Podcasts about employeeswhat

The nonprofit sector is facing a major HR crisis, with high turnover rates and a shortage of experienced professionals. In this episode of Agents of Nonprofit I speak with Cindy Wagman about the root causes of these challenges and explores innovative solutions like fractional fundraising. Whether you're a nonprofit leader, consultant, or industry professional, this episode provides actionable strategies to strengthen your organization and retain top talent.Topics We Cover:Cindy's journey from volunteering to nonprofit consultingWhy nonprofits struggle to hire and retain skilled professionalsThe hidden costs of hiring underqualified staff for key rolesHow leadership gaps contribute to high turnover ratesThe impact of poor mentorship and training on nonprofit employeesWhat fractional fundraising is and how it benefits small organizationsThe difference between fractional consulting and traditional consultingTips for managing workload, setting boundaries, and choosing the right clients as a consultantTo Learn More and Connect with Cindy:FractionalFundraising.coNonprofitFractionals.comCindy Wagman on LinkedInSupport the show

In this episode, I'm interviewing 3 students from The Localpreneur Academy. They're sharing how they've best utilized the program to grow their local businesses -- even within their life as moms, expecting moms, spouses, full-time employees, and more.Tune into this episode to learn:The breakthroughs and results my clients have experienced after being inside The Localpreneur AcademyHow they're growing their business in their city in their specific niches and as busy moms, spouses, and even full-time employeesWhat it's like to be supported inside The Localpreneur AcademyMentioned in this episode:Work with me inside The Localpreneur AcademyClick here to book a free consult call with LeslieFollow me on Instagram @‌lesliepresnallDownload my Free Guide: How To Grow Your Local Instagram FollowingLinks To Connect:Lydia Matthews | Esther ClothingInstagram: @esther.clothingbrandWebsite: https://esther-clothing.com/ Natalie Clark | Chloe and Cate Kids Consignment Instagram: @chloecatekidsconsignmentWebsite: https://chloeandcatekidsconsignment.com/Laura Longmire | Where Life Meets StyleInstagram: @wherelifemeetsstyle.coWebsite: https://www.wherelifemeetsstyle.co/If you're ready to grow your local business and bring in a steady stream of clients, you need to check out The Localpreneur Academy. Click here to join me inside.Rate, Review & Follow:“I LOVE listening to the episodes, especially since they're focused on local businesses and it's not just generic marketing advice.” If you love the show too, please leave a rating and review. This helps me reach more people just like you who want to reach more local people and create a business they love.

If you like this show, consider making a donation this holiday season. 100% of your donation will go towards helping us create more podcasts (like this one!). Click here to make a gift today.At work, neurodivergent people face a bunch of different hurdles — stigma, burnout, firings, higher unemployment rates, and more. In recent years, all kinds of businesses have begun various types of neurodiversity initiatives. On the surface, these initiatives are supposed to foster inclusion and make working better for everyone.But host Rae Jacobson wondered: Do these initiatives actually do anything, or are they just good marketing? She put the question to Rachel Lowenstein, a brand consultant and content creator whose job involves working with business leaders to make workplaces more inclusive.Rachel explains how these efforts can create positive change and aren't just neurowashing (think greenwashing, but for neurodiversity inclusion). And she also shares why these efforts are personal for her as a woman with autism. Related resources5 ways you can help your workplace be more inclusiveSurvey reveals workplace stigma for neurodivergent employeesWhat is neurodiversity?Timestamps(4:11) How to make people relate to neurodiversity(11:18) The curb-cut effect: What helps me can help everyone(14:50) What does a neuroinclusive retail job look like?(20:39) Why a larger community is a stronger one To get a transcript of this show and check out more episodes, visit the Hyperfocus podcast page at Understood.orgWe love hearing from our listeners. Email us at hyperfocus@understood.org. Understood is a nonprofit organization dedicated to empowering people with learning and thinking differences, like ADHD and dyslexia. If you want to help us continue this work, donate at understood.org/give

Meet Dr. Ludlow! He and Bethany have worked together for almost 10 years. Dr. Ludlow has a unique practice in that is very large and still privately owned. Therefore, it might be surprising to most listeners that Dr. Ludlow does not have an Office Manager. In this episode, he discusses his strategic decision to grow a large, successful practice without a manager in place. Although practices can be successful with and without a manager, Dr. Ludlow manages his own practice and is passionate about doing away with the bureaucracy and directly leading his practice well. Because of this “No-Manager Model,” Dr. Ludlow is on the frontlines of disgruntled patients and team members and therefore has learned to pivot and adapt in order to meet the needs of his growing team and practice. Enjoy learning from Dr. Ludlow! Previous Episodes Worth Revisiting:The Highs and Lows of Family Members as EmployeesWhat is Servant Leadership? 

In this episode, you'll learn: When employer's can insist on random drug and alcohol testing for employeesWhat to do if someone turns up to work smelling of alcoholWhy you can't automatically dismiss if an employee fails a drug or alcohol testThis podcast is supported by Occupational Health Assessment Ltd, Policies 2024 and by HR Inner Circle. Leave a review for this podcast before 11 June 2024 and win a prize - www.danielbarnett.com/podcastreviews

