Podcasts about motivosity

“It takes five percent of people to make a difference.” - John Hope BryantThank you for tuning in to episode 189 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is John Hope Bryant; Founder, Chairman, & CEO of Operation HOPE. He acted as the Vice Chairman of the President's Advisory Council on Financial Literacy and he's the author of a best-selling book Financial Literacy for All. John shares life experiences that drove him to a career in promoting financial literacy. Operation HOPE is the largest financial literacy coaching organization in America. During our conversation, John talks about the importance of financial literacy and ways to improve financial dignity in our communities and nationwide. He shares ways credit union leaders can become better equipped to empower employees and educate members in becoming financially healthy. Operation HOPE strives to find new and innovative ways to promote financial literacy for all and advance economic opportunity by providing people with the tools needed to reach their goals. Listen as John talks about making financial literacy a non-negotiable priority.As we wrap up the episode, John talks about remembering the best advice he's received, listening to Quincy Jones, and loving the work he does. Enjoy my conversation with John Hope Bryant!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find John:John Hope Bryant; Founder, Chairman, & CEO of Operation HOPEjhbhope@operationhope.org operationhope.org John: LinkedIn Operation HOPE: LinkedIn | Instagram | Facebook | X

“Our opportunity is to figure out how to retain and elevate talent within our movement.” - Tobi WeingartThank you for tuning in to episode 188 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Tobi Weingart, Chief Program Officer at the National Credit Union Foundation (NCUF). Tobi shares her career journey in credit unions that began after college. She encourages teams to create an environment that supports talent and provides opportunities to the rising stars of our movement. The National Credit Union Foundation is the charitable arm of the industry working to improve people's financial lives.During our conversation, Tobi talks about nurturing and empowering professional development within teams. She discusses the importance of embracing opportunity to retain and elevate talent within the credit union movement. Tobi mentions numerous programs and workshops that ensure everyone in the organization has access to mission-based training. She shares the lasting impact mentors have had on her career and advises those working towards a leadership role. Listen as Tobi talks about the vast benefits of Credit Union Development Education (DE Program) and what leaders can do to create the best environment for developing talent.As we wrap up the episode, Tobi talks about spending time in nature, listening to nostalgic music, and admiring her grandma. Enjoy my conversation with Tobi Weingart!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Tobi:Tobi Weingart, Chief Program Officer at the National Credit Union Foundationtweingart@ncuf.coop ncuf.coop Tobi: LinkedIn NCUF: LinkedIn | Instagram | Facebook | YouTube | X

“Inspire people to grow and use their potential.” - Lisa FlorianThank you for tuning in to episode 187 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Lisa Florian, President & CEO at Clearview FCU. Lisa shares her career journey in financial services that led her to where she is today. She strives for a collaborative team culture to support members and one another. The team at Clearview is committed to creating inclusive and thriving communities where financial growth and prosperity are accessible to everyone.During our conversation, Lisa talks about meeting members where they are and expanding financial services where members show interest. She discusses the importance of communication and collaboration as it reflects team culture. Lisa shares the lasting impact mentors have had on her career and advises those working towards a leadership role. Listen as we discuss ways to drive our industry forward by inspiring others to grow, act, and live up to their potential.As we wrap up the show, listen in as Lisa talks about the importance of self-care and work-life integration, nostalgic music from her favorite decades, and books she recommends. Enjoy my conversation with Lisa Florian!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Lisa:Lisa Florian, President & CEO at Clearview FCUlflorian@clearviewfcu.org clearviewfcu.org Lisa: LinkedIn Clearview: LinkedIn | Instagram | Facebook | YouTube | X | Pinterest

In celebration of May as Global Employee Health & Fitness Month, Logan Mallory - Vice President of Marketing at Motivosity - speaks about how to stay mentally fit and what to do to improve an organization's culture.

“A great leader starts with empathy.” - Tim AndersonThank you for tuning in to episode 186 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Tim Anderson, President & CEO of United States Senate Federal Credit Union (USSFCU). Tim shares his 40+ year career journey in financial services that led him to where he is today. Tim encourages empathy and builds a people-centric culture where employees feel empowered. Together, the team at USSFCU improves financial wellness by integrating sustainability and security into every financial solution.During our conversation, Tim talks about the power of thoughtful and innovative leadership. He discusses the significance of digital transformation to remain relevant and competitive in today's environment. Tim values the lasting impact mentors have had on his career and shares ideas on what we can do to raise the leaders of tomorrow. Listen as we discuss the importance of empathy and pouring into our people to drive the credit union movement forward.As we wrap up the show, listen in as Tim talks about his early-career adventures, his recommended read, and his top Michael Jackson album. Enjoy my conversation with Tim Anderson!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Tim:Tim Anderson, President & CEO of United States Senate Federal Credit Unionmanagement@ussfcu.orgcommunications@ussfcu.org ussfcu.orgTim: LinkedIn USSFCU: LinkedIn | Instagram | Facebook | YouTube | TikTok | X

“We maintain our sense of purpose in serving our country.” - Tony HernandezThank you for tuning in to episode 185 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Tony Hernandez, President & CEO at Defense Credit Union Council (DCUC). Tony spent 25 years in the United States Air Force before transitioning into the credit union industry. He truly understands the needs of military members and uses his knowledge to support the financial wellness of service members, veterans, and their families.During our conversation, Tony explains how important it is that veterans know and understand the resources available to them. He talks about becoming an alternate voice within the credit union industry that empowers those who serve our country. Tony shares the lasting impact mentors have had on his career and advises those working towards a leadership role. Listen as we discuss the most current guides and programs DCUC has for veterans across the US.As we wrap up the show, listen in as Tony talks about being amazed by the milestones of his daughters, book, and listening to 80s rock. Enjoy my conversation with Tony Hernandez!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Tony:Tony Hernandez, President & CEO at DCUC (Defense Credit Union Council)ahernandez@dcuc.orgdcuc.orgTony: LinkedIn DCUC: LinkedIn | Facebook | X

“We have a special opportunity to make a difference in people's lives.” - Jennifer BorowyThank you for tuning in to episode 184 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Jennifer Borowy, President & CEO of Michigan First Credit Union. Jennifer shares the career journey in financial services that led her to her current role at Michigan First. As they continue to evolve, Jennifer and her team innovate and improve digital solutions to meet members where they are and exceed their needs. During our conversation, Jennifer discusses the importance of collaboration and how to achieve goals as a team and community. She talks about building a team culture that positively impacts lives inside and outside the organization. Jennifer emphasizes the value in listening to members' feedback and requests and taking action to grow together. Listen as we discuss the idea of staying ahead in the industry by working together.As we wrap up the show, listen in as Jennifer talks about visiting Niagara Falls with her family, being intentional with her time at work and home, and a book she recommends to improve member service. Enjoy my conversation with Jennifer Borowy!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Jennifer:Jennifer Borowy, President & CEO of Michigan First Credit Unionjborowy@michiganfirst.com michiganfirst.comJennifer: LinkedIn Michigan First: LinkedIn | Facebook | Instagram | Youtube

Always go back to the roots of your ‘why'.” - Hector MartinThank you for tuning in to episode 183 of The CUInsight Experience podcast with your host, Randy Smith, co-founder of CUInsight.com. This episode is brought to you by Motivosity.  Motivosity is all about building amazing company cultures that help people be happier at work. Through building recognition, connection, and community within the credit union, Motivosity makes your employees more engaged, and in turn, your members are too. My guest on today's show is Hector Martin, President & CEO of County Schools FCU in California. Hector shares his career journey in credit unions that began right after high school. He is the founder of the professional development group designed specifically for credit unions, the Emerging Credit Union Leaders Council. Hector works with his team to build connections and improve the lives of members.During our conversation, Hector discusses how to carve out and maintain a long-term vision. He explains how the Emerging Credit Union Leaders Council provides professionals with a wealth of knowledge and connections to further their careers. Hector shares the value of having a mentor, a coach, and a friend as part of his network and the impacts they have had on his career. Listen as we discuss strategies for teams to develop and retain talent in the credit union industry.As we wrap up the show, listen in as Hector talks about being a credit union lifer, his latest book recommendation, and his view on blending life in a way that works for him. Enjoy my conversation with Hector Martin!Find the full show notes on cuinsight.com.Subscribe on: Apple Podcasts, Spotify, Stitcher Books mentioned on The CUInsight Experience podcast: Book List How to find Hector:Hector Martin, President & CEO of County Schools FCUhector@csfcu.orgcsfcu.orgHector: LinkedIn County Schools: LinkedIn | Instagram | Twitter 

US Surgeon General Vivek Murthy has called out an epidemic of loneliness and highlighted how workplaces are one way to help. How can people get their needs for connection and recognition met in appropriate ways at work? And how does this impact the overall performance of the organization?I dug into these questions and more with Logan Mallory. Today, we talked about why he is so passionate about this work and how his empathy for his customers comes from being a customer himself at one time! We discussed why employers and employees are having so much conflict right now, what leaders can do to improve the employee experience, and simple ways to create an above-and-beyond culture. We talked about how your company can create a Gratitude Flywheel and got real about the short shelf life of "surface perks,” why a more consistent culture is required, especially in dispersed or hybrid environments, and why a workplace can help support community and connection to keep us mentally healthy. To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.com Key Takeaways:Communication and transparency are two of the pillars to understanding one another's perspectives. Without that clarity in understanding, there cannot be effective empathy.People want to be recognized and they want to recognize their peers. According to a Motivosity survey, 75% of people said that their mental health would improve if they were recognized at work more often.The higher you are in your organization, the less you know about what's going with your teams and customers creating an iceberg of influence. This is the same for the good and the bad. Put systems in place to help bridge this gap. Good culture is different for everyone. What leadership in a company needs to do, with input from their team, they need to decide what those values are going to be. When you state who you want to be, that is empathetic for your employees and new recruits. "We have people that are burnt out, people that are disengaged, you have a mental health crisis in the US. And maybe one of the easiest things employers can do is empower their people to say Thank You more often." — Logan MalloryEpisode References: The Empathy Edge podcast episodes:Rebecca Friese: How To Build A “Good” CultureShasta Nelson: Why Successful Leaders Encourage Work FriendshipsClaude Silver: Leading with Heart at Vayner MediaMotivosity survey infographic, showing how gratitude leads to better mental health at work.The Happiness Advantage by Shawn AchorAbout Logan Mallory, VP Marketing, MotivosityLogan Mallory is the Vice President of Marketing at the leading employee recognition software, Motivosity. Mallory is a public speaker, adjunct professor, and thought leader on culture and leadership in the workplace to achieve employee retention. Motivosity helps companies create winning cultures by focusing on gratitude and connection at work. Mallory's wife, four kids and poodle are all his favorites.Connect with Logan Mallory: Motivosity: motivosity.com X: twitter.com/LoganMMallory LinkedIn: linkedin.com/in/loganmallory Facebook: facebook.com/profile.php?id=100009422255617 Instagram: instagram.com/motivosity Join the tribe, download your free guide! Discover what empathy can do for you: http://red-slice.com/business-benefits-empathy Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemaria

Growth League Podcast: S3E18 - Logan Mallory, VP of Marketing at Motivosity by Hook + Ladder Digital

On today's episode of the RecruitingDaily Podcast, William Tincup speaks with Scott Johnson about Employee Appreciation Day, and whether or not this is a healthy holiday to celebrate. It's more than just about appreciating your employees; sometimes disappointment is far worse than not celebrating at all.Scott Johnson, founder of Motivosity, discusses the need to celebrate Employee Appreciation Day on the Use Case podcast with William Tincup. Motivosity is an employee experience software platform that focuses on delivering a better work and life experience to employees of companies of all sizes.The company believes that employees should be recognized and appreciated multiple times per week, even daily. It also acknowledges the significance of Employee Appreciation Day. The con argument against celebrating such holidays is that recognition and appreciation should not be reserved for one day out of the year, but should be a daily thing.Nevertheless, it provides a centralized opportunity for companies to show their employees they are appreciated and valued.Listen & Subscribe on your favorite platformApple | Spotify | Google | AmazonVisit us at RecruitingDaily for all of your recruiting, sourcing, and HR content.Follow on Twitter @RecruitingDaily Attend one of our #HRTX Events

Logan Mallory from Motivosity joins host, Peter Stevenson and cohost, Eric Dahl to talk about moving from sales to marketing and how sales has transformed the way he does marketing.

1458 - Appreciating your Employees with motivosity's Logan Mallory

On today's episode of the RecruitingDaily Podcast, William Tincup speaks to Logan from Motivosity about re-engaging quiet quitters and cyberloafers.Advance Partners solves the inherent cash flow challenges staffing firms face by providing unlimited funding so you never have to say NO to an opportunity again.If you're ready to grow, and want the experienced service that made us the number one funder for staffing firms for the last 25 years, Click Here to learn more!

This week on The Exit: Scott had the elusive unicorn exit when he sold Workfront to Adobe for $1.5 billion. From teaching seminary, his career took a dramatic turn when he fell into marketing, before teaching himself to code in the very early days of the internet. He soon found himself frustrated with the administration of marketing, so Scott created Workfront, a project management software. Listen to find out how the business grew, eventually being acquired by Adobe in a 3 week negotiation. Scott Johnson founded Workfront, which is now Adobe Workfront after the acquisition from Adobe for $1.5 billion. Adobe Workfront is the leader in enterprise work. What it provides to companies is a single system to support planning, collaboration, and governance to unlock organizational productivity and create exceptional experiences. Scott is now focused on his current company Motivosity. Their goal is to help companies drive engagement and retention by helping employees be happy about going to work with their best-in-class employee recognition software platform. LinkedIn - https://www.linkedin.com/in/scottjohnsonutah/ Website - https://www.motivosity.com/ Website - https://business.adobe.com/products/workfront/main.html -- The Exit—Presented By Flippa: A 30-minute podcast featuring expert entrepreneurs who have been there and done it. The Exit talks to operators who have bought and sold a business. You'll learn how they did it, why they did it, and get exposure to the world of exits, a world occupied by a small few, but accessible to many. To listen to the podcast or get daily listing updates, click on flippa.com/the-exit-podcast/

Welcome to another episode of The Action and Ambition Podcast! Joining us today is Scott Johnson, Founder and CEO of Motivosity, a company intent on helping people be happier at work. It provides a best-in-class employee recognition software platform used by companies like DuPont, Instructure, Hitachi Chemical, Western Governors University, Cotopaxi, and others to improve employee engagement and build company culture. The customers experience a 95%+ user engagement rate. Scott was also the Founder and Chairman of Workfront, where he helped knowledge workers to be more productive. Tune in to learn more!

