Podcasts about engage employees

https://jo.my/nh5dwq Enhancing Staff Parking Lot Safety Parking lot safety is a critical component of maintaining a secure facility environment. Often overlooked, these areas can pose unique risks, from poor traffic flow to insufficient hazard reporting. Addressing these concerns ensures everyone navigating your parking lot—whether employees, visitors, or delivery drivers—can do so safely and efficiently. A proactive approach to parking lot safety reduces incidents and reflects a strong commitment to a comprehensive safety culture. Here are a few tips to assist you with improving parking lot safety: Conduct Routine Hazard Assessments Regularly inspect parking lots for hazards like potholes, uneven surfaces, poor lighting, and faded markings. These inspections should also identify high-traffic areas requiring extra attention, such as crosswalks or intersections. Address any issues promptly to minimize risks. Evaluate Traffic Flow Observe and analyze how vehicles and pedestrians move through your parking lot. Look for bottlenecks or areas where vehicles and foot traffic intersect. Consider implementing one-way traffic patterns, clearly marked pedestrian pathways, or additional signage to improve flow and reduce the chance of accidents. Prioritize Visibility Ensure your parking lot is well-lit, especially during early mornings and evenings. Proper lighting reduces blind spots and enhances overall visibility, helping drivers and pedestrians identify hazards more quickly. If you notice any non-functional lights, prioritize their repair. Engage Employees in Safety Efforts Involve team members in parking lot safety initiatives. For example, organize group walkthroughs to identify hazards or discuss ways to improve traffic flow. By including employees in these efforts, you create a shared sense of responsibility for safety. Provide Clear Reporting Mechanisms Make it easy for employees to report parking lot safety concerns. Addressing parking lot safety is not just about hazard mitigation; it's about fostering an environment of awareness and responsibility. By routinely assessing conditions, improving traffic flow, and engaging your team, you can significantly reduce risks and make your parking areas safer for everyone. Thank you for being part of another episode of Warehouse Safety Tips. Until we meet next time - have a great week, and STAY SAFE! #Safety #SafetyFIRST #SafetyALWAYS #StaySafe #SafetyCulture #StayFocused #SafetyTips #ParkingLotSafety #VehicleAccidentPrevention #FacilityManagement 

In March of 2024, the Iowa Sustainable Business Forum (ISBF) and Center for Industrial Research and Service (CIRAS) were still separate organizations, and they agreed to host a joint webinar to promote Energy Efficiency and Lean. I was fortunate to connect up with Paul Lemar, Jr. from the Oak Ridge National Laboratory (ORNL), who has Continue Reading

Consideration of How to Design, Implement and Engage Employees

Send us a Text Message.In this episode, Anna and Paul sit down with Sarah Beaty, employee training, development, and engagement expert. She also happens to be Anna's mom so Paul was on his best behavior.In this episode we hit on:- Developing a training strategy for a diverse workforce.- The impact AI will have on training.- How to engage a hybrid workforce.They end on a Paris trip recap and review Anna's biggest aha moments while oversees.Music in this episode is Pelicans by Joe Cooney. Check him out on instagram @cooney.tunes !!Follow us on Instagram! @work_dad_podcast

We know how visualisation helps organisations grasp complex messages and identify challenges and opportunities. However, music is a tool that can foster conversations and ideas within companies. This episode delves into music's potential to clarify organisational priorities and unite people around common goals. Our guest specialises in using music for team building and strategic alignment. Join us as we explore the unique role of music in organisational communication and connection.

Allison Young and the Kauai team just won an NRECA Spotlight award for their internal newsletter and intranet. What's their secret for engaging internal communications?Special: Recorded LIVE at StoryConnect 2024!

The current labor market has been turned upside down by inflation, interest rates, and every other squeeze possible. To be successful, owners need to know how to attract and keep the talent they need to succeed. Our guest today is Lisa Ryan of LisaRyanSpeaks. Lisa is a specialist in recruiting engaging talent, especially in manufacturing. We will discuss if the current environment is the new normal, or if we will snap back to what it was pre-pandemic. We will also discuss what you can implement to make your company more attractive for the future of your company as well as the people you already have!  Lisa Ryan, MBA, CSP, is a Certified Speaking Professional who helps organizations develop employee engagement strategies that keep their top talent from becoming someone else's. Lisa is a best-selling author of eleven books and a proud Cleveland native. She spent thirteen years in industrial sales including seven years in the welding industry – and yes, she does weld. After listening to today's episode, check out Lisa's ebook, "To Have and To Hold: 101 Smart Strategies to Engage Employees".   

Special Guest: Jo Hand: Co-Founder of Giki Jo is Giki's co-founder and has worked in sustainability since 2006, is responsible for Giki's engagement programme, clients and partners. She specialises in behaviour change, climate communications, employee engagement and personal carbon footprints. Jo is a former BBC Panorama journalist and executive committee member at CDP. The Race to Zero is global campaign rallying nations, industries, and individuals to unite in the fight against climate change. But there is an often-over-looked group who can also play a significant role – employees. In the build-up to COP28, Giki ran a global Employee Race to Zero competition, a month of fun challenges to help engage employees from twenty organisations representing 500,000 employees and accelerate their Race to Zero commitments. In this podcast Giki co-founder Jo Hand, we will discuss why employee engagement is fast becoming a crucial part of net zero delivery and the best techniques to achieve it across different sectors, divisions, and regions. Join us as we discuss how best to engage employees with sustainability strategies. Listen Live (Archive Available) Host: Jo Moffatt

A part of a leader's responsibilities is to ensure that the right people are in the right seat on the boat and rowing the same direction at the same cadence. It's a big ask of everyone. The question is what happens if the leader is not present. Does the team still function well or do they kind of fall apart? This consideration is a great indicator of culture and how it is lived out. If people do what they're told because a leader is there, they might be effective, but it's limited. If people continue to fulfill expectations when the leader is NOT there, this is an indicator of community in the work culture. When people support each other in a way that makes sense for them and the organization, it's more than doing a job, it's having a community of support in your work culture. Some ways to move forward include... 1. Engage Employees in Finding Solutions: engaging employees and not accepting "I don't know" as an answer when addressing challenges. Actively involving your team in finding solutions can lead to a more empowered and positive workplace culture. 2. Purposeful Questioning and Active Listening: the way questions are asked on employee responses and the need for active listening to improve organizational culture. Developing effective questioning abilities as leaders can lead to more productive discussions and a healthier work environment. 3. Measurement and Feedback: measuring the success of culture improvement efforts and suggested data points to gauge workplace culture, including absentee rates, engagement in troubleshooting, turnover rates, retention rates, and customer satisfaction. Understanding and acting on measurable data can guide leaders in making informed decisions to improve company culture. People want, no, need to be engaged and have a sense of belonging. This is true in their families, chosen relationships, and work environments. Bosses might have tricks to make people feel involved, but an effective leader will deploy strategies to engage people in meaningful ways. As an example, do not start a "Diversity Committee," and then ignore any recommendations or requests the committee brings forth. Not only is it not helpful, it will also give employees a very strong reason to disengage from that committee AND the culture as it has been demonstrated that their contribution is not valued. Engage employees in meaningful ways, not performative ways. This includes listening and asking questions. Then, Effective Leader, respond appropriately and accordingly to the feedback you receive. We've been around this block a few times before. The No More Leadership BS team offers insights, recommendations, and just a smidgen of storytelling to bring the idea of workplace community to life.

The phenomenon known as "The Great Resignation," characterized by a substantial wave of workforce departures during 2021 and 2022, has persisted into 2023. This ongoing trend poses significant challenges for companies seeking to attract and retain skilled employees. Despite concerted efforts by companies to address this issue and retain their valuable talent, only a handful have successfully deciphered the code for fostering employee engagement and long-term retention. About my guest Paul Ter Wal With an extensive 22-year career as a labor and employment lawyer, Paul fulfilled his commitment to enhancing the quality of employees' lives beyond mere work-for-pay arrangements. Presently, he aids organizations in recognizing, implementing, and embodying human-centric values.  Paul is a co-author of the books: My Camino Walk #1 and Independent Minds, Expert Ideas: How to Thrive in a Changing World. His profound expertise and insights are reflected in these publications, showcasing his dedication to empowering individuals and businesses alike. How to reach Paul Ter Wal? His LinkedIn profile https://www.linkedin.com/in/paulterwal/  Free trial of his Employee Engagement Survey https://paulterwal.com/employee-engagement-survey    What We Discussed in this Episode on Employee Experience vs Employee Retention with Paul Ter Wal: - What mistakes do companies make in retaining top talent? - Can employee departure numbers truly measure retention success? - Is retaining employees harder now compared to a decade ago? - What key questions can help us decide to stay or leave a job? - How effective is tech in boosting employee engagement?   Bonus Resources on Employee Engagement The Most Important Leadership Actions to Engage Employees https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees  The Psychology of Employee Recognition: Understanding What Motivates Your Team https://www.peoplekult.com/post/the-psychology-of-employee-recognition-understanding-what-motivates-your-team  Subscribe to the Simply Human Newsletter https://simplyhuman.substack.com/    ### About the Growth Hacking Culture Podcast The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.  

In today's episode I am joined by employee engagement experts Jo Coxhill and Glen Grayson, to discuss what companies can to do boost retention and prevent employees seeking a career change.Summary:What you will learn in this episode:•Authenticity is a clear driver of engagement. By starting at the heart of the organisation and incorporating employee input, companies can create truly authentic engagement strategies.•Employee voice is key. The workplace culture is shifting towards giving employees a voice, involving them in conversations about strategy, well-being, and other aspects and taking swift action based on their input, fostering a culture of co-creation.•Think like an advertiser. Put effort into internal communications – try new initiatives, measure their impact and be willing to pivot. Recognise the significance of small wins in your engagement, involve your employees and avoid a one-size-fits-all approach. Episode Notes:As an award-winning certified executive and career coach, TEDx speaker, podcast host and former lawyer, I have seen way too many female professionals under selling themselves and settling for less in their careers. I am committed to equipping high achieving women with the tools and support to create careers that are both meaningful and impactful.Resources:Find Jo Coxhill on LinkedIn: https://www.linkedin.com/in/jocoxhill/Find Glenn Grayson on LinkedIn: https://www.linkedin.com/in/glenn-grayson-a6ab33100/If you are looking for support with finding career clarity so you can relaunch your career with confidence, join the Career Clarity Accelerator.Support the showSupport the show

The tech revolution and Covid have brought seismic changes to the way organisations engage and assess their employees. Traditional approaches don't cut the mustard. So what do board members need to do to keep on top of their most valuable resource in the digital era? Daniel Kasmir has managed people issues for over 30 years, as a Chair, Remco Chair, Trustee and executive at TalkTalk, YouView TV and others. Tune into his conversation with Nurole CEO Oliver Cummings to discover: what are the pros and cons of combining the Chief People and Procurement Officer roles? (1:19); how do you calculate return on investment when it comes to talent? (5:19); why aren't boards more excited by people analytics? (10:03); how do you show employees you're acting on their data? (12:27); how regularly do you have employee development sessions? (14:49); how are you approaching hybrid working? (16:43); are CEOs wrong to think in-person work is more valuable? (19:28); what is the role of the Remco, and how does it differ across ownership structures? (23:29); when can non-execs add the most value to Remcos? (25:34), and The Lightning Round (27:54). Show notes and transcript available at https://www.nurole.com/news-and-guides

This podcast is Part 4 of a conversation between Madison Lundquist, principal research lead for process and performance management at APQC, and Lynda Braksiek, principal research lead for knowledge management at APQC, about how to drive effective change in organizations. Part 4 covers how to train and engage employees in the change.