The design industry can be exciting to explore, but it's not always easy to break into. If you're looking to shift careers and work in interior design, Shaun and Rebecca have some valuable advice for you. They talk about the skills from your previous job that will add value to your design career, the challenges career-shifters face when switching into the design industry, and share tips that will help you break into the new field.In this episode, Rebecca and Shaun discuss:The challenges of switching careers in interior designTips and strategies for someone transitioning from another career into interior design Transferable skills someone can bring from another career that offers value in interior designChallenges entrepreneurs face when switching industriesThe need for entrepreneurs to set aside their ego to have a successful learning experience when switching industriesChallenges designers face in taking on inexperienced interns or employeesHow can career changers demonstrate value beyond just design skills when pursuing opportunities in interior designThe challenges of transitioning from DIY home projects to working professionally in the design industryWhat designers look for when it comes to hiring and training new employeesWhat does it take to find the right fit when switching to a new industry like interior designOur links:Subscribe and leave a review - Apple PodcastsLike, Comment, & Follow - Hot Young Designers Club InstagramRebecca's Instagram Shaun's InstagramFor more information - Check out the websiteBecome a “Loyal Hottie” - Support us on Patreon Design Resources - Check out our shopMentioned in this episode:Moe's Home CollectionMoe's just released their new Tailored & Timeless Collection. Create an accout at https://moeshomecollection.com/hydc

Businesses today spend an average of 52% of their budget on their workforce. Some go as high as 70%. The expense is worth it, of course, as the only way to true financial success is by having the right talent. But given this enormous cost, it's worth asking: are the people metrics you're tracking the ones that will make the biggest impact on your business? Or are you missing out on the full potential of your workforce?To help us understand the people metrics that matter, Melissa Howatson welcomes RJ Milnor to the show. RJ is the Founder and CEO of People Analytics Partners and was formerly the Global Head of People Analytics at Uber. Through his research and experience, RJ has uncovered some remarkable insights and truths about the way we work, how it's evolved post-pandemic, and what the future of work looks like.Join us as we discuss:The surest indicator of high-value employeesWhat to analyze to see how your M&A integration is goingA viable replacement for productivity-killing meetingsHow to get the greatest ROI out of office spacesOne word of advice for leaders to be more effectiveAdditional resources:HR Data Visualization: 10 Insights Impacting Your Bottom Line: https://bit.ly/3QQxBx9Headcount Planning and Forecasting: The Complete Guide: https://bit.ly/3u6WqMgRecommendation of the SEC Investor Advisory Committee's Investor-as-Owner Subcommittee regarding Human Capital Management Disclosure: https://bit.ly/47l0lDxSHRM: Fractional Work & Your Talent Strategy: https://bit.ly/4726epf

Businesses today spend an average of 52% of their budget on their workforce. Some go as high as 70%. The expense is worth it, of course, as the only way to true financial success is by having the right talent. But given this enormous cost, it's worth asking: are the people metrics you're tracking the ones that will make the biggest impact on your business? Or are you missing out on the full potential of your workforce?To help us understand the people metrics that matter, Melissa Howatson welcomes RJ Milnor to the show. RJ is the Founder and CEO of People Analytics Partners and was formerly the Global Head of People Analytics at Uber. Through his research and experience, RJ has uncovered some remarkable insights and truths about the way we work, how it's evolved post-pandemic, and what the future of work looks like.Join us as we discuss:The surest indicator of high-value employeesWhat to analyze to see how your M&A integration is goingA viable replacement for productivity-killing meetingsHow to get the greatest ROI out of office spacesOne word of advice for leaders to be more effectiveAdditional resources:HR Data Visualization: 10 Insights Impacting Your Bottom Line: https://bit.ly/3QQxBx9Headcount Planning and Forecasting: The Complete Guide: https://bit.ly/3u6WqMgRecommendation of the SEC Investor Advisory Committee's Investor-as-Owner Subcommittee regarding Human Capital Management Disclosure: https://bit.ly/47l0lDxSHRM: Fractional Work & Your Talent Strategy: https://bit.ly/4726epf

Hybrid, remote and in-person work gets talked about a lot these days. The conversations are often about which companies are staying remote, which are calling every employee back to the office, and which jobs can truly be done effectively from someplace other than a physical location.But a topic that's been less talked about so far is the impact of our new choices about where we work in terms of career development. And this is the topic Deedee Myers, Ph.D., delves into deeply in this episode of the CUES Podcast. Myers is the president of DDJ Myers, an ALM First Company, the CUESolutions provider for succession planning and the sponsor of CUES' Advancing Women publication.In this show, Myers emphasizes the need to both slow down and focus on people in a variety of areas related to people strategy and career development.For example, Myers says executives are exhausted from having to manage several groups of people—those who are in the office all the time, those who are in the office part of the time and those who are in the office none of the time—and not having the training to lead in this way.“It's going to take some courage and commitment for us to slow down and relearn how to ... be effective leaders” in this environment, she asserts.She cites recent research that says people who are in the office a few days a week are more likely to get promoted than people who are fully remote “because they're seen, they're there, they're in the meetings, it's easier to have conversations.” Because of this, she recommends figuring out “how to be seen on those two, three days that you're in the office, or how you can keep connecting with others in a meaningful way.”The show also gets into:What kind of person is now needed to lead the people development and talent strategy parts of what was traditionally called “HR”How to connect more effectively with young employeesWhat aspiring CEOs need to know about the impact of hybrid work on their careersLinks for this show:DDJ Myers, an ALM First CompanyRecent CUES videos featuring Deedee Myers: Considerations for Women Who Want to Be CEOHow CEOs Can Design Organizations of the Future (Unlimited+ membership required)Become a CUESolutions provider

In this episode, Mike Kaeding reveals his unconventional yet highly effective business strategies that paved his path to success. Tune in to hear about how he spearheads a groundbreaking revolution in the construction industry plus his inspiring journey of entrepreneurial innovation and social impact.Key Takeaways to Listen forBest business practices entrepreneurs should rememberTop recruitment strategies for hiring the best employeesWhat is the mission of Norhart?Creative solutions for bridging the financial gap in constructionWhy it's a good time to develop properties in 2024Resources Mentioned in This EpisodeHarvardNetflixThe BatmanApartment Syndication Due Diligence Checklist for Passive Investor About Mike KaedingMike is a 200 million dollar residential real estate developer solving the US housing affordability crisis. He is the CEO of Norhart - a company that designs, builds, and rents apartments. Mike's parents started their family business. However, just a few years after joining the business, Mike's father unexpectedly passed away. Then, Mike had to take over. He struggled at first but eventually found the pull-through. With a mission to solve South America's housing shortage, Mike now leads the company in transforming how apartments are built and managed. And in doing so, we will improve the way we all live.Connect with MikeWebsite: NorhartPodcast: Zero to Unicorn on Apple PodcastsTo Connect With UsPlease visit our website: www.bonavestcapital.com, and please click here, to leave a rating and review!SponsorsGrow Your Show, LLCThinking About Creating and Growing Your Own Podcast But Not Sure Where To Start?Visit GrowYourShow.com and Schedule a call with Adam A. Adams