One of the most difficult aspects of running a business, especially a startup, is finding and retaining exceptional talent. With the great resignation, many employees have asked themselves if they feel valued, fulfilled, and excited about their job. With retention playing such a key role to your startups success, it's important to understand what happiness at work looks like, and how you can cultivate it for your company's culture.Listen in as Eric speaks with Jesse Dowdle, CTO and Co-Founder at Motivosity, about the lessons carried from one startup to another, the impact of employee appreciation, the power of exceptional one-on-one's, and how to help yourself and others around you be happier at work.If you would like to connect with Eric, you can do so below:Eric Weiss LinkedInTo Schedule A Consultation

You also know his voice, but do you know his story? Logan Mallory, Co-host of the Silver Linings podcast and CMO at Motivosity, is on a mission to bring positivity to the world whether that be through leading at Motivosity, Linkedin, or managing his team. Listen in as he speaks about how he started at Motivosity, his own personal value system, what makes people happier at work, and more!   

Today we're talking to Jesse Dowdle, CTO and Head of Product at Motivosity; and we discuss how Motivosity is creating a watercooler for positive energy at work, tools for improving the quality of your 1on1's, and how to leverage the power of gratitude to make a self-sustaining company culture.  All of this right here, right now, on the Modern CTO Podcast! Learn more about Motivosity at https://www.motivosity.com/

You know his voice, but do you know his story? Brad Jensen, Co-host of the Silver Linings podcast and VP of Sales at Motivosity, doesn't just enjoy creating exceptional customer experiences… He lives for it! From sales and consulting to helping form and verbalize great brand awareness, listen as Brad talks about how to tell your business authentic story, how he finds joy and fulfillment in his role, and how he became involved at Motivosity in the first place.

Logan Mallory is the VP of Marketing at Motivosity, a Utah startup focused on making employee recognition easier and better. Logan's approach as a leader is a perfect fit with what his company is trying to accomplish. Check out this episode to hear about Logan's energetic approach to leadership, about being proactive to manage into hard times before they happen, and for some insightful discussion about leadership principles like flexibility vs. discipline and formality vs. informality. 

In this episode of the HR Leaders podcast, I'm joined by my guest Ray Martinelli, Chief People Officer of Coupa Software.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - intro01:30 - The effect of the modern climate on HR05:22 - Trying to manage employee expectations 11:14 - ensuring company values and morals are upheld18:48 - How has the last couple of years change Coupa's values?24:18 - What's the biggest challenge return to work poses29:02 - Companies being more deliberate with their decisions37:10 - Quick-fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Trapper Yates, Head of Global Compensation at HP.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro03:53 - HP's journey to reinvent recognition07:10 - Truly listening to their people08:42 - An example of meaningful recognition12:12 - Memories are more powerful than money13:46 - Ways to recognise that go beyond cost17:46 - There isn't a one size fits all approach to recognition22:18 - Recognising your people is good for all involved23:29 - Not your average pizza party (example of recognition)26:01 - Why he's proud to impact people's live27:04 - Personalising compensation and benefitsDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Aysha Alawadhi, Director, Culture Transformation & Organizational Performance at Anthem, Inc.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro01:56 - About Aysha07:32 - Ways to recognise great leaders21:43 - Culture's place in an organisation36:03 - HR Leaders Quick Fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Gail Sharps Myers, EVP, Chief Legal Officer & Chief People Officer at Denny's.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro03:33 - About Gail34:25 - What beginning her HR career as CPO was like40:28 - The biggest challenge she faced42:42 - Advice for people transferring into HR45:23 - Who moving from legal counsel to Chief People Officer made sense to Gail50:38 - Quick Fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Stephanie Crook, Vice President, Org and Talent Capability at Intel Corporation.Thanks to Motivosity for Supporting the show!Change the way you Recognise and Reward your Employees: https://bit.ly/35KB6AaEpisode highlights00:00 - Intro01:20 - A look at her role at Intel04:47 - 3 questions that helped her find purpose06:04 - Leaving the workforce for 8 years to parent her children08:00 - Advice for parents who want to do the same09:53 - Why you need to disconnect your self-worth from your career12:50 - Give yourself time reacclimatise when returning to work15:56 - Intel is a place where the best ideas win18:32 - Her realisation of how important culture fit is20:18 - Leaning on your support networks23:48 - HR Leaders Quick-Fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Julie Spurlin, Senior Vice President of Global HR at Software AG.Thanks to Motivosity for Supporting the show!Change the way you Recognise and Reward your Employees: https://bit.ly/35KB6AaEpisode highlights00:00 - Intro 04:41 - Self learning vs formal education09:34 - The ever-changing role of leadership12:21 - How office culture has changed 25:06 - The Importance of being exposed to neurodiversity 33:25 - Celebrating our differences instead of being ashamed of them39:57 - Quick-fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Payal Sahni Becher, Chief People Experience Officer at Pfizer.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights04:02 - Payal's story05:50 - How her family story shaped her career09:19 - Reflecting on 25 years at Pfizer16:32 - How HR has changed in this time22:27 - On rebranding from CHRO to Chief People Experience Officer26:35 - Advice for HR leaders on a similar journey28:36 - What a workplace should be in 202232:32 - HR Leaders Quickfire roundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Whitney Johnson, CEO of Disruption Advisors and author of Smart Growth: How To Grow Your People To Grow Your Company.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights02:53 - The inspiration for her new book 04:05 - Explaining the S-curve for learning07:17 - Why 2022 will be the year of tremendous growth in the workplace12:19 - The challenge of new beginnings27:46 - Stories from the Smart Growth: How To Grow Your People To Grow Your Company49:39 - How to speed up the S curve51:33 - How organisations can use S curves to retain talent57:02 - How to know when to make a changeDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Jorge Quezada, Vice President of People & Culture at Granite Construction.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights01:36 About Jorge08:21 The transition from recruiting to HR11:45 Should you quit HR to get ahead?15:29 How has the DE&I discussion evolved?18:28 How to create a nurturing environment for all employees21:18 On the challenge of bias26:21 How DE&I has changed during the pandemic30:15 Quickfire roundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by Stephanie Werner-Dietz, Chief People Officer at Nokia.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro01:37 - How her passion for people led to a role in HR03:22 - How the transformation of Nokia kept her engaged07:00 - Lessons learned during transformation09:00 - Their mission to create an environment where people can thrive10:35 - Nokia's new operating model & their goal to continually add value15:27 - Why their people strategy is the heart of everything they do18:22 - The 4 pillars of Nokia's people strategy22:23 - How they went about communicated these changes26:02 - The challenges they faced30:20 - What success looks like and how they measure it?34:31 - HR Leaders Quick-fire roundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Shuchika Sahay, Global Chief Human Resources Officer at Firstsource.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro00:54 - Her journey into HR05:01 - What attracted to her to a role at Firstsource06:24 - What is Firstsource?08:37 - Her experience starting as a CHRO during a pandemic10:18 - Their DE&I efforts & training programs12:14 - Proud to be featured in Bloomberg Gender-Equality Index14:39 - How small wins can make a big impact on diversity15:39 - How they harness employee resource groups18:28 - The challenges she's learnt from over her 20-year career in HR24:49 - The pandemic brought kindness27:13 - CHRO skills needed for success29:51 - Her thoughts on HR tech23:31 - HR Leaders Quick-fire RoundDid you enjoy the episode? Subscribe to HR Leaders for more content like this http://bit.ly/2wFkCEqYou can learn more about us at www.hrdleaders.com/podcastIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Zaina Orbai, Chief People Officer at The RealReal.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro03:24 - What is The RealReal?04:33 - Zaina's career journey08:49 - How the empoloyee/employer relationship has transformed16:55 - Core competencies required for leadership18:42 - How Zaina's been tearing down traditional workplace norms26:54 - How to manage the expectations around the new pace of HR32:54 - What's in store for companies who don't adapt36:23 - Quickfire round37:27 - One thing Zaina would change about HR40:45 - Advice for the HR leaders of tomorrowIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Paulo Pisano, Chief People Officer at Booking.com.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:00 - Intro01:31 - What first attracted Paolo to his role02:36 - What challenges have Booking.com have faced in the last year?09:18 - What are the biggest opportunities for companies right now?15:12 - Paolo's personal and professional lessons learnt 24:23 - The ongoing battle for wellbeing and inclusion28:15 - Paolo's pride of how his colleagues handled the pandemic31:10 - What's in store for the future of Booking.com33:12 - Quick-fire RoundIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

With the mission of “Making People Happier at Work” at the forefront of his mind, Motivosity's own CTO, Head of Product Jesse Dowdle has help innovate customer appreciation enormously throughout his career. Listen as he speaks on the history of appreciation at work, the human side of software, and the new way to say “Thank you” to your employees with the new “Thanks Matters Card.”

In this episode of the HR Leaders podcast, I'm joined by my guest Robb Holman, global speaker and best selling author of Move the Needle: How Inside Out Leaders Influence Organizational CultureThanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights06:46 - Rob's new book 'Move The Needle'08:43 - Defining the Inside Out Leader17:17 - Why creating employee experience is not enough26:48 - Core principles of the new book34:22 - How to be a servant leader post-CovidIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Lori Winkler, SVP, Chief Human Resources Officer at Zimmer Biomet.Thanks to Motivosity for Supporting the show!Download their white paper, to learn the employee engagement and recognition “uh-oh's” from the last 30 years and the tools you need to change the tide on the great resignation to retain your top performers: https://bit.ly/3gcB7PlEpisode highlights00:30 - About Lori02:21 - Coming from humble beginnings05:12 - On landing her first CHRO role13:40 - The importance of higher education in HR17:10 - The proudest moment in Lori's career20:41 - Advice for people implementing their own talent strategy22:47 - One of Lori's biggest learning moments25:56 - Her pet peeves in the function31:28 - On the importance of coachingIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Logan Mallory, the VP of Marketing at Motivosity joins the podcast. He shares with us a recent live event him and his team attended where they executed a crazy successful booth for their company. With the creative juices flowing, they were able to pull off one of the most energetic and engaging booths at the event. Tune in as Logan shares their exact process from start to finish and hopefully sparks an idea for your marketing team going into 2022. Logan's LinkedIn: https://www.linkedin.com/in/loganmallory/ Motivosity Website: https://www.motivosity.com/

Whether your employees are line cooks, truck drivers, or desk workers, everyone appreciates hearing the words “thank you” the same. And that's all it takes, a simple phrase, to show your employees you appreciate them. In fact, a recent survey conducted by Motivosity showed that 68% of people said their mental health would improve if they were recognized and appreciated more often for the work they do. We sat down with Logan Mallory, Vice President of Marketing at Motivosity, to hear about why businesses, especially small businesses, should be thinking about their employee engagement strategies—right now—for the year ahead. In this episode, we also talked about: What's causing employee turnover and difficulty hiring How employers can create a culture that leads to engagement and employee satisfaction The tools and resources employers can implement to drive employee engagement How employee engagement is different for small companies vs. big organizations Who has the biggest impact on employee engagement

Brad Jensen is the VP of Sales for Motivosity. Under Brad's leadership, Motivosity has had head-turning growth with their award-winning recognition platform that helps people be happier at work. Brad is a rare repeat guest and one of the top sales coaches in the world. To learn more about Brad and the way Motivosity helps create a culture of motivated employees, visit www.motivosity.com.

Jared Olsen, VP of People Experience at Motivosity and Wendy Evans, Founder of Chef Market, share their D&I journey with us today. Wendy, being a female entrepreneur talks about her diversity discovery moving to New York and how that has impacted her views and business decisions today. Jared shares insights about how he views employees and their uniquely valuable contributions. In the hiring process, both Jared and Wendy invite and respect the diversity that comes with each individual because variety in personal history adds color, vibrancy, and new perspectives to organizations.2:08 Wendy's History and Move to NY11:06 Creating a Diverse Team17:46 Jared's Background24:21 Incorporating The Unique Features of EmployeesWorking with us to create this series is a company called RevRoad. RevRoad is a unique blend of accelerator, agency, and venture capital, known as venture services. They work with businesses at any stage of growth to help them scale their efforts. RevRoad provides value to its portfolio companies by giving them an in-house professional team, services, and networking opportunities. Learn more at http://revroad.com

In this "Throwback Tuesday" HCI Podcast episode, Dr. Jonathan H. Westover talks with Jared Olsen about disruptive people innovations and the future of HR (Originally aired December 7th, 2020). See the video here: https://youtu.be/jRwyRch3LPM. Jared Olsen (https://www.linkedin.com/in/jaredolsen/) is a father, husband, entrepreneur, workplace culture enthusiast, millennial, and Nacho Libre lover. He spends his day at Motivosity helping HR Executives and other C-Suite members create a culture where employees can be happier about being at work. He does this by combining disruptive HR ideas, software, and thought leadership. He is a board member at Disrupt SLC and was named by Utah Business Magazine as the first ever HR Disruptor of the Year. His thought leadership has been published by Fox Business, TEDx, Silicon Slopes, Utah Business Magazine, KSL, and the Deseret News. While he loves advancing company culture, and focusing on people, he loves nothing more than leaving work at 4:00 to head home and spend time with my family. Check out Dr. Westover's new book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/  Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/  Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/  Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/  Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/  Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Company executives get a high-level view of what's happening across departments. They create the strategic vision for the company and define the goals and metrics to realize that vision. But often, this high-level overview leaves out key details that paint the picture of a company's path to growth and sustainability. To close the gap between what executives know about their contact center and what information they're missing, we're talking to Joe Staples. Joe is a veteran of the contact center industry and served as a CMO for more than 20 years, leading the charge at companies like Interactive Intelligence, Workfront, and Motivosity. Now, he sits on the board of multiple companies (including Sharpen!) advising today's leaders on how to grow their revenue and see greater success. We're asking Joe what you really need to know about your contact center, so the whole C-suite can get a better grip on what's happening with customer service (and why it matters). Joe's talking on the top contact center trends to watch and why employee metrics, like agent turnover, are just as important as your customer metrics.

