Podcasts about Employee motivation

What does it take to go from the courtroom to the oilfield? On this episode of Oilfield 360, hosts David De Roode and James Wicklund talk with Lucas Jovi, President & CEO of Go Wireline.From his start as a lawyer in Las Vegas to leading a wireline company in North Dakota, Lucas shares key insights on technology, industry challenges, and the impact of Go Wireline's move to an Employee Stock Ownership Plan (ESOP).A must-listen for anyone in the energy space!00:00 Introduction and Host Banter00:18 OTC Week in Houston01:53 Guest Introduction: Lucas Jovi02:38 Lucas Jovi's Background and Career Journey03:34 The Boom in Williston, North Dakota06:24 Starting Go Wireline15:35 Family Life and Moving to Williston18:48 Curling and Oil Field Technology26:50 Raising the Bar: Achieving NASA-Level Standards27:20 Scaling Up: From Small Business to Industry Competitor28:05 Challenges in the Wireline Sector29:10 Maintaining High Standards in a Competitive Market30:02 Expanding Operations and Infrastructure31:39 Employee Motivation and Retention34:12 The ESOP Transition: Empowering Employees40:29 Navigating Market Challenges and Opportunities44:16 The Role of Bankruptcy in the Oilfield Service Sector50:10 Strategic Growth and Equipment Management57:03 Final Thoughts and Words of Wisdom

Click the link to learn more and get your tickets to see Vince and Ari speak at the SPF Mastermind July 18th and 19th.https://events.vincegabriele.com/july2025 Podcast SummaryIn this rare and insightful interview, Vince Gabriele sits down with Ari Weinzweig, co-founder of Zingerman's Delicatessen in Ann Arbor, Michigan. From its humble beginnings in 1982 with a $20,000 bank loan and a staff of two, Zingerman's has grown into a community of businesses with over 750 employees and annual revenues exceeding $80 million . Ari shares the principles and practices that have guided this growth, emphasizing a commitment to quality, community, and a unique organizational culture. This conversation offers valuable lessons for entrepreneurs and business leaders aiming to build sustainable and values-driven enterprises. 5 Key Points DiscussedVisionary Leadership: Ari discusses the importance of having a clear vision and staying true to core values in guiding business growth.Community Engagement: Insights into how Zingerman's fosters a strong sense of community among employees and customers.Innovative Business Model: Exploration of Zingerman's unique approach to business expansion through a community of businesses rather than traditional franchising.Employee Empowerment: The role of open-book management and employee ownership in creating a motivated and accountable workforce.Resilience and Adaptation: Lessons learned from navigating challenges and adapting to changing market conditions while maintaining the company's mission. Click the link to learn more and get your tickets to see Vince and Ari speak at the SPF Mastermind July 18th and 19th.https://events.vincegabriele.com/july2025 If you're a gym owner seeking answers on how you can grow your gym, make more money, and have more freedom to do what you love, visit www.vincegabriele.com or book a call by CLICKING HERE!

Beyond Money: The Real Keys to Employee Motivation Welcome to the Breakfast Leadership Network podcast. I'm your host, and today we're diving into something every leader needs to understand: why throwing money at employee motivation just doesn't cut it anymore. Here's the thing - while a healthy paycheck keeps the lights on, it's got a surprisingly short shelf life, especially for seasoned professionals who are financially stable. If you're still relying solely on cash incentives, you're basically running on an expensive hamster wheel that might not lead anywhere. Let's break down the ten key motivators that actually work: First up is Autonomy. Give your people the freedom to own their work. When team members can choose how to reach their goals - whether through flexible hours or picking their project path - they're naturally more invested. Next, focus on Mastery. People are hardwired to grow. Offer challenging opportunities, whether it's leading a new initiative or developing new skills. When employees see a clear growth path, they're more likely to stick around. Third, connect work to Purpose. Show your team how their daily efforts make a real impact. Share customer success stories and concrete results. When people see their work changing lives, they're not just employees - they're part of something bigger. Let's talk about Recognition and Culture. A simple, specific "well done" can be more powerful than a bonus check. Combine this with a positive work environment where people actually want to show up, and you're golden. Collaboration and Transparency are crucial. Build strong team connections and keep everyone informed about the bigger picture. When people understand the 'why' behind decisions, they're more engaged. Don't forget about Work-Life Integration. Your team members are human beings with lives outside work. Support them in managing both, and you'll get their best performance. Finally, focus on Creative Input and Personalized Perks. Let people shape the company's future and tailor benefits to individual needs. One size doesn't fit all. Remember, great leadership isn't about throwing money at problems - it's about creating an environment where people naturally want to give their best. When you nail these elements, you'll have a team that's not just present, but truly engaged. For more leadership insights and strategies, visit us at https://BreakfastLeadership.com Until next time, lead with purpose! Debt help:  https://mydebtnavigator.pro/levittm  

Send us a textThis week, we delve into the intricacies of leadership power and its impact on workplace dynamics. We explore power's misuse and ethical implications, highlighted by current events and personal experiences. We also share our 'research'  and insights - all aimed to encourage self-awareness for leaders to wield their power conscientiously and effectively for positive outcomes. You can also see if you are more intelligent than James by benchmarking your scores on LinkedIn puzzle games!

What really motivates people to take action? Whether it's improving employee health, increasing workplace safety, or driving engagement in company initiatives, incentives matter. But how do you design rewards that actually work?In this episode of The Claw, Eric Holtzclaw sits down with Don Doster, CEO of Go Pivot, to explore the science behind behavior change, employee engagement, and corporate wellness strategies that drive real results. From gamification and point-based rewards to total well-being programs and global expansion, this conversation covers what's working now—and what's coming next.Key Takeaways from This Episode: Why incentives drive engagement—and how Go Pivot applies the same psychology as loyalty programs like Kroger The role of gamification & early wins in making workplace wellness programs successful How corporate wellness has evolved—and why companies must now focus on total well-being (physical, mental, and financial health) The unexpected ways companies use Go Pivot's platform, from emergency communications to safety initiativesWant to know how to design incentives that actually work? Tune in now for expert insights from Go Pivot's Don Doster.To connect with Don, click here: https://www.linkedin.com/in/don-doster-b3a4423/To connect with Eric, click here: https://www.linkedin.com/in/eholtzclaw/To subscribe to our YouTube channel, click here: https://www.youtube.com/channel/UCbiiVRIqMa2mDOLD34GfyFg

In this episode of Remodelers On The Rise, Kyle Hunt sits down with behavioral psychologist Dr. Kurt Nelson to dive into the psychology behind leadership, motivation, and team engagement. Kurt introduces the Four Drive Model and explains how remodelers can apply behavioral science to better lead their teams, improve company culture, and create a more motivated workforce. Whether you're looking to retain employees, boost productivity, or understand what truly drives people, this episode is packed with actionable insights to help you build a stronger remodeling business. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit RemodelersOnTheRise.com today and take your remodeling business to new heights! ---- Chapters 00:00 - Introduction to Behavioral Psychology in Remodeling 06:54 - Understanding Employee Motivation: The Four Drive Model 14:53 - The Importance of Challenge and Growth in the Workplace 21:57 - Understanding Incentives and Engagement 23:44 - The Power of Incremental Improvements 24:46 - Defend and Define: Building a Strong Culture 26:04 - Tangible Steps for Team Engagement 30:11 - The Importance of Challenge and Growth 32:37 - Behavioral Insights from Real-World Applications 36:27 - Integrating Behavioral Psychology in Business 40:19 - Final Thoughts on Leadership

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Don't miss these three must-ask interview questions that can save you from costly hiring mistakes. Learn the importance of understanding a candidate's strengths and weaknesses, gathering insights from their past feedback, and recognizing their core values to ensure a great fit for your team. Whether you're new to interviewing or looking to refine your hiring process, this episode offers actionable tips to help you discover the ideal candidates for your business.   What You'll hear in this episode: [00:50]The High Cost of Hiring the Wrong People [01:20]Key Interview Questions for Hiring Success [02:40] Evaluating Candidate Strengths and Weaknesses [04:00] Constructive Feedback and Employee Motivation [06:10] The Ultimate Interview Question: What Will Make You Quit? [09:30]Ensuring Value Alignment in Hiring   If you like this episode, check out: Managing the Employee Expectation Gap How to Hire Top Talent with Jamie Van Cuyk The Best Hiring Skill You Need   Want to learn more so you can earn more?    Visit keepwhatyouearn.com to dive deeper on our episodes  Visit keepwhatyouearncfo.com to work with Shannon and her team  Watch this episode and more here: https://www.youtube.com/channel/UCMlIuZsrllp1Uc_MlhriLvQ  Connect with Shannon on IG: https://www.instagram.com/shannonkweinstein/    The information contained in this podcast is intended for educational purposes only and is not individual tax advice. Please consult a qualified professional before implementing anything you learn.

In this conversation, Sean and Catherine discuss various topics including updates on their shop, a potential job inquiry that raises questions about travel, the devastating impact of recent wildfires in California, and the implementation of bonuses within their company. They share personal anecdotes and insights, emphasizing the importance of community and preparedness in the face of disasters. In this conversation, Sean and Catherine delve into the complexities of employee bonuses, discussing the balance between motivation and fairness. They explore the idea of personalized incentives, the importance of communication in bonus structures, and the sustainability of these systems. The discussion also touches on the challenges of traditional bonus systems and concludes with a fun trivia segment related to construction.