If you haven't been part of the conversation about Human Resources and its impacts on workplace cultures and society at large, then you need to check out Hacking HR, a global community of 350k+ members invested in transforming the way we live. Founder Enrique Rubio joins Host Chris Schembra on this episode of Gratitude Through Hard Times for a blunt exploration of what it means to demonstrate human-centered core values and how that translates into critical business ROI in the form of retention, productivity and positivity that uplifts not only enterprises but the lives of everyone we touch. Enrique challenges us to look in the mirror and ask: Are you practicing kindness, compassion and empathy in your daily transactions and – if not – why not? Is your ego or a sense of entitlement keeping you from meaningful connection in the workplace or on the elevator, at the grocery store or over the course of transacting business? A vocal advocate for giving remote work a chance, Enrique shares thoughts on leveraging our roles – whether as leaders or individual contributors – for social change in the workplace and beyond. You'll also learn about why mental health is a critical component of overall corporate health and how we can find in gratitude the baseline for starting important conversations. “There are so many things we can do in HR to leave an incredible legacy of transforming work for good,” says our guest. “We know that it's not fluffy and doesn't make you weak.” Join us for a fascinating no-holds-barred discussion that will challenge you to bring your best self to work and every other area of your life. And don't forget those words of affirmation, an investment in positivity you'll never regret!To hear more of Enrique's groundbreaking insights, tune in to his Hacking HR Podcast, featuring a range of leading innovators in the human relations space. You can also join his huge and growing Hacking HR community by clicking this link.If you enjoyed this episode, please share it with a fellow trailblazer! Click here to hear all the fascinating conversations Chris has had with Fortune 500 CEOs, professional athletes and entertainerswho have shared their human stories on Gratitude Through Hard Times.If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link. KEY TOPICS:Meeting of the Minds: Why Enrique is energized by the vision he and Chris share of workplaces (and a world) informed by values like empathy, gratitude and authenticity. If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be? Mom and Dad – whose radically different (but complementary) views of the world shaped Enrique's approach to life. He can never offer enough thanks!The Power of Modeling: About the positive energy Enrique very consciously puts out into the world in all his everyday interactions, even when it's not reciprocal.Hacking HR: How Enrique has built a community by offering an umbrella to 350k+ members interested in the full spectrum of human resources issues – from mental health to technology to making cultural change in the workplace.Trailblazing Ambitions: About closing gaps by using HR as a leader in creating community and connections with transformational impacts on workplace cultures.Understanding the Gap: Chris and Enrique take a closer look at the new technologies and social mandates that HR must learn to balance against the traditional admin. and other corporate services they provide.The Role of Gratitude: Why it's important to acknowledge that progress – especially of the proactive variety – doesn't magically happen.Enrique's Two-Pronged Gratitude and Appreciation:For the journey and lessons learned along the way.For the community – including those who challenge or push back on assumptions.Operationalizing Empathy: Why it's so important to provide the framework for a variety of points of view, building bridges among competing interests and blending core values.Two Sides of the Same Coin: How business success hinges on “people” success and vice versa. They are mutually reinforcing and transformational.Regarding Retention: About appreciation as a valuable source of engagement that bonds employees to their jobs and each other – far more than any product or mission.Epidemic of Entitlement:  How ego-based demands for recognition and empathy erode gratitude, which requires an atmosphere of mutuality. It's a ‘give in order to get' thing!The Language of Gratitude: Enrique reflects on the words of affirmation that his parents deserve in recognition of the example they set – and he never wants to take for granted!Parting Thoughts:Whatever your role, you can make things happen. You can create a better workplace and world just by being compassionate and kind.Don't let ego divert or block your best intentions. You can transcend! QUOTABLE“There are so many people in the world working on all things empathy, kindness, compassion, gratitude. We know that it's not fluffy and doesn't make you weak.” (Enrique)“With all my imperfections, limitations and shortcomings, I am the way I am because of the way (my parents) raised me and for that I'm forever thankful.” (Enrique)“All of these conversations need to happen for HR to close the gap … between where we are and our potential to become that (cultural) leader.” (Enrique)“There are so many things we can do in HR to leave an incredible legacy of transforming work for good.” (Enrique)“Hacking HR hasn't gotten too far from its original vision. It's still a vehicle for connection, learning and coming up with innovative ideas.” (Chris)“People are more engaged, more satisfied, happier, finding more joy, are more creative and even have higher financial returns … when they are treated with kindness and respect, dignity and compassion at work.” (Enrique)“When you practice gratitude, it broadens the thought-action repertoire within your brain needed to seek innovation, creativity, curiosity, joy and pride.” (Chris)“The greatest cultures are not built because of something a leader says. Great cultures happen because of everyday interactions. You see it and feel it in the way people talk to each other and work.” (Enrique)“Whether you are in a leadership position or you are just an individual contributor, don't let your ego get in the way. Just get it done. Begin the conversation!” (Enrique)“If you know that gratitude, compassion, empathy and kindness are the right thing to do and you're not doing them, you've got to look at yourself in the mirror because your ego is blocking you from doing the right thing.” (Enrique) LINKS/FURTHER RESOURCES:About Jim Harter's Harvard Business Review article about worker satisfaction, "What Great Managers Do to Engage Employees."Read the “Broaden and Build” chapter in Chris's bestseller, "Gratitude Through Hard Times: Finding Positive Benefits Through Dark Hours." ABOUT OUR GUEST:Enrique Rubio is passionate about Human Resources, People Operations, Technology and Innovation. He is an Electronic Engineer, Fulbright Scholar and Executive Master in Public Administration with a focus on HR. Also certified in Design Thinking, Scrum Master and PMP, Enrique has over the past 20 years worked in the HR and tech worlds. He is very interested in the digitization of the workplace, Human Resources and the intersection of the future of work, technology and HR.  FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

Get ready for fascinating and relevant insights on this episode of Gratitude Through Hard Times, featuring Jim Harter, PhD, Gallup's Chief Scientist of Workplace Management and Wellbeing. He's sharing with Host Chris Schembra all the eye-opening research and analysis behind his latest book (co-authored with Jim Clifton of the Clifton Strengths Assessment),"Culture Shock: An unstoppable force has changed how we work and live. Gallup's solution to the biggest leadership issue of our time." The key takeaway? Nothing cements employee performance, satisfaction and retention more effectively than regular, meaningful conversations – especially when they include recognition for work well done. It costs leaders very little and, data indicate, pays off over and over again in bottom-line results. Dr. Jim explains the research and analysis that the Gallup organization has undertaken to address the biggest leadership challenges of our time, including the stresses of remote work, the limited wellbeing associated with four-day work weeks and the critical role that empathy plays in engaging with and bringing out the best in our workplace cultures. Dr. Jim's new book is jam-packed with stats and evidence-backed solutions to align your company's purpose with employee satisfaction – which ultimately translates into that all-important customer success!Want to hear much more from Dr. Jim Harter? Pick up a copy of his latest collaboration, "Culture Shock," check out his bestselling book, "12:The Elements of Great Managing" or click here to check out "Wellbeing: The Five Essential Elements."If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link.Click here to hear more fascinating conversations with Fortune 500 CEOs, professional athletes and entertainers who have shared their human stories on Gratitude Through Hard Times. KEY TOPICS:If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be and why? Frank Schmidt, PhD, a research scientist and mentor who reshaped Dr. Jim's approach to people, research and the role of gratitude in the context of employee engagement.Culture Shock: Co-authored with Jim Clifton, this latest collaboration uses Gallup data and qualitative snapshots to unpack the post-Covid workforce and workplace future.Important Findings:For workers, overall stress has continued on an upward trajectory but remote work has offered welcome freedom (from things like commuting).For leaders, there's uncertainty about how to monitor remote worker productivity.Data suggest that there's plenty of room for businesses to thrive.A Great Reset: Why leaders who clearly define (and communicate) workplace culture, customer experience and organizational values are most likely to ride out recession. Customer Success: About the importance of employee satisfaction and loyalty when it comes to quality service delivery and long-term, bottom-line corporate results.Managing Strengths: Understanding employee styles, aspirations and experiences is a key component for engagement, retention, job and customer satisfaction.Manager to Employee to Customer: How the interplay among all three elements determines corporate success. Changing the Dialogue: How empathy can open up the conversations that managers need to be having with employees to overcome workplace disconnects.Meaningful Conversations: Gallup research indicates that recognition and gratitude are among the most powerful tools we have to cultivate workplace community and loyalty.Components of Meaningful Conversations:Recognize specific, recent work efforts.Understand what motivates good work.Know the context of the employee's particular work.Meet on an ongoing basis.Collaborate and coordinate remote compared with in-person hours.Wellbeing v. Engagement: Why stats indicate that the benefits of four-day work weeks are offset in many cases by the stress of compressed schedules and loss of autonomy.Blenders and Splitters: About the difference between people who prefer to compartmentalize work and family life and those who take a multi-task approach.Step. No. 1: Dr. Jim recommends managers adopt the coaching habit of one meaningful conversation every week grounded in empathy, understanding and accountability. QUOTABLE“A lot of people don't know their impact on you until you tell them.” (Dr. Jim) “Gratitude is an inherently pro-social trait that feels good to give, to receive and to observe. But we have to take the first step.” (Chris) “Gratitude is contagious and creates a positive upward smile. It's one of the most positive forces in the universe because it keeps on giving.” (Chris) “There's plenty of data to show that great managing can make workplaces more productive than they've ever been before. If we combine autonomy with great performance management, we can reach all-time highs.” (Dr. Jim) “To get the right customer experience, you've got to have the right employee experience.” (Dr. Jim) “Sometimes all you need to do to shorten the distance between employer and employee is just ask your team, ‘How do you like to be recognized? How do you like to receive gratitude?' How do you like your wins celebrated?' ” (Chris) “The reason managers are so important is that they're the only ones inside organizations who know the idiosyncrasies of each person and have the opportunity to get to know their situations – and that's never been more important than it is right now.” (Dr. Jim)  LINKS/FURTHER RESOURCES:Learn more about the Clifton Strengths Assessment.Jim's Harvard Business Review article, "What Great Managers Do to Engage Employees." ABOUT OUR GUEST:Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management and wellbeing practices. He is the coauthor of the No. 1 Wall Street Journal and Washington Post bestseller, "It's the Manager", released in 2019. His work has appeared in the Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and Time magazine in addition to many academic publications. FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

The current labor market has been turned upside down by inflation, interest rates, and every other squeeze possible. To be successful, owners need to know how to attract and keep the talent they need to succeed. Our guest today is Lisa Ryan of LisaRyanSpeaks. Lisa is a specialist in recruiting engaging talent, especially in manufacturing. We will discuss if the current environment is the new normal, or if we will snap back to what it was pre-pandemic. We will also discuss what you can implement to make your company more attractive for the future of your company as well as the people you already have!  Lisa Ryan, MBA, CSP, is a Certified Speaking Professional who helps organizations develop employee engagement strategies that keep their top talent from becoming someone else's. Lisa is a best-selling author of eleven books and a proud Cleveland native. She spent thirteen years in industrial sales including seven years in the welding industry – and yes, she does weld. After listening to today's episode, check out Lisa's ebook, "To Have and To Hold: 101 Smart Strategies to Engage Employees".   

Wouldn't it be great to get to know the naked truth about some companies' culture? No fluff just whatever it is being said by their employees.  Google searches related to work culture have increased significantly. People are interested in learning more about a company's employee experience, psychological safety, benefits, flexibility, equality, among other things.  While this is great, it can still be time-consuming to delve deeper into cultural challenges and specific companies or industries.  However, a new way of finding this information has emerged - A bunch of tech guys working with artificial intelligence are analyzing everything being said on the internet about corporate's work culture by employees. I got the hint to contact one of the founders of Culturama to discuss the creation of the largest encyclopedia of work culture. About Andi Kacperski Andi Kacperski is a Co-Founder of Culturama, an advanced analytics tool for work culture that has been designed to assist leaders and HR teams in improving their people strategy. Connecting with Andi Kacperski LinkedIn: https://www.linkedin.com/in/kacperski/ Trying Culturama   Today you can try their data for free but you can also ask the Culturama guys to benchmark your company at https://culturama.is/  Culturama is a tool, offering insights on 130 work-related problems to help employees make informed career decisions and companies to understand where they stand vs. their competition. Our study covers 32 industries, the largest 1500 global organizations, and is based on automated analysis of 4.8 million employee opinions expressed in natural language.   What We Discussed in the Episode: - Understanding the purpose of Addressing Work Culture Insights Deficiency - How Culturama Differs from Employer Review Sites - Top Work Challenges on Culturama - Most Sought-After Topics - Gain an Unmatched Edge with Culturama - Learn from Competitor's Strengths and Weaknesses in People Management - Impact of Collaboration in the Workplace - Insights from Culturama's Data - Exploring the Key Traits of Successful Leadership - Insights from Culturama's Data - Enabling Employee Wellbeing in the Workplace - Top Factors Identified - Insights from Culturama's Data - Work Challenges Across Industries - Identifying the Best and Worst Performers - Insights from Culturama's Data   READ ALSO THIS -The Most Important Leadership Actions to Engage Employees an article by PeopleKult >> https://www.peoplekult.com/post/the-most-important-leadership-actions-to-engage-employees   