In this episode, Dan Sanchez talks to VP of Marketing at Motivosity, Logan Mallory, about why you should consider marketing ops as one of your first hires for you B2B company. They discuss: How it leads to revenue faster How it creates less rework What becomes more effective How it benefits the whole team And who else it might matter to Vidyard makes it easy to record, host, embed and share videos to engage more deeply with your buyers. Sign up for free today at vidyard.com/b2bgrowth. No promo code needed!

Logan Mallory, the VP of Marketing at Motivosity joins the podcast. We talk about what to think about before going all in on ABM, examples of it working (and not), who to target and much more.

In this episode of the HR Leaders podcast, I'm joined by my guest Micah Alpern, partner at EY focusing on leadership and culture.Thanks to UKG for supporting the show!Download their New Future of Work ebook and learn the Four Critical Success Drivers Businesses need successfully engage in the new world of work: http://bit.ly/New-World-E-BookEpisode Highlights01:34 - Micah's background, and his passion for culture03:57 - The value of implementing cultural change06:51 - How to evolve your culture & recognise your people12:42 - The big cultural challenges companies are facing in 202117:07 - 3 steps to changing your culture18:29 - How to manage the hybird workplace model26:50 - Vaccines and returning to work29:38 - The strengths and weaknesses of 'In-Office Culture'37:06 - Parting advice - live your cultureThanks to our friends at Motivosity for supporting the show!Visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Don't miss our LIVE events by following us on Crowdcast: https://www.crowdcast.io/hrleadersDiscussion topics include: HR Innovation, Talent Management, HR Tech & Analytics, Strategy & Boardroom Relationships, Culture & Engagement, Leadership & Coaching, OD& Change, Learning & Development, Recruitment & Retention, Reward, Compensation & Benefits.

In this episode of the HR Leaders podcast, I'm joined by my guest Scott Johnson, Tech Entrepreneur, Angel Investor, Chairman & Founder of Workfront and Founder & CEO at Motivosity.Thanks to UKG for supporting the show!Download their New Future of Work ebook and learn the Four Critical Success Drivers Businesses need successfully engage in the new world of work: http://bit.ly/New-World-E-BookEpisode highlights07:16 - Intro31:03 - Scott's History, and the Story of Motivosity33:15 - What Is Motivosity?09:01 - What motivates employees in 202116:11 - On TED Talk "Don't Be Delores"07:05 - The Importance of Culture12:03 - On Work From Anywhere vs Return To The Workplace12:05 - How Motivosity clients measure ROI41:21 - How companies are using Motivosity in the pandemic17:13 - Quick Fire Round18:06 - Parting AdviceIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest John Lacy, VP People at Walmart Health & Wellness.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Intro00:24 - Walmart's culture of pride01:13 - John's history with Walmart02:56 - On Walmart Health & Wellness06:00 - John's route to success18:10 - Self-doubt & knowing when you're ready19:23 - When you're the boss, no-one wants to tell you the truth17:47 - Does it ever get easy?18:46 - How to get honest feedback21:52 - Who John turns to for support24:46 - Taking HR from analogue to digital31:27 - When the next generation of digital HR looks like33:41 - The 3 biggest investments John made in himself38:01 - Quick fire round39:51 - Recommended reading and loving your competition44:14 - The exciting future of Walmart47:26 - Parting adviceIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Laura Butler, Chief People Officer at Workfront, an Adobe company.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.If you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Clint Pulver, otherwise Known as “The Undercover Millennial”, Emmy Award-Winning Keynote Speaker and Author.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.If you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Elyse Neumeier, Chief People Officer at EverQuote. Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode Highlights00:00 - Intro02:29 - Why did you join EverQuote?05:19 - Asking difficult questions when you have nothing to lose06:35 - Dealing with the sudden loss of their CEO & Co-Founder14:48 - What does the return to work look like for you?21:48 - Why returning to the office solves a lot of problems23:45 - How they are supporting their employee's learning29:37 - Advice for Elyse past selfIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

This week on the show, Logan Mallory, VP of Marketing at Motivosity, joins me to talk about arguably the most important thing to scaling a business – establishing an amazing workplace culture. Logan and I talk about precisely what you need to do to build a culture that allows your business to scale. I absolutely loved this interview so stick around.

In this episode of the HR Leaders podcast, I'm joined by my guest Mark Herschberg, Author of The Career Toolkit.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.If you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Kalifa Oliver, Global Head of People Listening, Research, and Insights WPP.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Intro03:32 - Tell us more about WPP05:35 - How would you describe your role as Global Head of Listening?09:28 - How data is improving their employee experience12:47 - Why diversity and Inclusion needs to be reframed16:18 - Never underestimate an employees influence on the business18:38 - What it's like being a minority leader in analytics20:47 - Dealing with others feeling intimidated23:37 - Why we need to say quiet things, out loud27:28 - Is unconscious bias training as effective as we think?30:37 - Are current efforts shifting the needle on inclusion?32:55 - Is D&I a project?; High turnover and awards35:01 - Advice for Kalifa's younger self28:29 - Why we need to operate from a place of discomfort41:17 - HR Leaders Quick Fire RoundIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Catherine Rymsha, Lecturer, TEDx Speaker, Leadership Expert & Author.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.If you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcastSummary

In this episode of the HR Leaders podcast, I'm joined by my guest Erik van Vulpen, Founder of AIHR.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Intro01:15 - A brief look at AIHR03:08 - How demand has increased for your services during the pandemic04:58 - The types of content most in demand07:53 - What do you mean by 'The End of The HR Specialist'?10:24 - The upskilling challenges that HR face11:43 - 4 core capabilities every company need to explore14:47 - Advice for those getting started in analytics17:04 - Why it's important to work backwards from a business challenge20:49 - Where can HR analytics have the greatest impact?22:41 - Erik's predictions for work in the next 12 months27:27 - Supporting our leaders and our own well being31:29 - Erik's parting advice for youIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Nicole Mixdorf, Chief Wellness Officer of Balance by Nature.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Intro03:57 - The stigma associated with mental health08:53 - Building emotional resilience11:26 - Try this breathing exercise with us18:53 - Use your practical toolbox in stressful situations22:34 - The power of having and practising rituals28:31 - Avoid blurring the edges between work and home34:14 - Affirmations37:58 - Breaking the cycle on negative experiences43:25 - Staying healthy amongst high stress56:56 - A look at intermittent fastingIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Kate Bishop, Group Chief HR Officer at FNZ.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Kate's experience coming down with Covid03:15 - A brief look at FNZ08:46 - How are you taking care of the health and wellbeing of your employees?18:37 - How is FNZ facilitating employee's transition to their home countries23:13 - What does your onboarding experience look like?31:23 - Is technology assisting you with onboarding?32:57 - Mental health caused by raised levels of uncertainty36:19 - The power of openness and support networks40:21 - HR Leaders Quick Fire Round45:10 - Parting advice for youIf you enjoyed the podcast be sure to subscribe for more content like this: www.hrdleaders.com/podcast

In this episode of the HR Leaders podcast, I'm joined by my guest Beverly Kaye, Author, Leader & Thought Speaker.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.Episode highlights00:00 - Intro06:27 - Before people leave ask them what would make them stay08:34 - Do leaders avoid asking "how are you?" in case employees ask for more money?13:08 - Why is your book still so relevant after 20 years?15:55 - The link between inclusion and diversity17:18 - Do the principles around work still apply with WFH?20:51 - Managers! Try this with your team24:47 - Leadership styles that breed loyalty27:39 - D for dignityIf you enjoyed the podcast be sure to subscribe for more content like this: www.hrdleaders.com/podcastSummary

In this episode of the HR Leaders podcast, I'm joined by my guest Alex Edmans, Professor of Finance at London Business School and Best Selling Author.Thanks to our friends at Motivosity for supporting the show!What are the top two employee concerns in 2021? Mental wellness and working remote. Motivosity builds culture without the in-office perks and builds community and social connections even if you’ve never met. Motivosity is a modern employee recognition software with the mission to make people happier at work.Click visit www.motivosity.com/wellbeing to download their 2021 Wellbeing at Work Checklist.If you enjoyed the podcast be sure to subscribe for more content like this: www.hrdleaders.com/podcast

Jared has been in the HR space for 15+ years is the head of customer success at Motivosity. Motivosity helps companies drive engagement and retention by helping employees be happy about going to work! #ThanksMatters

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Jared Olsen about disruptive people innovations and the future of HR. See the video here: https://youtu.be/jRwyRch3LPM. Jared Olsen (https://www.linkedin.com/in/jaredolsen/) is a father, husband, entrepreneur, workplace culture enthusiast, millennial, and Nacho Libre lover. He spends his day at Motivosity helping HR Executives and other C-Suite members create a culture where employees can be happier about being at work. He does this by combining disruptive HR ideas, software, and thought leadership. He is a board member at Disrupt SLC and was named by Utah Business Magazine as the first ever HR Disruptor of the Year. His thought leadership has been published by Fox Business, TEDx, Silicon Slopes, Utah Business Magazine, KSL, and the Deseret News. While he loves advancing company culture, and focusing on people, he loves nothing more than leaving work at 4:00 to head home and spend time with my family. Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Donny Shimamoto is the founder and managing director of IntrapriseTechKnowlogies LLC, an advisory-focused CPA firm that has successfully been hiring and onboarding staff virtually for years now. Hear what Donny’s implemented at his firm and what tips he has for firms new to virtual hiring and onboarding. About IntrapriseTechKnowlogies, LLC: IntrapriseTechKnowlogies, LLC AICPA Resources: AICPA Small Firms Small Firm Update – December 3, 2020 Mentioned in this episode: Motivosity.com

Today's episode is featuring one of the most seasoned (and best) CMOs I know, Joe Staples. Outside of running marketing for some great companies (Interactive Intelligence, Workfront, and Motivosity), he is a devoted father and a follower of the The Church of Jesus Christ of Latter-day Saints. We talked about integrity, leadership, fatherhood, telecommuting, his faith, and staying tru to your word. I know you will enjoy!

As a leader, it's not up to you to keep everyone happy and motivated all the time. But it IS up to you to lead the way on creating a culture where employees motivate each other, where healthy conflict is encouraged, and where social and emotional connections are built even without physical proximity. The webinar starts off with two participant questions, "What's the #1 impact you've seen on your team because of COVID-19 and the sudden shift to working remotely?" and "What's the most important corporate value you want your team to adopt into the next normal?" Consider these as you listen to Steve Johnson from Motivosity and I talk about building connections!  Find the full blog post at https://stefaniekrievins.com/how-to-build-trust-in-a-virtual-team/ Download my guide, Ditch the "C" Words, at www.stefaniekrievins.com/10-reasons  Subscribe wherever you listen to podcasts and share with someone who has a hot mess! 

As a leader, it's not up to you to keep everyone happy and motivated all the time. But it IS up to you to lead the way on creating a culture where employees motivate each other, where healthy conflict is encouraged, and where social and emotional connections are built even without physical proximity. The webinar starts off with two participant questions, "What's the #1 impact you've seen on your team because of COVID-19 and the sudden shift to working remotely?" and "What's the most important corporate value you want your team to adopt into the next normal?" Consider these as you listen to Steve Johnson from Motivosity and I talk about building connections!  Find the full blog post at https://stefaniekrievins.com/how-to-build-trust-in-a-virtual-team/ Download my guide, Ditch the "C" Words, at www.stefaniekrievins.com/10-reasons  Subscribe wherever you listen to podcasts and share with someone who has a hot mess! 