In this episode, Dr. Grajdek delves into the psychology of workplace motivation, differentiating between intrinsic and extrinsic motivators and exploring strategies for fostering motivation. Aligning tasks with employee strengths, creating recognition programs, and addressing sources of demotivation are discussed. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

Together, they discuss why differentiation is critical for business success, how to uncover unique traits within your brand, and the transformative impact this process has on employees and customers alike. Barry also offers a behind-the-scenes look at his 40 years of experience helping companies stand out, including his proven five-step differentiation process.Tune in for actionable tips, inspiring stories, and a special gift for listeners to celebrate this 100th episode! Don't miss this engaging conversation that will help you unlock your brand's true potential.Mentioned in this episode:Barry's book: The Power of DifferentiationThe five-step process to uncover differentiationHow to identify and celebrate your brand's unique strengthsThe importance of employee and customer engagementExclusive book offer for listenersVisit barrylabov.com for more details on Barry's work and to claim your free book (just pay shipping). 00:00 Introduction to 100th episode00:56 Welcome and Guest Introduction01:37 Discussing the Book: The Power of Differentiation03:40 The Importance of Differentiation07:17 Publishing Process and Challenges11:05 Steps to Discover Differentiation15:29 Differentiation in Practice27:04 Barry's Podcast Journey31:10 Conclusion and Special Offer  Connect with me on:All my linksBecome a guestSign up for RiversideGet Descript #DigitalMarketing #Branding #PersonalBranding #MarketingInsights #SocialMediaStrategy

Right About Now with Ryan AlfordJoin media personality and marketing expert Ryan Alford as he dives into dynamic conversations with top entrepreneurs, marketers, and influencers. "Right About Now" brings you actionable insights on business, marketing, and personal branding, helping you stay ahead in today's fast-paced digital world. Whether it's exploring how character and charisma can make millions or unveiling the strategies behind viral success, Ryan delivers a fresh perspective with every episode. Perfect for anyone looking to elevate their business game and unlock their full potential.Resources:Right About Now NewsletterFree Podcast Monetization CourseJoin The NetworkFollow Us On InstagramSubscribe To Our Youtube ChannelVibe Science MediaSUMMARYIn this episode of Right About Now, host Ryan Alford sits down with Todd Davis, a seasoned leadership consultant with nearly 30 years at FranklinCovey. Together, they explore the enduring wisdom of Stephen Covey's The 7 Habits of Highly Effective People, unpacking its transformative principles for personal and professional success. Todd sheds light on foundational habits like being proactive, envisioning outcomes, and prioritizing effectively, while also sharing insights from his experience as a Chief People Officer. He discusses the delicate balance between employee satisfaction and client demands, as well as the profound influence of leadership on organizational culture. This conversation highlights why Covey's principles remain as relevant and impactful today as ever.TAKEAWAYSImportance of effectiveness in business and leadership.Role of organizational culture in employee engagement.Insights from "The 7 Habits of Highly Effective People."Definition and balance of effectiveness in leadership.Responsibilities of a Chief People Officer in fostering a people-centric culture.Balancing employee needs with client service.Understanding employee motivations to enhance engagement.Impact of leadership on shaping organizational culture.Timeless principles of effectiveness and their relevance today.The significance of listening and understanding in leadership. If you enjoyed this episode and want to learn more, join Ryan's newsletter https://ryanalford.com/newsletter/ to get Ferrari level advice daily for FREE. Learn how to build a 7 figure business from your personal brand by signing up for a FREE introduction to personal branding https://ryanalford.com/personalbranding. Learn more by visiting our website at www.ryanisright.comSubscribe to our YouTube channel www.youtube.com/@RightAboutNowwithRyanAlford.

Holiday bonuses shouldn't be a last-minute decision, they play a huge role in fostering team morale and loyalty. From the challenges of giving holiday bonuses to their financial impact and the importance of fairness, we're breaking down how to approach this delicate subject with intentionality. We dive into effective bonus strategies, services available to help streamline your processes, and some legal and tax implications you need to know before signing those bonus checks.Bonuses aren't always just about money either. We explore non-monetary alternatives that can make just as big of an impact, if not more. Whether it's flexible schedules, additional time off, or personalized perks, I'll show you how to get creative in showing your appreciation. Plus, I highlight best practices for delivering bonuses, from setting clear expectations to effective communication strategies that ensure everyone feels valued. Don't miss this episode—it's packed with actionable tips to make the holiday season a win-win for you and your team!What you'll hear in this episode:[1:10] Bonus Challenges: Financial Impact and Fairness[2:00] Importance of Intentional Bonuses[3:55] Effective Bonus Strategies[5:50] Legal and Tax Implications of Bonuses[6:55] Best Practices for Giving Bonuses[10:10] Non-Monetary Bonus Alternatives[11:20] Clear Communication and ExpectationsListen to Similar Episodes:Navigating Bonus Plans and Profit-Sharing StrategiesNavigating the Holidays as the Boss: A Guide to AppreciationHow to Lead Your Team During The Holiday Season* Connect with me on LinkedIn https://www.linkedin.com/in/jackiemkoch/* Find more information on my website peopleprinciples.co

In this episode of the Little Minds Big Ideas Podcast, hosts Ben and Emily discuss the importance of staff motivation in the realm of early years education. They highlight the impact of motivated staff on children's outcomes, team collaboration, and consistent attendance. The discussion covers various ways to show appreciation and recognise staff, such as professional development opportunities, autonomy, and positive reinforcement. They also touch on current news regarding childcare costs and share personal anecdotes about their experiences with team dynamics. The episode underscores the significance of creating a positive and supportive work environment to ensure the best outcomes for children. Hosted on Acast. See acast.com/privacy for more information.

George Conrades, the Former CEO of Akamai Technologies and Current member of Oracle's Board of Directors joins John Kaplan and John McMahon for a conversation on leadership. Conrades is the author of ‘On Being a Leader' where he shares how to inspire and guide others toward a common purpose. He's mentored countless leaders at all levels and across diverse industries, experiences and backgrounds. He shares his experience in this candid conversation. ADDITIONAL RESOURCESConnect and learn more about George Conrades:https://www.linkedin.com/in/georgeconrades/Be sure to check out his book, On Being A Leader. All the proceeds go to the Akamai Foundation that supports STEM education in grades K-12.https://www.amazon.com/dp/B0DF6NVQ3VEnjoying the podcast? Sign up to receive new episodes straight to your inbox: https://hubs.li/Q02R10xN0HERE ARE SOME KEY SECTIONS TO CHECK OUT[00:02:06] Insights on Leadership from George's Book[00:04:13] The Power of Effective Listening[00:08:38] Inclusiveness and Team Building[00:17:08] Navigating Change as a Leader[00:20:05] Transactional vs. Transformational Leadership[00:22:55] Balancing Management and Leadership[00:24:28] Understanding Competence and Commitment[00:28:09] The Importance of Being Present[00:29:02] Leveraging Team Strengths[00:33:54] Loving People: The Heart of Leadership[00:37:16] Leadership Development Insights[00:38:23] The Power of Authenticity[00:39:03] Self-Awareness in Leadership[00:39:36] The Impact of Words and Actions[00:44:38] Recruiting the Right People[00:50:55] Creating Clarity and Setting Goals[00:52:53] Accountability and Team Dynamics[01:00:04] Guiding Principles and Urgency[01:01:35] The Importance of HumilityHIGHLIGHT QUOTES[00:02:10] "Leadership is not about your title. Leadership is about your intention and actions."[00:02:35] "Absorb uncertainty. Great teams, full of wonderful people, can't stand ambiguity."[00:06:42] "To be present shows that you care, and that's a big emotion."[00:34:19] "Your whole job as a leader is to inspire others to do their very best. The measure of your personal leadership success is leaving behind even better leaders."[00:35:04] "You need to be vulnerable because you're going to ask questions that will expose you as a leader who doesn't know the answer."[00:36:41] "Great leaders are made, not born."

On episode 223, we welcome Claudia Strauss to discuss the four types of work ethic, the glamorization of hustle culture and what type of work most people value, how productivity became associated with one's moral standing, whether and how much meaning should be expected from a job, how automation might impact our work lives, studies about the effects of a four day work-week, and the myth of people on government assistance programs not wanting to work. Claudia Strauss is Professor of Cultural Anthropology at Pitzer College. She is the author of Making Sense of Public Opinion and coauthor of A Cognitive Theory of Cultural Meaning.Her newest book, available now, is called What Work Means: Beyond the Puritan Work Ethic. | Claudia Strauss | ► Website | https://www.claudiastrauss.org ► What Work Means Book | https://amzn.to/40bofkH Where you can find us: | Seize The Moment Podcast | ► Facebook | https://www.facebook.com/SeizeTheMoment ► Twitter | https://twitter.com/seize_podcast  ► Instagram | https://www.instagram.com/seizethemoment ► TikTok | https://www.tiktok.com/@seizethemomentpodcast  

Unlock the Secret to True Employee Motivation!In this episode of the Somatic Coaching Academy podcast, hosts Ani Anderson and Brian Trzaskos dive into the concept of the Full Spectrum of Motivation and why most organizations fail to tap into their employees' true potential. From dissecting why intellectual approaches fall short to exploring how meaning and somatic engagement fuel lasting drive, they shed light on the powerful role motivation plays in workplace success. Join us for practical insights and expert advice on how to measure, amplify, and sustain motivation in your teams for real, lasting change.Listen to all our episodes here:https://somaticcoachingacademy.com/podcastGet access to our free library of helpful resources:http://www.somaticcoachingacademy.com/library-signup

Just finished recording a value-packed episode of "HVAC Revealed" with Ron Nussbaum! In this episode, we explored a range of topics, from on-call service management in the construction industry to implementing effective business systems for enhanced performance. Here are three key takeaways:Employee Autonomy and Motivation:Empower workers to manage their own schedules, and cultivate a 'hero' mentality for those who thrive on emergency situations.Use proper incentive structures to motivate voluntary on-call duties.Effective Systems and Accountability:Implementing structured systems like Traction/EOS can streamline operations and foster accountability.Transitioning requires commitment; Ron found initial resistance but improved outcomes by ensuring buy-in.Clear and Consistent Communication:Simplify and centralize communication within your business to enhance efficiency and customer satisfaction.Ron's Builder Comms software addresses scattered project information, saving significant time for users.Tune in for more insights on leadership, system implementation, and business growth directly from Ron's journey - from Marine to construction industry leader!#HVACRevealed #Leadership #BusinessSystems #EmployeeMotivation #EffectiveCommunication #HVACPodcastFind Ron:On The Web: buildercoms.com Facebook: facebook.com/ronwesley.nussbaum Join Our Group: https://www.facebook.com/groups/hvacrevealedPresented By On Purpose Media: https://www.onpurposemedia.ca/For HVAC Internet Marketing reach out to us at info@onpurposemedia.ca or 888-428-0662Sponsored By: Chiirp: https://chiirp.com/hssrElite Call: https://elitecall.netService World Expo: https://www.serviceworldexpo.com/On Purpose Media: https://onpurposemedia.ca

