each rep needs to know that the sales leader is invested in their success. Shep is a true champion of sales coaching, and we learn a lot from him in this episode.
Sponsored by Hiretual.com Rainmakers.co, the leading technology-specific sales talent marketplace, is announcing that it is now available to employers and salespeople in the greater New York City area. Rainmakers will be introducing the platform to more than 200 sales and recruiting executives at the Modern Sales Pros Leadership event on February 20th at WeWork, Hudson Square. AllyO, the technology company renowned for its end-to-end AI recruiting solution, today announced the general availability of its Talent Pool Engagement module, designed to improve recruiting efficiency and enhance the candidate experience. Beamery, a leading talent engagement platform, today announced it has received a strategic investment from Workday Ventures and it will join the Workday Software Partner Program. In addition, Beamery also announced that the Workday Talent Acquisition team has selected Beamery products that help further its efforts to identify early-stage, passive candidates and are complementary to Workday Human Capital Management (HCM), including Beamery Talent Customer Relationship Management (CRM), Beamery Talent Marketing, and Beamery Pages. Digi-Me, a digital technology company that is revolutionizing the way employers of all sizes and across all industries are recruiting today’s top talent with 60-second compelling and engaging video job ads, has partnered with Phenom People to offer easy to implement video content recruitment tactics. Betterworks®, the leading enterprise HR software for Continuous Performance Management®, today announced the deployment of Program Insights, a suite of people analytics innovations for its award-winning solution. This expanded functionality allows forward-thinking HR leaders to rapidly access actionable insights from the mountain of rich data generated by their organization’s Continuous Performance program.
We sat down for a fun chat with Kris Duggan who is founder the Badgeville, BetterWorks and an investor in many companies. After going through several fund raising rounds and exits with his previous startups and raising almost $100 million in capital from top tier venture firms, Kris has recently embarked on a new journey… to help other founders by sharing his lessons learned and helping to guide new founders in the right direction
Have you ever had to chase around uninterested hiring managers, harangue interview panelists to fill out scorecards, or ping-pong back and forth with HR to move an offer letter up $5k? Well then you’re going to wish you worked for Talk Talent To Me‘s new best friends, Bianca McCann of Betterworks or Danny Briskin of OneMedical.
This week we talk about a company that helps match developers with jobs. We’ll also tell you about Fitbit’s acquisition of Twine Health and a human resources startup trending because of #MeToo. Theme music is "Bot Fest" by Alex Vaan. Opening signature by Leah Garchik. Learn more about your ad choices. Visit megaphone.fm/adchoices
Jason Lemkin is the Founder and VC @ SaaStr, or more accurately put Jason is a 2x founder, 1x VC, and constant SaaS enthusiast. He led or sourced the first VC investments in many leading enterprise/SaaS start-ups, Greenhouse.io, Pipedrive, Algolia, Talkdesk, RainforestQA, Automile, and more. He is also an advisor or smaller investor in Showpad, FrontApp, Influitive, BetterWorks, and other SaaS leaders. Jason has co-founded two successful start-ups selling to the enterprise. Before SaaStr and VC investing, he was CEO and co-founder of EchoSign, the web’s most popular electronic signature service, from inception through its acquisition by Adobe Systems Inc. He then served as Vice President, Web Services at Adobe, where he oversaw the growth of EchoSign and Adobe Document Services to $50,000,000 in ARR in 2012 and $100,000,000+ ARR in 2013. Prior to EchoSign and Adobe, he co-founded one of the only successes in nanotechnology, NanoGram Devices, which was acquired for $50m just 13 months after founding. Other than SaaS he is like me, no known hobbies. In Today’s Episode You Will Learn: How did Jason make his way into the world of SaaS and come to be Founder and VC @ SaaStr? ACV: What levels of ACV and characteristics suggest potential for a unicorn? How does Jason look to help founders attain higher ACVs? Why is stay focused horrible advice with regards to increasing your ACV with differing customer demands? Does Jason believe that founders always undersell? What advice would Jason give to founders that are nervous to ask for more? What customer response would excite Jason and what would make him concerned? Jason has previously said that ‘founders have to be 110% committed to sales’. What does this mean? How does this look when assessing a founder? Should founders be happy to pay their sales hires more than them? How quickly should the payback period be on these reps? Jason has also previously said that some founders financials are ‘simply ridiculous’. What makes him say this? What financials are fundamental to have very accurately pin pointed? Why is 100% gross margin impossible? 60 Second SaaStr Why does Jason like it when startups have clients that are not in tech? What does Jason know now that he wishes he had known at the beginning? What should SaaS founders look for in their investors? Why does Jason only invest out of the SaaStr community? If you would like to find out more about the show and the guests presented, you can follow us on Twitter here: Jason Lemkin Harry Stebbings SaaStr