Today, I'm answering a question from my good friend, Jared Olsen. Jared is the head of Customer Success and a Product Evangelist for Motivosity. "How much research must you do before you can talk about an idea in a public setting?" If you've ever wondered about how much research you need to share an idea when you're speaking in public, take a listen to my answer here. The answer is simple…maybe not easy. Thanks for sharing your question, Jared! If you have public speaking or communication questions you'd like to hear answered on the Practically Speaking podcast, please don't hesitate to reach out to me directly via email or direct message or leave it in the comments below. I'd love to answer them here for you on the show. Thank you so much for listening. I am Alex Perry, the owner of practically speaking, where I coach and keynote on all things, public speaking, storytelling, and communication. You can find me on LinkedIn under Alex Perry and on Instagram and Facebook at @pswithalex.  Resources and Connections Learn more about Motovosity here: https://motivosity.com/about-us/ Connect with Jared here: https://www.linkedin.com/in/jaredolsen/ Learn more about Disrupt HR here: https://disrupthr.co/city/indianapolis/ Access Google Scholar here: https://scholar.google.com/ Busting the Mehrabian myth: https://www.youtube.com/watch?v=7dboA8cag1M Albert Mehrabian: http://www.kaaj.com/psych/    

Overview: In this interview with Christine Wzorek from White Label Advisors (https://www.whitelabeladvisors.com/) we discussed the importance of employee experience and its connection to the bottom-line. She shares her experiences training for and competing in Ironman competitions and the correlation it has to business and HR management. She shares some inspiring insights and real-world business wisdom.   Disclosures: Please note that the current regulatory policy does not allow me to receive or give endorsements. This interview is not an endorsement.   Securities and Investment Advisory Services offered through Woodbury Financial Services, Inc.  Member FINRA, SIPC, a Registered Investment Advisor. Insurance offered through CUI Wealth Management.  CUI Wealth Management, LLC and Woodbury Financial Services, Inc. are not affiliated entities. Jared Olsen and Motivosity are not affiliated with Woodbury Financial Services, Inc or CUI Wealth Management. CUI Wealth Management 5965 S 900 E, Suite 150, Salt Lake City, UT 84121 www.cuiwm.comMichael Sayre: michael@cuiwealth.com

Introduction: Jared Olsen is known for authenticity in his networking. Over the years he has started many creative networking events to help people make connections while being themselves. In this Interview with Michael Sayre, Jared shares his insights in establishing a professional network.Disclosures: Please note that the current regulatory policy does not allow me to receive or give endorsements. This interview is not an endorsement.   Securities and Investment Advisory Services offered through Woodbury Financial Services, Inc.  Member FINRA, SIPC, a Registered Investment Advisor. Insurance offered through CUI Wealth Management.  CUI Wealth Management, LLC and Woodbury Financial Services, Inc. are not affiliated entities. Jared Olsen and Motivosity are not affiliated with Woodbury Financial Services, Inc or CUI Wealth Management. CUI Wealth Management 5965 S 900 E, Suite 150, Salt Lake City, UT 84121 www.cuiwm.comMichael Sayre: michael@cuiwealth.com

- David Mills But I promise you, anyone who's hearing this. There are absolutely incredible things about you that other people see that you don't see. So be gentle with yourself. Be gentle with yourself, because there's always gonna be parts of yourself that you personally you don't feel like you can fully with. And there's a lot of ways to address that. Alcohol is one of the ways. There are a lot of other ways, too.   INTRO   This is a special, COVID-19 edition of the Handle with Care podcast.  In these unstable times, we are shining light on stories and experiences that will, hopefully, open your perspective to yourself and others.   Today, I am welcoming back a friend of the show, David Mills.  David was a guest in the summer of last year.  He talked about his journey through divorce, depression, and alcoholism.  If you missed the episode, go back and listen after you finish this listening to his one.  His reflections are honest and generous and insightful and I’ve welcomed him back to talk about what it has been like to stay sober and find emotional stability during this time of social isolation.    As you scroll through Facebook or any social media feed, you will see people talking about the necessity of a glass of wine at the end of the day, or in the middle of the day, or with their breakfast.  Alcohol stores are classified as an essential business.  And, whether it is alcohol or binge watching or baking, we are all finding ways tt cope with our inner monologue during a time of tremendous stress.    Before we jump in, I want to thank our sponsors.  FullStak PEO is a friend of the podcast and a great group of people.  FullStack provides benefits and support to small businesses and entrepreneurs.  In times of uncertainty, making sure your people are taken care of is so essential.  FullStack can help.  We are also sponsored by Motivosity, an employee-engagement platform that brings fun and gratitude to your workspace.   I interviewed David at the close of March, two weeks into the quarantine.  Like so many of you, I was navigating children and work, taking refuge in my closet to record our session.   - Liesel Mertes Oh, no, no, no. It had been it has been. As we've waited for you, I've had Magnus come in. We been being like, Ada says that she has to practice for basketball, but she doesn't even play basketball. And I just want to be alone. I've been cooped up in the house. I don't want her to be in the yard and be like Magnus. She's seen me hard with you and him be like.   - Liesel Mertes But I and her being like, really sassy about controlling the music because that's the streaming i-Pad. But the younger kids are watching Disney Plus, which we got for COVID-19. On the other i-Pad. So I just let it say I was not clairvoyant, but merely to do this right. That was already present in the home.   David Mills Well, either way you come across looking as a pretty good mother.   Liesel Mertes Oh, well, thank you so much.   – David Mills Oh, by the way, I hope you don't think that we're going to start without me saying happy birthday. Thank you.   - Liesel Mertes I was going to start commiserating about my birthday.   - David Mills Well, no, I'm not going to. I'm not going to sing because I don't want to like see or they're subscription numbers plummet   - Liesel Mertes But it it does feel nice that you wish me happy birthday. And I didn't press record, but I'll probably cut, you know, this sort of like small talk.   - David Mills But just you know, I think this is about people are coming out more lethal might they might like the idea that I'm cut. Yeah, I'm gonna I'm going to pivot more.   - Liesel Mertes It is obviously a corona virus birthday. And some people handle that with remarkable, you know, like nonchalance. I am a big birthday person. Like this would be my birthday.   - Liesel Mertes It's also a global economic social crisis. How are things for you?   - David Mills Wow. Yeah. Well, things are OK. Life has just slowed down so suddenly, which I think has been hard for all of us to adjust to, and I think what causes the most anxiety when I can name it is just, you know, I like knowing when the end of things are going to be.   - David Mills I like being able to have a plan.   - David Mills I think we talked about before and this is a crisis that you can plan for and you can plan contingencies for an. Do you still have no idea when it's gonna end? So that's. That's that's been a key source of anxiety for me and I suspect a lot of other people, too. I know. I will say, you know, it's been.   - David Mills It's great. It's great to have the technology that we have. It's great to have Zoom. It's great to have face time. It's great to be able to connect with people and have people checking in on you, and especially as you are on the path to sobriety. But nothing can really replace, you know, the the Face-To-Face connections, at least for me.   - David Mills So it has so you know, but just by the nature of things felt more isolating than usual. And certainly the urge to drink for me, which frankly was for a couple of months pretty low, has been really strong. I think that just left alone in a house with no one else and my own thoughts. It can be a can be a dangerous place for me. So I'm sure we'll talk about some of the things that I tried to do to fight that.   - David Mills But the urge has been real. And I suspect that that's true for a lot of people, whether they're actively in recovery or maybe I've just been trying to drink less this year, drink more in moderation. But this has been a really trying time for them. Yeah. And I, I really feel the weight of that collectively and individually.   - Liesel Mertes And today is my birthday. But it is also a noteworthy day for you. Tell us about your six months.   - David Mills Yeah. So it's a day and sometimes I'm better at tracking this than others. But honestly, like I texted you. You're the first person I told. I was like, oh, yeah. Today's going to be my sixth anniversary. I just looked up on my little app that I have.   - David Mills So it felt really good. I went for a long walk this morning and some nature preserves not too far from the city.   - David Mills And I just had a lot of time to reflect and could feel, though, that the first signs of spring, the melting snow, the muddy boots, you know, the snow falling from the branches and the birds were really loud, which I really appreciated.   - David Mills So it was it was a it was a quiet but meaningful way to celebrate. There have been weeks within the past six months when I have thought about drinking in my heart, I know those are especially dangerous times. But there have also been. A lot of. A lot of shaking hands, a lot of night sweats, a lot of really hard days to stay sober.   - David Mills So I'm really grateful I don't take it for granted. And, you know, I've, I've made it up further than six months before and fallen off. So I don't I. It was a good reminder and reflection for me this morning to be especially vigilant in these times.   - Liesel Mertes So, I imagine for people that some of them some of the support, the in-person support systems of things like AA meetings or community touchpoints that now they don't have access to because of this physical destiny distancing that that is a particular gap. Has that been a part of your journey with sobriety and have you felt that gap? Absolutely.   - David Mills And I will say that at least the Chicago a network has been fantastic about getting Zoom meetings up really quickly like I participated. And a Twelve Steps meeting this morning. I'm going to participate in one tonight. They just e-mail you at the code and you can sign it. It's lovely. And I suspect that that's being replicated in AA chapters all across the country. And if you just go online to your local chapter, you'll get all of that information. But there is.   - David Mills There is something really powerful about being actually in the room, surrounded by people from all walks of life, all races and religions who share this uniquely common struggle and sing, sing the way that they might be carrying on their shoulders and seeing the way that they lift the weight of other shoulders is something that can't fully be replicated in Zoom. So it's not perfect. But I am really thankful that there are these advances in technology which allow us to have even a meetings remotely.   - David Mills It's really it's really incredible and I'm sure there's people out there using Zoom for some really like creepy shit.   - David Mills But it's a good day. It is a good use of that.   - David Mills So that's been really helpful. You know, I have to just also acknowledge that. I have over the last year been really forced to get better at not isolating. When I'm really depressed, I tend to isolate when I'm really manic. I tend to isolate this because I don't slow down and. That's something that I've had to unlearn over the past year, and what I've learned in the process is that I have a really stacked team of a supportive mother, father, stepmother, siblings, aunts, uncles, cousins and that's just my blood relatives that's not even accounting for the amazing friends that have reached out to me.   - David Mills And I I I know that everybody's situation is different and not everybody has a whole roster of people that are coming for them and they can come to. But I promise you, there's someone and if there's not you no, I don't know. Reach out to me. Yeah, because the. You'll be grateful not only for not being isolated yourself, but I promise you that the people you love will be able to sleep a lot easier and have a lot less stress in their lives, too.   - Liesel Mertes I'm hearing and you saying that and talking about your support system is that it's been really meaningful. People who have proactively reached out to you in the midst of a time of a lot of social isolation. What does that look like as they've reached out to you?   - David Mills You know, it's a lot of text messages. It's a lot of calling me. And if I don't pick up calling me again, it's which I think speaks to the. To the high caliber of people that I have in my life, it's a lot of. Face timing with family or, you know, right now I don't have Atticus with me. He's with his mother and her parents in Wisconsin, which is great because it's far more isolated. And he.   - David Mills It's a great place for him to be, at least for these couple of weeks. So that's been especially as isolating as well, but yeah, you know, daily face time conversations with Atticus, we're even gonna start doing some workouts together in the morning that him and his mom have been doing and going over some of his lesson plans together. So.   - David Mills I guess we're all like we're all learning to adapt to the responsibilities that we have. Either vocationally or through the bond of love in new ways, and I'm struggling through that just as much as anyone and I don't have it all figured out. But I do know that the less I isolate, the more likely I am to stay level and to stay sober.   - David Mills So I would just maybe also add that, you know, when this quarantine kind of started, I was really entering like a pretty manic phase. So it was it was hard for me to have all of this energy and feel like, as I often do, a manic phase. It's like I can just go, go and go without sleep. I have no place to expend that acceptance like my own apartment, which leads to a really thoroughly cleaned and redecorated and redecorated again apartment.   - David Mills But I can also feel. Like, there's just too much going on inside of me to possibly let out in a single building. You know what I mean? And.   - David Mills Like, you can go on walks, you can go on rides when it's not snowing.   - David Mills Just feeling as trapped as I have in the apartment has certainly been the key part of like feeling like this is one of the hardest stretches to make you well and.   - David Mills You know, so many of us in our different ways are doing our own emotional, psychological recalibration in real time, you know, like hourly of try. What is that?   - Liesel Mertes I imagine that there are powerful aspects of the things you say to yourself or what you do to build resiliency in the four walls of your apartment. What has that? What have you learned about that conversation with yourself?   - David Mills That's a good question. Well, you know, I I should say that. One thing that has also helped this just came to mind is that I'm like it. I realize it would be easy for me just to take a few weeks off of therapy right now, but my therapist and I have. Setup Zoom meetings, so you even just today, like a couple hours ago, I was it was, you know, video chatting with my therapist for an hour, and that's something that really helps because, you know, a gives me.   - David Mills The space to take control over my drinking problem. Therapy is where I can go to get the tools that I need to address the narratives that would tell me that I'm not enough with tell me that.   - David Mills I'm not going to rise up further than I have that I'm destined to. You know, be losing the fight, those narratives are wrong and therapy is the place where I can talk about the underlying trauma that led to them and feeds them and get to the practical tools that I need to develop a more helpful internal dialogue. One that is reflective of where I've come from, one that's reflective of where I want to go and one that's reflective of my own strengths and honesty without being overly critical of my own weaknesses.   - David Mills If that makes sense. So for me.   - David Mills That just speaks these these past two weeks of really just also reinforce in me the need to be in consistent therapy. And. To not just think that a one prong or two-pronged approach is enough. So, yeah, I I that kind of address your question.   - Liesel Mertes Yeah, it does. Yeah. I appreciate the. Especially confronting that messages of I am not enough. And just to extrapolate all of it. So so you're in like you're in your space. You're feeling overwhelmed by. Anxiety or fear or desperate, you know, all the things that could flood any of us in that moment. You have an awareness of where those thoughts have taken you in the past. What sorts of things are you saying or doing for yourself in those moments where you feel like I'm on the edge of overwhelm here?   - David Mills Yeah, that's a really good question, and I'm glad you asked that because I actually have an answer for it. Those are my favorite questions.   - David Mills I used to be like a really avid reader. I would just read anything from the time I was a kid all all growing up. But that's, that's really fallen off. So over the past couple of weeks, I've really like especially when my my brain is truly feels unable to slow down. I guess my immediate thought was like, OK, I'm trapped in this place. My brain can't slow down. Can I put it to use to like spark some creative joy inside of myself or to like gain some knowledge of some kind which might benefit me in some way?   - David Mills And really, what that ended up looking like is this reading all the books that I have on hand so far, I think I've read just looking at the stack. Now it looks like I've read re-read The Odyssey, read Little Women Again, classic, beautiful, great. Read a book of Irish love poetry. Don't recommend that if you're single and started in on a book called Founding, Founding Mothers and Fathers, which is about. The gender played a role in forming early American society.   - David Mills Not relevant. Anyways, I've read it. I've read a lot and that's really helped slow my mind down and also provided me a means of escape because like, I can't fully, directly relate to any of the characters in the US. Like, that's it's it's not a world which I inhabit. So. Just like, oh, and the return of Sherlock Holmes is the other one that I read, like, you know, like I don't I don't live in that period of England.   - David Mills That's a it's a means of escape for me. So that's been that's been a really helpful thing. And then also I've just been toiling away in the woodshop. Just kind of building and sanding and staining for a couple hours a night. And I have to watch myself because it's easy to be out there for four or five hours before you know it. It's like 2:00 in the morning.   - David Mills But those things have been really helpful. So I guess, you know.   - David Mills Anything you can do to spark creative joy in yourself or maybe bring a little bit of restoration, whether it's restoration to your mind through the written word or its restoration to know something you're refinishing or something you're building. That can be it can be a really powerful tool, at least for me. Yeah. Thank you for sharing that. Yeah.   - Liesel Mertes As you so I I can see the like national data about things like alcohol sales being through the roof right now, which is not inherently bad, but also a sign of how people are funneling these unwieldy feelings of being out of control. What word would you have, particularly for someone who is walking a hard journey of sobriety, or perhaps they're at a point where they're just beginning to take stock and say, I'm drinking quite a lot. What words of insight would you offer?   - David Mills I don't know if they're different for those two groups or general. I. I'm thinking back before I answer. I'm just thinking back. And like some of the things that like I've. Learned through a and through therapy, and that's, you know, I didn't. The drinking was never the problem. There were. Things underneath of it that made me want to drink, I used drinking to medicate when I was manic to slow my thoughts down. I use it as a motivator.   - David Mills When I was depressed to get out of bed. I use that in all circumstances to dull and soften and maybe even a race momentarily, the edges and parts of myself.   - David Mills That felt really unlovable. So I guess what I would say to either of those groups is. Your sobriety. Or your drinking are not the most interesting thing about you. There's so much light and so few. That is not. In any way connected to alcohol. And it can be really easy in these moments when you're trapped. In a place, whether by yourself or with loved ones or with roommates or whoever. To feel a more urgent need to do all the edges of yourself but seem hard to live with.   - David Mills Either just in isolation or in close proximity to others. You don't need to do that. That's, that's what I would say, you just don't you don't need to. There are ways. To live and to the parts of yourself that you don't love yet. That don't involve doling your census. That involve becoming more and not. Suppressing and becoming less or. Feeling like you can only be free and likable under the influence. And I know that's really easy to say and it's taken me a long time to even begin to live.   - David Mills But I promise you, anyone who's hearing this. There are absolutely incredible things about you that other people see that you don't see. So be gentle with yourself. Be gentle with yourself, because there's always gonna be parts of yourself that you personally you don't feel like you can fully with. And there's a lot of ways to address that. Alcohol is one of the ways. There are a lot of other ways, too. There's a lot of things you can do.   - David Mills There's a long there's a long winded answer, I don't know, maybe since it did.   - Liesel Mertes Thank you. That's a good word, David. I appreciate it. Thank you. Yeah.   - Liesel Mertes So. Yeah. Any funny things you've discovered about yourself or your habits in the midst of living in isolation? Sure.   - David Mills I mean, I've I've pretty much known. The type of the type of human I am when it comes to living by myself for a while, but I. Nothing really nothing really, truly funny. But I did have this absolute epiphany. Like nothing I've ever had yesterday as I was doing the dishes, because I have this tendency to absolutely let my sink overflowing before I tackle the dishes. It is the one thing that just like starting it causes me such anxiety.   - David Mills And then I have this epiphany yesterday and I'm like, if I only had two plates out. And I got rid of my other plates or put them away in stores, but they weren't easy to get to. I would.   - David Mills The reason I do this because I have like twelve plates, because every time my mother visits she brings more kitchenware, like not to blame my mom.   - David Mills But thanks mom.   - David Mills That's that that's a I've also discovered that I. It's, it's nice to have a plant to talk to at least. And I wish I would have. I wish I would have heeded advocacies, many requests to get a cat or something. But I think one positive benefit for Atticus is coming out of this could be a pet.   MUSICAL TRANSITION   - David Mills It is hard. I will say, you know, not having Atticus there to not have like some living thing depending on me for more than water which is all at once.   - Liesel Mertes Well and I do like just on the human level. I hear that. I know that being a dad and being a good dad, Atticus is a huge part of who you are. And I imagine that that is its own like sacrifice and sadness right now. So sorry.   - David Mills Thank you. Thank you. I really appreciate that. All right.   - David Mills Well, I don't know. I haven't learned anything else really, truly funny about myself. Yeah. Now. I've. I'm kind of sick of myself, actually.   MUSICAL TRANSITION   Here are three reflections after my conversation with David:   If you know someone that is living with alcoholism or walking a journey of sobriety, reach out and check in with them.Social support is especially important for David…and sometimes people in his support network have to reach out more than once.  Practice persistence in your care.  David has been directing his energy into creative outlets like woodworking and reading books that take him to other places.How can you funnel your feelings into pursuits that are creative and life giving? Who you are with alcohol is not the most interesting part about you.There is deep wisdom in this reflection. Whether it is alcohol or another coping mechanism to escaps pain, remember that you are more than that behavior and that there are other ways to address the pain.    Thanks again to our sponsors, FullStack PEO, helping entrepreneurs get back to business by providing benefits and support.  And thanks to Motivosity, an employee engagement software system that brings fun and gratitude to your people.    OUTRO