Are you tired of feeling like a babysitter or a referee in your own business? Are your employees giving reality TV a run for its money with all their drama? Well, hold onto your ergonomic chair because we've got the cure for your workplace woes! Tune into our latest episode of The Leadership is Feminine podcast featuring the utterly fabulous Kris Plachy!  Episode Highlights: - Leadership Hacks for Drama Kings/Queens: Discover how to handle workplace drama without morphing into Jerry Springer. - Real-World Case Study: Meet one of Kris's long-term clients who turned her chaotic soap opera of a workplace into a $30 million business. We're not kidding—a few years ago, her employees were duking it out over parking spots! - People Management Magic: From dealing with the office gossip to navigating messy employee breakups, Kris has you covered with tips that actually work. - Positional Authority (Not a Fancy Throne): Learn how to leverage your position to enforce agreements and uphold company values, ensuring mutual respect without any Game of Thrones-style power plays.    What You'll Learn: 1. Drama-Free Business Strategies: From parking lot fights to emotional breakdowns, make your office more zen and less wrestling ring. 2. Clear Communication: Learn how to have honest and direct conversations without channeling your inner drill sergeant. 3. Value-Based Leadership: Establish a culture where gossiping is as welcome as a Monday morning meeting. 4. Handling Personal Crises: Supporting employees through tough personal times without turning into their life coach. 5. Legal Guidance: When and how to seek accommodations for employees with medical diagnoses while navigating the legal maze without needing a law degree. Special Offer: - Exclusive Early Access: Be the first to sign up for Kris Plachy's 'Lead for Women' program, an 8-week intensive designed to transform female entrepreneurs into confident, drama-free leaders. Our invitation list subscribers will receive advanced registration details on Friday, 9/13! - Limited Time Invitation: Early registration opens this Friday for a select 24-hour window. Don't miss out, or you'll be dealing with this year's employee drama next year too. Listen or WATCH the Episode Join the Invitation List: Visit the https://thevisionary.ceo/nextstep to secure your spot in the next “Lead for Women” session. Hit "Play" and start the journey to a drama-free, high-performance team! The only drama should be what's on TV tonight.*

Send us a Message!In this episode, we examine the past and current thinking around employee loyalty, digging into old assumptions and the new realities about the relationship and commitments of businesses and employees.Our prescription for this episode: understand the connection between employee loyalty and employee motivation through purpose. How we help employees find a sense of meaning in their everyday lives is the key to rebuilding the employer/employee relationship.Learn more about Igniting Motivation™: The 8 Sparks of Purpose with our online fundamentals course.Don't forget to sign up for our New Quarterly Newsletter coming soon!You can reach out to us to talk more about creating meaning and purpose, reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode of the Hiring to Firing Podcast, hosts Tracey Diamond and Evan Gibbs chat with guest Stacey Chazin, founder and principal of I-Factor Leadership, about motivating introverts in the workplace. Featuring clips from some of their favorite TV and movie introverts — Peter Parker in Spider-Man, Milton in Office Space, and Sheldon in Big Bang Theory — the episode features an insightful discussion on what makes introverts tick, how they can succeed in an extroverted work environment, and practical tips for managers to support introverted employees. Whether you're an introvert, extrovert, or somewhere in between, this episode offers valuable insights into understanding and leveraging your employees' natural preferences for greater success at work.Troutman Pepper's Labor + Employment Practice Group provides comprehensive thought leadership through various channels. We regularly issue advisories that offer timely insights into the evolving employment law landscape, and maintain the HiringToFiring.Law Blog, a resource spotlighting best practices for employers. Our Hiring to Firing Podcast, hosted by Tracey Diamond and Evan Gibbs, delves into pressing labor and employment law topics, drawing unique parallels from pop culture, hit shows, and movies.

In this episode, Jimmy Purdy is joined by Jay from Teamtailor, who delves into the challenges of hiring technicians in the automotive industry. Jay shares his insights on the significance of employer branding and how showcasing a company's culture and values can attract the right talent. Together, they discuss the importance of authenticity in content creation, especially with platforms like TikTok and Instagram for connecting with the audience.00:00 The Institute offers coaching without contracts, a tailored approach.05:44 Embracing startup mindset, learning fast, innovating.09:17 Culture drives promotion and brand success.11:48 Standardizing and streamlining the interview process using software.14:26 Opinionated about work ethic and gratitude.18:49 Authenticity is key in creating content.21:58 Client-focused tools for diverse hiring solutions.24:35 Find diverse talent through multiple job boards.26:30 Creative, fast, risky guerrilla marketing builds brands.30:48 Passionate about driving long distances in a Prius. Thanks to our sponsor, Shop Boss! See how they can simplify your auto shop HERE

Send us a Text Message.Introduction to Lacey's Business Approach: Lacey describes their business environment as reminiscent of the Wild West, emphasizing a more intuitive, less numbers-driven approach. They rely on creating a comfortable, family-owned atmosphere in their retail store, which includes unique icebreakers like massage chairs to engage customers.Employee and Customer Interaction:Retail Strategy: The massage chairs serve as a great conversation starter, breaking down the usual sales barrier and making interactions more relaxed and personable.Employee Engagement: Lacey values having employees understand different aspects of the business. She suggests that even accountants should spend time in the field to grasp the bigger picture and foster mutual respect among various roles.Demographic Shifts and Business Impact: Lacey notes the influx of people moving from larger cities to smaller areas, impacting the customer base and bringing in new business. This trend is observed across different regions, including Florida.Generational Perspectives and Work Ethic:Generational Aspirations: Lacey contrasts the older generation's work ethic with the younger generation's pursuit of happiness, highlighting a shift in values and aspirations.Work Hard, Play Hard: She emphasizes the importance of maintaining a strong work ethic while balancing it with enjoyment, hoping this philosophy endures despite generational changes.Communication and Understanding Roles:Interdepartmental Understanding: Lacey stresses the importance of employees understanding each other's roles to improve overall operations. This includes acknowledging the challenges faced by different departments, such as service, construction, and retail.Builder and Service Coordination: She advocates for better communication between builders and service professionals to ensure pools are designed with maintenance in mind, reducing future service challenges.Employee Motivation and Integration:New Hires: Lacey explains that new hires typically start in service to learn the basics before potentially moving to other areas like retail or construction. This method helps determine their best fit within the company.Seasonal Employment: She notes the value of employees who can transition between roles, such as selling spas in winter and working in construction in summer, enhancing their utility and job security.Industry Connection and Growth:Networking: Lacey highlights the importance of connecting with industry peers across the U.S., both through monthly calls and attending national or localized shows. This networking fosters learning and brings new ideas back to the business.Employee Development: She believes that exposing employees to the broader industry context is crucial for their development, helping them see the bigger picture and strive for personal and professional growth.Closing Remarks: Lacey concludes by reinforcing the benefits of involving employees in the larger industry dialogue, encouraging them to bring back new ideas and positively impact the business. This involvement helps in making informed decisions and fosters Support the Show.Thank you so much for listening! You can find us on social media: Facebook Instagram Tik Tok Email us: talkingpools@gmail.com

Making Reviews Part of the Company Culture Join Jesse and Sue in this episode as they sit down with Theresa Mattioli of Giant Enterprises, to discuss her journey with getting online reviews. They get into how crucial reviews are for a geography-based business like Giant Enterprise, starting from a passive approach to implementing a contest that motivated service technicians to actively seek reviews. Giant Enterprise exemplifies how prioritizing customer engagement and feedback has boosted their Google reviews from a handful to over 400, significantly enhancing their online visibility and reinforcing their company values.  What You'll Learn Discover why reviews are crucial for geography-based businesses like Giant Enterprise. How implementing incentives like contests can motivate employees to actively seek customer reviews. Understand why integrating reviews into company culture is essential for sustained success.   Follow along to learn how integrating a robust review strategy can pave the way for sustained business success!  Ask SEO questions and get a free SEO audit on our website! Episode Transcript and Resources: https://www.localseotactics.com/how-to-incentivize-your-employees-to-get-google-reviews-with-theresa-mattioli/ FREE SEO AUDIT: https://www.localseotactics.com/free-seo-audit/ Ask us a question: https://www.localseotactics.com/questions/

Allyns Melendez serves as CEO at HR Transformed and COO at a national public relations firm. She has 25 years of human resources and business management experience and helps businesses understand the necessary tactics that will help develop, train, educate, and motivate their employees.00:00 - 00:10 "Culture is, like I said, signal strength. The signal strength of these people create the culture, whether it's a weak signal or a strong signal. All those signals together is your culture." — Allyns Melendez00:11 - 00:29 Welcome to Peppershock Media's Marketing Expedition Podcast00:30 - 02:11 Allyns' Background02:12 - 08:15 Marketing Essentials Moment: When to Hire an Agency08:16 - 10:02 Welcome to the show, Allyns!10:03 - 12:01 Transformative Purpose in HR12:02 - 17:08 Identifying Signal Strengths in Organizations17:09 - 21:41 Performance Management and Communication Styles21:42 - 29:09 Employee Feedback and Retention29:10 - 30:00 Nadine West has awesome, affordable outfits that are delivered to your doorstep each month. Get $10 credit and free shipping on your first order. Sign up for Nadine West. 30:01 - 35:41 Predictive Analytics for Turnover35:42 - 41:17 Implementing a Four-Day Workweek41:18 - 44:13 Employee Motivation and Role Elevation44:14 - 48:36 HR Trends and Public Conversations48:37 - 51:06 Encouraging Interest in HR51:07 - 51:59 Visit HR Transformed - https://www.hrtransformed.com/52:00 – 52:55 Thank you so much, Allyns! Share this podcast, give us a review, and enjoy your marketing journey! (hello@themarketingexpedition.com)52:56 – 53:42 Join The Marketing Expedition Community today!#CompanyCulture #CorporateBranding #EmployeeRetention #Communication #HRtrends #EmployeeManagement #BusinessStrategy #GrowthStrategies #PublicRelations #HumanResources #AdvertisingAgency

Teresa Amabile - The Progress Principle The Progress Principle: How Small Wins Boost Motivation and Happiness at Work In the latest episode, Aidan McCullen welcomes Teresa Amabile, author of 'The Progress Principle,' to delve into her extensive research on motivation and emotions in the workplace.  Amabile's study of nearly 12,000 diary entries from workers in seven companies reveals that making even small progress in meaningful work is crucial for positive emotions and high motivation.  The conversation touches on key concepts like the role of clear goals, autonomy, sufficient resources, and the importance of supportive interpersonal events in fostering a productive work environment. The script also previews Amabile's upcoming book, 'Retiring: Creating a Life That Works for You,' which explores the challenges and experiences of transitioning into retirement. 00:00 Unlocking Motivation: The Power of Progress 01:34 Welcome Teresa Amabile: Exploring The Progress Principle 02:52 From Work Progress to Retirement: A New Research Journey 09:43 The Progress Principle: Small Wins, Big Impact 10:56 Managers, Take Note: The Surprising Truth About Motivation 17:27 Catalysts and Nourishers: The Keys to Sustained Progress 29:25 Real-World Impact: Stories from the Research 41:30 The Inner Work-Life Effect: A Deep Dive into Research Findings 50:50 A Call to Action for Leaders and Individuals 51:24 Closing Thoughts and Future Works Find Teresa here: The Progress Principle here: Tags: Aidan McCullen, Teresa Amabile, The Progress Principle, Inner Work Life, Creativity at Work, Employee Motivation, Small Wins, Positive Emotions, Innovation Management, Employee Engagement, Job Satisfaction, Workplace Psychology, Career Development, Retirement Planning, Work-Life Balance, Leadership Skills, Management Strategies, Team Building, Productivity, , Organizational Behavior