The Equity crew is back with another live recording from the Moscone Center in San Francisco for TechCrunch Disrupt 2023. Alex, Kirsten and Becca sat down to recap a very busy (and dare we say successful) event, and walk through our favorite moments for the listeners who couldn't make it out this year.Here's what we got into:Providing early liquidity to founders and employeesWhat advice VCs are giving their early stage founders Why Cruise might join the call to ban human drivers in city centersAnd why Shaq can do whatever he wants.We recorded shortly before the winner of Startup Battlefield was announced, but you can get caught up on that here.Now, it's time to fly back home. Equity will be back to our regularly scheduled programing bright and early Monday morning! Talk then.For episode transcripts and more, head to Equity's Simplecast website.Equity drops at 7 a.m. PT every Monday, Wednesday and Friday, so subscribe to us on Apple Podcasts, Overcast, Spotify and all the casts. TechCrunch also has a great show on crypto, a show that interviews founders and more!

In this week's episode of the SIMPLE brand podcast, I talk with Tiffani Bova, author of the Wall Street Journal bestseller - The Experience Mindset: Changing the Way You Think About Growth.Tiffani's an international keynote speaker and the former global customer growth and innovation evangelist at Salesforce.She's been named twice as one of the top 50 business thinkers in the world by Thinkers50. She's a regular contributor to Forbes, Entrepreneur, Fast Company, and Harvard Business Review.And she's the host of the What's Next! With Tiffani Bova podcast.Tiffani and I discuss the impact your brand has when you place an equal focus on both customer experience and employee experience.Here's what we discuss:How Tiffani defines “happy employees”The fastest way to get customers to love your brand is to get employees to love their job.How a focus on reducing customer effort has created the “CX Delimma” The pandemic shined a light onto the lack of investment brands have made for employeesWhat companies see when they place a simultaneous focus on CX and EXHow to help your employees instill an experience mindset How Best Buy was able to turn things around by placing an equal focus on CX and EXRESOURCES FROM THIS EPISODE:Tiffani's siteTiffani's book - The Experience Mindset: Changing the Way You Think About GrowthTiffani's book - Growth IQ: Get Smarter About the Choices that Will Make or Break Your BusinessTiffani's podcast - What's Next! With Tiffani BovaTiffani on LinkedIn

Hotel Management's Voice of the Owner survey just came out and showed employee mental health is the #1 most-anticipated challenge for hotel owners and investors over the next 12 months. Today, we're learning from someone who has built a comprehensive employee benefits program to help address this: Dan Aswell, Senior Vice President of Total Rewards at Remington Hotels.In this episode, you're going to learn the demographic least likely to receive important mental health support, what Dan offered to address this, and how he and his team worked holistically to support mental health for the company's associates. You're going to learn how they stay relevant with the benefits they offer broadly, and how they drive adoption and encourage positive change. Regardless of where you work in the hospitality ecosystem. I think you'll come away inspired on how to meaningfully support the people that make the hospitality industry possible.Bonus: To learn more about what Dan built, read my feature article with him on HotelOperations.com: How Remington Hotels Designs and Delivers Benefits Packages for its EmployeesWhat did you think about this episode? Join the Hospitality Daily community on LinkedIn and share your thoughts. If you care about hospitality, check out the Masters of Moments podcast where Jake Wurzak interviews top leaders in hospitality. His conversations with Bashar Wali and Matt Marquis are a great place to start, but also check out his solo episodes such as how he underwrites investment deals and a deep dive into GP fees you know about. Music by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands

nHow well do you receive feedback from your boss or your peers? Do you approach situations with openness, or do you get defensive? Are you even aware how you receive criticism, or compliments?In this episode, I'll help you discover your level of defensiveness or openess, and the reasons behind it — or as I call it, “excavating your soul.” You can dig deep into the WHY with my simple exercises, and learn how your reactions and behavior may be impacting your career.This self-discovery is important to not just build trust and confidence within yourself, but for the relationship between you and your team. Powerhouse leaders need to model the behavior they expect from their team, and recognizing your own behavior is the first step.Listen in to start understanding your own responses, and how to translate the feedback you get into change that will make you a better leader!TOPICS DISCUSSED IN THIS EPISODE:Types of feedback that can trigger defensive behaviorWhy leaders needs to be open to feedbackHow to break down defensive walls and receive feedbackTaking inventory of your actions and reactionsBuilding confidence and trust in yourselfHow leaders can create a safe, comfortable space for employeesWhat challenges do you have receiving or giving hard feedback, dealing with difficult conversations, or holding your people accountable? BOOK A CALL with me and let's talk! https://www.coachmebernadette.com/discoverycallDownload my eBook, The 3 ‘Must-Have' Myths for Success, here: https://www.balloffirecoaching.comConnect with Bernadette:https://www.sheddingthecorporatebitch.com https://www.facebook.com/shifttorich  https://www.instagram.com/balloffirebernadette https://www.linkedin.com/in/bernadetteboas https://www.twitter.com/shedthebitch This episode was produced by Podcast Boutique http://www.podcastboutique.comSupport the Show.