During this episode of Tech Qualified, Tristan Pelligrino and Justin Brown talk with Joe Staples, the Chief Marketing Officer at Motivosity. Joe talks about some of the adjustments the company has made to their messaging during social distancing, discusses strategies around paid search and engaging prospects using high quality content. Episode Highlights: Joe Staples shares information on his background and his journey of being a head of marketing or CMO for about twenty years. Joe leads marketing efforts for an employee recognition software platform that allows team members to give and recognize accomplishments of their peers. Joe discusses Motivosity’s ideal customer profile, largely consisting of HR departments. During the social distancing period, Joe has pivoted Motivosity’s messaging a bit to coincide with a lot of the remote work situations faced by prospects and clients. One of the big components of the customer journey is determining how much education needs to be provided up front - many prospects are unaware that a solution like Motivosity exists for their situation. About 80% of the sales is done virtually as prospects go through demos and get to experience the platform before making a purchase. Motivosity has done a few trade shows, but are fortunate enough to not have trade shows as a major driver for demand. It’s important for us to figure out how to get multiple hooks into a deal and get to the right people that will make the call and make the ultimate decision. We use as many mediums as possible, videos are great. Whitepapers, articles and webinars are all a great tool for us. Motivosity elected to hire internal resources to prepare video content versus leveraging outside freelancers.  When building a team, Joe focused on graphic design as one of the very first full-time resources. Joe Staples discusses some projects he would execute if given a $20k budget to just “test” things out.                                               Key Points: Digital demand is the name of the game for us.  For us, since we’re an employee engagement platform, it’s more important than ever. We look at the topic and then determine the best medium to share that topic. If the topic is zany or whacky, we use video. Otherwise, if it’s more about the nuts and bolts, we’ll use an ebook or article. Resources Mentioned: Joe Staples: LinkedIn Motivosity: Website Motion: Ultimate Thought Leadership Course for B2B Tech Companies

- Matt Mills You care about their family; you care about each other's success and what you're doing. And you never want to. You never want to see anyone suffer, especially from things out of their control. As far as our, personally, with my business, I was telling them the first person and not get paid, it's gonna be me or will be me or is me. So as far as the restaurants go, it's just such a tenuous thing.   -  Liesel Mertes Hi, this is Liesel with the Handle with Care podcast.  Perhaps you are sitting at home listening…because so many of us are sitting at home in this time of COVID-19.  Or maybe you are an essential worker, going out into a world of exposure because you still have a job to do.    Coronavirus is top of mind for everyone, so we are doing a special miniseries here on Handle with Care.  Workplace empathy, truly seeing the whole person and not just the job, has never been more important to as many people as it is now.  We are going to be talking to all kinds of people affected by the shutdown, giving you valuable insights and guidance within their stories so you can help those around you.    Today, we are talking with Matt Mills of Mills Catering, headquartered in Indianapolis.  Matt is a hard worker, a straight shooter, and, as someone who has been fortunate enough to sample his cooking, he is a bang-up chef.  And COVID-19 has hit his business, hard.    Before we begin, I’d like to thank our sponsors, FullStack PEO, providing benefits and HR support to small businesses and entrepreneurs, and Motivosity, a software solution to brings fun and engagement to your employees.   Now, back to Matt and his story…   - Liesel Mertes Would you tell me just a little bit about Mills catering? How long you been around? Why you started doing this catering thing?   - Matt Mills Sure. While I was an English major. That's why I became a caterer. Absolutely. As what? The creative writing major. So, my father is in the food business, the wholesale Sysco for all my life. I worked at Cisco for a while. I started working there when I was 13 in the maintenance department. When I went to college, dabbled with restaurant stuff a little bit after that, but my first real job cooking, I ran the cafeteria, Sysco in Indianapolis Fed three shifts, didn't go my head from my butt and I loved it, loved the oh, let's see what we can do with this.   - Matt Mills It actually prepared me quite well for what I do now because they are basically, they'd give me things. I'd plan a menu on the fly. We'd figured out and realize I know what I was doing, went to culinary school in Rhode Island, came back, worked in some restaurants, was working for a local restaurant in town and did a catering job for them and spent about 20 hours on it and used some of my own stuff and realized that I didn't need a middleman for this.   - Matt Mills And it picked up one or two people that were interested in events. And I was like, you know what? Let's give this a shot. Quit my job, started buying equipment and slowly started a business and went from a couple different locations and worked out to cast the old cast across from.   - Matt Mills I guess it was we're be-bop pizza was a forty fifty fourth and college worked out of there for a while. Shepherd community who will give a kidney to at any time if they need one has very good to me. And Jay Height is probably one of the best people I know. He. They've been in there instrumental in me staying in business for a while. Had a baby about 15 years ago, so I ran a business 18 years. He's paying taxes legally.   - Matt Mills And when Silas was born, I remember having a conversation with my father. Lon is like, we going to get serious about this or what? So, I bought a building right after that. And then. Just started quietly building business in spite of myself. I'm not very good at. social-networking I don't really. We finally got our Facebook page up and running after 10 years. But Zo, in spite of myself, we've just been quietly under under promising and overdelivering and trying to do our best.   - Matt Mills And if we don't do our best, we fix it. So. That's good.   - Liesel Mertes And just for the human dynamic. Will you tell me a little bit about your wife and son?   - Matt Mills My wife is my better three quarters Anastasia. Catherine Anastasia Mills. She is much smarter than I am. She is very talented in law, gardening, music. Just about everything she does, my son is 15 sales smells. He goes to cathedral. He is such a good friend and a good teammate and a great kid.   And I couldn't be more blessed like that. And yes, a rousing endorsement on my part about your wife, especially.   - Liesel Mertes Yeah. I had, um. I had a friend who well, Sam, we had dinner. He dropped our food for our family. And as I looked at it, they said, oh, that's actually from Matt Mills catering until my dad's. I mean, I know I've been the beneficiary of some of your cooking   effect of some of the food that you gave him. So, thank you from my family to yours. That's funny.   - Matt Mills Well, as far as my business goes, we. It pretty much has wiped me out for about the next two months. And once we get into wedding season, that's definitely going to get a lot more interesting as people try to life events tend to take a lot of time to plan and tend to be expensive for some of them. So, we got some figuring to do on that. As far as restaurants go in food service in general, pretty much if you got any place right now you you have the owner, all salaried people doing what they can to keep the doors open.   - Matt Mills And then I know many places like this where they'll pull temps and try to help offset expenses and help pay any staff, because pretty much servers went away about, what, a week ago. Yeah. And that's a that's a real thing. I don't know why I don't know the end plan on this, but if we can't if we can't adapt, I don't I don't know. I think that's what everyone is doing right now.   - Matt Mills Everyone's just kind of seeing what they can do. Changing what they do. Compromising any way they can. We were all families, basically, when you when you look at a restaurant or any kind of business and you want to make sure you take care of your family and it puts an especially owner is in a tough situation and there's really not right answers. But I don't know. Do what you can, I guess.   - Liesel Mertes Tell me a little bit more about that. When in the midst of normal times, what is that kind of family or collegial interaction like?   - Matt Mills Well, for us, it's kind of like a crew on a pirate ship. We're all there. We're all there because we want to be there. And I would love to say it was a military example, but it's not. We just, you know, we we kind of you work with someone, you form a relationship, you start, you care about them as a person.   - Matt Mills You care about their family; you care about each other's success and what you're doing. And you never want to. You never want to see anyone suffer, especially from things out of their control. As far as our, personally, with my business, I was telling them the first person and not get paid, it's gonna be me or will be me or is me. So as far as the restaurants go, it's just such a tenuous thing.   - Matt Mills And now I'm losing in the middle May. I've had June stuff either move in some of these things or reschedule and we'll figure that out. But its kind of is what it is. I like I said, I'm trying to figure out the best way to be a steward of the funds we have. Make sure everyone can get paid. Make sure we can kind of be in control of the situation as long as we can. We've even switched what we're doing now, we're doing catering.   - Matt Mills So, we run deliveries. We have free delivery. That's what a lot of restaurants have done. They've gone to to carry out pickup or they've changed what they've done all together. They've become commissaries.   - Matt Mills I've taken steps to help fortify things. But it's I'm not really concerned about the business. It's not going anywhere. I'll need to die, or the building needs to burn down for me to quit. But I keep my guys and I want to keep their I want to help them help feed their family. So, we're trying to stay busy. That's kind of where we are.   - Liesel Mertes Yeah. Tell me about that. Because as I have been talking with and doing communication coaching for executive teams, you know, I realize there's a particular burden of someone at the top who realizes that the decisions that they make have trickle down to all the peoples families who are present in there.   - Liesel Mertes How has that felt to you as you're facing the realities of the market and the people who make up your pirate crew?   - Matt Mills Pirate crew? Thank you very much. Well. I like the fact that we're still working. It's kind of in our bones and it's what we do. So, it gives us normalcy in that. And if we can feed some people and help some people and feel like we're actually doing something towards it, I think that's a win. So that's kind of. We always run by the. The theory, it's not the philosophy, it's not what happens, it's what happens next.   - Matt Mills Like things happen. Now what? So, this was a now what moment where. Now what are we gonna do? Well, we're gonna do this meal kid thing if that doesn't work. I've talked to the guys. I'm like, if they shut it down, maybe we can be at someone's hungry somewhere. I'd rather be cooking even if I don't make a damn dime on it. Cause that's what we do and kind of go crazy if I don't do it for a while.   - Liesel Mertes Yeah. You mentioned is keeping you up at night. Tell me a little bit more about the stuff that's keeping you up at night.   - Matt Mills I've had a lot of peace about it. My my fears are the unknown. I think that pretty much sits with everyone because there's so many things we don't know right now. I think that. Needs are gonna go. The needs that everyone has now will change as this progresses and as things get more and more restrained. I mean, I'm I'm fortunate or we're fortunate in that as being part of food service. I don't think that we are going to physically close down, but I don't know what happens with grocery stores.   - Matt Mills People go into the store. There's just a lot of unknown as far as. It's just interesting because like food banks, I think food banks are struggling to find product right now, even if they have funds because everyone's in the same boat. Everyone wants the shelf stable. They want the the past policies and they want the something you can pull out and feed your kids. So that that keeps me up the business stuff. It's all things. It doesn't matter just the personal cost on this for us as a as a city and everything else.   - Matt Mills That's what that's what worries me. It's all right.   - Liesel Mertes I mean, I've I've had a growing sense of just the long tail on this. And they're the relational cost then as people are just dealing with all of that, the stress of work, insecurity or people being laid off, you know, how that how that comes out and different behaviors and. Yeah. Like, you know, our alcohol sales are through the roof right now and not that that's inherently bad thing. But, you know, I'm going to be having an interview later this week with a guy who, you know, is fighting for his sobriety.   - Liesel Mertes And what does it mean to have all the AA meetings closed down? Right. Have everybody drinking. And, you know, it's just all these human dramas that are compounding as time goes on.   - Matt Mills Sure. But it's not. I will say this. I really value the time we've been able to spend at home because we were always in orbit of each other and we're always at the same place, you know. So, it's it's been very nice just to be. The circumstances are shit. And I would love the circumstances, but it's just kind of nice to. Be together. And this also brings out the resilience and people, because you see people that like, oh, now we're gonna do this and we're gonna look out for each other this way or we're gonna.   - Matt Mills I'm sure that you can find countless stories of people helping people and where we live. We have a bunch of bikes we're going to put on the porch because there's a swap. So now you don't have to go the storm by stuff. We all have stuff we can kind of trade. And we hopefully this will bring us a little closer as people that we're not supposed to talk to one another face to face.   - Liesel Mertes You know what? Then I like the turn of phrase is not what happens. It's what happens next. And tell me a little bit about some of your most fun at home times as you've been enjoying being with stations. I was.   - Matt Mills Well, we've we've been watching movies, which we don't usually do, but it's just fun to sit together and be together. We play anagrams or we try to pick out a board game and make it work. Dinner is more of a source of entertainment.   - Matt Mills I love trying to figure out what we're gonna eat and station would always I drive her nuts in that I would try to run out of food before I'd get more. I'm really good at survival cooking. I guess that can of beans last for me. But I like the challenge of that. Our drawers have never been more organized. Hopefully the sun will come out eventually and we have this side. But I don't know. It's just going to be stuck with people.   I'd rather be stuck with them.   - Liesel Mertes Yeah, you wouldn't want people to know about it. I don't know. People who are in the restaurant business or catering. You would want them to have an awareness of or do you have any word like that?   - Matt Mills In what way? I don't know. Like, I actually write things like, hey, still, you know, be buying gifts, certificates or.   - Liesel Mertes Absolutely. Is there a call to action like that?   - Matt Mills I do. I'm not as connected as I should be. I mean, be aware that it's not for people in the industry, but for people out of the industry. There's a lot of people off work and suddenly off work because of this. And yeah. Gift cards, I think are a great idea. If you're I mean, these people are still good at doing carry out and stuff as long as we can do that. Any tips you usually do, they'll pull and give the servers.   - Matt Mills I mean it's it's not critical yet, but it's gonna get interesting I think for sure. I don't I don't think this is going to end us. I think we're gonna be OK. Just going to suck for a while.   - Matt Mills Yeah. Yeah, I hear that. Well, thank you, Matt. I hope that the rest of your day, whether it's movies or Bananagrams, goes, well, I am surprised. I'm sitting in my closet with the door locked and I told my husband before I went and I was like, Luke, can you please keep the children from screaming at each other just as long as I'm in there? And it's been remarkable because this is the longest stretch to day that we haven't had either war cries or loud games of tag.   - Matt Mills So, I've got some fun, actually. And they they are kind of fun.   - Liesel Mertes There's there's an element there, all kinds of things that are chaotic about having four children. There's also things that like they still have like a kind of cohort like to play with and fight with. And so, everybody's at a pretty high emotional pitch, which can be glorious or devastating. But they do have other options all the time.   - Matt Mills So, there you go.   -  Liesel Mertes Thank you for making the time. I appreciate it. If you need smarter answers, I could probably think on things until you give them all. Those are good answers. And yeah, I think more than anything, you know, talking about owning your words in your heart.  Your your heart for your people, but also the power of, you know, ducking your head and doing the work and being willing to pivot. Is is a good word. I especially liked. Yes. It's not what happened, but it's what happens next. So, I think it's a good word for people. And thank you. All right. Have a good afternoon, Matt. All righty. See you. I like.   MUSICAL TRANSITION   As always, here are three key takeaways from my conversation with Matt Mills I hope this conversation opened you up to one of the stories behind the numbers.The men and women being affected are not just data points, they are people with families and passion, scrappy entrepreneurs and workers that are feeling this deeply Buy gift cards or order carry-out.People in the restaurant and food service are doing everything they can to keep their pirate ships afloat…I have linked the Mills Catering Facebook page to the show notes.  This is the best place to keep up with daily menu items and delivery options.  Try the coleslaw I loved Matt’s turn of phrase: it’s not about what happened, it’s about what happens next.  This is, in a time of great uncertainty, perhaps a good word for everyone.  What happens NEXT for you?    OUTRO   Mills Catering: https://www.facebook.com/Mills-Catering-122716954412270/?eid=ARAsePo1FH2OYPk9_Q_UhyxBJAYJQ8cgc1xiN3nH-Y7UWGKaTFmwWAPxQm4dLo5y6xAnUXokFIzXjIvS