Opportunities for employee engagement are everywhere. So, you might be missing a great opportunity if you aren't using your breakrooms for engagement. And no, I'm not joking, breakrooms are great locations to engage your employees. Tune in to this episode as we talk about how you can do it. Show notes for this episode can be found at: https://thesafetygeek.com/102 Links Mentioned: Safety Management Academy - https://thesafetygeek.com/sma -------- Thank you for taking the time to listen to this episode. If you liked it, be sure to share it with your best safety friend. It's a goal of The Safety Geek to elevate the safety manager position and that is why I share tips and resources on how you can manage your safety program more effectively. Safety is safety, if you're a general industry nerd like me or if you work in construction, agriculture, environmental or other areas. The common factor is getting management support and employee participation. That's where I can help. To get started, take my FREE COURSE on how to manage your workplace safety program with ease where you will learn the basic steps from organizing all the moving parts of a safety program and building safety awareness. Join The Safety Geek Community and become part of The Squad where you get access to monthly safety webinars at https://community.thesafetygeek.com Check out Safety Management Academy! https://TheSafetyGeek.com/SMA Visit the website at https://TheSafetyGeek.com Subscribe to the YouTube Channel at https://www.youtube.com/c/safetygeek Sign Up for my safety newsletter where I share exclusive tips, content, forms, and templates at https://TheSafetyGeek.com/Newsletter Follow me @ Facebook: https://www.facebook.com/TheSafetyGeek LinkedIn: https://www.linkedin.com/in/brye-sargent/ Instagram: https://www.instagram.com/safety_brye/ Pinterest: https://www.pinterest.com/thesafetygeek/ Twitter: https://twitter.com/Safety_Brye

Ashleigh Walters earned a chemical engineering degree from Auburn University. Several years later, she found herself taking on the challenge of reviving Onex, a 50-year-old industrial furnace service business based in Erie, PA, which was owned by her husband's family. After she succeeded at Onex, she wrote a book about the experience called Leading With Grit And Grace, that recounts her journey and the lessons she learned along the way. Plant Services editor in chief Thomas Wilk met Ashleigh at the 2023 MARCON Conference, which is run by University of Tennessee, Knoxville's Reliability and Maintainability Center, where she shared her story,. Thomas and Plant Services managing editor Anna Townshend recently spoke with Ashleigh about her experiences in the industrial sector and her unique style of leadership. Key takeaways In this episode, you'll learn: How Ashleigh rebuilt and reimagined her family's company Why her company adopted a “coach approach” to management instead of a “command and control” leadership style Why you need to empower your employees to make mistakes On the record "I think the other piece of that is we've never thought as leaders that we should be serving. We've always felt like we should be served, right? And when you flip that around and you start serving others, they do serve you, they serve you more because they respect you and they trust you. It's a two-way street, respect and trust, and when they feel that, they know it's OK to make a mistake. You can't ask somebody to try something new to experiment and not allow for failure." -Ashleigh Walters Learn more Visit Ashleigh's website Email Ashleigh

As the war for talent ebbs and flows, the need for a strong employer brand stands steadfast. An employer brand is the #1 way to give current employees a reason to stay, and to attract top talent looking for a fulfilling place to land.  Enter CMOs Deidre Hudson (previously of Payability), Lynne Capozzi (retired from Acquia), and Michelle Boockoff-Bajdek of Skillsoft, here to share their insights into the role marketing plays in building and evolving an employer brand that people talk about. Tune in to this episode as we cover everything from navigating layoffs to building brand ambassadors to measuring employee satisfaction. You don't want to miss it.  For full show notes and transcripts, visit https://renegade.com/podcasts/ To learn more about CMO Huddles, visit https://cmohuddles.com/

On 4 January 2021, Star Wars: The High Republic was presented in a live stream launch event with host Kristin Baver, Lucasfilm's Michael Siglain, and authors Charles Soule, Justina Ireland, Cavan Scott, Claudia Gray, and Daniel José Older. Star Wars: The High Republic is a great transmedia storytelling case study to learn from. This episode focuses on the project phases.   Recommended book - Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling by Gabrielle Dolan   At StorySD.com you can: Get free eBooks (English and Portuguese)  Watch/Listen all StorySD episodes Sign up to our newsletter for exclusive content Explore recommended articles, books, podcasts and videos   Other StorySD series: Series 1 - Transmedia Storytelling for Business Series 2 - Build your Business Stories Series 3 - Technology – The future is here Series 4 - Use Stories To … Series 5 - Characters Series 6 - Travel Guide for Kids Series 7 - Transmedia Storytelling Case Studies Series 8 - Story Breakdown Series 9 - Interactive Storytelling Series 10 - Stories from Scotland Series 11 - Character Case Study  

What do employees and managers care about in 2023? How do we keep them feeling happy, interested and safe? A new report from Reward Gateway offers six human-centred strategies to build strong, resilient teams. So, this week on The Mind Tools L&D Podcast, Ross G and Owen are joined by Chief People Officer Nebel Crowhurst to discuss their findings. We explore: ·       - whether it's important that your manager ‘cares' about you ·      -  the role of mental, physical and wellbeing support in engaging employees ·      -  if it's OK just to turn up and do your job. You can find the full report online at: https://www.rewardgateway.com/hubfs/Resources-eBooks/uk-2023-employee-engagement-trends-report.pdf In ‘What I Learned This Week', Owen discussed Mastodon and Mark Gilroy's YouTube tech reviews: https://www.youtube.com/@ThatMarkGilroy Nebel discussed Australia's new approach to domestic violence leave: https://www.fairwork.gov.au/leave/family-and-domestic-violence-leave Ross discussed Glasgow City Council's plans to build a ‘feminist' city: https://www.scotsman.com/news/people/glasgow-becomes-uks-first-feminist-city-as-town-planning-motion-from-councillor-holly-bruce-passes-3896633 For more from Nebel and Reward Gateway, visit: https://www.rewardgateway.com/uk For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.  And, this week, we're giving a special shout out to our Learning Performance Benchmark. Not sure how your L&D function is performing? Find out now, for free: https://mindtoolsbusiness.com/solutions/learning-performance-benchmark Connect with our speakers    If you'd like to share your thoughts on this episode, connect with our speakers on Twitter: ·       Ross Garner - @RossGarnerMT ·       Owen Ferguson - @OwenFerguson (or https://mastodon.scot/@owenferguson) ·       Nebel Crowhurst - @HR_Nebel

Driving Happiness At Work Events: https://drivinghappinessatwork.com/events/Frank Smith LinkedIn: https://www.linkedin.com/in/frank-smith-5b74795/ Join our Facebook group for business owners to get help or help other business owners!The Business Ownership Group - Secrets to Scaling: https://www.facebook.com/groups/businessownershipsecretstoscalingLooking to scale your business? Get free gifts here to help you on your way: https://www.awarenessstrategies.com/

“This could have been an e-mail.” We've all seen the meme where employees lament that the contents of a meeting could have been summed up in an e-mail. Sutherland Global noticed that their associates weren't attending meetings and decided to get creative. Sutherland Global's Senior Project Manager, Charlene Petrie and Associate Project Manager, Alex Pratt, discuss how they've found a way to make sharing important news and updates with their employees more engaging—through a podcast. It's all in this episode of Masters of Support.

The capability to engage employees is one of the most vital components for business success, especially today when globally distributed workers are embracing multi-functional working structures. Through employee engagement, businesses are able to attract and retain more talent as well as increase corporate commitment to their goals. In this episode, Steve addresses job functions, job essence, and how to make core values a part of these functions so that they are sustained, evolving, and progressing towards achieving these goals.

Dr. Bob Nelson is considered the leading advocate for employee recognition and engagement worldwide. He has sold over 5 million books on those topics, including 1501 Ways to Reward Employees, The 1001 Rewards & Recognition Fieldbook, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, and his latest book: Work Made Fun Gets Done!: Easy Ways to Boost Energy, Morale, and Results.   Dr. Bob has been featured extensively in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS and NPR about how best to motivate today's employees. He has presented on six continents and worked with 80 percent of the Fortune 500 companies.   Mario Tamayo has 30+ years of experience in maximizing human performance and organization development, and has been an advocate of promoting company cultures of enjoyable employment and recognition—demonstrating that “work made fun does, in fact, get done.” Mario is a principal with Tamayo Group Inc. (www.tamayogroup.com), a Cardiff-by-the-Sea, California–based leadership consulting firm. He coaches, writes extensively, and speaks and leads workshops on management development, presentations skills, and personal and professional empowerment. He has been responsible for several successful performance and product improvement initiatives for organizations, including Amylin Pharmaceuticals, The Anthony Robbins Companies, Broadcom, The Ken Blanchard Companies, Life Technologies, L'Oreal, Mitchell, Nelson Motivation, Petco, ProSciento, and Viasat. Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3 (https://www.surveymonkey.com/r/3DXCFW3) CME credit is available for up to 3 years after the stated release date Contact CEOD@bmhcc.org if you have any questions about claiming credit.

The current labor market has been turned upside down by inflation, interest rates, and every other squeeze possible. To be successful, owners need to know how to attract and keep the talent they need to succeed. Our guest today is Lisa Ryan of LisaRyanSpeaks. Lisa is a specialist in recruiting engaging talent, especially in manufacturing. We will discuss if the current environment is the new normal, or if we will snap back to what it was pre-pandemic. We will also discuss what you can implement to make your company more attractive for the future of your company as well as the people you already have! After listening to today's episode, check out Lisa's ebook, "To Have and To Hold: 101 Smart Strategies to Engage Employees".