Jason Lemkin is the Founder and VC @ SaaStr, or more accurately put Jason is a 2x founder, 1x VC, and constant SaaS enthusiast. He led or sourced the first VC investments in many leading enterprise/SaaS start-ups, Greenhouse.io, Pipedrive, Algolia, Talkdesk, RainforestQA, Automile, and more. He is also an advisor or smaller investor in Showpad, FrontApp, Influitive, BetterWorks, and other SaaS leaders. Jason has co-founded two successful start-ups selling to the enterprise. Before SaaStr and VC investing, he was CEO and co-founder of EchoSign, the web’s most popular electronic signature service, from inception through its acquisition by Adobe Systems Inc. He then served as Vice President, Web Services at Adobe, where he oversaw the growth of EchoSign and Adobe Document Services to $50,000,000 in ARR in 2012 and $100,000,000+ ARR in 2013. Prior to EchoSign and Adobe, he co-founded one of the only successes in nanotechnology, NanoGram Devices, which was acquired for $50m just 13 months after founding. Other than SaaS he is like me, no known hobbies. In Today’s Episode You Will Learn: How did Jason make his way into the world of SaaS and come to be Founder and VC @ SaaStr? ACV: What levels of ACV and characteristics suggest potential for a unicorn? How does Jason look to help founders attain higher ACVs? Why is stay focused horrible advice with regards to increasing your ACV with differing customer demands? Does Jason believe that founders always undersell? What advice would Jason give to founders that are nervous to ask for more? What customer response would excite Jason and what would make him concerned? Jason has previously said that ‘founders have to be 110% committed to sales’. What does this mean? How does this look when assessing a founder? Should founders be happy to pay their sales hires more than them? How quickly should the payback period be on these reps? Jason has also previously said that some founders financials are ‘simply ridiculous’. What makes him say this? What financials are fundamental to have very accurately pin pointed? Why is 100% gross margin impossible? 60 Second SaaStr Why does Jason like it when startups have clients that are not in tech? What does Jason know now that he wishes he had known at the beginning? What should SaaS founders look for in their investors? Why does Jason only invest out of the SaaStr community? If you would like to find out more about the show and the guests presented, you can follow us on Twitter here: Jason Lemkin Harry Stebbings SaaStr
Jason Lemkin is the Founder of SaaStr and was the Co-Founder/ and CEO of EchoSign. As a VC, Jason has been behind many investments in SaaS startups like Talkdesk, Algolia, Greenhouse, Automile, Betterworks, RainforestQA, and others which are collectively worth over one billion dollars. We talk to Jason about the evolution of SaaStr, company stages and successful SaaS growth strategies. For transcripts and more on the Subscription Economy, head over to www.zuora.com/podcast
Menaka Shroff, Head of Marketing at Betterworks, joins Andy over a margarita to talk about marketing technology, staying on message, her time at Box, and the importance of mentoring. "Account-based marketing might be the next big thing that may not be the next big thing""If your database is over 100,000, I would do Marketo audits every [six months to a year]""With messaging, sometimes it’s important to be patient with it…. companies and spokespeople get tired of the message long before the marketplace ever does.""The next generation needs to focus on what I called the MAD acronym: focus on Messaging, Analytics and Design."Menaka's DrinkMargarita (from Serious Eats)Lime wedge, plus 2 lime wheels for garnish1 tablespoon coarse salt, for glass rims4 ounces high quality blanco tequila (see note above)2 ounces Cointreau1 1/2 ounces fresh juice from 2 limesRun lime wedge around the outer rims of two rocks glasses and dip rims in salt. Set aside. In cocktail shaker, combine tequila, Cointreau, and lime juice. Fill with ice and shake until thoroughly chilled, about 15 seconds (the bottom of a metal shaker should frost over). Fill glasses with fresh ice and strain margarita into both glasses. Garnish with lime wheels and serve.LinksMenaka Shroff (Twitter: @menaka)Betterworks (Website)OKRs (Wikipedia)Bing Gordon (Wikipedia)Aaron Levie (Wikipedia, Twitter: @levie)The CMO Club (Website)Haas School of Business (Website)
HR Happy Hour 226 - BetterWorks and Modern Performance Management Recorded Friday, December 4, 2016 Hosts: Steve Boese, Trish McFarlane Guest: Kris Duggan, CEO and Co-Founder, BetterWorks This week on the show, Steve and Trish were joined by Kris Duggan from BetterWorks, a leading HR technology solution that helps organizations create and align individual and team goals, drive improved performance through increased conversations and coaching, and provide a platform to support what could be called 'modern' performance management. A 2015 trend, and one that is likely to continue in 2016, is organizations moving away from the traditional and annual peformance review and employee rating and moving towards the adoption of more frequent, ongoing, agile, and coaching-oriented performance management platforms. Kris shared his thoughts on the topic from his perspective working with BetterWorks customers and partners. This conversation is one that can help HR leaders as they think about evolving and modernizing their performance management processes in 2016. Additionally, Trish talked about her recent trip and keynote presentation at an HR event in Dubai, Steve shared the important Pantone 'Color of the Year' selections for 2016, and in a 'big' announcement, the HR Happy Hour twitter account passed 20,000 followers this week! This was a great conversation and show - big thanks to Kris Duggan for joining us this week. And be sure to subscribe to the show on iTunes or your favorite podcast app - just search for 'HR Happy Hour' to add the show to your playlist and never miss a show.
Research shows no one is happy with annual performance reviews—not executives, not managers, and not individual contributors. Even HR teams responsible for performance management aren’t convinced annual reviews provide value. According to Kris Duggan of BetterWorks, that’s because traditional performance management processes and systems no longer accurately reflect the way we work. (They never did, […] For additional content and links, visit http://www.EngagingLeader.com
Focusing on goals establishes a business culture of innovation and collaboration because you are measuring ongoing operations, not a single point in time. For organizations to drive better performance, goal setting should be done frequently, and should focus on just a few high-quality, high-impact goals. BetterWorks is an enterprise goals platform designed to enable all […] For additional content and links, visit http://www.engagingleader.com/podcast/gamechanger
Focusing on goals establishes a business culture of innovation and collaboration because you are measuring ongoing operations, not a single point in time. For organizations to drive better performance, goal setting should be done frequently, and should focus on just a few high-quality, high-impact goals. BetterWorks is an enterprise goals platform designed to enable all […] For additional content and links, visit http://www.EngagingLeader.com
Kris Duggan, CEO of Betterworks, an Enterprise SaaS Goal Setting platform, is our guest on this episode of the SaaS Revolution Show. Learn more about why he set up Betterworks, being a second time CEO, Goal Setting and it's importance and more.
Many people are already using technology to track things in their personal lives such as food they eat, steps they take, sleeping patterns, and much more. However, what if we took this same approach of the "quantified self" and applied it to creating the "quantified workplace?" That is, using data and technology to measure and track how we work. In this podcast I talk with Kris Duggan the CEO of BetterWorks that allows organizations to do just that but setting and measuring their goals and objectives. Is the quantified workplace the future of work or is it a bit too much? Listen to find out! (Music by Ronald Jenkees)
Mike Jones, CEO of SCIENCE - Long-time entrepreneur and former CEO of Myspace, Mike Jones now serves as the CEO of Science, Inc., the disruptive media, marketing and brand building company. Science Inc. nurtures successful digital businesses by bringing together the best ideas, talent, resources and financing through a centralized platform. As a serial internet entrepreneur, Jones has founded, advised, invested in and sold numerous businesses, including application platform Userplane, which he led from startup to its acquisition by AOL, Tsavo Media, Movoxx, PeopleMedia, Brizzly and Myspace. He is actively involved with early-stage startups as an advisor, board member and investor. Among others, Jones has personally invested in more than 30 startup businesses including Klout, Betterworks, Formspring, ShoeDazzle and LunchMoney.Paul Smith, CEO of Story Makers, LLC - Paul Smith is a popular keynote speaker and corporate trainer in leadership and storytelling techniques, and former executive and 20-year veteran of The Procter & Gamble Company. He is also the author of the best selling book Lead with a Story: A Guide to Crafting Business Narratives That Captivate, Convince, and Inspire. His current area of research is the use of stories for character development in children. His new book on that topic is titled Parenting with a Story: Real-life lessons in character for parents and children to share. His work has been featured in The Wall Street Journal, Inc. Magazine, Time, Forbes, The Washington Post, PR News, Success Magazine, CIO Magazine, Investors Business Daily, Marketing Research Magazine, the American Banking Journal, and London's Edge Magazine, among others. In his 20 years with Procter & Gamble, Paul held leadership positions in both research and finance functions, and most recently served as director of consumer and communications researchMichel Bayan - EVP of Fragmob - As EVP of Fragmob, Michel and the team are pushing the envelope and disrupting the direct selling industry with bleeding edge mobile technology proven to significantly increase the effectiveness of the industry's 96 million independent sellers.As a noted writer and speaker in direct selling, Michel has advised numerous companies in the industry on their digital strategy and how to "Burst the Bubble" by getting out of the industry's shadow and build a main stream brand that will endure through the information age.Michel is deeply interested in big ideas, ambitious technologies, innovative marketing techniques, and performance arts.
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