- Paul Ashley Because it dismisses it dismisses who who I am or whoever that person is. You're saying it, too. It dismisses who their whole self is. Yes. Right. Again, the dichotomy of the fact that I have depression, yet I'm a hoot to be at be at a party with or are both true and at the same time. And if you dismiss either part of that, like all, if you're depressed, you can have fun.  If you're fine, you can be depressed. Right. You're basically saying I'm not me, and that's offensive.   INTRO Paul Ashley is a Vice President and Managing Director at First Person Advisors.  He has also lived most of his life with depression and, at the time of this podcast recording, has just published an article taking on the stigma associated with depression.   Liesel Mertes What is the American 24th twenty first century associations and stigma that go with depression and particularly for you as a white male? Yeah. How do you feel it?   - Paul Ashley Well, I think I've blown through some of that. I think I've realized the stigma that I believed existed. Maybe isn't true. But let's say let's say I didn't yet. So what is the low level stigma? I think that as a man, we're maybe called to be brave and strong.   - Paul Ashley Maybe it's different than feminine, right? Female.   - Paul Ashley As a successful business person, what do you have to complain about as a person and business? You can't show people you're weak because weakness will get preyed upon. I think those some mixture of all that is a stigma.   But Paul is more than just his depression.  He is married to Amy and the father of five children, including twins.  And he has three dogs.  And a fish.    - Paul Ashley Technically the fish's name is Mr. Unicorn Pants. Because it spent some time in Amy's classroom at school and sometimes at home. But at home I call Mr. Bubbles.   He is also a wine expert, which has a proper French name that I have been struggling to pronounce.    - Liesel Mertes Tell me a little bit more about. I'm not even going to pronounce this word correctly. I only see it written being at O somewhere.   Yay! Oh, say it again. Some of yeah. Some it s a French word. Just super friendly French words. Tell me more.   - Paul Ashley Yeah. So that's part of what's helped in my journey is having things that I enjoy in life. And one of them is I I enjoy wine, education and wine knowledge. And officially a few years ago I earned what's through the courts of master sommeliers is my level one designation.   - Paul Ashley Sharing wine and food like is there a better way to have community, you know, good people, good wine, good food and that wonderful banquet table, by the way. And in that order, people, food and wine like you put those three together. You're going to have a great time.     Paul takes trips down to Haiti with Filter of Hope, to address Water Insecurity.  In addition to his international travels, Paul is raising money for Cancer Research this month as a Man of the Year candidate, more on that later.    And as we begin this important conversation, I want to thank our sponsors.  FullStack PEO is a full-service benefits firm that provides great services and packages for small companies and entrepreneurs.  This month, we are also welcoming Motivosity as a friend and sponsor of the podcast.  Motivosity is a peer recognition and employee feedback software that will have your employees more motivated than ever.  Finally, we are sponsored by Handle with Care Consulting.  Contact Handle with Care for interactive, powerful sessions that equip your people to competently offer care when it matters most.    As I mentioned, Paul also become more vocal about his journey with depression.  As we began to talk, Paul memorably described depression like a dog.    - Paul Ashley It's. It sort of has. You've ever seen the World Health Organization video they put out on depression, though? With the metaphor that it's a black dog. Mm hmm.   - Liesel Mertes No, tell me more.   - Paul Ashley Well, so this idea is that this black dog follows you everywhere in life when you have depression.   - Paul Ashley And sometimes the black dog is this massive creature that stands over. You like foreboding. Other times, it's this little puppy that's in your lap that you can control. And it's he's always with you, right? Well, I sort of feel like it's helped make the black dog be like, yeah.   - Paul Ashley T-Mobile doesn't cure it. The black dog is never gonna go away. Not cuddly. But yeah. Just survivable. Yeah. Yeah.   Like president that present but not out of control. Right. Not a slobbery, you know, vicious dog.   - Liesel Mertes Well you said was it your teenage years that you.   - Paul Ashley Yeah. It started when I was 17 to 17. Yeah.   - Liesel Mertes Tell me more about that.   - Paul Ashley So growing up in a in a you know, in a house that was imperfect as most homes are, even the home I have with my wife and it's we we aren't perfect. You are still. Yeah, right.   - Liesel Mertes You do?   - Paul Ashley Yes. What a coincidence. Especially the greater number of children you have, the greater chances for imperfection.   You think? Yeah. Because you have more human fallibility mixing together.   [00:01:42.420] - Paul Ashley You know, I in really quite frankly, family history is is very present on both maternal and paternal side of the family with mental health issues, depression, anxiety, other stuff.   - Paul Ashley And I, you know, was dealing with teen angst as one deals with and I can I can see it as plain as day. We were I was I was driving somewhere in the evening in my hometown of Columbia, Missouri. And there was an intersection. That's actually not too far from University, Missouri, where this one road comes to a T. And on the other side of that, T is a limestone, you know, cut out from where they blasted to have to have the road built.   - Paul Ashley Right. And I remember turning onto the one road that tease out there and thinking, I'm just going to gun it and just like hit the wall and make it all go away.   - Paul Ashley And I realized, whoa, that is that's a suicidal thought, that self-harm like that's not that's not good. That's real bad. I was like, what is causing that?   - Paul Ashley And I reached. Luckily for me, thank God, my best friend growing up, best man at my wedding.   - Paul Ashley His father is one of the most world renowned child psychiatrist.   - Paul Ashley And he his actual specialty is working with children in war and where they've gone through massive events, things like Syria. And remember, in the 90s, Bosnia and Herzegovina and all that they dealt with, he did a ton of work with the U.N. and he's just unbelievably gifted. Well, you know, fearful as a 17 year old who just didn't like didn't know what all this is about. I called I called him and said, I need help. And he said, listen, I normally don't treat people that close to me, but I'll take care of you.   - Paul Ashley And he did and sort of started me back to stability pretty quickly. Once a cult classic story.   - Liesel Mertes So a childhood context of, you know, your parents having their own mental health issues. Did you feel like you had? Because it strikes me as particularly self-aware in some ways that you at 17 were able to recognize that thought is damaging, feel like you had agency to reach out to someone. Was that formed? Did you have an awareness with your parents like, oh, they are going through a mental health episode or because I'm struck for some children, like they just internalize that as I deserve what's going on or I'm the cause of that.   - Liesel Mertes Like what sort of a formation did your perception as a child have allowed you to reach out the way you did?   - Paul Ashley What a brilliant question, because I don't know that I ever have ever thought about that. You know, it's something I was able to do. And so at the same time, I think what what your question helps me think about and realize is that as imperfect as some of the upbringing was and as as much pain as can get caused in the household, my parents, my dad has passed away. My mom still living. Did a lot, you know.   - Paul Ashley They gave me enough there was enough love in that house. There's, you know, everybody's doing their best that they probably not only do they give me the genetic disposition to have the problem and some of the triggers that would exist to create it. I'm not blaming them, don't get me wrong. But they also gifted me with the bravery to self-identify and be self-aware at the same time. Isn't that interesting that you both would coexist?   - Liesel Mertes Did you see some of that bravery for them in your upcoming light at the time?   - Paul Ashley No. As I now, as an adult, as a as a parent of five kids, I I see it. I see the bravery in hindsight, but not the.   - Paul Ashley That's certainly not in the moment. Yeah. You know, there's more blame and payment pain and blame than there was. Looking back and saying, you know, bless them for. Yeah. But they were able to do well.   - Liesel Mertes I mean, that's such an age where you're just beginning to make sense of who you are. Is there an emerging in the washer and what you take from your parents, what you choose to leave behind? Do you remember that as you're beginning to work with this friend's father of just I imagine I could feel really tumultuous, like my parents have given this to me or they've wounded me in this way. Do feel free.   - Paul Ashley Yeah, I think there's a definite wounding, you know, the wounds, wounds as you have as a child. And, you know, even today it almost 43. I'll be 43. And in April this year, happy. Almost. Thank you for almost having a birthday.   - Paul Ashley Yes. I think there's still that childhood wound that doesn't fully go away. Not at all. Does it fully go away? Yeah. It's just it's hard. You know, even though I I'm blessed that I've been connected with Cindy Rep. Ragsdale. Yeah. You know, Cindy.   I do. And and her husband. Unbelievable artist Kyle, her husband.   - Liesel Mertes My husband and I have gone to marital counseling with Cindy. Well, let's just say I have sat in her office.   - Paul Ashley So this is the Cindy Ragsdale fan club right here.   - Paul Ashley So Cindy and I have been working together for probably a year and a half now, 18 months, pretty consistently. You know, every three weeks, give or take. And, you know, we're, we're, we're going back and dealing with some of those childhood wounds.   - Paul Ashley But the big realization I have from all that is that that the things you did as a child to cope, survive and thrive were were the right things and they were effective. It's as you get later in life and continue to work on yourself and become try to become the whole you that you're supposed to become. You begin to realize that those same skills that were really effective as a child becomes super and potentially super ineffective and damaging as an adult. Right.   - Paul Ashley Right. But there's grace in that. Yeah. Like, that's okay. And you you don't you don't trash the old behavior because it was what you needed at the time. And you just you sort of learned to evolve throughout that process. That's kind of where I'm at right now in terms of that counseling. And, you know, there's bad behaviors that again, sins of the fathers. Right. Like, right. If I don't if I don't do my thing to get healthier, I'm I'm just kicking the can down the genetic stream to my kids and their kids and their kid's kids.   - Liesel Mertes Well, it's it's a brave and painful journey and not be able to do that work. And like you said, to to work is not to evade, but to sidestep some of this weirdly inside eddies that are all about like, oh, man, I'm so messed up and I've been messed up since I was six. And I started doing, you know, this thing to survive and to be able say, you know what, I'm recognizing that that exactly what you said was what I needed to survive at that time.   - Liesel Mertes But that doesn't mean that I, as a choosing an aware person, have to keep being hijacked. Right. That pattern.   - Liesel Mertes Exactly. And breaking. It's not easy because it served you well, right? It's certainly not your neural pathways.   - Paul Ashley Ray, there's some neural pathways that are pretty solid. Yeah. Based on survival.   MUSICAL TRANSITION - Paul Ashley And so it was like I thought of this thing. It was crazy. Help me. That's all I had, which was all I needed at the time. And I think that was what I've taken from that is I've as time has gone on, I've been more willing to be more public about my journey. I think to realizations. Number one, being able to say this is this this journey with depression has existed in my life continuously since I was 17 and now at 43, realizing it's probably never going to be cured.   - Paul Ashley Air quotes inserted here, right. Like it's not going to go away. It's probably always going to be present. OK, so relax. Except that doesn't mean you're broken. Doesn't mean you're messed up. It just means that's true. Yeah.   - Liesel Mertes If someone were to say, well, I'll feel sad sometimes. Yeah. How does depression feel or look different? Like what are the undertones? Does depression for you? Come on, quickly. Is it cyclical? How is that looking for someone who would say it hasn't been a part of my story?   - Paul Ashley Yeah, I mean, sadness exists in this world no matter what your clinical background is, you know? But there are sad things that happen all the time. Life events and and sad, you know, occurrences, I would say. For me, depression is more like the consistent who who I am. And I don't know that it's cyclical. It's it's always present. But it does have general peaks and valleys. And a lot of those peaks and valleys depend on sort of what I'm doing to either take care or not take care of myself.   - Liesel Mertes Right. So when you're not taking care of yourself, what does that look like and where do you find yourself going?   - Paul Ashley Problem biggest indicator for me of how I feel when those, you know, sort of the values are more present is our mornings where it feels like it is every fiber in my being to get out of bed, you know, to simply put the feet on the floor and get out of bed and face the day like, I don't even want to go to bed. I just want to close my eyes and never get out of that. Get out of bed.   - Paul Ashley And there's been some seasons where I have had I don't have suicidal thoughts. Is there nothing like ideation with a start of a plan like I had when I was 17? But I've have had thoughts at times when those valleys are true.   - Paul Ashley In addition to get out of bed where it is, where I've had some sort of like like man officious was if this life was just over, there would just be this all would be solved. Like the pain would be gone. I'd be fine.   - Liesel Mertes And how does the day progress from there? Where is that reckoning of like, oh, I only want to get out of bed.   - Paul Ashley And there's some days we're all cancel meeting or all. And this doesn't happen anytime recently, but I'll cancel a meeting or, you know, get up at the last possible second.   - Paul Ashley You know, like, can I get 30 more seconds but not facing the world and think the other thing that I see to do is withdraw from mostly with the family, for my wife and my five kids, you know, getting sucked into social media as a escapism. I think that you see a lot of that too little. That's adult a._d._d as well. But the addiction of social media made to be addictive. Right. Like, they literally have designs.   - Liesel Mertes They're not doing this by mistake. So I think those are probably some indicators that I see. Right.   - Paul Ashley What's interesting about, you know, my role professionally is I'm in an advisory role and I'm also in a business development role. And so this idea of being onstage and performing those two can sometimes not mix so well. Luckily, I've been able to, you know, particularly the last 10 years, been pretty successful despite this ever present friend that I call depression.   - Paul Ashley And then in the writing and in in conversation with you and other people, I I phrased it a little differently every time. But I essentially say when I tell people about my journey with depression and oftentimes the reaction I will get, which is not they don't mean harm and it doesn't hurt me, is really. Yeah, you you're depressed or you, you have depression or really this is a journey you've been on. But Paul, you're literally one of the most fun guys to be around in your.   - Paul Ashley So you're the life of the party and you're engaging. And my response to them is, yes, both are true and literally at the same time, which surges like day. Right.   - Paul Ashley And that's a that is that dichotomy is really weird. And it's sort of in some ways beautiful and painful.   I’ve been at events that Paul has hosted.  He is high-energy, with a warm smile and a quick retort:  a talented connector and facilitator.  But this sense of being on came with a cost.    - Paul Ashley I hold it together at work. When those those episodes are seasons are there. And then at home, I'm just darn near worthless.   - Paul Ashley You know, I I see the damage. I see the damage that is done at home. And Amy and I have a really solid marriage and a great relationship. And it's almost 19 years now. But there are you know, there are seasons and days I can't get back. And I think she's as an adult, she's more aware and gracious. I think it's really it's been really hard at times on the kids.   - Paul Ashley Yeah. So. So the kid, the kids of, you know, they're they're resilient. Right. So they'll bounce like the seasons that I've where I've done damage by not being present, you know, much like I'm I'm resilient from my childhood. They're gonna eventually be fine. But it it hurts.   - Liesel Mertes Is there a conversation? Because there is a complex web of modeling, genetics, stress points. That is not something that's easily clinically or relationally passed out. Yeah, but there is an element of, like you said, aspects that run through families that make children predisposed towards certain behaviors and your own journey. How do you find yourself talking and framing life experience around depression or anxiety to your children to equip them in ways that perhaps you were underequipped?   - Paul Ashley I think that's the next horizon for me and my journey. I think where I've been able to be a little more clearer for what I need a little more clear about sharing. Publicly out in the world where I don't have relations, like I think the next horizon is figuring out how to be public with my kids in a way that's productive for them and for me, but also realizing there are five different humans at four different ages. Right. Right.   - Paul Ashley And you know what? I know I've hurt them because I'm a human. And that's what we heard our kids, even though we don't want to. And so what can I do to equip them, to help them understand why that is, how these reasons and things have happened?   - Liesel Mertes Well, I'm struck that as you're living those questions towards their answers. That's his own gift that you give not only to your children to equip them more, but hopefully, you know, it's not just this aspirational like American dream, but to equip our children, to not have to make the same sorts of mistakes in the same kind of way. And then should they have children to equip them to give even more and to be able to pass wisdom down?   - Paul Ashley Yeah. Yeah. And it's a I mean, they're dealing with things as adolescence that I never had to because they're they have a supercomputer in their pocket. Right. I didn't have that.   - Liesel Mertes Well, they have so many feedback mechanisms to when we talk about some of the things that can spark whether anxious episodes are depressing. You know, so often it is based off of perceived social cues. And you're so inundated with so many people's thoughts and likes and dislikes of you all the time. It's just a different psychological reckoning.   - Paul Ashley It's really is. And being a kid isn't easy. Right. Never has been. And I think it's not going to be easier.   - Liesel Mertes Well, and it's always good to remember, I think as a child, you actually as you encounter the escalation of life stresses, you don't actually know if you're going to survive them or not. Like it's only through surviving the chaos of that first time that you can have any sort of sense of building resiliency. And so the the pitch sometimes of of children's emotion to be like, well, they're not sure if they're going to die from this pain or not, you know, and it's it's survivors slowly like and living through it when you are in the midst of.   - Paul Ashley A depressive season. That's the word I use. Season, season. What are some of the things that have proven helpful for you not to, like, suddenly snap out of it, but that are helpful?   - Paul Ashley So I think talking about it is probably the most helpful because that that whole if it's if it's hidden away in its secret, that's where it festers. And, you know, as a person of faith, I think there's a spirituality that there's a kind of spiritual warfare going on there. But if you don't talk about it. You know this. The you know, the devil can steel industry. Right. You know, that's how I would describe it for somebody who's not a spiritual person.   - Paul Ashley I just think things in secret versus things that are brought out in truth are damaging. Yeah, I mean, the secret is damaging. Truth is his life-giving. So talking about it, whether that's a counselor or a confidant and a friend, whatever.   - Paul Ashley It just any conversation, most any conversation should be helpful with somebody you trust. Sleep healthy sleep, which I know is kind of ironic when I say I can't get out of bed. But having a healthy sleep pattern has been helpful.   - Paul Ashley Exercise is, you know, clinically been proven. That is one of the best ways to fight depression, even without medication. You know, the way your body doesn't have to be, you have to be a marathon runner. You know, do.   - Paul Ashley What does that crazy gym thing called   - Liesel Mertes CrossFit.   - Paul Ashley CrossFit, you know, to be a CrossFit expert. Right. You just have to get out and get your heart rate up a little for 20 or 30 minutes every day. And that's the science on that. Is that what it does from an endorphin perspective and sort of a natural defense mechanism to depression?   - Paul Ashley So a little bit of exercise or lot, if that's your thing. Diet certainly plays. You know, if I if I eat foods that are way too regain, you know, eat too late at night. And, you know, if I if I alcohol's at the presence of I, you know, entertaining and I have too much alcohol. That doesn't help. And then, you know, for me, medication and medication is not for everybody. And it's not exact science either.   - Paul Ashley It's a search for what works best.   - Paul Ashley And I think kind of any combination of those have really been helpful.   These are all personal things that Paul does to manage his depression.  However, as a benefits specialist, he also has a lot to add about how employers can help their people as they live with depression.    - Paul Ashley And you know, in the workplace there's all sorts of stuff like, you know, most employers have what's called an EAP   - Liesel Mertes  An Employee Assistance Program.   - Paul Ashley Those EAPs can be super helpful. Yeah. It's like if you're a leader and you have somebody in your team who you think is struggling, you as the leader call that the EAP and say, here's what's happening. And they they these are professionals. They can help you.   - Liesel Mertes So for people who don't know EAP are license agreements with clinical providers to be able to have as a resource for your people to call to get help to hook appointments?   - Paul Ashley All sorts of stuff. Right. Yeah. And they're highly underutilized. Yes, they are. So employers pay for this or it's it's included as a value add in certain products they buy.   Paul also notes how the Canadian system is structured in a way that invites employers to be a part of solutions.    - Paul Ashley They have an opportunity to to create perks that because they're not paying for while they're paying for it, but because they're not providing basic health care.   - Paul Ashley The government takes care of that. They then to attract and retain employees have to be thoughtful about what their different perks are. And one of the things the Canadians have done is and the workforce that the employers believe they have a role to play in helping people with mental health and that it's something that's talked about in the workplace. And it's a benefit that is well thought of. And there's different models that employers provide above and beyond what the health care system does.   - Paul Ashley And so as I go to industry conferences, the Certified Employee Benefits Specialists, which is a designation I have. We do our national symposium or the international symposium every year because our Canadian friends are there. And it's I always stop in and listen to what they're doing on the Canadian track, because what they're talking about in terms of mental health in the workplace is so far ahead of where we are. I mean, they're probably a good 20 years.   - Paul Ashley It's like awareness, specific support systems, counselors on site, incentives to seeking out care, whether it's the stigma is different.   - Paul Ashley I mean, there is probably still a stigma not being in it. It's hard to say, but it feels like the stigma is less if nonexistent.   - Paul Ashley It feels like they invest from an employer perspective in programs, telephonic support apps, you know, various different modules and modes to support people, investment of time and dollars and just a cultural difference as seen as a lot more of a buy in.   MUSICAL TRANSITION   - Liesel Mertes When you're in a depressive season, what are things that people either purposefully or inadvertently say or do like is not helpful?   - Paul Ashley I think I used to be bugged by the the thing of, well, you can't be depressed. You're super happy. Right, like that. That can be hurtful. How?   - Liesel Mertes Tell me more about that. What level does that hit for you?   - Paul Ashley Because it dismisses it dismisses who who I am or whoever that person is. You're saying it, too. It dismisses who their whole self is. Yes. Right. Again, the dichotomy of the fact that I have depression, yet I'm a hoot to be at be at a party with or are both true and at the same time. And if you dismiss either part of that, like all, if you're depressed, you can have fun.   - Paul Ashley If you're fine, you can be depressed. Right. You're basically saying I'm not me, and that's offensive.   - Liesel Mertes What does it feel? Also, I can imagine I could feel like you're invalidating what I'm saying. Yeah. And that what I'm saying could be true. Yeah. Yeah, yeah.   - Paul Ashley But. There's no way you're depressed. You're too much fun to be around. Really? You really want to see that?   - Paul Ashley You really come on over it. Yeah. Come on. Come on over all. You live in me for a while and you'll get me a real back.   But that's over. I'll show you. I'll show you. Depressed. So that can be hurtful.   - Paul Ashley And, you know, ninety nine point nine percent the time people are not trying to trying to be hurtful. I think the other one this just popped in my mind.   - Liesel Mertes Bless these people.   - Paul Ashley So the other one is in Communities of Faith Church and my you know, Christian Church.   - Paul Ashley I've had people say, well, you know, you just pray harder and have a little more faith. God will take away your depression.   - Paul Ashley Do you not think that I haven't already brought this to God and said, if you know, if you 're willing take this away, make this not be part of who I am. Do you not think I haven't tried that? Yeah. Do you not think that hasn't been part of my faith journey? Right. That hurts a lot.   - Paul Ashley Like that is unbelievably right. Because that's not you know, that that's just it's just not it's just not true. I mean, that's just not how God works.   - Liesel Mertes  I think you touched on this, but I don't know if you say it differently. If you could give a greater awareness to people who have not experienced depression. What would you want them to know? What would you feel is really important?   - Paul Ashley That people who are suffering from depression all don't look the same. And. It can be as debilitating as any other chronic illness that you've ever heard of, like diabetes or cancer or things of that nature and that, but it is because it has been stigmatized and it's harder to see.   - Paul Ashley That you sometimes don't even know who's walking around with it. Yeah. And that's just another proof point that we need to just be a little nicer to each other, right? Because you don't know what somebody's carrying around with them.   - Paul Ashley I thought about that thought about any disease, just that, you know, everything you everything you need to know, like you learned in kindergarten. Yeah. Right. It's just be nice.   - Paul Ashley Try to be what good does it quantify a little bit and then come back and then come back and try again.   - Liesel Mertes I'm struck with in your story, as I said, you had a noteworthy ability early on to be seeking community. As a 17 year old, to be not just internalizing it and keeping it private. If someone is listening and they say I know someone who man, they're definitely depressed, but they're, they're not doing some of those things like they're not they're not exercising, making healthy choices. They're not utilizing a counselor. They're depressed. And it's very much something that's tightly held for them.   - Liesel Mertes Yeah, for support people. They can often feel at their wits end of wanting to make a difference, but being unable to. What would you say for those people that are listening and they say, I don't know how to help someone like that?   - Paul Ashley Well, they're not an actual clinician. Don't try to be one because you can do more damage than good.   - Paul Ashley And sometimes pursuing them and asking them to do things, you know, that they historically have found to be fond or enjoyable and asking them to do them with you, even if they reject you multiple times, continue to ask, because sometimes all you really need to do when you're in those depressive seasons is simply get out and start living. Go for what if if going for a walk was your thing. And bottom for a walk if you are going to see a movie is their thing environment.   - Paul Ashley But you may have to ask again and again and again and again. Right. And that's something that anybody can do, is join them in something, you know, they enjoy and get them. Just get them moving. Get them living. Be willing to be persistent. Yes. Yes. Yeah.   - Paul Ashley And sometimes if somebody is really suffering, sometimes it's just simply out your relationship simply go into their house and just being present. Mm hmm. Yeah.   - Paul Ashley Just physically present and not. I've never been in that stage where I've that's I've never gotten that bad. But I can see why that would be a spot where if somebody that truly cared about you just showed up and just sat there and didn't necessarily want you to talk, you just weren't alone and you knew somebody cared. Right.   - Paul Ashley That can go a long way. And that can be its own practice of self-discipline and restraint for the person who arrives for the caregiver.   - Paul Ashley Yeah. Oh, yeah. Do not say all the things that are perhaps at the tip of their tongue. Be that advice or you just need to hear this or.   - Paul Ashley Yeah. I don't know that they need to just show up and be silent the whole time. But if the person doesn't wanna engage and talk, I mean you ask a few open to the questions. Right. How are you today. Would you want to do it? Still try to engage them. But if if all you get is silence just being followed, you'd be amazed at how much presence can you help   We are going to move, in a moment, to the three key take-aways from this episode.  But I want to remind you that Paul is currently engaged in a great advocacy campaign to raise money and awareness from now until May 9 of 2020 for the leukemia, lymphoma society man and woman of the year.    - Paul Ashley I t's about raising money for L.A. less. And L.A. Less is an amazing organization that does work in research, huge research, patient advocacy and resource connection for families.   Paul is inspired by the cause and by Finn Stallings, who was diagnosed with leukemia at the age of five and, three and a half years later, Finn just rang the bell to signal that his treatments were over.  I’ve donated to support Paul and Finn and this meaningful research and I am including a link in the show notes so you can too.    MUSICAL TRANSITION   Here are three take-aways from my conversation with Paul   If someone confides in you about their depression, listen and resist the urge to say something that minimizes their disclosure.  Paul was especially triggered by statements like “But you are always so happy!”  Which leads to my second point Depression can take all different forms.A person that is often “on” in their job function can be absolutely exhausted at home.  Widening our perception of what depression looks like (and how debilitating it can be) will go a long way to breaking down the stigmas that promote a culture of silence.  If you know someone that is struggling with depression, regularly checking in with them can be really important.Remember, as you make contact with them, they might not respond initially, you might need to continue checking in.  As Paul said, coming alongside them and doing something that they have enjoyed in the past or just showing up to be with them, even if that means not talking for awhile, can powerfully show support.    As we close, I want to thank our sponsors.  FullStack PEO is the premier benefits provider for small businesses and entrepreneurs.  They give you great options, their staff is top-notch.  Let FullStack handle your benefits so you can get back to work.  We are also welcoming Motivosity as a sponsor.  Motivosity is a software solution that creates motivated employees and helps to spread fun and gratitude.  Finally, we are sponsored by Handle with Care Consulting.  Through interactive workshops and keynotes, we help you offer support when it matters most.   OUTRO   https://pages.lls.org/mwoy/in/indy20/pashley - Man of the Year Campaign https://firstpersonadvisors.com/paul-ashley/ - FirstPerson/Paul Ashley bio page https://www.youtube.com/watch?v=XiCrniLQGYc – WHO Black Dog video https://www.bizvoicemagazine.com/interactive/2020/03/index.html#p=16 – Reducing the Stigma, BizVoice Magazine Article    