Dr Bob Nelson is author of the multimillion-copy bestseller 1001 Ways to Engage Employees, he's also is president of Nelson Motivation, Inc. and the world's leading authority on Employee Recognition and Engagement. He has published 31 books that have sold over 5 million copies that have been translated into over 30 languages. In the humorous and insightful show you can learn: How "Work" and "Fun" go together in the most successful workplaces to motivate employees Why do employees rank “Fun” at the top of the list at the Best Companies to Work for What the best companies do to find the latest value in employee reward programs beyond gift cards and handshakes Innovative and creative ways businesses can amplify their culture and increase productivity with “Fun" Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Dr Bob below: Dr Bob on LinkedIn: www.linkedin.com/in/drbobnelson Dr Bob on Twitter: https://twitter.com/DrBobNelson1 Website: https://drbobnelson.com   Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Today's special guest is Dr. Bob Nelson. He's a world's leading authority on employee recognition, motivation and engagement. Dr. Bob has authored over 30 books, which have collectively sold over five million copies. Before we get a chance to speak with Bob. It's The Leadership Hacker News. The Leadership Hacker News Steve Rush: In the news today. We're going to explore how social media can really make a difference to any business of any kind anywhere. So, we're going to look at a fast-food joint when from a local eatery to internet stardom, thanks to iconic memes and a catchy theme tune. And this is a story of Binley Mega Chippy. Now, for those that are in North America and around the world, a chip shop in England is a place where you go to buy French fries and fast food. It started out as unassuming, local, fast-food joint, and it's now arguably the most famous fast-food joint on the planet. For years, it was just like any other English eatery, serving French fries, chips, fish, and of course, other really unhealthy, deep-fried foods. It's not particularly attractive to look at. It's a vision of red and gold, but it's a reliable Oasis to many people in and around Coventry, but the Internet's taken Binley Mega Chippy and turned it into a TikTok fiesta for culinary destination for anybody visiting this part of England. Owner, Kamal Gandhi, 70-years-old. Now has a huge number of customers. Some of whom have apparently traveled from as far as France, America and even Australia. So how did this local chip shop go from a small fry to a huge gastronomic location of choice? Well, the first mention of Binley Mega Chippy hit the internet in just 2009, and it was a simple kind of nod to here's where we are and what we do. Fast forward to 2022, Binley Mega Chippy began to appear, but still continued on relative obscurity, not knowing what's to come. Viral hysteria hit the fast-food outlet. In 2022 when it featured in the slideshow of multiple UK, fast food joints and TikTok in April. It's first month, there were 82,000 views and 11,000 likes. Fast forward now, millions and millions of people are using this as a backdrop to other memes and are joining in with the chant of the song. Decades of research and millions of dollars and pounds of advertising who have shown that society loves a good jingle, and it helps sell a product. And the same appears to be true for fast food outlets. On the 25th of May, binleymegachippyfan53 posted just a ten second clip with a static picture with a Bingley Mega Chippy Jingle. Now for obvious marketing reasons, I'm not able to play that for you now. I'm sure you can find it if you choose to. That short clip now has just over 2 million views and has spawned various spinoffs and remixes. And now hashtag Bingley Mega Chippy has over 500 million views and naturally people have been visiting it from all over. So having fun, better jingle, the power of the internet can change the lives of anyone and good luck to Kamal Gandhi and his store, we wish him all the success. The leadership hack here is, marketing could be as simple as a ten second clip. It could be something that you say and do. What makes a difference is that emotional connection. So, the next time you're communicating a message or you're building a story or you're creating an internal marketing campaign or external, is it going to hit those real emotional keys to get people stirred into emotional action? That's been The Leadership Hacker News. Let's dive into the show. Start of Podcast Steve Rush: Dr. Bob Nelson is a special guest on today's show. He's a multimillion best seller author of, 1001 Ways to Engage Employees. His latest book, Work Made Fun Gets Done. He's also the president of Nelson Motivation Inc. One of the world's leading authorities on employee recognition and engagement, and Bob's published over 31 books and sold over 5 million copies and been translated in over 30 languages. Dr. Bob, welcome to the show. Dr. Bob Nelson: Thank you for having me, Steve. Steve Rush: I'm really looking forward to getting into this because I remember the first time you and I met when you also then started to think about this. Over 15,000 ways to reward employees and over 1,001 ways to engage employees. It was a bit of a kind of a journey for me to get my head around those numbers. So, I'm delighted that we get a chance to dive into some of them, not all of them today. Dr. Bob Nelson: Excellent. Steve Rush: Before we do that, Bob, let's give our listeners a little bit of a backstory if you like on the journey that is taking you to where you are today. Dr. Bob Nelson: Well, well, well, I've always been a writer and going back to high school, I remember my English teacher passing out papers and she stopped at my desk and she over hitch, she weighed my paper and said, best paper in five classes. And I was kind of embarrassed and surprised and went back and reread it. And, you know, and I just got the message that I could write. And so that's always been a backdrop for me, and I published my first book when I was 21, a guide on job hunting and have just recently finished my 31st book. So, it's a hard activity, somehow, I keep coming back to it, I guess, like a moth to a flame [laugh]. Steve Rush: Yeah, and do you think that moment in that English class, when that teacher kind of gave you that feedback at that time, do you think that was a catalyst for you at that point? Dr. Bob Nelson: Well, it's certainly, anytime someone gives you feedback, I think, we all need to see how other people see us and if it's in a positive light then that's good news. You need to hold onto that one. And I think, you know, John Lynn's said, life's what happens when you're making other plans. So, you got to work into the plans, what people tell you you're good at. And then of course, things that you enjoy doing is important as well. Steve Rush: Yeah. Dr. Bob Nelson: Mark Twain said the two most important days in anyone's life is the day they're born and then secondly, the day they find out why, so [laugh]. Steve Rush: That's great, yeah. Dr. Bob Nelson: It's ongoing journey for each of us to say, what was I meant to be here for? And if you get clues from those around you, who give you feedback, you need to hold onto those and listen to those. And so, I feel fortunate for the career I've had, I've been blessed with having worked with some true experts, each which I've learned from. Ken Blanchard, went to work for, he published the One Minute Manager, which has sold 14 million copies. And so, I learned a lot from him about selling books and I got my PhD from working with Peter Drucker, the father of modern management. Steve Rush: Yeah. Dr. Bob Nelson: And I'm currently a personal coach for Marshall Goldsmith. Who's the number one voted executive coach in the world. Steve Rush: That's right, yeah.  Dr. Bob Nelson: So, I've been very, very blessed to have some great people to learn from and lean on. And I like passing it on to others when I can. Steve Rush: Yeah, and we are going to pass that on for sure today. You know, I heard something that I probably read it. You'd coached or had worked with something like 80% of the fortune 500 companies, is that right? Dr. Bob Nelson: I have, yes. Steve Rush: Wow. Dr. Bob Nelson: Spanning 25 years, you get around. And that included, not that long ago, wrapped up a six-month project working for the United Nations. So that was a fun, fun activity. So, you know, life takes you a lot of interesting places and if you can go for the ride, it's usually pretty enticing. Steve Rush: Yeah, it is. Isn't it? Dr. Bob Nelson: I found anyway [laugh]. Steve Rush: Yeah, definitely so. So, you've managed to find a real niche or a passion, if you like for employee recognition and engagement. What was that defining moment for you when you realized actually, this is the thing that really excites you and makes you tick, and others tick as well? Dr. Bob Nelson: Well, again to me, it's piecing together the pieces. I was taking a graduate school class and we were talking about; it was a control systems class and professor was talking about the informal control systems. And he made the offhand comment that has proven as the principle for informal reinforcement is, there hasn't been a lot of application in the business world. And I remember thinking I'm going to do something about that [laugh] and actually that evening after my hour and a half drive home from graduate school class in Los Angeles, I typed out a letter to president of publishing firm in New York City and sent it overnight and spent two weeks trying to get him on the phone. And finally, could heard his assistant say, this guy keeps calling, would you talk to him? [laugh] and literally the president of the company, he goes, what do you want? He answers the phone like that. And I said, well, my here's my name. And I sent you a letter about a book and he cut me off. And he said, you sent us a letter about a book. We'll, we'll never do a book based on a letter you sent us, you have to do a proposal, of the 70,000 books that are published this year, that year anyway. Why yours has to be one of them? And why we're the only publisher could possibly do it right. And literally as he's hanging up, he goes, and by the way, we get 10,000 proposals a year, we publish 24 books to click [laugh]. Steve Rush: Nice. Dr. Bob Nelson: I could have said, well, well, you know, gave it a try, but I said, hey, game on, time to do a proposal [laugh], so maybe there's a lesson there, you know, don't accept defeat. Steve Rush: Did you go back to this guy though? Dr. Bob Nelson: I did actually [laugh]. I did the proposal, I got an agent and then next time I met with him, I was sitting across from him though. I flew to New York at my own expense, and he had the proposal in front of him and he opened it up. And my agent had said, well, it'd be helpful if you could lay out a few pages, see what it was actually looks like. I explained it. That should be good enough. No, no, no. It would help people visualize it. So, I did that, and then she said, well, could you do a few more. I go, oh, come on. And I did a few more. And darn, when I'm sitting across him and he doesn't open the proposal to those pages and he goes, this could work. The guy was very visual. Steve Rush: Yeah. Dr. Bob Nelson: Up here working, was his name. He was a creative genius. And, he only did books that where he personally saw that it could work. Does he see it? Does he see what you see? And so, now he's still on project. He still doesn't know about me. Steve Rush: Yeah. Dr. Bob Nelson: And so [laugh], he turns his attention to me and starts asking me questions. I go, well, I'm an administrator for this company in San Diego. And, but that's not what I really want to do. And he goes, what do you really want to do? And I said, be a bestselling author. And I could see a little twinkle in his eye and done deal. And that was [laugh]. Steve Rush: Yeah. Dr. Bob Nelson: Yeah, they sent me to 27 markets at a time when that wasn't really done anymore. And in the first, gosh, I think of, in the first two months, the book sold 40,000 copies. Steve Rush: Wow, yeah. Dr. Bob Nelson: Yeah, which is stunning. And as a business book and now it's in its 64th printing and sold over 2 million copies. Steve Rush: That's amazing. Dr. Bob Nelson: So yeah, a lot of people ask me about the book story, because there's a lot of books out there. Over a million books are published year now. When this book came out, seventy thousand. Now it's a million books a year. Steve Rush: Yeah. Dr. Bob Nelson: Publish each year, and that's with self-publishing and Amazon and you name it. And there's not more readers, but there's a lot more books. Steve Rush: Yeah. Dr. Bob Nelson: So. Steve Rush: And there's still an opportunity for the same folk to, you know, face into the resilience you did, get in front of people and say, look, you know, if you've got a compelling story, just tell it because there will be people who want to read and listen. Dr. Bob Nelson: Yes, yes. It's, definitely more difficult because it's more constrained and for a typical publisher, the first thing they want to know is, what's your platform? What vehicle do you have to reach people, you know, in terms of number of followers? Steve Rush: Yeah. Dr. Bob Nelson: Or do you speak, do you do public speaking or are you in media, you know, are you on TV every night? You know, all that kind of goes in the mix. Steve Rush: Does. Dr. Bob Nelson: As a result, just a few books get published. Steve Rush: I remember when I published my book, which was probably about six years ago, having the same conversation with an agent. And at the time I was starting out on my entrepreneurial career, a few years into it and having this kind of light bulb moment that felt I'm not worthy because I haven't got a million followers on Instagram and I haven't got all of this, but you know, what I had was something that was interesting, yeah. Dr. Bob Nelson: Imposter syndrome. Steve Rush: Oh, totally. Dr. Bob Nelson: Yeah, you got to trust your gut. I think, my moment of doubt was, I knew I could write, but then, trying to understand my motivations for writing. That cost me a couple years because I couldn't, hard time starting, why do you want to do this? Is it to make money? Is it for fame? Is it to help people? And that really had me in a bind trying to sort that [laugh], and finally I decided it's for all those reasons. Steve Rush: Yeah. Dr. Bob Nelson: Yes, I want to help people, but yes, if I make money from it, I could help more people because I could, you know, get the book a wider audience and so I've never quite looked back from that point. I've have done, like I said, I've done 31 books and each one is, writing is difficult. It's very hard. It's exposing your mental thoughts to the world. And man, you better be braced to [laugh] take the feedback and [laugh]. And so, but I've had good success and I love helping other people with the same journey, because there are a lot of good messages to go out there and lot of messages that could help others. And if you have one like that you deserve to be in print. Steve Rush: Very much so, yeah. And then your last book, Work Made Fun Gets Done. It's one of those titles that when you read it, you go, yeah, that's absolutely true, of course it is. Dr. Bob Nelson: [Laugh]. Steve Rush: And everybody buys into it. Yet, we also find that that doesn't happen everywhere [laugh] and that some people go to work and it's not fun. Dr. Bob Nelson: Well, some. Most people actually. Steve Rush: What did you find out in your research? Dr. Bob Nelson: So, my books, I tend to favor kind of proven truths or maybe obvious truths that are not obvious in practice. And so, the Work Made Fun Gets Done is one of those, it's part of the mix on having motivated employees and staying with the job over time. And the younger employees, 59% of millennials say they want to have fun at work. So as more and more workers are from that age group, almost 75% now, you know, it's a topic you've got to take seriously as a company. What are we doing to make sure that people are having fun while at work? Now, if you're a cynical or old-line manager, the answer is simple, hey, here's an idea. They can worry about that on the weekend. We're paying them to work, God damn it, you know, and so, Steve Rush: Yeah, there's still a lot of those around, unfortunately. Dr. Bob Nelson: Yes, there are. So, you got to say, well, I could see where you would think that, and that makes a lot of sense, but let me tell you, have you looked at your exit interviews? Why people are leaving? You know, on the positive side, for this book. We did research. We looked at the hundred best places to work in America. And we dug in their data. We found that that one of the variables they ask about is, this a fun place to work. And for those companies that work for one of the hundred best companies to work for in America, 82% of their employees, when surveys said, where they work is a fun work environment. And we contrast that to those companies that applied for that award but didn't receive it. Only 61% said it was a fun place to work. That that 20-point differential was actually one of the largest in their database [laugh] on sorting successful companies from also ran. So, if you want to look at the positive data that supports making fun, a serious part of your business, it's there. And that's why, you know a lot of companies have even made it a core value of their firm, like Best Buy, it's their number one core value is have fun while being the best or Jet Blue, number four, LinkedIn, number six, Mercedes-Benz number three. So, it's workday number five. So, not everybody, but a lot of companies are staking it out saying, yes, yes, we agree. This should be a core value for what we do every day. And if we do that, if we do that well, then guess what? People will pass it on to their customer and to the colleagues. And it'll be easier to come to work, because you're enjoying who you're working with and who you're serving and just everything will go more swimmingly, you know. Steve Rush: Yeah. Dr. Bob Nelson: So, it's a simple, it's a simple thing, but common sense, not common practice, an observation first made by Voltaire in 1640. Steve Rush: [Laugh]. Dr. Bob Nelson: Those things that are common sense are not very common he said [laugh]. Steve Rush: Yeah. Dr. Bob Nelson: And hey. Steve Rush: Wise words. Dr. Bob Nelson: Still true, still true today. Steve Rush: And there's also direct correlation to revenue here as well, isn't there. So, the companies you just mentioned are all profitable or high revenue generative businesses. Dr. Bob Nelson: Yes, yes, yes, they are. And so, it's a flip side of you know, if work is fun, it's going to be more profitable. If it's more profitable, then of course it's more fun and we're able to pay people better and have better benefits. And so, it's kind of a chicken and egg type thing. I know what comes first. We think that, just make sure it's part of the mix. It doesn't have to start with that. And increasingly we share stories in the book about how people found their way to this. Like the President of Belmont College in Nashville, Tennessee, he did a year sabbatical where he examined high performing companies and he came back and he said number one thing he learned is that every place he examined, high performance companies, they were all fun places. And so, he said, we got to have more fun here. And he immediately created a fun committee and volunteers and charged them with, to do fun things, you know, find out what needs to be celebrated and work it into our culture. Had a group and focused on that. Maybe gave him some budget, and when there was a time, the morale is low, or we have good news to celebrate. Let's do that very well. Let's do it as a group. Let's do it as a team. Let's do it individually. And that's what they do, or I'll tell you another company. I was in Seattle years ago, I was presenting to 800 people and this person in the front row, go, you look really familiar. And she goes, yeah, yeah. I met you six weeks ago when you were speaking here before, back in Seattle again, after six weeks. And I had to come tell you what happened. I go, well, tell me what happened [laugh]. And she worked for a company. She said, I left your presentation with one thing in mind. I said, this is real. It's happening. I'm going to do it. I'm not asking permission. I'm doing it [laugh] because I believe in it. And that's what she did. I said, well, what'd you do? She goes, I did a bunch of stuff. Like I created a happiness committee in my department, and it had three members of it. No one knew who they were, but anyone could say, it's time to do something. I go, well, something like what? She goes, well, we held a picnic up on the roof in downtown Seattle to celebrate. We bartered meeting space with a company on the next block. That was a limo company, so now we have limo rides we can give people for letting them in our meeting space once a month and you know, on and on. They are just you know, didn't start with a big budget, started with some creativity and some fun. And what difference did make? And she goes, it had a stunning difference [laugh]. People could see it, it changed how they came to work. And she said, I had other managers saying, what are you doing in your department? Your people are so excited. You're on fire. You go, hey, come to the next meeting. We're don't having any secrets here. And it just grew organically. And you know, and now she's giving me part of the story. So, I went back, and I wrote it up and I put it in the press and navigated external validation for what she's doing internally. Well, fast forward 18 months from that first day I met that woman, that company, Perkins Coie, a law firm of all things, entered the best places to work in America. Number 23 on the list. Steve Rush: Amazing. Dr. Bob Nelson: I would content from one person, one person standing up, not at the top. Sometimes we feel only the CEO can make a difference, you know, but in the middle, she was a finance manager in one department. And I would suggest that she personally converted that culture and made it more recognition savvy, where people felt more valued for the work, they were doing every day. Anyone listening can make that same thing happen, where you work. Steve Rush: Great story. Dr. Bob Nelson: You could light the fuse. It doesn't have to all be on you, but you can get it going, get going in your walk, in your realm of influence, whatever position you have and invite other people on board. And you can make something happen. Steve Rush: It's because fun is infectious. So too is misery by the way. Dr. Bob Nelson: [Laugh]. Steve Rush: And I suspect, you know, that's why, you know, you get that dichotomy between different firms, different teams and in different organizations. But if you were given some advice to our listeners today who may be thinking around, yeah, I want to take some of this fun and energy and ideas forward, but I know that I'm going to bump into maybe a stuffy boss or a stuffy culture. How would you think that would be the best way to maybe break into that? Dr. Bob Nelson: One of two approaches, either ignore that and make it happen anyway, for the people that are interested. So even if the boss isn't interested, get it going with others, or the second thing is make a personal appeal to your boss and say, this is why I like to do it, or why we should do it and try to sell them on being on board or let's try it. Let's try it for a month. Let's try it for three months. Let's do a pilot program, because I think, you know, I think for example, that if we did this, it would impact our turnover rate, which it will by the way [laugh]. Steve Rush: Yeah. Dr. Bob Nelson: If you create a culture of recognition where people are valued for what they're doing. Research indicates you will be seven times more likely to hold onto your people if they feel they're in an environment where people are celebrated and thanked for doing a good job, as simple as that. Seven times, seven times for their career by the way, not just for another, for another six months or another year that they will once they feel that they will want to stay working for your company for their career. Steve Rush: Yeah. Dr. Bob Nelson: So that's the price of admission right there, right now. Steve Rush: Right, yeah. Dr. Bob Nelson: In the midst of the great resignation, where at least in America, four and a half million people a month are leaving their positions. This has been for the last 18 months straight. Four and a half million a month are leaving their positions. And often they find another position and now they're leaving that one [laugh]. Steve Rush: I know. Dr. Bob Nelson: So, because they're in search of a place that you know, the pandemic taught us anything. It's like, you know, life is short and unpredictable. You better have a good job now, better enjoy what you're doing now. And so maybe what a lot them realize that what they're doing, it's not worth what they're being paid for, and they're not getting enjoy from it. And they, they hate their job. They hate their boss and time to [laugh] go, to seek out something that's more meaningful to them that gives them, makes them feel they're part of something larger themselves, where they can have pride in working there and enjoy the people they're working with and who they're serving. Those jobs are out there, and they are they're plentiful. And so, if you hold your sites to that type of standard, you will find it. Of course, you have to have the skillset. So, it's a mix, clarity of purpose and mission. But I know people, for example, I worked with Walt Disney World for 15 years, and I met people that moved to Orlando Florida, because they had to work with this company, had to work for this company and they got there, and they didn't care what the job was. They had to be a part of this organization. They'll pick up trash in the. Steve Rush: Yeah. Dr. Bob Nelson: In the park, you know? Steve Rush: Right. Dr. Bob Nelson: And maybe they started there, but they quickly moved on up and man, oh man, because people are treated right. And then they blossom and then you get more of them and their best thinking. And then all of a sudden you got a career. So, it could be frustrating for people that feel that they're in a dead-end position or a position they don't enjoy. How do I get to a different area from where I'm at? But you know, maybe that starts in the current job you have. Steve Rush: Right. Dr. Bob Nelson: Maybe look at that differently. Because a lot of times you can get to the job you want, start with the one you have and start to ask for responsibilities or make it known what things you're interested in doing. And that might be a selection for responsibilities and assignments, especially for a small company. They need people to wear many hats, you know. And so, there's more of flexibility and variety that you can help morph your job towards what you want to be doing. Steve Rush: Yeah, you mentioned reward and recognition as being a key component of that fun and you cited that, that law firm's growth was one of the reasons that they focused on was kind of how they step into recognition. And when you think of the subject and the notion of recognition, most organizations typically have a recognition program, which could have, you know, e-cards and buttons and gifts and. Dr. Bob Nelson: Yes, years of service awards. Steve Rush: But it's way more than that, right? Yeah. Dr. Bob Nelson: Yeah, but often, they're doing stuff, but it's not the stuff that matters to people. Steve Rush: Right. Dr. Bob Nelson: So, I've never met an employee that, you know, stayed another day at work to get their 10-year pin, you know, it's sort of like [laugh]. So, along the way, the topic was started in an incentive industry with people trying to move merchandise. And this is another way if we can get, you know, people to buy you know gifts for employees and we'll sell a lot more merchandise and that's kind of how the market started and for many companies, that's where it ended too. So, it never really got to the motivations. It got to, hey, you get stuff, you know, and it becomes really a money substitute to get points or gift cards to be thanked for a job well done. So that's fine, but that's a limited view on this topic because I tend to find that the most powerful motivators are things that don't cost money at all. Steve Rush: Yeah. Dr. Bob Nelson: So, a personal, thank you, or being part of a team or being asked your opinion, being allowed to pursue an idea you have, being thanked, certainly when you do, do a good job or for helping someone else. And if you make a mistake, you know, it's easy to criticize someone that makes a mistake. You know, they already usually know they did something wrong. Why don't you embrace it and say, hey, what'd you learn from that? That's the more important thing here [laugh]. And take the long-term view of the relationship instead of being critical in the short term, be supportive in the long term, you know, Bill Gates, former chairman of Microsoft, he once said, you could tell a lot about the long-term viability of any organization simply by looking at how they handle mistakes. Steve Rush: Yeah. Dr. Bob Nelson: Because if you embarrass people [laugh], and in front of their peers and make them want to quit, they probably will [laugh]. And, yet it's opportunity to take a long-term view into, and to say, we're bigger than that. And that's good news. You made that mistake because that's the best training you'll have all year. I'm glad you made it. Steve Rush: Yeah. Dr. Bob Nelson: And see what else other people can learn from it. So fundamental difference in a simple choice that comes up daily, really. Steve Rush: Culture plays a massive part in this. And I think what I heard you talk about directly and indirectly was, those organizations who have fun embedded into their values, embedded into their culture, their employer brand have a better chance at not only acquisition, but also retention. Dr. Bob Nelson: Yes, and they got to the, you know, they didn't start with that. Maybe they put it on the table. Steve Rush: Right. Dr. Bob Nelson: As the core value, but it's working the value to say, what does that look like in practice? And if we were having more fun, how would things be different? And maybe they'd say, well, maybe upper management would be more involved. I worked with in California, the pension fund. Teachers' Pension Fund of California, which is a nine billion. Steve Rush: That's huge. Dr. Bob Nelson: Billion-dollar fund. Yeah, and they brought me in, consultant and sure enough, they had very little recognition. And when I brought the topic up, they go, no, we can't do that stuff because, you know, we're a public entity. I go, really, that's what's holding you back from doing the right thing. Yes, yes, it is. We got to think about something we might do might end up in the headlines of the newspaper and that will not be appropriate, our fiduciary responsibilities. I go, well, I'll just hold on a minute [laugh]. What if I brought you a list of other federal state and local governments that are doing this type of stuff, what exactly they're doing? The legislative authority, they have to do it [laugh] and the contact information. And they go, that would be very interesting. And I [laugh] created that you know, it was like a 20-page list, and they took it into a board meeting. They came out and they said, we're doing it. Steve Rush: Good. Dr. Bob Nelson: And they started investing in low-cost ways to thank people. In fact, one of the first things they did out of the shoot. This is a state government, okay. They decided to make a music video that they had their senior managers all sign up to be in a music video to talk about the changes they're making in the direction of the firm. It was an enormous hit [laugh], you know, because people saw that their leadership was coming, you know, was now part of them and helping lead the charge. And it was very exciting, and it was very fun. Steve Rush: It is often a mindset shift for some of the senior executives in these firms and organizations, isn't it? Dr. Bob Nelson: It has to be, it has to be. Yeah, so it's okay if you're not comfortable with something, but, if you have the logic, if you have the data, especially if you have the data from your own employees where you know why they're leaving, or what would make them stay, you know, right now, one of the big things is on flexible working hours and ability to work from home. God, we've got enormous data on this, 36% of employees said they would skip a pay increase if they'd have the ongoing flexibility to work from home, 40% said, you can give them a pay cut if they. Steve Rush: Yeah Dr. Bob Nelson: [Laugh], you know, if you give them the flexibility and the time they work from home, because that's more enjoyable to them, it's more convenient for their life that not even counting the, you know, the commute time, you know, the hour or two hours or three hours that they have to waste a day to get to a central office and to get ready for that. And you know, besides saving that time, they've got more control over their life, and you know, and you want the data. It's like overwhelmingly people are allowed to work from home are more productive. Steve Rush: Yeah. Dr. Bob Nelson: And I've tracked this with my own employees. I had people log their time. It turned out to be twice as productive, you know, like I could see the work of the results they got, because they weren't interrupted. There wasn't as socializing. They were able to dig in further and get more done. And so, it all makes sense. What holds a lot of companies back is, senior manager saying, well, that's not what I'm used to, you know, or if I can't see them, I don't know they're working or the CEO of JP Morgan in New York City finance firm said, if you can go out to dinner in New York City, you can come to the office and work in New York city. So, okay. Well, that's a point. Narrow minded point, but you know, I guess if you pay people enough, you can force them to do anything. And so, but over four and a half million people moved out in New York City during the pandemic, because when we shifted to allowing people to work from home, if all of a sudden, they didn't have to be in New York City anymore. So they went to work in a smaller town or where their family's from. And a lot of Zoom towns popped up, you know, where people preferred to live. If they can live anywhere, they're going to go live in Bend Oregon. They're going to live in you know. Steve Rush: Yeah. Dr. Bob Nelson: In places that they can enjoy living more. They can work from anywhere. And, people are holding onto that, 65% of employees that had a chance to work from home during the pandemic said, they want to continue that flexibility. It worked better for them. It was more productive. And, if they're forced to come in, which is kind of the dance we're in right now, where companies are saying, no, you have to come back to the office. Fortunately, only 4% of companies have said everyone has to come back five days a week, but you know, half the people say you have to come back, you know, at least three days a week. And the other half have more flexibility. So, my wife's a virtual employee. She has to come in one day a week, you know, and that's that kind of borderline for her, you know, [laugh], she does it begrudgingly the whole time. She's kind of swearing on the commute, but yeah, one day a week is, you know, and that'll work. If they increase that, she will definitely quit. I was surprised that she stayed just for that because you could get another virtual job, you know, and we already proved it works. Steve Rush: Right, yeah. Dr. Bob Nelson: [Laugh] so it's like, we don't need to keep proving it works. We know it works and well, we can make excuses while you can't be as collaborative. Well, maybe make some adjustments to be more collaborative, you know. So, Anyway, we're still on the journey on that one. And again, you know, fun would be part of that, recognition would be part of that. And, you know, or what I find is like, I say, well, we're on Zoom calls now, how can you, you know, we can't do recognition. Oh, yes, you can, you know, come on, you know, next Zoom call you have, before we get in our agenda, I like to just take a few minutes and go around the group. And as I call out someone's name, I like everyone else to say what they most value about working with that person. Let's start with John, okay. Now, Mary, now Sally, and 10 minutes later, where are you? Everyone's gotten personal feedback about what the people they work with most closely think most highly of what they do and their work, they contribute. Well, that's pretty powerful. Make people feel great about the job they're doing. I guarantee you that whatever they're called out for, they're going to do more of that same thing, because what gets recognized gets repeated. Steve Rush: Yeah. Dr. Bob Nelson: So, it's a universal rule. And then, you know, the groups could be tighter working unit because they now have insights into each other, and they know so it's going to be more of a team going forward. So, you could do that in, you know, 10 minutes in the Zoom call. Steve Rush: Yeah. Dr. Bob Nelson: You know, I call that a praise barrage. You just take time and we're just going to focus on praise. No negative feedback, just praise, just thanks and praise from open mic from employees to other boys. Steve Rush: Love it. Dr. Bob Nelson: Very powerful. Very simple. Steve Rush: Very much so. So, we're going to turn the tables a little bit now. We're going to start to hack into your mind. Now of the 31 books and the 1001 Ways to Engage Employees. We're going to try and dis distill all of that down now into the top three leadership hacks that you can share. What would they be Bob? Dr. Bob Nelson: There you go. Okay, well, here it goes. I'd say all motivation starts with the person. So, ask them what motivates them. Don't try to guess. Just ask them, ask them individually, or as a group, would be the first thing some, again, advice I'm going to give you is going to be very simple, because this is what I swim in. So, ask the questions, take the answers seriously, do the top one or two things that they mention. So today that might be you know, and managers often are scared to do this because they say, well, when people are going to say they want more money, well maybe they will. And you know, is that valid? Then maybe they should be paid more. I don't know. But more times than not, I find that the things that come up are, do not involve money, but being thanked by someone, they hold in high esteem by their manager or upper manager. As I indicated. Being involved in a decision, especially one that affects them, 89% of employees say, they'd like to have that. 92% say they'd like to be asked for their ideas and suggestions. And if they have a good idea, given autonomy and authority to pursue it. So again, from my research and application of these concepts, most of the things that come surprisingly amazingly delightfully don't cost money to implement, just a little bit, you know behavior. So, a little bit of insight, a little bit of thoughtfulness. Steve Rush: Right. Dr. Bob Nelson: And then actually doing it. So, it's not good enough to know you should do it. You got to actually do it in your practices, in your daily regimen as a leader. So, ask, prioritize and do. That'd be the three I would say. Steve Rush: And it sounds so simple that we get caught up in our busy worlds. And it's just one of those things that we don't pay attention enough to. So, I love that, great stuff. Dr. Bob Nelson: Yes. Dr. Bob Nelson: Next part of the show we call it Hack to Attack. So, this is typically where something in your life or work has not worked out as you'd planned, might have been quite catastrophic at the time, but as a result you've learned from it and it now serves you well, what would be your Hack to Attack? Dr. Bob Nelson: Well, I'd say, not just me. For a lot of people doing a switching gears and tact, and what you're doing when somebody's not working. So, the pandemic change work for a lot of people. I was making my living probably 9% of my revenue was from physically speaking at conferences and traveling to work with companies and that kind of all stopped overnight actually [laugh] and so. Steve Rush: Right. Dr. Bob Nelson: They go well, okay. So, I pivoted to do, you know, other things and to do things that were not in person. So, a lot of that's virtual. I've done a lot of webinars and I've been doing more consulting. So, you know, I think pivoting would be my recommendation when something's not working, try something else. And if that works a little better, then do more of that. And actually, my personal [laugh], strategy over the last 30 years has been, if I've got three or four or four or five strategies in play, then, you know, two or three are going to pay out and that has happened in my career. So that, I think [laugh], I think that canon could work for anyone. That whatever you're doing right now, isn't working for whatever reason, you could fight that and fight that, or you can change and modify and pivot and try something different, maybe build off of what you're doing, do something different. And, then you try different things. One probably going to work better than another. So, there you get your own feedback, right there will take out in that direction. Steve Rush: Yeah, paying attention to oneself is really important. That you're often the barometer of those decisions, but we. Dr. Bob Nelson: Yeah. Steve Rush: Sometimes get a bit stubborn when it comes to ourselves. Dr. Bob Nelson: Yeah, and it's easy to say, well, this should work. It worked before. Well, okay. Times changed somehow. And for whatever reason, it's not working now. So, you could sit in that in state for a long time and you can begrudge why the world has changed, or you can. Steve Rush: Yeah. Dr. Bob Nelson: You can change with it. I'm far more taking positive action to make your life better. Steve Rush: So, the last part of the show, Bob, we get to give you a chance now to do a bit of time travel. You get to bump into Bob who wasn't the doctor at the time at 21 and give him some advice, what would it be? Dr. Bob Nelson: I would say double down more on my instincts. So I, which I think is good advice all the time, to trust one's instincts, but you know, a lot of times we don't because we feel well, we don't know much about this topic, or, you know, and so we override our instincts, even though our gut tells you this doesn't seem like a good person to work with, or this doesn't seem like, you know, we stick with it. And I would trust my instincts more. Steve Rush: Yeah. Dr. Bob Nelson: You know, because when I've had those, they've been good and I would have gotten even better results had I'd done more of that. Steve Rush: Yeah. Dr. Bob Nelson: There you go. Steve Rush: Awesome. Dr. Bob Nelson: Opened myself up to you there. Steve Rush: [Laugh], thank you for that, Bob. Appreciate it. So, we're coming to the kind of top of our show now, and I think it's really important that we allow all our listeners to tap into some of the fun and energy that you bring to your work and that your career has proven to be so successful around Bob. How can we best connect our audience to you? Dr. Bob Nelson: Well, I've got, wouln't you know, an email and website, my email is bob@drbobnelson.com. That's d-r-b-o-b-n-e-l-s-o-n.com so they can email me or even call me directly, 8582185049 in San Diego, California USA would be ways. I have a website. My website's had some glitches here lately, so it it's been on and off, but it's www.drbobnelson.com. That's d-r-b-o-b-n-e-l-s-o-n.com. I've got an online store and a lot of my books are on that store at discounted prices, cheaper than Amazon or. Steve Rush: Cool. Dr. Bob Nelson: You know, and then of course the book is available wherever books are sold. My books, Work Made Fun Gets Done. Latest, the one before that is 1001 Ways to Engage Employees. And the one that most people know before is, 1001 Ways to Reward Employees Now in the new addition, 1501 Ways to Reward Employees. Steve Rush: [Laugh], and as you keep collecting them, the books are going to keep growing and evolving, I'm Sure. Dr. Bob Nelson: I guess, yeah, I guess. Steve Rush: Yeah. Dr. Bob Nelson: It's an ongoing story [laugh]. Steve Rush: You're probably the only guest we've ever had on an international show, like ours to give away their phone number. So fantastic, and homage to you for that! Dr. Bob Nelson: Yeah, no, I love hearing from people. I love helping people. And of course, if you have an opportunity that you'd looking for a speaker for your organization or for an event or for your association, I still do a lot of that and would love to help you out. Steve Rush: Awesome, bob. We'll make sure those links and information's all in our show notes as well. So, people can demonstrate over to your website and have a look at some more of the stuff that you do. From my perspective. I just want to say, thank you. It's been super fun. You've been really insightful, some great stories, and I'm just delighted that we are connected through this medium and welcome to our broader community, The Leadership Hacker Podcast. Dr. Bob Nelson: Thanks so much for having me. Steve, it's been a pleasure. Steve Rush: Thanks Bob. Closing Steve Rush: I want to sign off by saying thank you to you for joining us on the show too. We recognize without you, there is no show. So please continue to share, subscribe, and like, and continue to get in touch with us with the great new stories that we share every week. And so that we can continue to bring you great stories. Please make sure you give us a five-star review where you can and share this podcast with your friends, your teams, and communities. You want to find us on social media. You can find us on Facebook and Twitter @leadershiphacker, Leadership Hacker on YouTube and on Instagram, the_leadership_hacker and if that wasn't enough, you can also find us on our website leadership-hacker.com. Tune into next episode to find out what great hacks and stories are coming your way. That's me signing off. I'm Steve Rush, and I've been your Leadership Hacker.  