Mike chats to Rob Markey, the acclaimed co-author of 'The Ultimate Question', a key developer of the Net Promoter System (NPS) and "The Vince Lombardi of Customer Experience". Discover insights into customer loyalty, the origins and evolution of NPS, and the pivotal role of simplicity and actionable feedback in transforming customer experience. Rob shares personal stories, his thoughts on common mistakes in customer feedback strategies, and his vision for the future of customer and employee experience in a tech-driven world. (00:37) Introducing Rob Markey: The Vince Lombardi of Customer Loyalty (03:40) Rob Markey's Origin Story: From Meat Purveyor Grandson to Customer Loyalty Guru (08:04) The Birth of Net Promoter Score (NPS): A Revolution in Customer Loyalty (12:43) The Evolution of NPS: From Concept to Global Standard (20:38) The Impact of NPS on Business and Beyond (33:51) Exploring the Link Between Employee Engagement and Customer Experience (45:59) The Future of Customer Experience and Loyalty (49:26) Closing Thoughts and Reflections

What inspires and motivates people? As leaders sometimes we think we know - things like pay and benefits. And yes, people want those things, but in actuality it takes really understanding and studying the people you lead to see what motivates each one specifically.  Lindel Fields uses a story about his daughter, a vacation, and the Axoloti fish she wanted to see at an aquarium to remind us that it may be even more simple than we think when it comes to  inspire and motivating people.He boils down leadership to becoming a leader who touches the heart. Lindel gives three key things an employee needs from their leader and how you touch the heart:1.  Leaders have to provide proximity to those they lead - being available.2. People want to know how they contribute to the organization - they want valuable work.3. Appreciation - they need to hear that you are proud of them.To reach out to Lindel Fields about working with your team or entire organization, send him a message on LinkedIn.Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.  Once you watch the informational video, if you have additional questions, feel free to reach out to Tracy at tracy.rader@giantworldwide.comWe certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalystWe'd love to hear from you: your questions, your comments and your stories about leading.Reach out to tracy.rader@giantworldwide.com

Are you still managing your dental practice with century-old methods inspired by Henry Ford? This week, Dr. Dave highlights the transformative power of autonomy and its potential to revolutionize your team dynamics.   Tune in to discover why embracing these modern management techniques not only boosts morale but also drives innovation and productivity in your practice.    In this episode, you'll discover:   The Autonomy Edge: Learn how moving beyond rigid management significantly increases engagement and satisfaction within your dental practice.   Steps to Empowerment: Follow our guided steps to create a self-managing team that excels in collaboration and independence.   Concepts in Practice: Explore applications of autonomy and how these principles could be realized within your dental practice to foster a more motivated and collaborative environment.   Is it time to modernize your management style and let your team flourish with more independence? Listen now as we delve into the best way to lead your practice into a future where every team member is empowered and motivated.   Take the next step towards transforming your dental practice. Take Dr. Dave's Dentists Ascend Quiz to discover the hidden potential in your business.

In this episode of the Psych in Business podcast, Dr. Ernest Wayde speaks with Dr. Sherry Buffington, a motivational and performance psychologist. Dr. Buffington shares insights into her journey as a psychologist specializing in motivation and performance within the business realm.The conversation delves into various topics, starting with Dr. Buffington's transition into the field of business psychology, driven by her interest in understanding nonverbal communication and her experiences working with small business owners seeking psychological insights to enhance team performance. Dr. Buffington emphasizes the importance of leadership style, job fit, and organizational culture in optimizing employee performance. She identifies four organizational cultures—no consequences, no mistakes, firefighter, and structured freedom—highlighting the significance of fostering a healthy, structured freedom culture for enhanced productivity and employee satisfaction. The discussion explores the distinction between extrinsic and intrinsic motivation, with Dr. Buffington underscoring the limitations of relying solely on extrinsic motivators such as bonuses. She outlines a comprehensive framework for understanding employee motivation, ranging from basic human needs to individual motivations and emphasizes the importance of aligning individual needs with job roles to maximize engagement and performance.Dr. Buffington also sheds light on the shifting dynamics in the workforce, particularly among millennials and Gen Z, who prioritize factors such as work-life balance, meaningful work, and continuous learning over traditional extrinsic rewards. She emphasizes the need for leaders to adapt their approach to motivation to meet the evolving needs of the workforce. The conversation concludes with Dr. Wayde and Dr. Buffington discussing the impact of stress on cognitive function and the challenges associated with managing change in organizations. You can visit her business website at: www.quantumleapsystems.com

Welcome to a unique edition of The Manufacturing Stream Podcast, where your hosts, Eric Whitley and our special guest co-host Malcolm Faulds from L2L, sit down with the legendary Kyle Petty. Today, we're diving into Kyle's extraordinary journey, growing up amidst the royalty of racing. He shares with us tales from the track and highlights from his biography, "Swerve or Die," offering an inside look at the lives of NASCAR's elites. Join us as we explore the intriguing similarities between the worlds of manufacturing and racing, discussing everything from motivating team members to skill development and leadership. It's a conversation packed with insights, memories, and a shared passion for excellence. Don't miss out on this thrilling episode!l2l.comYoutube: @leading2lean

In this podcast episode, Andre Martin discusses the importance of finding the right fit in your career and building a culture that supports employee motivation, engagement, and satisfaction. He emphasizes the need for individuals to reflect on their values, goals, and ideal work environment before making career decisions. Martin also suggests that leaders should focus on re-recruiting their existing employees by answering four key questions: (1) why the world is better with their company in it, (2) how the company makes money and has an impact, (3) how work gets done at its best, and (4) what the company's promise to its employees is. By addressing these questions and creating a culture that aligns with employees' values and goals, organizations can improve employee motivation and productivity. Learn more about your ad choices. Visit megaphone.fm/adchoices

Employees can only motivate themselves, a truth that invites important questions about what both managers and employees should be prioritizing in their efforts to contribute toward a high-energy laboratory team. John Collins, "America's Crime Lab Coach," shares his tips and ideas in this next edition of the Crime Lab COACH Cast. References Promega - 2024 Season Sponsor Talent is Overrated (Book) The New Superior (Book) by John Collins

In this episode our President and CEO, Mike Affuso, sits down Stanley Cup Champion and color analyst for the New Jersey Devils, Ken Daneyko to discuss lessons on leadership and motivation that he learned during his days in the NHL and how these can be applied to a business environment.

Are You Struggling to Boost Productivity Without Increasing Headcount? In this episode of Fordify LIVE! The Business Growth Show, host Ford Saeks engages with Maura Thomas, a thought leader in workplace productivity and culture. Together, they debunk common myths about 'doing more with less' and provide transformative strategies for enhancing productivity and culture in your organization.  Ford and Maura discuss: Strategies for enhancing productivity without increasing workforce. Understanding attention management vs. time management Tips for cultivating a positive, productive workplace culture. Insights into managing workplace distractions and preventing burnout. Watch the full Interview on YouTube. Maura sheds light on the myths surrounding 'doing more with less' and offers practical tips on how to foster a culture that supports both personal efficiency and team dynamics. This episode is particularly relevant for business leaders and managers seeking to improve their teams' productivity and overall workplace atmosphere.  Tune into Fordify LIVE! every Wednesday at 11AM Central on your favorite social platforms for more episodes filled with business growth wisdom. Catch the Business Growth Show Podcast every Thursday for your weekly dose of insights and actionable tips. About Maura Thomas: Maura Thomas is a leading voice in the field of productivity and attention management. With a profound passion for productivity, Maura has dedicated over two decades to helping individuals and teams at companies of all sizes achieve significant results and maintain a healthy work-life balance. As a TEDx Speaker, Certified Speaking Professional, and published author, her expertise is widely recognized. Maura's approach is grounded in the belief that success is not just about professional achievements but also about personal well-being. For more insights into her work and philosophy, visit her website MauraThomas.com About Ford Saeks: Ford Saeks, a renowned Business Growth Accelerator with over two decades of experience, has significantly impacted the business world by generating over a billion dollars in sales globally. As the President and CEO of Prime Concepts Group, Inc., he excels in driving customer loyalty, brand expansion, and sparking innovation. Ford's dynamic and innovative approach has led him to found over ten companies, author five books, secure three U.S. patents, and earn multiple industry accolades. His expertise extends to AI prompt engineering, notably in training AI for effective content creation. Ford's recent participation in the "Unleash AI for Business Summit" highlighted his insights on how AI, like ChatGPT, is transforming business operations, marketing, sales, and customer experiences. Discover more about Ford Saeks at ProfitRichResults.com and watch his show at Fordify.tv.

Are your team members experiencing a sense of purpose in your company? Recognizing and fostering employee motivation is important for enhancing the overall employee experience. It's essential for employees to see the connection between their roles and the larger organizational goals. Today's guest emphasizes the significance of purpose within an organization and cultivating a culture in which employees feel appreciated. Sonya Shelton, a member of the Forbes Coaches Council and a certified master corporate executive coach, serves as the CEO of Executive Leadership Consulting. Her business is dedicated to co-creating exponential growth for companies by aligning purposeful strategy and passionate culture. Sonya provides tips on measuring trust and passion within an organization's culture and offers guidance on bringing these qualities to life. If you're concerned about employee burnout or lack of motivation, this episode offers valuable insights on fostering a more engaged work environment. And for those interested in building their dream team, Sonya's masterclass, Red Thread Leadership ™, is a must! About Your Host DCA Virtual Business Support President, Denise Cagan, has been working with small businesses for over 20 years. She has served on the boards of professional organizations such as Business Leaders of Charlotte (BLOC) and the National Association of Women Business Owners Charlotte (NAWBO). Denise is also a graduate of the Goldman Sachs 10,000 Small Business Program, which is a program for small businesses that links learning to action for growth-oriented entrepreneurs. Recognized as a facilitator, problem solver, and builder, Denise enjoys speaking to business groups about social media for small businesses and motivating remote and work-from-home (WFH) teams. She holds a Bachelor of Science in Quality Systems Management from James Madison University. With extensive experience in outsourcing solutions that provide administrative, creative, marketing, and website support, she is able to help other small businesses grow and thrive. Connect with Denise DCA Virtual Business Support website. View and listen to Podcasts with Denise Cagan. LinkedIn

Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEShop-Ware gives you the tools to provide your customer with a unique and immersive buying experience.Click here to schedule a free demo: https://geni.us/Shop-WareUtilize the fastest and easiest way to look up and order parts and tires with PartsTech absolutely free.Click here to get started: https://geni.us/PartsTechTransform your shop's marketing with the best in the automotive industry, Shop Marketing Pros! Get a free audit of your shop's current marketing by clicking here: https://geni.us/ShopMarketingPros Lucas Underwood and David Roman welcome the founder and CEO of AutoOps, Steven Fafel for a deep dive into the complexities of workplace motivation and compensation. Steven weighs in on how background shapes attitudes towards money and professional contentment, narrating the subtle dance between ethics and earnings in the auto industry. Lucas introspects a paramedic's dual life as a rock climber, symbolizing the balance between passion and livelihood, while David shares the story of Cameron Haynes to reinforce the notion of working to fuel personal pursuits. The trio engages in a lively debate on the auto shop pay structures, contrasting salary with commission-based models, and the implications on staff motivation.00:00 Desire for faster, touchscreen tablets persists.04:20 OE subscription provides accurate and reliable data.07:44 Dealerships prioritize data for sales opportunities.10:20 Expect complacency in demanding work environments.12:42 The Commission structure should align with company values.18:16 Incentivizing staff can improve trust in sales.19:41 Neglecting to schedule impacts the shop's work and revenue.22:20 Choosing fulfillment over money, pursuing meaningful activities.27:50 Disruptive car service leads to customer compensation.30:29 Workers unload quickly, stacking boxes efficiently.35:00 Trump's persona and fame lead to danger.35:43 Appreciate the chat, I always enjoy it.