Joe Staples is the Chief Marketing Officer at Motivosity. His entire professional career has been in the technology sector with the last 20 years being in marketing executive positions. Joe grew up in Las Vegas, Nevada and converted to The Church of Jesus Christ of Latter-day Saints right after his high school graduation. He attended Brigham Young University and says that if you ever want to have a lot of friends, register as a non-member at BYU. Joe and his wife are the parents of five children and 16 grandchildren. He has served as a bishop in Seattle and is currently serving as the Stake President of the Sandy Utah Willow Creek Stake. Highlights 05:30 – Friends got him interested in Church. 17-18 years old is a common age for people to join the Church. Friends asked him a couple of times before he listened to the missionaries. 08:00 – Used to sneak into MTC prior to his mission just to listen to the devotionals 08:50 – Served a full-time mission to Brazil after spending 4 ½ months in MTC and then 4 months in the Boston mission before finally getting his visa for Brazil 09:45 – Experience of being called as Stake President 18 months ago 10:55 – Advice for incoming leaders 17:00 – APPRECIATION FOR OTHERS AND GIVING THANKS –As leaders we have the ability to help members feel appreciated for all they do. 18:45 – Getting past the appreciative clichés so that members feel leaders’ sincerity in appreciation 20:10 – Most people want feedback; we’re all somewhat blind to our blindspots 21:45 – Is there a point where we have to be concerned with too much appreciation? 23:10 – A BELIEVING HEART 24:55 – Knowing one truth is a connection to other truths – encourage people to ask questions, but also to have and cultivate a believing heart. 26:30 – As a leader you have to be empathetic. Everyone’s faith journeys are different. 27:20 – JUST GO HELP PEOPLE – No need to wait for the assignment, just be about doing good 30:15 – START WITH THE END IN MIND – What do I want to accomplish in this calling? 29:46 – THE VALUE OF COUNSELORS – invaluable when used properly 31:15 – Conversation with his counselor – What do you think your role entails? 32:00 – The Amulek Concept: Being the Second Witness 33:10 – Presidency survival trip – develop a greater love for one another and to faithfully rely upon each other 36:00 – HUMANIZE LEADERS – Allow members to see your imperfections – be vulnerable and relatable to allow you to be approachable 38:00 – What does this look like? It’s how you talk with and get to know people. Be deliberate. 40:00 – Biggest lesson learned as SP: Never get between the member and Holy Ghost and their growth with personal revelation. 42:00 – Blessing of being a Church leader: Becoming a better disciple of Jesus Christ and helping others do the same.