nHow well do you receive feedback from your boss or your peers? Do you approach situations with openness, or do you get defensive? Are you even aware how you receive criticism, or compliments?In this episode, I'll help you discover your level of defensiveness or openess, and the reasons behind it — or as I call it, “excavating your soul.” You can dig deep into the WHY with my simple exercises, and learn how your reactions and behavior may be impacting your career.This self-discovery is important to not just build trust and confidence within yourself, but for the relationship between you and your team. Powerhouse leaders need to model the behavior they expect from their team, and recognizing your own behavior is the first step.Listen in to start understanding your own responses, and how to translate the feedback you get into change that will make you a better leader!TOPICS DISCUSSED IN THIS EPISODE:Types of feedback that can trigger defensive behaviorWhy leaders needs to be open to feedbackHow to break down defensive walls and receive feedbackTaking inventory of your actions and reactionsBuilding confidence and trust in yourselfHow leaders can create a safe, comfortable space for employeesWhat challenges do you have receiving or giving hard feedback, dealing with difficult conversations, or holding your people accountable? BOOK A CALL with me and let's talk! https://www.coachmebernadette.com/discoverycallDownload my eBook, The 3 ‘Must-Have' Myths for Success, here: https://www.balloffirecoaching.comConnect with Bernadette:https://www.sheddingthecorporatebitch.com https://www.facebook.com/shifttorich  https://www.instagram.com/balloffirebernadette https://www.linkedin.com/in/bernadetteboas https://www.twitter.com/shedthebitch This episode was produced by Podcast Boutique http://www.podcastboutique.com

In this episode of Relationships at Work, host Russel Lolacher chats with training and people developer Will Mahon, on the importance of motivation - the different motivational styles of your employees, the benefits to the organization and how as a leader or colleague you can work to connect and motivate others.This episode was originally released March, 2022.Will shares his thoughts, stories and experience with...How motivation has changed in the workplaceThe seven motivational styles to better understand and motivate your organizationThe steps to start motivating staffWhere leaders get it wrong when trying to motivate employeesWhat happens to an organization that doesn't have motivated staffIf you enjoy the podcast, please subscribe and share with others.For more, go to relationshipsatwork.ca If you enjoy the podcast, please subscribe and share with others.For more, go to relationshipsatwork.ca And connect with me for more great content! Sign Up for R@W Notes Subscribe on Youtube Follow on Linkedin Follow on Instagram Email me anytime

My Least Favorite Thing to See on the Internet is when a business coach posts something about how they were able to grow their business (or what they'd be doing if they had to start over again) – and inevitably –  they say, “Hiring the coach is the thing that made ALL THE DIFFERENCE.”I call BS on that. Coaches coaching coaches to be coaches on the internet gives alllllll kinds of MLM vibes. This episode will help you avoid that altogether – and advise you on what you need to think about instead if you are considering what kind of support to seek out for your growing business. And, clearly…I have very strong feelings about this topic! (Who's shocked? Oh no one?)Quick overview of what we cover: How, on the wild streets of the internet, these terms are used interchangeably (and why that drives me bonkers)How to identify what type of support you *actually* need as you growWhat the important differences are between coaches, consultants, mentors, service providers, and employeesWhat specific questions you need to be asking if you're just starting out (under $100k/yr), when your  ONLY job is to learn how to sell and market (and how to get your brain on board with both)How those questions require a mindset shift towards systems, team, and operations when you're growingWhat types of support come from a place of privilege and what come from a place of necessityRESOURCES: Click here to join Adriane's Scalable Foundations MembershipClick here to get on the waitlist for Sustainable Growth LabClick here to work with Adriane and the Soulpreneur AgencyLET'S CONNECT: Follow Soulpreneur: @soulpreneur_coFollow Sustainable Scaling: @sustainablescaling Follow Adriane @adrianegaleaVisit the website: soulpreneur.co- - - - - - - - - - - - - - - -Loved this episode? If you leave a review or share it with your friends on social, my team will send you a copy of one of our favourite business resources! Take a screenshot and email it over to us at support@soulpreneur.co or DM it to @sustainablescalingThis episode was first published at SustainableScaling.co/031

Have you ever had a boss who challenged you because they saw your long-term potential? Geoffrey Roche was lucky enough to work for a CEO who led him that way, and her influence is reflected in the way he leads his own teams today. You'll take away ideas that can help you be that kind of leader to others.Geoffrey is the son of a nurse, as well as a future of work and education expert. The combination of healthcare and higher ed represents a common thread throughout his professional career, which includes over nine years in hospital administration and in senior leadership roles at two universities. Geoffrey currently serves as the Senior Vice President of National Health Care Practice & Workforce Partnerships at Core Education, a Public Benefit Corporation. He is a strong advocate for diversity, equity, inclusion, and belonging, and a champion for transforming health equity. He's also the host of the EdUp HealthUp podcast.You'll discover: How Geoffrey continues to model behaviors he learned from an extraordinary CEO he worked forWhat led him to be a Heart Leader and adopt Love as a way of being with othersWhy Geoffrey's superpower is connectionThe importance of addressing career mobility with employeesWhat's different in the way Geoffrey leads and coaches his remote team Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

"Every new person that comes on doesn't just become part of our culture, they drive the culture forward.”Arron Price, Chief Operating Officer at Financial Independence Group (FIG Marketing), is passionate about people development and culture. Host Kate Volman talks to Arron In this episode Arron shares how he helped take FIG's culture from good to great. Listen in to learn strategies for creating a more transparent and intentional workplace environment by bringing employees into the conversation, redefining the mission and vision, and hiring the right people for the right seats.In this episode, you will learn the following:What it takes for a company to go from good to great cultureHow to build a dynamic culture that empowers employeesWhat strategies are needed to ensure accountability and growth when elevating the workplace environmentThings to Listen for:[02:05] Overcoming serious roadblocks to building culture[07:29] What it takes to be great[13:03] Hiring and firing within the mindset of culture[16:14] Measuring success of culture[19:07] The starting point with building company culture[26:25] Biggest surprises Arron has seen in building culture at FIG[29:59] Why leaders need to be natural coaches[34:34] One tip for leaders to take action right now[37:00] Key takeaways from KateResources:Floyd Coaching - https://www.floydconsulting.com/The Culture Assessment - https://www.floydconsulting.com/cultureMatthew Kelly's Books - https://www.floydconsulting.com/booksFloyd Coaching's Blog - https://www.floydconsulting.com/blogConnect with the Guest:LinkedIn - https://www.linkedin.com/in/arron-price-2385016b/FIG Marketing LinkedIn - https://www.linkedin.com/company/financialindependencegroupinc/FIG Marketing Twitter - https://twitter.com/figmarketingFIG Marketing Instagram - https://www.instagram.com/figmarketing/Connect with the Host & Floyd Coaching:Kate Volman's LinkedIn - https://www.linkedin.com/in/katevolman/Floyd Coaching on LinkedIn - https://www.linkedin.com/company/floyd-consulting/Floyd Consulting on Facebook - https://www.facebook.com/floydconsulting/Floyd Consulting on Twitter - https://twitter.com/floydconsulting?lang=enFloyd Consulting on YouTube -

Megan Shull is a Bilingual Speech Language Pathologist and owner of Building Bridges through Communication, a small multidisciplinary home health agency primarily serving adults with developmental and congenital disabilities. She received a Bachelor of Arts degree in Communication Sciences and Disorders from Baylor University and a Master of Science in Communication Disorders from the University of Texas at Dallas. With over 15 years of experience in Speech Pathology and nearly a decade in private practice management, Megan has established herself as an expert in her field and an innovator within the healthcare community. In this episode Carl White and Megan Shull discuss:Using surveys to engage employeesWhat it takes to do an employee survey well Want to be a guest on PracticeCare?Have an experience with a business issue you think others will benefit from? Come on PracticeCare and tell the world! Here's where you can get the process started:https://marketvisorygroup.com/practicecare-podcast/ Affiliate PromotionWe're fans of Constant Contact for email campaigns, newsletters, and emails. We use it with our clients. What we like: Very easy to useVery flexibleEasy to find supportHIPAA compliant Get 30% off for the 1st 3 months if you sign up using our partner link. We do receive a commission when you use our link. Constant Contact offers additional prepayment discounts you can choose: 10% off per month for your first 6 months, or 15% off for the year. If you prepay, your discount stacks on top of the 30% discount for the 1st 3 months. Connect with Megan ShullWebsite: https://buildingbridgestherapy.org/Facebook: https://www.facebook.com/Building-Bridges-through-Communication-104901748335431LinkedIn: https://www.linkedin.com/in/megan-shull-74b97757/ Connect with Carl WhiteWebsite: http://www.marketvisorygroup.comEmail:  whitec@marketvisorygroup.comFacebook:  https://www.facebook.com/marketvisorygroupYouTube: https://www.youtube.com/channel/UCD9BLCu_i2ezBj1ktUHVmigLinkedIn: http://www.linkedin.com/in/healthcaremktg

On this episode of The Shape of Work, our guest talks about how Sprocket Games sets in work-life balance for its employees."We prioritize taking care of our employees and creating a supportive work environment where they can perform at their best, regardless of any individual needs or characteristics."We are pleased to welcome Jo Graylock, Chief Creative Officer of Sprocket Games. The company, which was founded by experienced game industry professionals in 2022, creates games that bring friends and family together through shared adventures and experiences.Episode HighlightsJo Graylock talks on Sprocket GamesHow Sprocket Games set in an environment for work-life balance for its employeesWhat kind of games are up for releasingThe structural setup at Sprocket GamesFollow Jo on LinkedinProduced by: Priya BhattPodcast Host: Moshe VhanunuAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Episode SummaryDiversity in the workplace is top-of-mind for my MBA students and senior leaders alike. In this episode of The Sydcast, I want to profile one organization that's on the front lines, creating opportunities for women in particular to fulfill their career potential. Kristy Wallace, up until very recently head of the Ellevate network, talks about unequal pay between men and women, transparency at work, imposter syndrome, and how to help women in the workforce break through these barriers.Sydney Finkelstein Syd Finkelstein is the Steven Roth Professor of Management at the Tuck School of Business at Dartmouth College. He holds a Master's degree from the London School of Economics and a Ph.D. from Columbia University. Professor Finkelstein has published 25 books and 90 articles, including the bestsellers Why Smart Executives Fail and Superbosses: How Exceptional Leaders Master the Flow of Talent, which LinkedIn Chairman Reid Hoffman calls the “leadership guide for the Networked Age.” He is also a Fellow of the Academy of Management, a consultant and speaker to leading companies around the world, and a top 25 on the Global Thinkers 50 list of top management gurus. Professor Finkelstein's research and consulting work often relies on in-depth and personal interviews with hundreds of people, an experience that led him to create and host his own podcast, The Sydcast, to uncover and share the stories of all sorts of fascinating people in business, sports, entertainment, politics, academia, and everyday life.Kristy WallaceKristy Wallace is the former CEO of Ellevate Network, where she was responsible for executing Ellevate Network's mission to close the gender achievement gap in business by providing professional women with a global community to lean on and learn from. She directed the Network's staff, was responsible for business growth and strategy and worked closely with Ellevate's chapter leaders, business partners, and champions to further Ellevate's impact. She stepped down as CEO in July 2022 to pursue new opportunities. Insights from this episode: Details about Ellevate networkKristy's thoughts on the stakeholder capitalism ideaEffects of COVID-19 on employeesWhat a social movement isInsights into activismHow we can impart change in the worldDifferences between women and men in the workplaceDiversity in the workplaceWhy women are still being paid less in the workplaceOvercoming the imposter syndromeQuotes from the show:“As we go through our career, oftentimes the people within our networks might not have the expertise or the insights that we need” —Kristy Wallace [9:36]“As a leader myself, I recognize that the greatest strength for us as a business is our employees” —Kristy Wallace [16:50]“Each of us individually do have some degree of agency, some power, some influence. If a billion people speak up and start talking, and caring, and asking, more progress could be made” —Syd Finkelstein [19:49]“I think if people believe that they actually have the opportunity to make a difference, even as one individual, I think it would be a big thing” —Syd Finkelstein [26:48]“What women bring to the workplace is diversity” —Kristy Wallace [29:13]“I think as humans: always best intent, always hold yourself accountable, create trust in lines of communication” —Kristy Wallace [47:03]“Always stay curious. What I mean by that is just continue to learn and grow as a human, as a leader, and look out for inspiration everywhere in life” —Kristy Wallace [54:33]Stay connected:Sydney FinkelsteinWebsite: http://thesydcast.comLinkedIn: Sydney FinkelsteinTwitter: @sydfinkelsteinFacebook: The SydcastInstagram: The SydcastKristy WallaceLinkedIn: Kristy Wallace Twitter: Kristy Wallace (@kristyawallace) Subscribe to our podcast + download each episode on Stitcher, iTunes, and Spotify.This episode was produced and managed by Podcast Laundry.

EVP – Employee Value Proposition – the tacit understanding about how an employer treats its employeesWhat an employer promises its employees goes beyond the legal requirements of being paid for the work done (by the employee) and the health and safety obligations employers have.It's about whether your clinic allows a blind eye to be turned when someone's bullied … or a sexist, ageist or racist comment is made … it's about whether you might experience an eye-roll because you're taking your break but no one else does …In addition, your clinic's EVP covers the monetary and non-monetary benefits it provides to its employees.5 components of EVP – Employee Value PropositionRemuneration (or compensation) packageBenefitsCareer DevelopmentClinic EnvironmentClinic Culture6 steps to EVP development and implementation at your vet clinicIdentify what your clinic currently offersGet feedback from employees (past and present)Identify and define the key points to include in the EVPDraft your EVP –  Check it out with your team (rinse and repeat if necessary)Start using itTest, measure and re-evaluate your EVPVetStaff leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses

Our guest today is Michael Bush, the CEO of Great Place to Work, the global research and analytics firm that produces the annual Fortune100 Best Companies to Work For list, the World's Best Workplaces list, and dozens of other distinguished workplace rankings around the world. Driven by a love of business and an unwavering commitment to fair and equitable treatment, Michael joined Great Place to Work as CEO in 2015, bringing 30 years of experience leading and growing organizations. This includes serving as CEO of Tetra Tech Communications, which he grew from $40 million to $300 million in revenue. Michael is also a former member of President Obama's White House Business Council and a founding board member of the private equity seed fund, Fund Good Jobs, which invests in small, inner-city businesses.Talking Points: What does Great Place To Work do?The importance of measuring "trust" / what is "trust"What do most employees look for in managers and leadersWhat's the most important hiring factor when building teams? Consequences of low trust work environmentsGreat Place To Work and Google's partnership on studying high-performance teamsEmployees don't have the power to change company cultureWhat matters most to employees? Yes, pay does matter.What actually matters if you want to be a great leaderThe majority of leaders are snapping back to 2019 behaviorAnalyzing what's best for my customer and my employeesWhat would Michael change about his own leadership style? Resources/Links: Great Place To Work: https://www.greatplacetowork.com/Connect with Michael on LinkedIn: https://www.linkedin.com/in/michaelcbush/Visit the Podcast Website: https://www.talentempowerment.com/Connect with Tom on LinkedIn: https://www.linkedin.com/in/tomfinnleggup/Follow the Podcast on LinkedIn: https://www.linkedin.com/company/talent-empowerment-podcast/Visit our Sponsor: https://www.leggup.com/

Joining Yuri Kruman today is Rob Krecak of Humans First, a consultancy that helps other companies transition to a four-day work week with no loss in productivity or profitability and the same pay for employees. Rob enumerates the upsides to working fewer hours and shares insights on the value of interconnectedness in the face of technology. From lesser burnout to being an attractive perk to applicants, learn about the many gains of this emerging people management philosophy. Our conversation explored these golden nuggets of wisdom:How Rob started with three different college degrees and ended with him becoming a sell-side equity analystHow he opened an Anytime Fitness health club while working a 60-hour a week day job, which eventually grew to three clubs across three different statesHow he founded his consultancy business Humans First, a combination of his career that started from finance, transitioned to health and fitness, and now focuses on technologyHow a childhood memory of having extremely bad acne inspired him to work in the health and fitness industryWhat is the story behind Shop Mom and Pop, his company's Google Chrome extensionWhat is the role of Entrepreneurs' Organization in his journey as an entrepreneurHow managing a uBreakiFix cellphone repair store gave him the a-ha moment to start Humans FirstWhat are the lasting (and possibly) alarming effects of extended phone use on kids and teenagers in this digital age (with relevant statistics and research data from Rob)How Humans First guide their clients in honing better technology mindfulness habits and how exactly they run their experimental methodsWhat are the potential benefits of adopting a 40-work weekWhy he makes a huge effort to develop good relationships with his employeesWhat is Rob's biggest life goal

In this episode of Relationships at Work, Russel chats with multi-time best selling author, researcher and international Hall of Fame speaker Eric Chester on the ingredients to an on fire workplace culture that solves the employee retention problem.Eric shares his experience with...The seven pillars for a great workplace cultureHow the "Golden Rule" gets in the way of retentionThe challenges of creating a great cultureThe warning signs that you need to focus on cultureThree questions every organization needs to ask its employeesWhat employees want to be motivated (and motivation wasn't the word they used)A case study of what valuing employees looks likeIf you enjoy the podcast, please subscribe and share with others.For more, go to relationshipsatwork.ca 

Our guest today is Craig Thomas! Craig grew up in Jamaica and is now an HR Specialist in Nova Scotia, Canada. An amazing connector of people with a very diverse educational background and professional career, Craig's true industry expertise lies in change management, Training and Development, DEI, and employee retention strategies. Prior to working in HR, Craig spent 19 years in the Banking and Finance industry specializing in risk management, Credit adjudication, and Banking Operations. He is also a certified trainer and educator, teaching at the University level for over 15 years. And to round out his impressive and one-of-a-kind experience, Craig served as a program manager for a key International Donor Agency, USAID, where he provided guidance to regional, national, and community-based organizations in Jamaica and the Bahamas on matters related to Grant Funding policy, operations, and capacity building initiatives.Talking Points: How Craig found many role models growing up in JamaicaCraig's history from finance to HRWhat does it feel like to be in-between leadership and employees?Overcoming stigmas of a finance background working in HRTips to lead from the frontWhat is the role of culture in HR?Company values versus individual valuesEquality vs. EquityCraig's work in the education sphereThe importance of financial literacy for HR and employeesWhat disciplines should all HR practitioners be well-versed in?Craig's experience with LeggUPHow to be strategic with networkingBe alive while living! ‍Resources/Links: Connect with Craig on LinkedIn: https://www.linkedin.com/in/craigdthomas/Connect with our host, Tom, on LinkedIn: https://www.linkedin.com/in/tomfinnleggup/Visit Talent Empowerment's Website: https://www.talentempowerment.com/Follow Talent Empowerment on LinkedIn: https://www.linkedin.com/company/talent-empowerment-podcast/Visit our sponsor, LeggUP: https://www.leggup.com/ ‍Thank you for joining the Talent Empowerment podcast and we hope this conversation lifted you up so you can lift up your teams and organizations. Let's get back to people and culture together. We'll see you on the next episode!‍

My guest today is John Laurito. John is a leadership consultant and thought leader as well as author of the book Tomorrow's Leader.  He is also host of the podcast, Tomorrow's Leader. He specializes in turning around companies with poor performance and disengaged employees. Highlights:What Baseball taught John and Ryan about LeadershipThe importance of Confidence to performanceThe role of a leaderHow leaders create momentumHow to grasp opportunity in businessTurning Company performance aroundThe process for making big changes in businessHow to establish expectations for employeesWhat authenticity means in leadershipHow managers can show employees they care about themHow to earn respect as a leaderHow to build trust as a leaderand much more...---Subscribe on Apple PodcastsSubscribe on SpotifyFollow on FacebookFollow on InstagramWatch Full Episodes and Clips on YouTube---About John LauritoJohn served as President & CEO of Concord Wealth Management, the Boston Agency of Penn Mutual Life Insurance Company for seven years. During that time, John led the agency to more than triple the size and led the agency from last place national ranking to #2 in the country. Prior to Penn Mutual, John spent 18 years with Ameriprise Financial in various roles from financial advisor, Field Vice President, and Regional Vice President. He earned the Outstanding Leader Award and Diamond Ring Club honors, through numerous accomplishments including bringing the Hartford, CT office from #100 to #1 in the country under his leadership. John has also run several organizations with a specialty around "turnarounds" leading four organizations through major change and transformation.WebsiteBookPodcast

In episode 12 of Relationships at Work, Russel chats with training and people developer Will Mahon, on the importance of motivation - the different motivational styles of your employees, the benefits to the organization and how as a leader or colleague you can work to connect and motivate others.Will shares his experience with...How motivation has changed in the workplaceThe seven motivational styles to better understand and motivate your organizationThe steps to start motivating staffWhere leaders get it wrong when trying to motivate employeesWhat happens to an organization that doesn't have motivated staffIf you enjoy the podcast, please subscribe and share with others.For more, go to relationshipsatwork.ca 

You'll learnHow contract workers are essential in aiding AIs and search enginesExamples of a ghost work in everyday technologyHow the tech industry often devalues contract employeesWhat data labeling isWhat a ghost worker's daily schedule looks likeHow the growing telehealth industry is a prime example of under-appreciated, yet essential contract workThe three elements that undermine job happinessHow business are benefiting from contract workersThe growing challenges of moving towards more contract-driven businessWhy we should mind the gap rather than close the gapHow the pandemic is demonstrating the value of contract and ghost workWhat are the limits of tech and where does human creativity and spontaneity become irreplaceableLinks and MentionsLead GeniusAmaraBarbara GroszMark SendakGhostwork.infoConnect with Mary:TwitterWebsite

Goosmann Law Firm Chief People Officer Joel Carney, and Host Jeana Goosmann discuss Goosmann Law Firm and the company culture and employee initiatives: What is the role of a Chief People OfficerThe secret sauce of Goosmann Law Firm Advantages of having a Chief People OfficerHow a company can benefit from a wellness program Recruiting and wowing new employeesWhat is the attorney progression process of Goosmann Law FirmBecome a flock fan and subscribe to our Podcast for weekly episodes! Learn more at www.goosmannlaw.com.DISCLAIMER: The information in this podcast episode “episode” is provided for general informational purposes only and may not reflect the current law in your jurisdiction. By listening to our episode, you understand that there is no attorney client relationship between you and the Goosmann Law Firm “GLF” attorneys and podcast publisher. No information contained in this episode should be construed as legal advice from GLF or the individual author, hosts, or guests, nor is it intended to be a substitute for legal counsel on any subject matter. Please read our full Podcast Disclaimer.

Join host Adam Michalski as he interviews Nancy Ridge, Founder & President at Ridge Innovative. Nancy and Adam discuss how she goes about educating executives on the value partnerships can bring to your company. We also discuss creating a culture of that promotes innovation. Topics Covered:What questions Nancy sees most revenue leaders asking about partnerships and whyHow to educate your executives on the value that partnerships can bring to your companyHow to create a culture of innovation at your company and why it starts with employeesWhat excites Nancy most about what she's seeing in the partnership spaceWhere Nancy sees the future of B2B partnerships headingPartner with Ridge Innovative:Ridge InnovativeCulture of Innovation PodcastSponsors:Partnership LeadersPartnered.ioSubscribe at www.partneredpodcast.com.Interested in joining the podcast? Reach out to hello@partnered.io. 

Mindy’s mother was sent to the countryside to do manual labor during the Cultural Revolution. When the government resumed the college entrance exam, her mother out-competed the entire country to earn a spot at China's top university.Like her parents, Mindy is a high achiever. She graduated summa cum laude from Wharton. Built the New York City product team for Dropbox. And led growth for Oscar Health as the Director of Product. Oscar Health recently IPO'd.But she found achievement wasn't everything. Her search for meaning led her to reignite and rebuild her relationship with her mother after years of distance. She redesigned her life based on her own definition of success. Today, Mindy has taken the learnings from her journey to help other high achievers find fulfillment.As a career coach, she partners with leaders and teams who want to achieve big things without forgetting what matters. She also has a  newsletter, The Reset. Where she writes a guide for high achievers seeking greater clarity and fulfillment.In this episode we ask Mindy about:What her parents went through growing up in China during the Cultural RevolutionHow her mother developed her interests and passions as a childWhy her mother getting diagnosed with stage 4 cancer created distanced in their relationshipThe tools she's using to redevelop her relationship with her immigrant motherWhy she went to Wharton and what it was likeChoosing the Google internship over BCGWhat Dropbox was like scaling from 200 to 2000 employeesWhat it takes to be a good managerWhy swing dancing changed her lifeBuying a plot of land and building a new houseHow she started out as a career coachHow she helps her clients attain their dreamsShe reads us the story of Zumbach the TailorFind Mindy online :Website: - mindyzhang.comNewsletter: The Reset - A high achiever's guide to a meaningful lifeNewsletter: Building a HomeTeaching at: https://www.thegrand.world/IG: https://www.instagram.com/newmoniker/LinkedIn: https://www.linkedin.com/in/mindyzh/Please subscribe to our podcast! You can find the latest episodes and notes at: Website: willandlee.showInstagram: @will.and.lee.show

Nicola Denning-Millar connects with Natalie Presot.As General Manager at Northam Realty Advisors, Natalie is responsible for managing a mixed-use portfolio of historical assets in the Toronto core. She sits on BOMA's Board of Directors and is rapidly working her way up the career ladder to become a knowledgeable, engaged and committed property management professional.In this episode, Natalie shares with us:How she got her break in the real estate industryHow she morphed from a shy receptionist to a confident GMThe importance of believing in yourself and stepping out of your comfort zoneWhich work environment elevated her performance the mostThe valuable lessons we learn from our mistakesHer association with BOMA as a young professional memberThe positive impact of a diverse and inclusive leadership teamHer advice for junior real estate employeesWhat she grabs for first thing in the morning!

In this episode of the Laundromat Resource Podcast we break from our normal routine to dig into the nuts and bolts of how to hire employees for your laundromat as part of a big, special announcement!Rick Rome, the King of Pick-up & Delivery and guest on show 18, joins us again to talk about everything you need to know about hiring great employees! This show is all about the nuts and bolts of hiring because having a great staff means having a great business! Hiring the right people is crucial to your success as a small business owner. Whether you've hired many employees or have never hired an employee in your life, this episode has something for you. It's full of great tips to help you put together an all-star team to help your business succeed!And, all of this comes in the context of a big, new announcement! Don't miss it!In today's show, we talk about:Where to find good employeesWhat to look for in a good employeeWhat questions to ask during an interviewShould you promote from within?How to train your employeesHiring for self service laundry vs. hiring for pickup and delivery servicesGreat employees equal business success!And much more!Introducing a BRAND NEW PODCAST, The Laundry Shop Talk Podcast with Rick and Jordan! This will be a shorter form podcast about the nuts and bolts of the laundry business. Rick Rome, the King of Pick-up & Delivery, and Jordan bring their experience, wisdom, and stories to this practical podcast to help you build a better laundry business! Be sure to subscribe on your favorite podcast player and to submit your questions on the Laundry Shop Talk website. We would love to feature your questions on an episode, so keep them coming!Laundry Shop Talk PodcastShow Noteshttps://laundromatresource.com/show29Show SponsorLaundromat Resource Marketing- We know Marketing and we know laundromats! Let us help you build your website and market your laundromat today!https://laundromatresource.com/getonlineLinks from the showLaundromat Investor ResourcesJoin Laundromat ResourceLaundromat Resource ForumsLaundromat Resource BlogBe a guest on the podcast!Sell your laundromatLaundromat Resource Coaching

You'll learnHow contract workers are essential in aiding AIs and search enginesExamples of a ghost work in everyday technologyHow the tech industry often devalues contract employeesWhat data labeling isWhat a ghost worker's daily schedule looks likeHow the growing telehealth industry is a prime example of under-appreciated, yet essential contract workThe three elements that undermine job happinessHow business are benefiting from contract workersThe growing challenges of moving towards more contract-driven businessWhy we should mind the gap rather than close the gapHow the pandemic is demonstrating the value of contract and ghost workWhat are the limits of tech and where does human creativity and spontaneity become irreplaceableLinks and MentionsLead GeniusAmaraBarbara GroszMark SendakGhostwork.infoConnect with Mary:TwitterWebsite