“We need to share stories to really get our people connected and engaged to our company values.” – Gabrielle Dolan In today's episode, we welcome Gabrielle Dollan. Gabrielle is a leadership expert and the author of several books, including "The 7 Day Starter Kit: How to Change the Way You Lead Forever" and "The Art of Strategic Communication." In this conversation, Gabrielle shares how storytelling has been an important tool for her in her work as a leader. She talks about how storytelling is an important part of effective communication and leadership, and how it can connect leaders to their employees and customers authentically.   [00:01 - 11:47] Storytelling Connects With People On A Personal Level Gabrielle on failing English as a student and experiencing imposter syndrome Getting her first leadership role Realizing the power of storytelling in business communication Sharing personal stories as a leader How she started teaching storytelling to businesses   [11:48 - 18:35] Understanding The Importance of Storytelling Teach leaders to improve on their storytelling skills in order to connect with their audiences The blindspots leaders have when in comes to storytelling Using storytelling for internal communications to motivate employees Engaging with customers with brand storytelling   [18:36 - 27:04] Storytelling As A Powerful Tool for Businesses Gabrielle on the catalyst that made her write her book Stories are what customers resonate with Instead of telling a timeline, share your “why” Make your story more relatable to your audiences Talk about mistakes and life lessons   [24:05 - 30:44] Closing Segment Gabrielle shares her insights on how storytelling can be used to empower leaders and create a legacy Connect with Gabrielle (links below) Join us for Tactical Friday! Head over tohttps://www.myvoicechallenge.com/discovermyvoice ( myvoicechallenge.com) to find out how you can discover your voice, claim your independence, and build that thriving business that you've always wanted!   Key Quotes:  “Storytelling is about communicating and influencing. Whether you're leading your team or whether you're pitching for work or whether you're strengthening the relationship with your clients to get more work, it's actually a really valuable skill.”  - Gabrielle Dolan “People aren't seeing the power of these stories and so there's a reluctance to put it out there and it takes courage.” - Gabrielle Dolan   Connect with Gabrielle Learn more about Gabrielle through her websitehttps://www.facebook.com/gabrielledolanconsulting/ ( Facebook),https://twitter.com/GabrielleDolan1/ ( Twitter),https://www.linkedin.com/in/gabrielledolan/ ( LinkedIn),https://www.youtube.com/channel/UClAs1ijUnlVKFTk8H4SEnmg ( YouTube), andhttps://www.instagram.com/gabrielledolan.1/ ( Instagram)! Check out herhttps://gabrielledolan.com/starterkit/ ( 7 Day Storytelling Starter Kit) and begin crafting stories for your business now!   Resources Mentioned: https://www.amazon.com/Real-Communication-How-Lead-True/dp/0730369722 (Real Communication: How To Be You and Lead True by Gabrielle Dolan) https://www.amazon.com/Stories-Work-Essential-Business-Storytelling/dp/0730343294 (Stories for Work: The Essential Guide to Business Storytelling by Gabrielle Dolan) https://www.amazon.com/Magnetic-Stories-Customers-Employees-Storytelling/dp/0730388514 (Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling) https://www.amazon.com/Leaders-Guide-Storytelling-Mastering-Discipline/dp/1522686371 (Leader's Guide to Storytelling by Stephen Denning) https://www.amazon.com/Story-Factor-Inspiration-Persuasion-Storytelling/dp/0465078079 (The Story Factor by Annette Simmons) https://www.amazon.com/Wake-Me-When-Data-Over/dp/047048330X (Wake Me Up When The Data is Over by Lori L. Silverman) https://www.dalecarnegie.com/en (Dale Carnegie)   Did you love the value...

How can stories bringing your values to life? What is the right way to tell a story in the corporate world - even in boardroom meetings? What are the mistakes most people make - and how do you avoid them? 95. Business Storytelling that Works with Gabrielle Dolan Welcome to The Storypowers Podcast, the show about the power of stories, the people who tell them and why you should be doing it too. I'm your host, keynote speaker and storytelling coach, Francisco Mahfuz. If you want to learn how to find, craft and tell stories that work, check out the Storypowers Bootcamp at https://storypowers.thinkific.com/courses/storypowers-online-bootcamp My guest today is Gabrielle Dolan. Gabrielle is a global thought leader on real communication and business storytelling. She is A highly sought-after keynote speaker, educator and author, Gabrielle's extensive client list includes Telstra, EY, Accenture, VISA, Australia Post, National Australia Bank, Amazon, Vodafone and the Obama Foundation. She has also written seven books on communication, and her latest is “Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling". You can find her at https://gabrielledolan.com/. If you like the show, please leave us a rating on Apple podcasts, share it and SUBSCRIBE! The support is very much appreciated. And please send me your comments on what you'd like to hear on future episodes. You can connect with me on LinkedIn, and on https://storypowers.com.

Name: Dr. Bob NelsonCurrent title: PresidentCurrent organisation: Nelson Motivation Inc.Dr. Bob Nelson is considered the leading advocate for employee recognition and engagement worldwide. He has sold over 5 million books on those topics, including 1501 Ways to Reward Employees, The 1001 Rewards & Recognition Fieldbook, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, and his latest book: Work Made Fun Gets Done!Dr. Bob has been featured extensively in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS and NPR about how best to motivate today's employees. He has presented on six continents and worked with 80 percent of the Fortune 500 companies.Resources mentioned in this episode:Free Download of The Leadership Survival Guide (10 World-Class Leaders Reveal Their Secrets)The Leadership Conversations PodcastThe Jonno White Leadership PodcastThe Leadership Question of the Day PodcastClarity Website7 Questions on Leadership SeriesWe'd Love To Interview YOU In Our 7 Questions On Leadership Series!Subscribe To Clarity's Mailing ListJonno White's eBook Step Up or Step OutJonno White's Book Step Up or Step Out (Amazon)

Gabrielle can tell you a story or two. In fact, it was while working in senior leadership roles in Corporate Australia she realised the power of storytelling in effective business communication. She is now a highly sought-after international keynote speakerand educator. Her impressive client list includes VISA, EY, Amazon, Vodafone and the ObamaFoundation, to name drop a few ...and she got to meet Barack Obama while undertaking that work. Gabrielle holds a master's degree in Management and Leadership and has studied at Harvard. She is the best-selling author of several books including Real Communication: How To Be You and Lead True, a finalist in the Australian Business Leadership Book Awards for 2019. Plus, Stories for Work: The Essential Guide to Business Storytelling (2017),which reached number one in Australia's best-selling business books. Her latest bookMagnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling is due to be published in March 2021. She is the founder of Jargon Free Fridays. (Don'tever say the word ‘pivot' to her unless you are talking about basketball.) In 2020, her dedication to the industry was recognised when she was awarded Communicator of the Year by IABC Asia Pacific. She lives in Melbourne, Australia with her husband, Steve, and two daughters, Alex and Jess. Gabrielle's Profilelinkedin.com/in/gabrielledolanWebsitegabrielledolan.com  (Company Website)Emailgabrielle@gabrielledolan.comTwitterGabrielleDolan1Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Support the show (https://www.buymeacoffee.com/rebelhrpodcast)

Andy Goram looks ahead to 2022. He takes a look at the foundations of how businesses can engage their employees in 2022 and beyond, and what's in store for the Sticky From The Inside Podcast in 2022. ----more---- Join The Conversation Find me on LinkedIn here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Check out the Bizjuicer website here Download the podcast here Read The McLeod Report here Read the transcript of the episode here

When Dr. Bob Nelson was in sixth grade, he was living in France, where on January 6 they celebrate Three Kings' Day by eating a cake that has a special trinket hidden in one piece. That year, Dr. Bob got the piece with the trinket, making him king for the day. He remembers feeling important and that everything he did that day seemed extra special. Reflecting on that experience he says reminds him to make the most of every opportunity to have a positive impact. He was raised in a family with strong work ethics and people who have worked with Dr. Bob have commented on his solid determination and expansive resourcefulness. Dr. Bob knew from a young age that he wanted to express himself in writing and as a speaker even though he is a self-described introvert. He had a teacher in high school who encouraged him to write and he participated on his high school debate team even though it made him very anxious. Later he became active in Toastmasters to get more comfortable with speaking.  Today, Dr. Bob helps organizations, executives, and managers better recognize, engage and retain their employees. He is considered a leading advocate for employee recognition and engagement worldwide. Dr. Bob has worked with 80 percent of the Fortune 500 and presented on six continents. He has written over 30 books, including 1501 Ways to Reward Employees, The 1001 Rewards & Recognition Fieldbook, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, and his latest book: Work Made Fun Gets Done!: Easy Ways to Boost Energy, Morale, and Results. Dr. Bob has been featured in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS, and NPR about how best to motivate today's employees. He is passionate about employee engagement. In this week's Work From The Inside Out podcast, learn more about Dr. Bob's journey:   Dr. Bob has sold over 5 million books. He worked as a shipping clerk in a bookstore because he wanted to learn more about writing and the publishing business even though he already had his MBA Learn more and connect with Dr. Nelson here:  https://www.facebook.com/Dr-Bob-Nelson-133781976903 https://twitter.com/drbobnelson1 www.linkedin.com/in/drbobnelson www.drbobnelson.com https://www.amazon.com/Work-Made-Fun-Gets-Done/dp/1523092351

Let's get nerdy for a moment: Brain science tells us that humans make decisions in our limbic brain (our feeling brain), and then we validate and justify those decisions in our cortex (our thinking brain). If this is true, why do we over-index on sharing facts and figures as leaders? Today, we have Gabrielle Dolan with us to unpack the importance of stories and hone our skill as storytellers. Storytelling gets a lot of attention in marketing, and yet, as leaders, we consistently miss out on the power of stories as a way to create understanding, inspiration, and alignment. Why? We'll share our hypothesis and dig into the elements of stories that create traction with our company values, goals, and purpose. You'll love the "touch the wall" story Gabrielle shares to illustrate the power of stories in the wild. Gabrielle Dolan is an author, educator, keynote speaker, and coach who has worked with clients like VISA, EY, Amazon, Vodafone and the Obama Foundation. She is the best-selling author of several books including Real Communication, Stories for Work, and her latest book, Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling. You can learn more about her work at https://gabrielledolan.com/ and access her 7 Day Story Telling Starter Kit HERE.   The 10X Impact podcast is a production of 10X Leadership Lab. 10X Leadership Lab exists transform business into a vehicle that elevates humanity through conscious leadership, stakeholder win win, thriving culture, and higher purpose.   Visit www.10xleadershiplab.com Subscribe to 10X Leadership Lab Education Follow Us on LinkedIn Connect with your host, Laura Juarez     #10ximpact #10xleadershiplab #impactdrivenbusiness #stakeholdercapitalism #businessstrategy  #consciousleadership #consciouscapitalism #leadership #bcorp  #higherpurpose 

In today's volatile business climate, it has become increasingly difficult to attract, retain, and engage valuable employees. As leaders scramble for solutions to improve company performance, they usually end up considering the thorny question of how to build an inspired workplace culture.Thankfully, there are several answers for inspiring and engaging employees, but perhaps the most powerfully supported by research is the use of employee rewards and recognition.In this episode, we meet the author of several highly-regarded books on this topic, Dr. Bob Nelson. Dr. Bob is a thought leader, keynote speaker, consultant, and multi-million-copy bestselling author of books such as '1501 Ways to Reward Employees' and '1001 Ways to Engage Employees'.The best ways to connect with Dr. Bob Nelson online are:Website:  https://drbobnelson.com/LinkedIn: https://www.linkedin.com/in/drbobnelson/Support the show (https://drpele.com)

In this episode, I'm really excited to have as my guest, best-selling author and leadership specialist Gabrielle Dolan. Gabrielle is a global thought leader on business storytelling and real communication. She is a highly sought-after keynote speaker and her client list is extensive including the likes of Visa, Amazon, EY, Uber, Accenture, Telstra, Australia Post and the Obama Foundation to name drop a few. She is the best-selling author of 6 books including Real Communication and Stories for Work. In her latest book, Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling, Gabrielle draws upon extensive experience to provide a practical guide to unpacking our brand story to rapidly improve customer and employee loyalty, regardless of size or industry. Packed with tools and case studies, Magnetic Stories shows us how to utilise the power of brand storytelling to captivate our customers and engage our team. In our discussion, Gabrielle talked to me about: Connecting at a human level with authentic brand stories The difference between case studies and case stories Bringing values to life with stories Listen to the podcast to learn more. https://innovabiz.co/gabrielledolan (Show Notes and Blog) https://innovabiz.com.au/innovabuzz/ (The Podcasts)

Dr. Bob Nelson - Work Made Fun Gets Done!  Why is it so important to have fun at work? Shouldn't people be expected to work at work (and have fun on their own time)? What are the biggest obstacles for employees to have more fun at work?  Dr. Bob Nelson is considered the world's leading authority on employee recognition & engagement. He is President of Nelson Motivation Inc., a management training/consulting company specializing in helping organizations improve their management practices, programs & systems. He's worked with 80% of Fortune 500 as a Strategist for HR Issues. He has been a long-time collaborator & confidant for Dr. Ken Blanchard, “The One Minute Manager” and is currently a personal coach for Dr. Marshall Goldsmith, the world's #1-ranked executive coach. He has presented on six continents; appears extensively in the national & international media including CBS' 60 Minutes, CNN, MSNBC, PBS, NPR, as well as in The New York Times, The Wall Street Journal, The Washington Post, The Chicago Tribune, Fortune, BusinessWeek, and Inc. magazines to discuss how to best motivate today's employees. Dr. Bob has sold 5 million books on management, employee motivation and engagement, including 1501 Ways to Reward Employees, The 1001 Rewards & Recognition Fieldbook, 1001 Ways to Energize Employees, The Management Bible, 1,001 Ways to Engage Employees, and his latest: Work Made Fun Gets Done! His books have been translated into over 37 languages.  Find Dr. Bob Nelson on the web: Website | LinkedIn | Twitter | Amazon

Do you enjoy working? Would you say you have fun at your job? Unfortunately, most of us associate work with stress rather than fun. But fun at work doesn't need to be a rarity. Teams that incorporate fun and recognition boost morale, engagement and retention. And fun comes in many forms, so it’s possible to increase the fun without beer, ping pong tables, or karaoke. Today’s guests are Dr. Bob Nelson and Mario Tamayo. Dr. Bob is considered the leading advocate for employee recognition and engagement worldwide. He has worked with 80 percent of the Fortune 500 and presented on six continents. He has been featured extensively in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS and NPR about how best to motivate today’s employees. He has sold over 5 million books, including 1501 Ways to Reward Employees, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, Managing For Dummies, and his latest book: Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Mario Tamayo is a Principal of the Tamayo Group, Inc., a no-nonsense, no-frills consulting firm specializing in leadership and organizational performance. With extensive experience in the human performance and organization development field, Mario has been training, coaching, and consulting with individuals and teams in leadership and communication skills since the late 1970s. The three of us talk about how to have fun at work. Why fun is important, what fun really is in the context of work, and ideas for how to incorporate fun into various work settings. Get ready to have some fun! Members of The Modern Manager get a free copy of the book Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Get your copy when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. KEEP UP WITH DR. BOB AND MARIOWebsite: www.drbobnelson.comLinkedIn: www.linkedin.com/in/drbobnelsonWebsite: https://tamayogroup.com/LinkedIn: https://www.linkedin.com/in/mario-tamayo-809b7791Book: https://www.amazon.com/Work-Made-Fun-Gets-Done/dp/1523092351 Read the related blog article: What “Having Fun at Work” Really Means in 2021 Key Takeaways: 85% of employees feel overworked and underappreciated. Create “Daily Fun Habits” like rewards for

Download a year's worth of https://www.leadershipactionlist.com/ (weekly action steps to improve your leadership) for FREE!   Heather Younger is a best-selling author, international speaker, consultant, and facilitator who has earned her reputation as “The Employee Whisperer.” She is the CEO and Founder of Employee Fanatix, a leading employee engagement, leadership development, and DEI consulting firm. She firmly believes that employees aren't just numbers on the payroll but human beings with ideas that matter. She is the host of Leadership with Heart podcast and has been featured in Forbes and Huffpost. Her newest book is called The Art of Caring Leadership: How Leading with Heart Uplifts Teams and Organizations.   LEADERSHIP INSIGHTS Employees should be at the center of what we do in our businesses. You are a byproduct of your past, but you are not defined by it. Evaluate your current success rate in business. Where there is a lack of success, it likely is because of a person. You will likely also identify where there are holes in your development of people. The least expensive path to “get ahead” with employee engagement is to hire people with high emotional intelligence. Get feedback from your employees through 1:1 dedicated time to tell and show people they are important.    QUESTIONS TO INSPIRE US TO ACTION What is some lesson, saying, or experience that continues to influence your leadership to this day? Childhood—growing up in a way that created a desire to feel included and important. Use three descriptors to finish this sentence: “A leader is…” Empathetic, compassionate, and a great communicator. What is a question that leaders should be asking either themselves or others? Are there any barriers I can remove for you? What book would you recommend to leaders? Anything by John Maxwell. If you could get every listener to start doing something THIS week to help them be a better leader, what would it be? Care more. As a general life principle, is it better to ask “why?” or “why not?” “Why?” because it is absolutely crucial to feel motivated to take the next step.   CONNECT WITH HEATHER Twitter: https://twitter.com/HeatherRYounger (@HeatherRYounger) LinkedIn: http://linkedin.com/in/heatheryounger (@HeatherYounger) Instagram: https://www.instagram.com/heatherryoungerofficial/ (@HeatherRYoungerOfficial) Website: https://theartofcaringleadership.com/ (https://theartofcaringleadership.com/)   CONNECT WITH JOSH LinkedIn: https://linkedin.com/in/joshuafriedeman (@joshuafriedeman) Instagram: https://instagram.com/joshuafriedeman (@joshuafriedeman) Email: josh@friedemanleadership.com   Want a FREE list of weekly action steps to improve your leadership? Download the https://www.leadershipactionlist.com/ (Leadership Action List) TODAY!

In this episode Gordon Glenister, Global Head of Influencer Marketing at the BCMA is joined by futurist Jeremy Scrivens as they talk about the future of work. Jeremy, based in Melbourne Australia, is passionate about embracing and unlocking employee potential through collaboration and innovation. He is a sought after speaker, transformation facilitator, culture catalyst and future of leadership coach. Jeremy has been recognised as one of the top 15 global influencers around #futureofwork by Silicon Republic and recognised by Onalytica in their global top 100 #futureofwork. He started by telling us a little about his background and more importantly his passion for the Social Room. @thebcma Presented by @gordonglenister Produced by Neil Whiteside at Freedom:ONE

On Soul of Business, in recent years, workplace wellness has gained fast recognition as companies are becoming more aware that workers' wellbeing and their engagement levels have a direct impact on the company's performance. Shehzad Haque speaks with LOW Kia Sing, Head of Workspace Design at JustCo, to get some insight on a global report on “Engagement and the Global Workforce” as well as some workplace design principles.  See omnystudio.com/listener for privacy information.

Podcasts have steadily grown in popularity but not every podcast has to be for the general public. More companies are turning to internal podcasts and finding great success. On this episode of the Q'd Up Podcast on Podcasting, Matthew Stevens and John Luckenbaugh discuss internal podcasts. John and Matt break down why businesses should be considering internal podcasts for things like employee engagement and employee training, as well as what it takes to get started on the right foot. The guys also break down Amazon's recent acquisition of the podcast hosting platform, Art19 and Signal Hill Insight's look at why people listen to podcasts. Show highlights:Amazon buys out Art19 (1:12) Amazon is digging more into podcasting as they've agreed to terms to buy out podcast hosting company Art19. Though the terms of the deal haven't been disclosed, Matt and John give their thoughts on the deal and what it likely means for both Amazon and Art19. Podcast listener makeup (4:50) We know more people are listening to podcasts than ever before but why? Signal Hill Insights took a closer look at that question and found out why people listen to podcasts, AM/FM radio, music streaming services, and owned music. They also looked into the activities people do for each audio type, giving some valuable insight into what makes people tick. What is an internal podcast? (13:06) John breaks down what an internal podcast is at its core, including what separates it from a more typical public podcast. Why should businesses have an internal podcast? (14:07) Now that you know what an internal podcast actually is, why would a business want one? John and Matt discuss what benefits internal podcasts can bring to an organization. What businesses should have an internal podcast? (19:07) A company with just two employees probably doesn't need an internal podcast, but what businesses do need one? Matt and John give some examples of types of internal podcasts and how they'll boost things like employee retention and onboarding. What's needed to start an internal podcast (26:58) John breaks down the key needs for any business creating their own internal podcast -- from content strategy and an engaging host to podcast hosting and the equipment to record it.  Final tips (31:00) John and Matt give a few final tips for an organization that's interested in starting their own podcast and recap some of the lessons learned in this episode. Support Q'd Up:https://www.qd-up.com/ (Q'd Up - Website) https://www.instagram.com/qdupaudio/ (Q'd Up - Instagram) https://twitter.com/QdUpAudio (Q'd Up - Twitter) John - Email https://www.linkedin.com/in/john-luckenbaugh (John - LinkedIn) https://twitter.com/MatthewS_NFL (Matt - Twitter) Links from the show:https://art19.com/ (Art19) - Website http://www.insideradio.com/free/signal-hill-insights-all-audio-is-not-created-equal/article_5047f41a-d000-11eb-a74e-bbd612a720c2.html (Inside Radio) - All audio is not created equal

On this episode of Monetize the Mic, Jess sat down with Gabrielle Dolan to talk about the importance of storytelling on podcasts. Gabrielle can tell you a story or two. In fact, it was while working in senior leadership roles in corporate Australia she realized the power of storytelling in effective business communication. She is now a highly sought-after international keynote speaker and educator.  Her impressive client list includes VISA, EY, Amazon, Vodafone, and the Obama Foundation, to name drop a few ...and she got to meet Barack Obama while undertaking that work. Gabrielle holds a master's degree in Management and Leadership and has studied at Harvard. She is the best-selling author of several books including Real Communication: How To Be You and Lead True, a finalist in the Australian Business Leadership Book Awards for 2019.  Plus, Stories for Work: The Essential Guide to Business Storytelling (2017), which reached number one in Australia's best-selling business books. Her latest book Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling is due to be published in March 2021. She is the founder of Jargon Free Fridays. (Don't ever say the word ‘pivot' to her unless you are talking about basketball.) In 2020, her dedication to the industry was recognized when she was awarded Communicator of the Year by IABC Asia Pacific. She lives in Melbourne, Australia with her husband, Steve, and two daughters, Alex and Jess. Jess and Gabrielle are big believers that storytelling is an incredibly important skill to have as a podcast guest. Jess asks Gabrielle, “What are the components of an effective story?” It may seem obvious, but Gabrielle emphasizes that stories really need a beginning, a middle, and an end. In business, it's gotta be succinct. You really don't want to be sharing a 5 or 10-minute story. Your story should be 1 or 2 minutes and be very specific. Being specific helps people visualize something, and helps the listeners feel something. And ultimately that's what a story does, it taps into emotion.  Jess knows that facts tell but stories sell. Jess was recently coaching someone in the Interview Connections community and asked them to practice telling a story. Jess realized that their story wasn't dropping people into the moment.  How do you start a story in a way that has people really engaged? Gabrielle teaches that the worst way to start a story is to tell people, “Let me tell you a story.” People are hardwired to listen to stories, but in a business setting when someone says “Let me tell you a story” the reaction is going to be something along the lines of, “Oh no, this is going to take forever.”  The most effective way to start a story is with time and place. There are an infinite amount of variations of time and place so you can really make it your own every time. If you start with the time and place, people are now set up to listen to you differently.  In a business setting, where things can often be all about data and facts and figures, and someone says “You know that reminds me of the time I went camping with my friends and...” There's a pattern interruption that's going to make people want to pay attention. Jess asks, “How do you end the story?” Gabrielle knows that the ending is the hardest part. You don't want to be ending your story with “The moral of the story is.” In a business setting, you want to be linking it back to the business message without it being directive. You could say something like, “The reason I'm sharing this with you is that it reminds me of what we're going through right now, and imagine what we could achieve if we all…” There you can link your story back to the business.  Gabrielle reminds us that you don't want to be going on and on and on. That's the biggest mistake people make! Gabrielle notices that people sometimes keep reiterating the point over and over.  Once you've finished a story, it's so important to always pause. Remember to stop talking for one or two seconds because that's the real power of the story. That's the moment where the listeners are really taking it in. But as humans, we generally don't like pauses so we tend to just keep talking. Why do you think it's hard for people to pause? Gabrielle thinks that we just get really uncomfortable with the pause. Sometimes at the end of the story when people pause, the speaker might think “Why is everyone quiet? Maybe they didn't get it.” But Gabrielle reminds us that people are just processing, and that pause is incredibly important. Jess wants to know, how do you start building up this arsenal of stories that you share? Gabrielle recommends that you don't start with the stories at all. Instead, start with the messaging that you want to communicate. Ask yourself, what is it that you want to communicate? What are you trying to communicate on the podcast or interview or speech? You need to be really, really clear on what messages you want to communicate.  Once you are clear on the messages, then you can ask yourself, “What are the stories that I can share?” Gabrielle recommends that you should think of two different types of stories. The first is your own personal stories. Ask yourself, why are you passionate about what you're doing? In most cases, that's starting from a personal value that you have.  The second kind of story you can tell would be work or business-related story. Either way, you need to be clear on the message you want to get across. When thinking of your messaging, constantly ask yourself what story could I share to illustrate this? People sometimes think that their stories aren't interesting and that people won't care, but Gabrielle wants you to know that your stories are interesting! Telling stories creates a human connection.  Someone doing a podcast interview is clearly passionate about what they're doing, and they know what they're talking about. That passion started from somewhere, so ask yourself, where did that start? Then you can tap into that. Be prepared to share those stories because they show your passion and credibility! Gabrielle has worked with some huge names, like Amazon and VISA. Jess asks what she's learned from her experiences working with such large companies? What Gabrielle has found is that the vast majority of corporate leaders really want to do a good job. Those leaders really want to lead well and they want to communicate well. They're human just like everyone else and they need to learn those skills. What Gabrielle has been surprised about is that very senior leaders still experience impostor syndrome and have said things like, “I don't have the courage to do this, I have self-doubt.”  Jess asks Gabrielle why she has decided to start podcast guesting? What drew her to be a speaker on podcasts? Gabrielle released a book right at the start of lockdown, and she had done a few podcast interviews before. Since she couldn't travel to promote her book, she decided to start speaking on podcasts as a different way to build momentum around the book.  Gabrielle loves working in crowds! She runs a half-day virtual workshop, she works with major companies, she runs storytelling workshops and presenting with impact workshops. Gabrielle has also written six books! Ultimately, Gabrielle helps people hone their storytelling skills.  You can read Gabrielle's newest book is Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling! You can connect with Gabrielle at Gabrielledolan.com and get a free 7 Day Storytelling Starter Kit right here!

Today I'm joined by Gabrielle Dolan. Gabrielle is a highly sought-after keynote speaker, educator, and bestselling author. She is a storytelling expert. She knows that a well-crafted business story can boost a brand strategy and allow leaders to better engage employees and customers. She has a new book out called Magnetic Stories: Connect with Customers and Engage Employees with Brand Storytelling. I'm excited to have her on the show to talk about Storytelling and how that can help our businesses. Magnetic Stories book Gabrielle Dolan website Gabrielle Dolan on Twitter Gabrielle Dolan on Instagram _____ Purchase my latest leadership book now All in the Same Boat - Lead Your Organization Like a Nuclear Submariner Visit our sponsor Bottom Gun Coffee Company use the discount code "DEEP" Become a leader worth following today with these powerful resources: Purchase my bestselling leadership book "I Have the Watch: Becoming a Leader Worth Following" use the discount code "DEEP" Subscribe to my leadership newsletter Follow Jon S Rennie on Twitter Follow Jon S Rennie on Instagram Follow Jon S Rennie on YouTube

Sometimes engagement at work doesn't have to be about work. Listen to that again. Sometimes (not always) the best way to foster engagement with employees at work is to realize that the engagement doesn't have to be all about work. It's more often about figuring out what an employee is passionate about and then doing what is needed to foster that passion. On this episode of CHRO Champions, I sat down with Kelly Scheib. Kelly is the VP of Human Resources at Proterra, a company dedicated to delivering clean, quiet transportation for all. What we talked about: -Why what an employee does outside of the office is just as important as what they do at the office -What sparked her choice of HR as a career at the age of 19 -Her passion for foster care and how her job at Proterra allows her to follow that passion -Her podcast, SurviveHR, and why you should tune inTo hear more episodes like this one, subscribe to CHRO Champions on Apple Podcasts, Spotify, Google Play, or wherever you listen to podcasts.

How can I keep employees engaged during monthly or quarterly meeting. What information can I provide them that is relevant to them?

Keith Kitani, @keithkitani CEO at GuideSpark drops by @DriveThruHR  and talks with @williamtincup & @Thehrbuddy about using the most obvious tools - video and mobile experiences - to interact with employees at every stage in the employee lifecycle. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @thehrbuddy, @TheOneCrystal & @MikeVanDervort. The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://instagram.com/drivethruhr

Alfred Dual and Lacey Halpern of Xenium HR join Brandon Laws for a discussion on ways to engage employees at work. The discussion is centered around a handout that shared ideas on engaging employees at work from a keynote presentation at the Portland Human Resources Management Association Strategic Management Conference titled "What's Brewing in HR." During the discussion, Brandon, Alfred and Lacey discuss engagement methods such as friday fun, huddles, ongoing learning opportunities, mentor programs and more!     Take our quick survey about the HR for Small Business podcast: https://www.surveymonkey.com/s/XeniumPodcast