While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential. Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men's Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021's best books. *This episode is an excerpt taken from our 2022 interview.

Employee Motivation and Commitment is the lowest since June 2022, according to recent data from the ADP Research Institute. Why are employees feeling less motivated right now and what can be done about it? Join “Can You Hear Me?” co-hosts Eileen Rochford and Rob Johnson as they welcome special guest Mark Heisten,  a brand strategy and enterprise storytelling expert who will answer the question “What do we do about disengaged workers?”Meet our GuestMark Heisten - Leadership LegendMark Heisten more than 25 years of experience in marketing, sales, and business development in global financial services brands and emerging growth start-ups. During his career, he cultivated a reputation as a brand and communications innovator and change agent, focusing on improvements in people, process, and measurement to increase the value of the companies and teams he's led.Mark is currently an brand strategy and strategic communication instructor at the University of Colorado – Boulder and a founder of an executive storybuilding start-up Leadership Legend, which works with executives and rising leaders to craft reputation-building stories.Prior to CU-Boulder and Leadership Legend, Mark served as Chief Revenue Officer (CRO) at a FinTech start-up in San Francisco. Prior to that he was the Vice President/Head of Integrated Payments at Worldpay, a leading global payments technology company. There, he transformed the orientation of the team from work-product to work-results – data-driven and outcomes-focused. Mark oversaw the sales and marketing integration of the company's $425mm acquisition of Moneris US, and shaped the new global business strategy resulting from the $10B acquisition of Worldpay Plc.Mark served as the vice president of business development and a member of the executive team at Vanguard Cleaning Systems, a North American franchise system with more than 3,500 franchisees. During his tenure, he drove an overall increase in sales conversion rates, expanded the global footprint of the brand, and earned placement of the brand in the top 10 in the Franchise 500. Additionally, Mark implemented the company's marketing automation and Net Promoter Score (NPS) programs, which increased lead flow and retained existing clients more effectively.Prior to Vanguard Cleaning Systems, Mark was the head of commercial product marketing at Visa during the company's $18B IPO and was the Head of Account Management & Strategy at Nimblefish Technologies, a SaaS-based marketing automation start-up with clients including Apple, Adobe, Microsoft, Royal Caribbean Cruise Lines, FedEx, Lowe's Home Improvement and the U.S. Army among many others.Mark also worked at several start-ups and integrated marketing communication agencies. His programs earned numerous awards from the PRSA and DMA including a Silver Anvil of Excellence award and ECHO Diamond awards. Mark has worked with numerous clients including: American Express, Apple, AT&T, Adobe Systems, Business Objects, Capgemini, Chicago Bulls, Chicago White Sox, FedExKinkos, Holiday Inn, HP, IBM, IMD, Intuit, Lowe's Home Improvement, MasterCard, Microsoft, Midas, Owens Corning, Ralston-Purina, Vantiv, Visa and Worldpay.Mark earned his BA in English from the University of Missouri, his MBA from Santa Clara University's Leavey School of Business, and is currently finishing his Ph.D. Media Research and Practice from the University of Colorado-Boulder. His research focus is on ethics, leadership, and socio-political engagement by corporations.Mark adheres to the belief that great people make great cultures, and great cultures build valuable brands.

Time to level up your motivation for your employees. Today I am talking about gamification as it relates to your employees and your guests. Today's episode is sponsored by Table Needs. Check them out here: https://hubs.ly/Q01Z9P0L0 My Newest Book – Food Truck 201: Get Off the Truck! ⁠https://www.amazon.com/dp/B0B5F2ND5W⁠ Get on my schedule for a free no obligation call. ⁠https://calendly.com/bill_moore/fttg-introductory-coaching-call⁠ Check out the best Food Truck group on Facebook ⁠https://www.facebook.com/groups/FoodTruckTraining⁠ We have video training on our YouTube channel. ⁠https://www.youtube.com/c/foodvendorreality⁠ Support the pod with a monthly donation. ⁠https://anchor.fm/food-truck-training/support⁠ Or offer one time support here. ⁠https://www.moorebetterperformance.com/store/p7/10_Minute_Food_Truck_Training_Pod_Cast_Support.html⁠ Intro Music: Just Breathing by NEFFEX ⁠https://www.youtube.com/channel/UCBefBxNTPoNCQBU_Lta6Nvg ⁠ --- Support this podcast: https://podcasters.spotify.com/pod/show/food-truck-training/support

#EnvisionRISE Podcast |  Paul Yeochum, Co-Creator Find Mojo, breaks down the Find Mojo Motivators Assessment and exactly how motivators are significant in the workplace. He shares the five motivational archetypes, discussing how aligning individual motivators with job roles can increase job satisfaction and productivity. He also highlights how managers can use the motivators assessment to enhance team dynamics and create a more fulfilling work environment.Watch this episode on YouTube.What are your top motivators? Take the assessment for free now! https://assessment.findmojo.com/freeVisit Envision RISE to learn how our evolutionary platform helps companies create a powerful integration and understanding of the relationship between the organization and the workforce. Envision RISE empowers your people to drive change and innovation through the methods of Organizational Change Management (OCM), Human Resource Management (HRM), and Diversity, Equity and Inclusion (DE&I).Envision a Better FutureFollow us on social: LinkedIn, Instagram, Twitter, FacebookContact us for info on RISE or interest in being a podcast guest: info@envisionrise.comAll podcasts produced by Elevate Media Group.

What if you had a long line of people hoping to work for your company?What if you could filter out the knuckleheads before they ever waste your time?And most importantly, what if you could have a team that came to work EXCITED for the work that you do?Today's workforce is begging for something different. But contrary to popular belief, it doesn't mean they don't want to work at all. Tune into today's Maven Monday to learn how to speak the secret language of the modern employee so that you can attract the very best, hard-working talent without gimmicks, games, or participation trophies. PLUS - learn the formula that gets people to respond to your ads AND show up to the interview. We're throwing the kitchen sink at recruiting! Don't miss it. This one goes deep. EPISODE HIGHLIGHTS:00:00 Preview00:58 Great New Book01:16 The Hiring Problem01:40 Outstanding in his Field03:02 How do You Find Good People?04:30 Where Companies Are Failing06:22 How to Write Job Ads Versus Job Descriptions08:00 It's All About Aspirational Identity09:09 Examples of what NOT to do11:04 Formula For The Most Effective Recruiting Ads12:25 How to Dog Whistle for the Right Kind of Person14:21 Talk About Where They Are Now15:05 Leave This Out of Your Classified Ads16:27 Help Them Feel Purpose in Working with You18:00 Recruiting Ads that Killed it20:01 What Happens When You Give Prospects Purpose22:28 If you're in a Competitive Industry22:50 How to Make Them Prove They Deserve the Job26:39 Example of an Ad That Worked BIG TIME30:25 Proving You're The Company They Should Work For31:35 You Need To Adjust Your Follow-Up Process33:49 Where to Post Your Job Ads34:45 Extra Out-Of-The-Box Tricks36:55 RecapLinks Mentioned in this Episode:The formula for Writing Awesome Recruiting Ads:https://frankandmaven.com/episode-38-finding-and-keeping-good-people-part-1/https://frankandmaven.com/episode-39-finding-and-keeping-good-people-part-2/https://frankandmaven.com/episode-40-finding-and-keeping-good-people-part-3/Guided Writing Process for Recruiting Ads:Part 1 Video: https://www.youtube.com/watch?v=MNeIBgcrZMEPart 2 Video: https://www.youtube.com/watch?v=v_pOTQAJ3b0&t=31sPart 3 Video: https://www.youtube.com/watch?v=2WWiBbwnFDYHow to Keep Employees Happy:https://frankandmaven.com/episode-41-keeping-good-people-featuring-dryve-leadership-group/Study on Employee Motivation: https://www.forbes.com/sites/victorlipman/2014/11/04/what-motivates-employees-to-go-the-extra-mile-study-offers-surprising-answer/?sh=4e360707a055State of Employee Engagement:https://www.tinypulse.com/hubfs/State%20of%20Employee%20Engagement%20Q2.pdfWhat Employees Really Wanthttps://www.gartner.com/en/articles/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliverDo you have a marketing problem you'd like us to help solve? Send it to MavenMonday@FrankandMaven.com!Get a copy of our Best-Selling Book, The Maven Marketer Here: https://a.co/d/1clpm8a

How to Motivate EmployeesDave Lorenzo and Nicola Gelormino discuss how to get employees fired up about the mission and purpose of your company. If you think your employees are only joining your company for a paycheck, you MUST watch this video.Chapters:00:00 How Do You Motivate Employees?01:00 What is the Role of Empathy in Employee Motivation?02:38 People Join a Company Because They Believe in What They Are Doing04:00 People Want to Know They Are Making a Difference04:50 Ask Employees: What Do You Want from This Relationship?07:09 Dave Asks Nicola about Litigators Who are Handling a Matter They Believe InAbout Inside BS Show with The Godfather and Nicki GThe Inside BS Show with the Godfather and Nicki G provides business leaders with inside business secrets to help them make a great living and live a great life.Since its inception in 2020, the show has been a valuable resource for CEOs and business leaders seeking the personal and professional knowledge they need to take their businesses to the next level while making the journey more rewarding. Dave Lorenzo and Nicola Gelormino have the unique ability to get their guests to share the insider secrets that have helped them dominate their industries. A new episode is released at 8 AM each business day.

How do we motivate employees? Traditionally, we offer merit pay, focus on accountability, and use other extrinsic motivators tied to performance. The ideas sound good on the surface, but John and Andrew discuss the many pitfalls and unintended consequences - and what to do instead. TRANSCRIPT 0:00:02.4 Andrew Stotz: My name is Andrew Stotz, and I'll be your host as we continue our journey into the teachings of Dr. W Edwards Deming. Today, I'm continuing my discussion with John Dues, who is part of the new generation of educators striving to apply Dr. Deming's principles to unleash student joy in learning. The topic for today is...well, in fact, we are continuing our discussions about management myths that keep fooling us. And today, we're talking about merit pay, accountability, and extrinsic motivators. John, take it away. 0:00:37.7 John Dues: Yeah, thanks for having me back, Andrew. We've sort of been on this sort of mini-series talking about some of these myths that Dr. Deming talked about. So two episodes ago we sort of introduced the idea that Deming said we're living in this sort of age of mythology. We talked about two myths: the myth of best practices, and the myth of the hero educator. And then last time we talked about the myth of performance appraisal, and really talked about sort of this failure to consider the role of the system on individual performance. And really what we're gonna do is kind of wrap up those myths with the three you mentioned today. I think when I think of the myth, I'm thinking about sort of management dos and don'ts, and the myths are the don'ts. And then sort of the idea would be after we cover the myths, we can turn to some guiding principles, and those would be sort of the dos, the things that management leaders should do, that sort of Dr. Deming talked about. 0:01:38.7 JD: So we can dive into the first one, which is sort of a continuation of last time, this idea of rating and ranking. Last time we talked about performance appraisal, and now it's sort of the merit pay side of rating and ranking. And it something...merit pay is a practice that has been sort of tried over time in education. What I can tell, it goes...the idea in education goes back at least to the Reagan administration. So at least to the '80s. So since that time, this sort of merit pay idea for teachers or other educators in the system has been taken up by various governors and presidents in the United States. I think most recently during President Obama's administration, there was the Race to the Top program. And sort of as a part of that program, there were teacher and principal evaluations where merit pay was sort of a key part of those evaluation systems. 0:02:36.1 JD: And so the basic theory is that if you pay people based on results, that motivator to make money will drive improvement of outcomes in schools. And I think one sort of key differentiation, because pay in all sectors, but especially in education, is a hot button topic. I'm not talking about sort of the core salary, whether or not teachers are paid enough or not. Those sort of base salary levels are sort of a separate discussion topic altogether. I'm just talking about sort of merit pay, bonus pay, performance pay, that type of thing. And when I think of merit pay, I mean a lot of these ideas, I think, sort of sound good before you really dig in and start to think about them. 0:03:34.0 AS: And that's, Dr. Deming would say pay for performance makes sense. Seems like you're gonna get a good outcome, but in fact it's a little different or a little bit more complex than that. 0:03:44.9 JD: It's a lot, yeah. A lot more complex, I think that's exactly right. When I was thinking about merit pay and the theory behind it, what are the problems, especially in education? So for me, problem number one is paramount, and that's how do you define a meaningful measure of performance by which to judge individual educators? That's a pretty thorny problem. I think problem two is that the basic theory suggests that additional money will incentivize these...improves teaching and in turn improve student outcomes. But for that to be true, that means that teachers were previously withholding their best efforts and if you just paid them this bonus, that they would then sort of unleash this previously withheld power. And then another really thorny problem is this idea, if you sort of create this environment where you have a merit pay system, it sort of disincentivizes the behaviors that are important to improving any complex system. 0:05:00.2 JD: Things like, cooperation and teamwork. And so, especially in a merit pay system, the ones that I've sort of been aware of, the merit pay calculation is often sort of viewed as sort of opaque. How is this calculated? Often sort of the algorithms are proprietary, they're viewed as unfair, and then they can lead to these undesirable behaviors like unwillingness to share ideas or, just as problematic, unwillingness to take on certain teaching assignments, the tougher assignments. The very kids that you want to have the best teachers are often the toughest to get results with. And so you're sort of disincentivizing people taking those assignments because of the differential pay or the poor rating. 0:05:57.9 AS: Yeah, it's interesting too - that the point that people are withholding their best work. If we just give them merit pay, then...and I just had a vision in my mind. Imagine that we had a peaceful cage of tigers, and they're all chilling out and these tigers consume, at every meal, they consume, let's say all of them consume a hundred kilos of meat. [laughter] And we end up putting in 50 kilos in there and say, "okay, you gotta fight for this." 0:06:44.9 JD: Yeah. 0:06:47.4 AS: What's it gonna look like? 0:06:48.8 JD: What's it gonna look like? Yeah. 0:06:50.2 AS: And in a way, like what we're doing with merit pay is saying there's a limited pool. We've allocated a pool that's available to you. Yes, you've got your survival pay, but here is this pool of additional merit pay. And then...yeah, some people, some of them may just some people may sit back and go, "I'm not doing the work for that. I'll stick with my monthly pay." Whereas others will be extremely competitive to get that pay. 0:07:19.8 JD: Yeah. Yeah. But all of it assumes that, let's say, today I don't have the merit pay system. I get certain results. Tomorrow, I have this merit pay system. It assumes I'd know what to do tomorrow to get the outcomes, right? And I think that's a huge problematic assumption. 0:07:42.7 AS: So is that's part... If you think about what you're saying, that's part of the myth that, you know, you just think... 0:07:47.8 JD: It's part of the the myth. Yeah. 0:07:49.3 AS: It's like "just put this in place." I mean, come on. It's internal competition. We want everybody to...well, wait a minute. Internal competition in the company? 0:08:00.4 JD: Yeah. I mean, I could work, potentially, work harder for some period of time, but if I don't have any different methods for bringing about these outcomes, then the merit pay itself is...assuming everything else went well, assuming it was seen as fair and transparent, the fact that you don't have any new methods with which to bring about this improvement is a serious impediment to just thinking that merit pay in and of itself is gonna be an effective system. Putting aside all the other issues like disincentivizing the very behaviors or taking on the various assignments that you want the sort of top-notch teachers to do. 0:08:36.5 AS: Yeah. I guess that's another way of thinking about it too, is that it's like you have a certain set of tools on the tool floor, on the factory floor or in the classroom or whatever. There's a certain set, and you're not adding to any of that. You're just saying, "we're gonna pay you to get more out of that," and it's just...there's a limit as to what you can get on that. All right. 0:09:01.9 JD: Yeah, and I think the most typical way this has showed up in, say, the last 15 years or so, are these value-added models, that instead of just focusing on the absolute test scores of individual students, what percentage are hitting that proficiency standard? The value-added models did allow you to sort of attempt to measure the progress of individual students. So even if they didn't hit proficiency, you could look at, well, did they grow a lot? And a lot of the sort of merit pay schemes, during the Race to the Top era, were based on these value-added models. But I was...just as an example, I was reading a working paper from a Cal Berkeley economics professor who looked at some of these models. And one of the things that he said really stood out, he said, Teachers gain... "Value-added model scores are evidently inflated or depressed, in part due to the students who they teach, who differ in unobserved ways that are stable over time. 0:10:04.5 JD: This bias accounts for as much as one third of the variation in teachers value-added scores, enough to create a great deal of misclassification in value-added model based evaluations of teacher effectiveness." So I think that that type of finding is exactly the thing that I'm talking about. Creating these models is very, very difficult. And according to at least that one research study, up to a third of the variance in the results of teachers value-added gains for their students was not attributable to the teacher themselves. It was for...to these other things. 0:10:41.5 AS: And so... Go ahead. 0:10:43.7 JD: Oh, go ahead. Yeah. 0:10:45.1 AS: I was just gonna say that one of the takeaways that people take from this type of discussion is, oh, I see, but okay, so merit pay needs to be better implemented. [laughter] 0:10:56.0 AS: Right? Like, and I had...there was a LinkedIn discussion where someone posted something about KPIs, and I said the damage caused by KPIs is almost immeasurable. And I mentioned something about that and pretty much every post said it's not KPIs that are bad, it's just that we didn't train people well or they weren't explained well or they weren't implemented well. And that's a cover that can keep you doing merit pay or that type of thing for a decade - trying to create something that's fair and all of that. And I think that is part of the myth, part of the...where people get lost for years. 0:11:39.5 JD: Yeah. Yeah. And even in those systems, they were heavily focused on reading and math, because those were the heavy focus areas of No Child Left Behind, which was the key legislation at that time. Race to the Top was sort of a supplemental sort of grant-making process that sort of layered on top of No Child Left Behind. So even the models in reading and math weren't great at pinpointing where results were coming from. But then you also had this whole other problem where reading and math teachers make up a fairly small percentage of any staff. I mean, there's social studies teachers, science teachers, teachers in the arts, the physical education teacher, the administrators, the support staff and so you really have to finagle just the reading and math scores, to sort of make them applicable to all those other people, that have much less of a sort of direct impact on reading and math score. So that's just a sort of another problem with those systems, is how do you include the vast majority of school staff? 0:12:41.6 AS: And so I would say, let's wrap up this particular one by also saying that it's not about doing merit pay better. 0:12:50.9 JD: No, it's not. Nope. I think the practices themselves, whether it's performance appraisal or merit pay, they lead to sub optimization of the system as a whole. But I think what happens when you don't have profound knowledge, and this definitely happened to me with all of these myths, and I sort of latched onto them, when you don't have profound knowledge, these practices are continually recycled by education policy and political leaders, which is why I think you see them in the '80s during the Reagan administration, then you see 'em about 20 years later [chuckle] with the Obama administration. They get recycled, these bad ideas. When you don't have that solid philosophical foundation, you get latching onto these sort of policy implications or policies that have been tried before. You sort of forget that they didn't work the first time. 0:13:44.4 AS: Yeah, I think about Dr. Deming saying, how could they know? 0:13:47.8 JD: Right. 0:13:48.7 AS: And that there's just so many people that are kind of misguided by - just because something is done, that there's actually a foundational evidence that this is really the way that we optimize. So, all right, what's.... 0:14:08.9 JD: And that was exactly what he said when he found out that President Reagan had, or his advisors, had proposed this merit pay system for schools. He said, "the problem lies in the difficulty to define a meaningful measure of performance. The only verifiable measure is a short term count of some kind, where were the President's economic advisors? He was only doing his best." So basically he was saying to the President exactly what you said. So I think the real key here is things like joy in work, intrinsic motivation, cooperation, are key to a healthy organizational culture. And these things sort of upend that. I think what we should have what Deming is telling us to do: just work to optimize the system, rather to try to incentivize those individuals working within the systems, the system as a whole that you want to work on. 0:15:00.7 AS: Okay. So accountability. 0:15:03.9 JD: Accountability. Yeah. So when we say "accountability" in school systems, what we're typically talking about is state education department accountability systems, so basically all 50 states have some type of district and school report cards. School system gets it, individual school within the school system, get them. And they're typically based on performance metrics, like proficiency rates on standardized tests, absenteeism rates, college and career readiness indicators - which on their face seem like sort of noble things to keep track of. In my home state where I am in Ohio, that sort of system trickles down to not only individual schools, but in the teacher rating system, those ratings are applied to individual educators at many traditional public schools as well. I think when we're talking about accountability systems, if you're reading Deming, he often labeled them something like "management by objective" or "management by the numbers." But really those are all the same thing. It's some type of practice where you're focused heavily on outcomes. But I think like the merit pay, several problems with the myth of accountability. 0:16:26.3 JD: So one we've talked about before, but I think a key one is that too often goals for accountability and goals for improvement get conflated as if they're one and the same. But accountability goals, they're sort of like inspection. They come after the fact, they don't improve the processes that produce the defective results in the first place. So when you get these results and you haven't been sort of getting sort of local data that tells you how your practices are doing, the idea is that you're supposed to then take this once a year data and then figure out what to do when it doesn't look like you want it to. And that data is not very good at that. So those two things, improvement goals and accountability goals get conflated. The sort of second problem is we talked before about how you can react to data. 0:17:20.9 JD: You can take it and try to improve your system, or you can distort the system itself or distort the data that's coming from the system. So a second problem, that I saw up close when No Child Left Behind was launched in the early 2000s, I was teaching in Atlanta, the legislation comes out. And if you ask teachers, what did you experience? Very often, they're gonna tell you some version of what I experienced, where as a teacher in Atlanta, we were required to spend an inordinate amount of the day on reading and math, recess got cut from an elementary schedule. I taught in an elementary school at first, and gym and the arts, while we had them, they were for very, very short periods of time and a couple times a week. Big chunks of the day on reading and math. 0:18:14.4 JD: And so that's a good example of distortion of the system because the legislation focused on math and reading results, to the exclusion of science and social studies and the arts and these other things. Well, that's where the school schedule then focused. And I don't think if you asked anybody that was sort of delivering schooling in that way, that that was in the best interest of kids in terms of giving them a well-rounded educational experience. The third problem is the distortion of the data. And this is something that happened many places, especially during Bush two and Obama's administrations, when No Child Left Behind was in full swing. So if you ask any educator and even many people outside of education, can you remember some major cheating scandals that happen with state test scores? Everybody can remember a few. There's a big one in Atlanta a few years after I left. I know there was a major one in DC. 0:19:13.1 JD: There was a major one here in Columbus in the Columbus City schools in like the 2013-2012 range, and they happened all over the country. I mean, even the one in Atlanta, the superintendent of the schools was charged with running a corrupt organization. They used the RICO statute because they were actually giving bonuses based on test scores that were - I forget how they were cheating exactly. And obviously, this isn't the majority of people. But it is sort of a product of a system that's putting so much focus on these test scores, and then you're layering the merit pay on top of it, and this is sort of what you get. 0:20:01.3 AS: That's the problem around here. We don't have enough accountability. 0:20:04.2 JD: Right, right. 0:20:05.4 AS: So, we're getting everybody accountable, everybody's gonna be... And we are gonna get tough on accountability. 0:20:12.5 JD: Yeah, yeah. 0:20:13.1 AS: Squeeze. 0:20:14.0 JD: I think that's the Deming sort of point with management by objective accountability system, is stop holding people accountable in lieu of improving processes. Of course accountable to our teammates, Deming talks about a system, where do you fall in the system? Understanding the system's view versus the organizational chart. Who's relying on me? Who do I rely on? Those are important...that's accountability. But what he's talking about is when all of this focuses on accountability by inspection rather than sort of working together to improve the processes that ultimately lead to the outcome. 0:20:54.1 AS: Yeah, and seeing the data as a tool, a feedback mechanism that helps us understand, and test what we're doing with the system. So, yeah. 0:21:05.2 JD: I think another thing that's really underappreciated is that one, numerical goals don't produce quality especially when those goals are outside the capability of the system as it's currently designed. So, if you remember back when we looked at those third grade reading test scores, they were sort of bouncing around about a 60% average, if I remember right. They were like 58% then up to 62% and down to 60% and up to 61% and down to 59%. And so, they're bouncing around about a 60% average, the goal is 80%. That goal is outside of the capability of the system. 0:21:40.6 JD: And so, if people over time, depending on what sanctions are being issued, realize that there is literally almost no chance that they're gonna hit that mark within the current system, what are they gonna do? Again, they can work to improve the system, which is hopefully what happens. But you're very likely to see some type of distortion of the system or distortion of the data, even if it doesn't rise to cheating on state tests. I only report out on certain data results that make my organization look good or whatever. I spend all my time trying to write this fiction instead of actually improving the system. And I think that's something that happens all the time, and we don't understand what's the current system capable of. 0:22:23.7 AS: And how do you counter the argument that some people say is that: some of your employees, some of your teachers or administrators, just they don't care that much, and they need accountability. If you don't have accountability, they're not gonna step up and try to improve the system and all that stuff. How do you handle somebody who says, "You're living in a fantasy world, John. And the fact is that we need to crack the whip around here." [laughter] 0:22:50.4 JD: Yeah. Yeah. I can appreciate that, I think I grew up with, show up on time and do your job. That was a part of my upbringing. However, it just hasn't been my experience that most people are slackers. Sure, have there been a handful of people across my 20 years in various cities and states that probably shouldn't be teaching or leading a school? Yeah. I've definitely come across some people like that. 0:23:18.1 AS: And I guess the answer to that is really, that's a management job, to assess a person and try to make a decision, coach them, help them, move them, whatever. 0:23:27.1 JD: It's a management decision or a management sort of responsibility. And I think a key thing is, when I have seen teachers that maybe would have the attitude that you're describing. If you unpack why that is, it's often in education because let's say there are a 15-year teacher... I saw this a little bit in Atlanta. I was a newer teacher, there were some 15-year teachers on my team. They were gonna do their own thing, but if you unpack why that is, it's because, "look, I've been through four or five superintendents in my 15 years, each one brought a new set of reform ideas. I had to get trained on all these new things, and then those things were gone in two or three years. And I've been through that cycle three or four or five times." Of course, you're gonna have that attitude, who's not gonna have that attitude? You sort of have initiative fatigue. 0:24:18.4 AS: Yeah. And I'm sure as those cycles went through, there was times that those people were beaten down on a particular thing that they didn't get right, and then it's like, "Sorry, I'm not taking the risk." 0:24:30.3 JD: Yeah, yeah. 0:24:31.1 AS: Alright. 0:24:31.3 JD: So that just goes back to, the problematic employee is a very small percentage. And generally what we're talking about are systems problems that require leadership to fix. Yeah. 0:24:44.3 AS: So: extrinsic motivators. 0:24:48.7 JD: Yeah. I think the things we've been talking about are extrinsic motivators too. Performance pay, performance appraisal systems, those are all sort of forms of extrinsic motivators. But I think the basic premise of this myth is that you can improve performance by putting the right extrinsic motivators into place. So, the basic theory or supposition is that if you just get the right balance between reward and punishment, then that's gonna improve your system. And I think it's definitely true that people are differentialy motivated by extrinsic and intrinsic factors. 0:25:31.9 JD: Some people require far less of the other, or one or the other than other people. But I think it is a false premise that you can improve performance using carrots and sticks. Just sort of full stop. And I think what I've seen when I've read about this is that, one, in most contexts within complex systems like schools, extrinsic motivators don't work to improve performance like some people might think they do. They typically only work in the short term, and even in those short term settings, they typically only work for simple and repetitive tasks. And those don't sound like what teachers or principals do on a daily basis, basically. 0:26:24.6 JD: I think there's also these unintended consequences that stem from practices like teacher evaluations and merit pay that heavily rely on extrinsic motivation, because they do lead to these distortions in the data or the data within the system. Distortions of the system or data within the system. Because again, they're optimizing competition within the organization versus cooperation. They actually make it harder to achieve your goals. And then I think that this all brings us to the primary issue when you try to use extrinsic motivators targeted at individuals, is that individual performance only accounts for a tiny fraction of organizational performance. 0:27:18.2 JD: And I think Deming pegged that number depending on the exact situation, that 94% to 97% of the troubles and possibilities for improvement in any given organization actually belong to the system, and are the responsibility of management. So, if you do the opposite and try to incentivize individuals who have little control over the system in the first place, at best it's pointless. And at worst, these incentive systems have the exact opposite effect and actually decrease organizational performance. [laughter] I think that's really what is behind the Deming philosophy. The common thread is that these things work to sub-optimize the system as a whole, all of them. So yeah, when you fail to appreciate the organization as a system, you're actually making the improvement of that system much, much, much harder. The Deming philosophy does the opposite of that. 0:28:20.4 AS: Yeah. I'm thinking about taking like a test tube and putting some things in it and then shaking it up, [laughter] agitating it, and really putting pressure on it and all that. And then when you open the container, it goes, pop, and it explodes because you've agitated. And you're agitating a small part of the overall, that's a part that has probably the smallest impact on the overall system, of the overall output of the system. So, yeah. Interesting. [laughter] 0:29:00.0 JD: Well, and I think a key part of this mentally is that even for people that have at least a moderate grasp of the Deming philosophy, when you're actually a leader and you're in a high pressure situation: I just got my state test scores, well, how did we do last year? We have to have done better than last year, and we have to do better than these three competitors. As long as that's okay, I'm okay, I'm okay. But then you sort of have forgotten in the moment of stress all of the things you've learned about this philosophy. Like, well, how does this data look over time? Is it really just bouncing around? It's not really improvement. But the trick is assuming that you know the philosophy in the first place, that you can then step back and employ it or fully use it in those times of stress when community members or board members, your boss, is asking you for these results and you're trying to figure out a way to sort of paint them in a positive light. 0:30:00.0 JD: And so, even if you're a believer in this, you can see how people start to distort that system or distort the data. Again, not rising to the level of the cheating scandals that I talked about in Atlanta and Columbus, but in these everyday and in these everyday ways. So, I think that's why you have to explicitly say the Deming philosophy - it's how you manage your organization. It's why you have to get top leaders an understanding of the philosophy. And then you have to live it day in and day out, not only when it's easy, but especially in those times of high pressure when you wanna revert back to the myths. 0:30:42.9 AS: And the exam results come out. 0:30:43.8 JD: When the exam results come out, and someone's calling, you have to be ready to talk about it in this way, even in those high pressure, those pressure time periods, yeah. Yeah. 0:30:53.6 AS: So, let's wrap this up. We're talking about the management myths that keep fooling us, and we're talking about merit pay, accountability, and extrinsic motivators. What we were saying about merit pay, you were saying that it assumes that additional money is what's going to get a better output from teachers as if maybe they're holding something back right now. And also, you mentioned that it disincentivizes teamwork, and it's not clear how it's calculated, and it leads to sub-optimization of the system. About accountability, you were talking about how Dr. Deming talked about management by objective or management by numbers and the problems that you face with that. You also talked about the accountability versus improvement goals. I think that was a really helpful discussion to kind of understand that improvement and accountability are two separate things. And then also, you talked about distortions of the data, distortions of the systems and that type of things. 0:32:01.5 AS: And that only also you mentioned finally on the accountability is that, if you're holding people accountable to numerical goals that are outside of the system's capability, it's not reasonable at all. And then extrinsic motivators, you talked about that there's a myth that we can improve performance with the right balance between reward and punishment. But you mentioned about unintended consequences of that and causing distortions of the system. And in a sense, you're optimizing for competition within the system rather than cooperation and coordination. And then finally you wrap that up, which probably applies to all of it, with the idea that Dr. Deming clearly stated that the output of a system, maybe, 95%, 96% or so of the output of a system is actually attributable to the system, not the individuals running about doing the best that they can within that system. And so therefore, it doesn't make so much sense to overly focus on these things when they really are not the key to getting the output that you want. Is there anything you would add to that? 0:33:18.6 JD: Yeah, no, that's exactly right. I think systems leaders have to understand the management myths, so they can avoid them. And then sort of the next step beyond avoiding the management myths is, well, what do you do? What are the things that you do? And that's informed by the system of profound knowledge. And I think it's also informed by that set of guiding principles that I alluded to at the beginning. And I think that's sort of where to go next. Those are the dos of the Deming management philosophy. So, you have some principles to operate by, so you don't get caught up in these myths when things get tough. 0:33:54.3 AS: Beautiful. Well, John, on behalf of everyone at the Deming Institute, I wanna thank you again for this discussion. For listeners, remember to go to deming.org to continue your journey. This is your host, Andrew Stotz saying, I'll leave you with one of my favorite quotes from Dr. Deming. "People are entitled to joy in work."

Today Candace talks about the small shifts she's making this summer and how you can also be intentional about enjoying the season you are in.Candace Dunaway is the Host of the All Things Relatable podcast. Candace practices daily gratitude and believes that this practice is the key to living a joyful life. Candace sees the world through an optimistic lens and looks for the silver linings, even in the most difficult of times. She believes that life is a collection of simple moments of joy that compound to create a happy life.Follow Candace on InstagramUse coupon code candace10 to receive 10% off your set of Now by Solu Meditation SpeakersGet your meditation speakers here

Today Candace talks about jumping into a season of consuming less so that she can create more.Candace Dunaway is the Host of the All Things Relatable podcast. Candace practices daily gratitude and believes that this practice is the key to living a joyful life. Candace sees the world through an optimistic lens and looks for the silver linings, even in the most difficult of times. She believes that life is a collection of simple moments of joy that compound to create a happy life.Follow Candace on InstagramUse coupon code candace10 to receive 10% off your set of Now by Solu Meditation SpeakersGet your meditation speakers here

Dr. Kurt Nelson is a behavioral scientist and founder of the Lantern Group. His expertise involves helping businesses align incentives and motivation to improve sales, productivity, and employee happiness. With a strong focus on incorporating behavioral science principles into goal-setting and motivation strategies, Kurt offers valuable insights for individuals and organizations seeking to enhance their overall success. During the podcast, Melina and Kurt discuss the Great Resignation, Quiet Quitting, keystone goals, incentives, priming, framing, and so much more. Want to reduce turnover rates in your organization? Kurt explains why this requires a holistic approach that addresses multiple aspects of employee engagement and satisfaction. These might include clear communication of goals and expectations, a strong organizational vision, appropriate incentives, a psychologically safe environment, and acknowledging employee contributions. Implementing these elements effectively within the organization can result in a considerable reduction in turnover rates and a more motivated workforce. He shares a case study of a client company that initially had a 42% turnover rate, which is now under 5%. They achieved this by improving communication and creating a clear vision, which involved offering incentives designed to promote desired behaviors rather than instilling fear. Regular town hall meetings and a national employee meeting facilitated better communication and helped everyone stay informed. Additionally, they worked with managers to enhance their communication skills and foster better relationships with their teams. Learn all about this fascinating example and more in this episode, including: Elevate employee engagement through comprehensive strategies for lasting retention. Manage workload effectively and prioritize tasks to minimize burnout. Infuse meaning, purpose, and creativity into your work culture for a thriving environment. Enhance communication, vision, and incentives to diminish staff turnover. Employ behavioral science techniques for successful goal-setting and motivation. Show Notes: 00:00:00 - Introduction, Dr. Kurt Nelson, co-host of Behavioral Grooves and CEO of the Lantern Group, discusses his expertise in employee incentives and motivation in the workplace. 00:03:35 - Employee Experience, Organizations are refocusing on the employee experience and how they can ensure they are doing right by their employees to increase engagement and motivation. 00:08:34 - Human Complexity, Organizations need to understand that humans are complex and are driven by various factors, such as their external environment, social environment, and managerial challenges at work. Employees want a psychologically safe environment where they feel respected and fulfilled. 00:11:23 - Quiet Quitting, Employees are pushing back against the expectation to give 150% effort every day. Organizations should not expect employees to go above and beyond all the time, but they need to create jobs that allow employees to be creative and bring passion into their work. 00:14:22 - Full Self in Work, Employees who bring their full selves into work find more meaning and purpose in their jobs. Organizations need to make sure they are creating an environment that allows employees to find fulfillment at work. 00:15:58 - The Importance of Frontline Managers, Frontline managers are often promoted for their individual job skills rather than their ability to manage. This can lead to a lack of understanding of how to engage and work with employees, causing turnover and "quiet quitting." 00:18:23 - Case Study: Decreasing Turnover Rates, Working with a company that had a 42% turnover rate, Kurt and his team's focus was on improving communication from executive leadership to employees, setting a clear vision and incentives, and training managers on how to communicate and engage with their team. The result was a decrease in salesforce turnover rate to under 5%. 00:22:23 - Priming and Framing, Changing 12 words in an email to incorporate qualified achievement words increased performance by 15% and decreased the need for escalation by 30%. Framing incentives in a gain or loss context can also impact behavior. Psychological safety is important for employees to feel valued and heard. 00:28:46 - How to Be a Better Organization, Align incentives with desired behaviors, create a psychologically safe environment where employees feel valued and heard, and provide tools for managers and employees to break down goals and understand how to engage and motivate teams. Changing behavior is key to achieving success, and incentives are key to that. 00:30:29 - Summary, To decrease turnover rates and create a better organization, focus on aligning incentives, creating a psychologically safe environment, and providing tools for managers and employees. Changing behavior is key to achieving success. 00:31:03 - Lantern Group's Tools, Dr Kurt Nelson talks about the Lantern Group's tools that help employees set and achieve their goals. He introduces the Brain/Shift Journal, a 13-week guided journal with daily prompts based on behavioral science insights. The journal helps users create keystone goals, break them down into milestones, track progress, and cultivate gratitude. 00:32:46 - Keystone Goals, Keystone goals are those that have a larger-than-life impact, which align with keystone habits. The journal helps users determine the right goal and break it down into milestones. It includes prompts like priming, gratitude, and progress tracking to keep users motivated and on track. 00:35:02 - Conclusion Melina's top insights from the conversation. What stuck with you while listening to the episode? What are you going to try? Come share it with Melina on social media -- you'll find her as @thebrainybiz everywhere and as Melina Palmer on LinkedIn. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Join the BE Thoughtful Revolution – our free behavioral economics community, and keep the conversation going! Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: Influence, by Robert Cialdini What Your Employees Need and Can't Tell You, by Melina Palmer Mixed Signals, by Uri Gneezy Getting Along, by Amy Gallo Both/And Thinking, by Wendy Smith and Marianne Lewis Connect with Kurt:  Kurt on Twitter Lantern Group's Website Kurt on LinkedIn Top Recommended Next Episode: Secrets of Motivation and Incentives, with Tim Houlihan (ep 109) Already Heard That One? Try These:  Influence, with Robert Cialdini (ep 157) Nudges and Choice Architecture (ep 35) Priming (ep 252) Framing (ep 16) iNcentives: The “N” in NUDGES (ep 272) Mixed Signals, with Uri Gneezy (ep 273) The Human Experience, with John Sills (ep 277) Getting Along, with Amy Gallo (ep 269) Both/And Thinking, with Wendy Smith (ep 261) The Microstress Effect, with Rob Cross (ep 287) I Human, with Tomas Chamorro-Premuzic (ep 267) Cobra Effect (ep 220) Inequity Aversion (ep 224) Avoiding Everyday Disasters at Work, with Gleb Tsipursky (ep 111) Motivation and Incentives at Work, with Kurt Nelson (ep 187) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Smart Behavioral Economics Secrets Every Marketer Needs, with Melina Palmer Using Behavioral Economics to Help Businesses, with Melina Palmer

While hybrid work, new technologies and evolving skills needs are changing how work gets done, what motivates employees remains constant. Author and psychologist Ron Friedman joins the Gartner Talent Angle to share how the latest findings in behavioral psychology can be applied throughout organizations. Friedman shares insights from his books “Decoding Greatness” and “The Best Place to Work” along with examples and stories from his work as founder of ignite80. He explains how HR leaders can use the method of reverse engineering to achieve success, and he details how an intentional focus on the psychological needs of employees can unlock their highest potential. Ron Friedman is an award-winning social psychologist and the founder of ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. Friedman has served on the faculty of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges, and is a frequent contributor to the Harvard Business Review, Psychology Today, Fast Company, Forbes, and CNN. Popular accounts of his research have appeared on NPR and in major newspapers, including The New York Times, Financial Times, the Globe and Mail, Washington Post, The Guardian, as well as magazines such as Men's Health, Entrepreneur, and Success. His first book, The Best Place to Work, was named an Inc. Magazine Best Business Book of the Year. His new book, Decoding Greatness: How the Best in the World Reverse Engineer Success, was selected by Amazon's editors as one of 2021's best books. *This episode is an excerpt taken from our 2022 interview.