Company culture can be the lifeblood of your company, it can inspire and fuel the great talent that is your team. But you have to be able to maintain that level of inspiration to keep your team engaged. Just recently, a 142-country Gallup report showed that 63% of employees are not engaged in their work and another 24% are actively disengaged, leaving a mere 13% of workers who are engaged at work. Simply put, 900 million employees are not engaged and 340 million are actively disengaged across the world. So how do you inspire the disengaged people to become engaged? And how do you grow a company culture that is thriving, successful, and engaging for all employees? On today’s episode, we talk with Scott Johnson, a tech entrepreneur, startup mentor, and angel investor who has years of experience as a leader and executive starting and leading numerous companies of his own. Scott is the Chairman and Founder of project management software company Workfront and is also the Founder of Motivosity, an employee recognition software platform that improves employee engagement and builds company culture. In this episode, you’ll get to hear Scott share his thoughts and ideas on how companies can successfully build and develop thriving and engaging cultures. You’ll also get to hear his view and thoughts on the tech scene in the Salt Lake City area. Tune in for more! In this episode with Scott Johnson, you’ll learn: --- Scott’s experience through entrepreneurship and leadership roles --- What it takes to build a great culture --- How to inspire employees to embrace your company culture --- What the tech culture is like in Salt Lake City area Please enjoy this conversation with Scott Johnson! If you like this episode, please subscribe and leave us a review on iTunes. You can also follow us on Soundcloud or Stitcher. We have an incredible lineup of interviews we’ll be releasing every Tuesday here on the Powderkeg Podcast. Check it out at powderkeg.com/itunes.

Jesse Dowdle - CTO at Motivosity

Leaders in the field of People Operations join us as we explore how the realm of Human Resources has evolved to rise to the needs of new generations, to leverage new technology, and to keep the field innovative. Kelli Koschmann, VP of Talent at Sitter City, shares her popular process for improving company culture through effective feedback tools and proper follow-through. Jared Olsen, an entrepreneur in the HR space and currently at Motivosity, helps us understand the evolution of People Operations from a compliance-focused department to a whole-person-focused support system. Our very own Samantha Strube, People and Operations Manager, joins us throughout to share her trajectory and insight to the ever-changing role of managing people. Struggling to gather, wrangle, or share your own People Ops data? Or want to build a system to help your business do People Ops better? Let’s chat! or info@eightbitstudios.com

Brad Jensen is VP of Sales for Motivosity. He's helping disrupt how organizations reward teamwork and connect with each other and has a team that is growing faster than projections called for. Disruption takes energy and effort...a lot of it. Disruption doesn't come easily or quickly and Brad has found 2 "go-to" focus points to help him keep his team in high-growth mode. In this episode, Brad discussed these 2 leverage points and really dives into what he calls "The Greatest Missed Opportunity in the History of Sales Leadership." Avoiding this one mistake may very well be the fastest way you grow revenue in both the short and long term. Brad's "non-negotiables" are worth considering for every sales leader. Check out this week's episode and add both of these to your leadership gameplan.

Joe is a senior B2B executive, currently serving as the Chief Marketing Officer for Motivosity, an employee recognition software currently used by Ivanti, Instructure, Clearlink, and Workfront. He specializes in SaaS, MarTech, employee engagement, and the customer experience sectors. His expertise is in building a powerful, differentiated brand and fueling the growth of the revenue engine, and he prides himself in providing a great blend of strategy and execution. Joe has built demand generation teams from scratch, implemented strong digital marketing campaigns, and has led a marketing team that delivered 90% of all sales opportunities for the company. Can I just say….that is unprecedented.    Topics Discussed: Sales and Marketing Discussion Successful SDR/BDR/ADM and AE partnership qualities Qualities and Characteristics necessary for success as an SDR The relationship between Marketing and Sales Brand recognition Online profiles for sales representatives Closing What role does marketing play in helping sales close deals? Sales enablement Leveraging your C-Suite to close big deals Leadership: How to be a leader Highlights on Motivosity   Joe’s Bio: 2018 – Chief Marketing Officer of Motivosity 2014 – 2017 – Chief Marketing Officer of Workfront 2005 – 2014 – Chief Marketing Officer of Genesys 1996 – 2002 – EVP, Corporate Marketing at Captaris (now OpenText) 1994 – 1996 – VP, Marketing at Callware Technologies 1989 – 1994 – Sr. Product Manager at Novell (now Microfocus)   This episode was brought to you by Audible. Audible provides the largest library of audio books, hands down. For a free trial, go here.                                                                              Share This: