Podcasts about new employees

Welcome to the Purple Patch Podcast! On this episode IRONMAN Master Coach Matt Dixon highlights the achievements of Purple Patch in 2024, including qualifying over 50 athletes for world championships with an average weekly training of 10.6 hours, and 30 athletes for the Boston Marathon using a multi-sport approach. The organization also launched a leadership program, added new team members, and introduced the Performance Hub for better community engagement. Key events included a fundraiser for the Challenged Athletes Foundation, a team race in Santa Cruz, and transformative camps in Hawaii, Napa, and Greenville. Notable athlete achievements featured Jeff Dolan and Susie Orca qualifying for multiple world championships, and Jake, CEO of Fellow Products, excelling in various endurance events. Dixon sets the stage for a fun and reflective episode, highlighting 24 key things that happened to Purple Patch in 2024. He emphasizes the importance of reflection for high performers and the lessons learned throughout the year. Matt shares his personal reflections as the leader at Purple Patch, discussing the organization's accomplishments and challenges. He encourages listeners to start planning their performance goals for 2025 and mentions the proven coaching programs available at Purple Patch. Matt Dixon reflects on the history of Purple Patch pros, highlighting the journey from coaching professional athletes to developing a high-performance culture.   Purple Patch and Episode Resources   Check out our world-class coaching and training options: Tri Squad: https://www.purplepatchfitness.com/squad 1:1 Coaching: https://www.purplepatchfitness.com/11-coached Run Squad: https://www.purplepatchfitness/com/run-squad Strength Squad: https://www.purplepatchfitness.com/strength-1 Live & On-Demand Bike Sessions: https://www.purplepatchfitness.com/bike   Explore our training options in detail: https://bit.ly/3XBo1Pi   Live in San Francisco? Explore the Purple Patch Performance Center: https://center.purplepatchfitness.com   Everything you need to know about our methodology: https://www.purplepatchfitness.com/our-methodology   Amplify your approach to nutrition with Purple Patch + Fuelin https://www.fuelin.com/purplepatch   Get access to our free training resources, insight-packed newsletter and more at purplepatchfitness.com  

Effectively onboarding and integrating new employees is a key to their long term success. Unfortunately, few organizations have defined processes that extend beyond the initial orientation.  In this episode, AEU LEAD Director Joe White outlines steps supervisors can take to improve the likelihood of desired outcomes for all involved.View this episode on the AEU website.About JoeAs Director of AEU LEAD, Joe White focuses on helping members transform operational goals into actionable plans through a structured change management process. Prior to joining AEU, Joe was a senior consultant for E.I. DuPont's consulting division, DuPont Sustainable Solutions (DSS). He joined DSS in 2011 to develop the next generation of safety practices using extensive research in behavioral sciences he's compiled over a period of nearly two decades. His efforts resulted in the development of The Risk Factor, which is now the flagship instructor-led offering for the consulting division. Combined, Joe has 26 years of operational safety experience, the majority of which was with DuPont. Joe has been published in Occupational Health & Safety Magazine for his prominent work in safety relative to behavioral and neurosciences and is an event speaker at many leading industry conferences including National Safety Council (NSC) Congress and Expos, American Wind Energy Association (AWEA), and National Maritime Safety Association (NMSA). Joe is a graduate of Virginia Commonwealth University and has a B.S., in Safety and Risk Administration.Where you can find JoeConnect with Joe on LinkedIn======================Supervisor Skills: Secrets of Success is a production of AEU LEAD, a division of The American Equity Underwriters, Inc. With 60 years of combined industry experience, our supervisor training program gives mid-level managers in the maritime industry the skills needed to influence employees, customers, and peers. This increases employee engagement, reduces turnover and rework, and ultimately results in higher profits for their companies. Find AEU: amequity.com | Linkedin | Facebook

Send us your feedback about the episode!In this episode, Nicole Manion shares her insights on creating a smooth, effective onboarding experience for new hires. With years of experience leading her own teams, Nicole dives into essential strategies to set up new employees for success from day one. From establishing clear expectations and fostering a welcoming environment to providing meaningful training and continuous support, she covers all the key steps to ensure that each team member feels empowered and engaged. Whether you're a founder, manager, or just starting to build your team, tune in to learn Nicole's actionable tips for building a strong, cohesive workforce right from the start. MangomintMention Beauty Behind the Brand for an extra FREE month!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Subscribe for New Episodes Every Tuesday!Be sure to check us out on all our socials:Follow on Instagram: @beautybrandpodcasthttps://www.instagram.com/beautybrandpodcast/Subscribe on Youtube: @beautybehindthebrandpodcasthttps://www.youtube.com/channel/UCEl-qd38M4OgL8IghZ8ga9gWebsite:https://www.miskoka.com/beauty-behind-the-brandFollow our host on Instagram: @nicmanionhttps://www.instagram.com/nicmanion/

So, you've got a new employee, and you want to onboard them asap so that they can jump in and start working. But wait! Have you ever considered the importance of the onboarding program? In this episode, we'll discuss the mistakes leaders make when it comes to onboarding, the risks of not onboarding an employee well and the benefits of a good onboarding program. Mistakes leaders make when it comes to onboarding Not taking onboarding seriously Underestimating the value of the onboarding No written SOP's Risks of not onboarding well Increased training cost Time efficiency problems Reputational damage Employees with low morale Benefits of having a good onboarding program Set them up for success Understanding the ins/outs of company Get what's in your brain, onto paper Run your department the way you want to No unexpected twists Stress that mistakes are allowable Employee retention and job satisfaction Increased productivity Good first impression I'm curious, what does your onboarding program look like? Come and join the conversation over on the Facebook Group.  Have a listener question? Submit it at https://www.womenoffaithinleadership.com Next steps:  1. Navigate to https://www.womenoffaithinleadership.com where you can: Join the community of like-minded female Christian leaders. This is where I will be hanging out if I'm not on the podcast chatting to you all. Come share and support each other here.  Subscribe to my newsletter so you can stay up to date with all upcoming episodes and any other exclusive or special offers. 2. If you need any support, you can get in contact with me for a 1:1 coaching session. Just email me at support@rikawhelan.com 3. Connect with me on LinkedIn: https://www.linkedin.com/in/rikawhelan Free Diagnostic Tool Take our free Organisational Gap Analysis today and identify the gaps in your organisation and leadership when it comes to healthy work environments.  

if you have listened to any of my other podcasts you would realize that I am a huge manifestor and energy worker I don't work with your energy but I work with energy and so this podcast is about how I manifested for employees. and at the end you're also going to get something about the One Direction band member who fell from his third story balcony last week what kind of energy I got about that which was kind of weird. --- Support this podcast: https://podcasters.spotify.com/pod/show/kimology411/support

Delighted to wax lyzz with mi amigos PJ and BM.MKJ Ignite are a sponsor of the poddy.They're great friends.And, yes, they're recruiters(ohhhh gawwddd, I just used the “R” word) (cuff me Mr. Officer)Chill-AAxxxx, they're TOTAL LEGENDSPeople don't talk about onboarding enough. Imagine walking into a 5* hotel and your room is a complete tip. You'd be miffed.So many founders and brands are working at such a ferocious pace.They're forgetting to do the brilliant basics. Forgetting to tidy the room.So the employees onboarding is scraggly at the best of times.This podcast will help that. ON THE MENU: How You Do One Thing Is How You Do Everything: Focus on Speed after you offer someone the roleSet the TONE and TEMPERATURE of the brand before the person joins the teamIf you're a small team or baby brand, partner with other Sales Directors and Finance DirectorsWhy You Must Give Breathing Space: lessons from HONEST Burger and Good Rays CBDBest practice onboarding from Rheal SuperFoods and Hunter & Gatherer: let people onboard in their own time.How to Do Myers Briggs and Install Ways of Working without making it super lameThe Dance between “being valued” and “adding value” ♨️Still bloody HUNGRY? Course ya are. Each week I spend 15 hours writing my newsletter. It'll take you 5 mins to read. Full of wisdom from the biggest names in food and drink. Subscribe here

New employees, whether hiring or being one yourself, can be hard. In this episode, we delve into onboarding new employees, particularly within philanthropic organizations. What are the challenges? What does a thoughtful onboarding process (that extends beyond the basics like benefits, bathroom locations and parking information) look like?A well-executed onboarding leads to stronger team integration, reduced confusion, and faster productivity—key factors in retaining top talent.Plus, bonus insights! – How to create a welcoming environment that aligns with an employee's professional goals, helping them feel valued from day one.

In the competitive landscape of private clubs, creating a strong, positive culture isn't just a nice-to-have—it's essential when attracting new members and the best talent. Jackie and Three Carpenter are longtime professionals in the club industry and are also authors of the book "People First." Using their years of experience in the private club industry, Three and Jackie are uniquely positioned to share the critical importance of fostering a people-centric culture in private clubs. Their insights offer valuable lessons for club leaders looking to elevate their club's employee experience and, by extension, member satisfaction. Key Moments: Introduction to People First Concept [00:00:44]: Three and Jackie Carpenter are introduced as club leaders and coauthors of "People First: The Five Steps to Pure Human Connection and a Thriving Organization." Employee-Centric Approach [03:56]: Three Carpenter emphasizes the importance of an employee-centric approach as the foundation for great member success in clubs. Credibility in Employee Branding [11:04]: Jackie Carpenter explains the concept of credibility as why someone should work at your organization, emphasizing the importance of consistent employee branding. Candor in Hiring Process [15:42]: The Carpenters discuss the importance of candor in the hiring process, describing it as a transparent, authentic, and genuine conversation rather than an interrogation. Cultivation of New Employees [21:57]: Jackie Carpenter explains the importance of nurturing new employees instead of the old "sink or swim" mentality, emphasizing support and reducing anxiety. Commitment and Team-First Mentality [26:30]: Three Carpenter discusses how to foster a team-first mentality among employees, drawing parallels to successful sports teams and emphasizing collaboration. Empowering Employees to Take Ownership [28:37]: The Carpenters explain the concept of "fluidity" in roles and the importance of empowering employees to take ownership beyond their job descriptions. Formulas for Employee Engagement [31:18]: The podcast discusses three formulas for building employee commitment: Confidence + Comfort = Contribution, Devotion + Daring = Determination, and Energized + Encouragement = Empowerment. The Importance of Caring [35:27]: Jackie Carpenter breaks down the concept of "love" in business using the acronym LOVE (Loyalty, Ownership, Value, Excellence) and emphasizes the importance of focusing on how employees feel. Adapting to Modern Workforce Expectations [39:15]: The Carpenters stress that a people-first mindset is now an expectation of the modern workforce, not just a competitive advantage, and suggest ways for clubs to adapt, including hiring culture-focused staff if needed.   Ed Heil [00:00:00] You're listening to Crushing Club Marketing, a podcast for progressive club leaders ready to increase their club's revenue. Time for Change begins right now. Ed Heil [00:00:13] Creating a high performing team in any business doesn't happen by accident. It begins with strong leadership at the top and runs through an entire organization of four clubs through the membership. We know great culture when we see it, but building outstanding culture isn't easy. In this episode, you'll hear from Three and Jackie Carpenter, club leaders and coauthors of the book "People First: The Five Steps to Pure Human Connection and a Thriving Organization.". Ed Heil [00:00:44] Thanks for listening. You know, bad culture when you see it and you also know amazing club culture when you see it. It's those clubs that they kind of seem like they're okay, but you're not really sure, those are the ones you got to wonder about. You can pick up on good and bad culture, by the way the staff treats you, how they talk to you, how helpful they are. And a lot of times it's just how attentive they are. And you also get a sense for culture when you meet the members and you hear how they talk about their club. Three and Jackie Carpenter have spent their entire careers in the private club industry. And in a business where customer service is expected to be at the highest level. They have created dynamic culture by building connected teams everywhere they have gone. If you know the Carpenter's or spent time with them, you know they are enthusiastic. They are focused and really positive. People who are passionate about helping people, especially their teams. They are so committed to helping people, they wrote a book called "People First." I talked to this dynamic duo recently to talk about their book in the Five Steps to Pure Human Connection and a Thriving organization. Jackie and Three, thanks so much for joining us today. Jackie Carpenter [00:02:00] Hi Ed, thanks. Three Carpenter [00:02:01] And we're glad to be here. Very. Ed Heil [00:02:04] It's great catching up. You know, and just in full transparency for for you who's listening. I've known Jackie, and Three, I think we may have met at a CMAA or something in passing at a conference. But Jackie and I have known each other, you know, just in passing as well for several years. And just learning more about your work in leadership has been really, really exciting and really interesting. Jackie Carpenter [00:02:31] Thank you. Yeah, it's been fun. Three Carpenter [00:02:33] Gosh, we've enjoyed it very much. And you know, our involvement with CMAA over the years, we've met so many great people that have had such a huge influence on our lives. Ed Heil [00:02:41] Yeah, that's terrific. Well, let's start let's talk about the book a little bit. What inspired you to write the book People First? Three Carpenter [00:02:49] Well, thanks for asking. You know, Jackie and I had spent a lot of years working in operations of clubs. I still do. And throughout that process, I think we sort of maybe took for granted a little bit internally that the things that we were doing, everybody was doing. And as we would talk to other industry leaders and we talked to people that worked at other places, we were finding out that some of the things we were doing were relatively unique. And my primary focus, and this is what Jackie kind of started maybe moving the book towards was this idea that we believed to have great member success. The foundational approach had to be having an employee culture and having an employee centric belief in everything we did. You build the foundation with the employees and then those other things like financial health or member engagement, all those things come from that foundation. Clubs notoriously believe we're only care about member experience. It's all about the members. That is true. Ultimately that that is the byproduct however of having great employee culture. Jackie Carpenter [00:03:56] Yeah. I think one thing that a lot of clubs discovered, especially during the Covid years, was that it doesn't matter how great your facilities are if you don't have employees to operate the club or to run those facilities, it can't be a great member experience. And so we really wanted to create, to write this book, to sort of create a model for others to follow on what they could do to really create a positive employee experience, a positive employee culture, and ultimately then a thriving organization. Three Carpenter [00:04:28] You had said all through the writing, though I think it was really interesting. Lots of people write books to identify what's wrong. Jackie Carpenter [00:04:35] Yeah. Three Carpenter [00:04:35] You know, this is it. This is the problem. This is it. And the reality is. Jackie Carpenter [00:04:40] Yes. So you need to change this. You need to change this. You need to change this. Right. But then you get done reading the book and you're like, Wow, I need to change this. What do I do? Ed Heil [00:04:48] Right, Right. Jackie Carpenter [00:04:49] It took us a long time to really delve into this process because we wanted you to be able to read the book and go, I know where to start, or I have some ideas to go and implement, or I can follow this roadmap to create change in my organization. Ed Heil [00:05:04] Yeah, that's it's an interesting point because you've got so many anecdotes and examples and case studies that you point to throughout the book that as you're reading it, you realize like, wow, this I mean, you know, let's face it, for a lot of people, you know, caring about your employees seems really kind of fluffy. Like, yeah, that's what I got to do. I got to care more. But it's like, the answer is yes. And when you look at how some of you know, world class businesses operate, that is what they do. So what let me ask you this. In that spirit, why is it what have you seen in the club industry that makes it really important for club leaders to to read? I mean, is there it seems to me like a lot of other industries where there's, you know, leadership challenges or understanding of what healthy culture looks like. But is there something that you've noticed about the club industry that makes us even more relevant? Three Carpenter [00:05:59] Yeah, club leaders are too busy for me as well, right? Every one of us are going a million different directions, seven days a week, you know, 18 hour days. Sometimes all those things happen. And then you say, Well, yeah, but look, you've got to focus first on this. And everyone says, Wait a minute, I don't know that I have time. We will tell you it has to be the number one priority. All those other things have to come second. And none of us think that way. And this whole book was intended to be a reminder of prioritizing the employee first kind of message. Those other things will come. Jackie Carpenter [00:06:35] Yeah, it's really an investment at you know, if you start with the employees, you're ultimately making your life easier down the road. But but it's an investment first and foremost. Ed Heil [00:06:45] Is this is some of that though some of the challenge with that because so many people that are club leaders or say, general managers. Right. They rise up on the food and bev side, they come up on the golf side and they're very. That work can be very tactical. It's like I've got to execute. And they fill their days with executing tasks rather than saying, take a step back and say, Hang on. I don't have to execute, I just have to help people see a greater vision or, as you know, the MVP's and really make some of that stuff very clear. But is that part of it as well, or how does that play into, you know, the fact that everyone is really, really busy? Three Carpenter [00:07:23] Well, I think you're 100% correct. Each one of us just digs too much into tasks. It happens to me occasionally as well. I actually try to spend time each day making sure I'm getting out and doing the employee touch stuff, doing the things where they see me, talk to me. We get lots of interaction. You know, you had made the comment about caring. That piece, it carries so much weight because it's such a simple concept. It seems so remedial. But the reality of it is when the employees realize it, you as an as a leader, really genuinely care about everything in their lives, not just their time at work, but everything. Then they work harder. They care more themselves, more loyal. It's that idea that, you know, they they that lead by example show people the care and everyone else follows it like that. Jackie Carpenter [00:08:10] So that like the people first mentality. Right. And is really where you recognize that it's your people are one of your biggest assets. They're not a tool used to create a member experience, but rather they are an asset that needs to be invested in and cared for and nurtured and developed. And so when you start operating with a people first mindset and using that to make all of your decisions or to kind of lead the way in the way that you lead your club, there are a realm of, you know, trickle down effects and ramifications of that that really, truly benefit the culture and frankly, the overall health of the organization. Three Carpenter [00:08:53] Years ago, someone might have looked at a club and like, my gosh, that club is so great. And they think of it like, because the golf course is so good. Jackie Carpenter [00:09:01] The facilities are amazing. Three Carpenter [00:09:03] The reality is the clubs that are wildly successful. Stop. Don't worry about that. Go dig in and go look at what's going on in their employee culture. Jackie Carpenter [00:09:12] It's about the people. Three Carpenter [00:09:13] We'll guarantee that is their strongest component. Jackie Carpenter [00:09:17] Fun fact we almost called the book. It's about the people. Three Carpenter [00:09:19] But yeah, People First, won. Ed Heil [00:09:22] It's concise. It's not, you know, So let's I love to just dive into and we're not going to we're not going to dissect the book. So if you're listening, think, my gosh, you're going to dissect this whole thing. For us to be able to talk through the five C's that in just I've mentioned, credibility, candor, cultivation, commitment and care. And to start with the fact that I think it's important that for the listener to recognize and they may not feel this way, but just by my perspective, I'm anxious to hear yours as well. You have to believe this stuff. It's not enough to say, yeah, we care about our team. You've got to you've got to live it. You've got to really believe in not just like now I got to say this thing because I know that that matters, but it's because people smell B.S. a million miles away. And maybe that's a good, you know, a as good a point to start as as any with credibility. And let's talk about credibility and what that means in, you know, in the people first context. Jackie Carpenter [00:10:22] Yeah, absolutely. So credibility is really why someone should work at your organization. It is who you are as an employer. It is your message to the outside world. And clubs are really great at why someone should join their club. They spend a lot of time and effort, you know, communicating that and prioritizing why a member should join their club and kind of historically haven't been fabulous at why someone should want to work at their club. And that is a that's what we call credibility today. It is your message to the outside world as to why somebody should want to come and work for you and what is. Three Carpenter [00:11:04] Your employee brand? Jackie Carpenter [00:11:05] Yeah, Yeah. And it has to be consistent. It has to be true and it has to be you have to be an employer that your employees can trust. And just like you said, you know, people can smell it. You can't tell someone, we're a great place to work, we're a great place to work. And then they show up and it's awful. Ed Heil [00:11:21] Right, Right. Three Carpenter [00:11:22] Years ago, Jack and I worked together at a club in Texas. And one of things I loved watching her do when she was helping us build that culture from the beginning, she would bring in a new employee as opposed to saying, my gosh, we're so great. And all these things that at that moment were not actually true. She would say, Listen, we're hiring you because we want you to come here and help us because right now we're here. We're going to be here. And as we go through the process, you're going to help make us better. And the reality of aspirational thinking and aspirational leadership, which is exactly what that was. Those people wanted to be part of the rebuild, the rebirth of what it would be our culture. Yeah. Ed Heil [00:12:03] Right. And I was just going to say, and that might be that one of the most difficult first steps to take because you're laying that down and you better have a plan for how you're going to execute that. I mean, if you're the new sheriff in town, that's one thing. You sort of have this clean slate. But if you're listening, you think, gosh, I've got a culture issue and if you make this decision, boy, you better be ready to back it up right now. Jackie Carpenter [00:12:27] Yeah. And it really starts. I mean, we are all about making things easy for people because we get again, club leaders are busy. But it starts with what do current employees say about you? Why do they like working there? What don't they like about working there? You know, if people are showing up for orientation and they're never coming back again, it's probably a red flag. Or if you're hiring people, you know, on the spot and then they go, yeah, again, a red flag. So there are some things there, you know, to really dig into and take a look at as to what your employees say about you. And that can be really insightful. It can be terrifying to to some people, but it's a question worth asking because they are the people you know. Again, it all starts with them. Ed Heil [00:13:13] Yeah. You talk about in the book, you know, in the credibility chapter about mission, vision and purpose. Why is it so important that that is clear to everyone in the organization? I would imagine first and then. But what's what's you help the listener understand why that's important. Jackie Carpenter [00:13:35] To people today. Purpose matters more than ever. It's not about a paycheck. It's not about necessarily even a title anymore. I mean, that used to be pay and title used to be the things that workers were seeking. And today it's much more about people knowing what they do matters and having a bigger purpose and a better mission. And I think clarifying the mission and the values and this is kind of what we reference in the book is people want clarity and they want to know what that is. It's I don't know if you've ever worked for someone where or in a club, they're kind of notorious for this, too, is when one manager says something, right? And then another manager says something totally different. And then a board member tells you something totally different and you're like, Well, what am I supposed to do? I just got three directives in an hour, right? So that clarity, that communication helps. What were you going to ask? Well, I. Three Carpenter [00:14:26] Was just going to say, too, you know, sometimes we also, as employees of a club in this example, we come in and think our job is to, you know, serve a hamburger. Yeah, whatever your, like, basic task might be. The reality is that isn't anything to do with that. And through the MVP process, we think that paints the bigger picture, that what you're really creating is an employee and member culture. I mean, that's what every employee is responsible for. By the way, here's some tasks you do while we try to work for these bigger things. People want to be part of the bigger part of it, so it gets pretty mundane to imagine. I'm just here on the floor. Just sweep the floor. I mean, that's exactly right. Ed Heil [00:15:06] Yeah. Helping people understand why their work matters is just is so, so important. And it's not like to your point earlier, Three, it's everyone's busy and it's like, wait, I have to tell him why this matters is like, yeah, "Ed's not very bright. He needs help." No, I'm just kidding. So that wasn't very nice. So candor, let's talk a little bit about candor, because that is one of those Well, in communications, candor can be very helpful and clear communication or on alignment. But within the book of People First. Talk to me a little bit about what candor means. Jackie Carpenter [00:15:42] Yeah. So candor is what we reference as when you're hiring an employee, right? And it's really the hiring process. So we say that when you're hiring someone, it needs to be a transparent, authentic, genuine conversation. It's not an interrogation. I don't know if you've ever been interrogated in a job interview before, Ed, but it's not something that's very comfortable or very rewarding as an employee. And especially today when it is a probably the most brutal job market out there. I mean, to try and get employees today, you have to be at the top of your game because if not, that person's probably has several other job offers on the table. Right. So. Or are being pursued by other employers. And so the candid process is really about telling people what it's like to work at your organization, why they should want to work at your organization. And it's really connecting with them. And I think that's a piece that so often it becomes an interrogation where maybe the hiring managers like Ed, why are you good enough to work here instead of, Hey, tell me about yourself. What do you like doing? And and maybe let's see if if there's, you know, ways that. We can align right. And your mitt, your values and our values. Let's see if they go together. Three Carpenter [00:17:01] Well, and it's about being authentic and vulnerable at the same time. And let's be honest, in the club space, it's all about image and, you know, all buttoned up and that whole thing. But, you know, I got to tell you, the reality is for the great leaders in our industry that are vulnerable and authentic, I mean, especially in the interview process, because working for an institution doesn't create loyalty. Loyalty comes from the premise that you are making a connection with this potential interviewee. They meet you and they think, Wow, he was really honest. He was really open, like very vulnerable, told us about the goods in the ads, like those kind of things. People want to work for that, right? Jackie Carpenter [00:17:42] Right. It's that connecting piece that it comes back to you. It's more about working for a leader or working for a person who genuinely cares, versus we need somebody who can come in here tomorrow. And these are this is what we need from you. And there's not a lot of what what do you want from us? Right. Three Carpenter [00:17:59] Well, we have preached for a long time at our clubs. "Loyalty is to one another." It's not "loyalty is to blank club". And I'm sorry, that's just a harsh fact. Jackie Carpenter [00:18:10] It's about the people. Three Carpenter [00:18:11] It is about those people. And and when you're in the interview process, keeping that in your mind all the time when we start interviews, I'm telling you it is very low key and we open with something like, Hey, we're not doing the kind of normal interview thing. We are. Jackie Carpenter [00:18:26] Having a conversation. Three Carpenter [00:18:27] Having a conversation. Ed Heil [00:18:29] And isn't that really the result of the type of culture that you have in your club? Right. Because if you are able to be vulnerable and authentic in an interview, you're telling that person, this is how we operate as well. Isn't that right? I mean, and then you and I thought there's an interesting anecdote in the book as well about the young man who was interviewing for the job but wasn't the right person. And and that person shared something that was very personal that I think is his parent passing away. That changed the the whole perspective of that of that person and how in it's hard to get someone you're interviewing to be that open about something that's very intimate and very personal. But what it says about them when they're able to is huge. Jackie Carpenter [00:19:22] Absolutely. Yeah. And I think a lot of times interviewers get really hung up on the resumé or where they've worked in the past, and we're guilty of that, too. We've been there and done that. But what we have found is when you focus more on the person and why they want to work there and what they're looking for, and you really cater, you know, that interview to getting to know that person, it's a much better indicator of whether they're going to fit in your club culture or not, or they're going to be a good fit for your team versus, Hey, have you ever waited tables before or do you know all the drinks to bartend? Like, we can teach people those skills, but we can't teach you to be engaging and outgoing and happy. Can't do that, right? Three Carpenter [00:20:03] Yeah. Well, and sometimes just finding whatever their triggers are to get them to relax. Yeah. We tell a different story in the book where we talk a lot about somebody who is an unbelievably successful GM today in our industry who was bombing and an intern interview like no one one's ever seen. And. As I watched it happen and I really started to feel really bad for this young man. I was digging into his resume and, you know, had taken a second and started to realize that knowing what his resume said, there had to be a belief in leadership based on the military and Indiana basketball. And when I bridge the question about those things, his posture changed, his body changed and... Jackie Carpenter [00:20:48] Found the thing that he was passionate about. Right. Able to draw that out versus just asking questions because he was saying what he thought we wanted to hear. Right. So where you change the game. And that's really what candor is about. Three Carpenter [00:21:01] Sometimes it's as silly as asking about what movies people like or songs or books, because all of a sudden they have to think about themselves personally, not at work. And when they relate that, their whole demeanor changes. And I think that's really important. Jackie Carpenter [00:21:14] And that's something I think, again, Ed, club leaders really get hung up on is we're hiring a new, you know, golf pro. Where did they work before? What is their background, What's all their credentials, Not necessarily who they are as a person. And does this really fit who we want at our club, running our golf programing and, you know, teaching our children and those kinds of things? That's where that mindset shift really comes into play. Ed Heil [00:21:38] Yeah, terrific. I love it. Let's talk about cultivation. And I think there is a line that says something like, just once you've hired them, it doesn't stop there. Tell, tell, tell us more. What do you know when you think about cultivating those those people, what does that look like on a day to day basis and why is it so important? Jackie Carpenter [00:21:57] Yeah. So [00:21:58]I usually show this really awesome picture of a girl pushing a guy into the swimming pool and he's like, falling and she's laughing because that's what cultivation feels like a lot of times or has been in, you know, historically, that's the way that it feels is you're kind of feeding someone to the wolves like it's a sink or swim period, where you got to weed out the weak ones. Hey, you know what? If you if you can't figure it out and you can't get it here, then you shouldn't be working here. And we will tell you today that is the wrong approach. Okay? You are scaring people away. You are drowning people and they're not coming back because today it is all about a very nurturing and supportive period. Because the thing people forget is that when you're new, you feel stupid. And I don't know about you, but we have yet to come across anybody who loves to feel stupid. [46.2s] And so if you can bring in a new person and nurturing and really caring for them and help get them up to speed by answering their questions and eliminating those yucky feelings of anxiety and stress and uncomfortableness, you can get them over that quickly. You're going to have a much better success rate at them coming back the next day and them really taking on the job and the role. Three Carpenter [00:23:13] Well, I think if you think about gardens or flowers or you talk about this a great deal, but that old cliche of you get out of it what you put into it. So you take time and you take care of it and you grow. Jackie Carpenter [00:23:24] Plant the seed and you continue to nurture them. Three Carpenter [00:23:27] Yeah, all of that is really, really true in this phase because so frequently you've hired him and you just let him go. And Jack is exactly right. That culture is a decade ago. Jackie Carpenter [00:23:39] Well, and it's hard again, we've said club leaders are busy. Right. So we make a lot of assumptions. Hey, I noticed, you know, on your resume, you've done this before, so here you go. Here's the dining room. You know, have at it. Holler if you have any questions. And that doesn't work. You know, that really doesn't work today because, again, people are uncomfortable. And I don't know if you know this. We've heard this several times and seen it in our research that younger generations of workers today, this is terrifying, feel more comfortable ghosting. You just not showing up, not telling you they quit then telling their leader or their boss that they don't understand something or they don't feel confident or telling them that they have a question about something. It's easier for them just to not show up again. Three Carpenter [00:24:23] Think about that. The power of that is absolutely shocking. Jackie Carpenter [00:24:27] During that cultivation phase, if we're not meeting with people on a daily basis and saying, Hey, what can I help you with, what questions do you have here? Let me show you this again. I know. Let me give you another tour of the club. I know it's a big facility. I don't want you to be overwhelmed. What are those things of anxiety and stress and those kinds of things? Because those are the feelings that make people not come back again. Ed Heil [00:24:48] Right. You know, it's funny you said that. Why we wanted to come back. That's always a good thing. We'll have a little joke that someone comes back for day two. It's like, all right, you came back. That's. Exactly. But the you said, you know how no one likes to feel stupid. Imagine, like the value when you make people feel really smart. Yeah. And to the point of what you're saying about cultivation and even going back to credibility, it's like, you know, you hire someone think, you know, under this pretense that you're all these things and then they get it's like, my gosh, they're not like that at all. Right? And I mean, you've probably seen these things too, where sometimes you make a hire where boy, you're not really sure if they're the right person. And in fact, you're starting to you're pretty convinced they're not. But when you take that time to water that flower, when you take that time to nurture and figure out what's getting in the way, how they can just really take off. And, you know, that's it's such a great win when that happens as well. Let's talk about commitment in this. I mean, I love this the section because there are just so many pieces to it. But and maybe if we could start with one of the thoughts that really I think is so hard for people. How do you get people to think of the team first instead of themselves? Like, I got to take care of myself before I think of like, you know, you said you said earlier, I mean, there's this idea of being accountable not to the club, but to your coworkers and the team that you're used to. So how do you how do you do that and how does that fit in with commitment? And, you know, is. You know, as a part of this this whole thinking. Three Carpenter [00:26:30] Well, just quick on how you get everyone to kind of believe the power of that. I think that we do lots and lots of education trying to tell people about and remind people the feelings they've had when they've actually been part of, as an example, a successful sports team and how that sort of builds camaraderie and how they feel sort of doing it together with that kind of person standing next to them. You know, you think back, we use the restaurant part of the club world. When you think back to the idea that we were in competition for gratuities and we were in competition, you know, for that table, because that one tips better than that one. And all those things that maybe happened a couple of decades ago today. You know, you think about it, we're really working together. Let me help you be great. And I think we try to create a culture by which people are really believing they're not in it alone. Not only do we believe that sort of the traditional hierarchy, you know, of a dictatorial leadership style is really inverse, where we as the the upper leaders are really on the bottom supporting you up and then all your teammates are there trying to help make you successful. The power of it is quite remarkable. Jackie Carpenter [00:27:36] Yeah. And, you know, it's helping people understand that members don't join the golf course or they don't join the tennis department. They join the club. And so we're only as strong as our weakest link, right? If 90% of the club is awesome, but the golf course sucks, then guess what? That is impacting our experience negatively. And so I think helping employees see how they're really tied to everybody and if they're great, that's awesome. But if the person next to them sucks, it's making them look bad. So it is that kind of link really there. And the kind of the biggest thing too, with commitment is it's all about getting employees to own it and to take ownership of their roles and really seeing what they do every day and really to own it. So, you know, we go we use this example in the book to it about Disney, right? And it's everyone's job to keep the park clean. It's what we call fluidity. It's where there is. Yes, you have a job. You know. Three Carpenter [00:28:37] These are the tasks that you own for sure. Jackie Carpenter [00:28:40] You have a job description, but there's a lot of other stuff there that goes on where if you see something dirty lying on the floor, you pick it up. If there's a member walking in and they need the door open, you open the door, Right? It's those kinds of things that go well beyond the job description. And so with commitment, it's about, you know, really investing in those people and helping them see that you want them to take ownership of their role. And I think that sometimes is challenging in the club space because we get a lot of board members or leaders who are maybe micromanaging. We're nit picking where, you know, digging in. We're trying to control things where we're not allowing our leaders to lead. Three Carpenter [00:29:18] Well, no, just back to the idea of a dictatorial leadership style. When you start to have a collaborative leadership style and instead of subservience, which in in the club industry was rampant for, I'm sure, decades, where it was so much based on this idea that you're just there to do whatever every member, you do. Jackie Carpenter [00:29:36] What you're told. Right. Don't think you just do what we tell you to do. Three Carpenter [00:29:40] We believe strongly that what you're really trying to do instead is at the lowest levels. It does make a difference all the way up through the organization. You're creating a leadership culture so that these folks are thinking and solving problems and having fun, really making a difference. Jackie Carpenter [00:29:53] Right. And one of the things that has blown our mind and over the course since the book came out, when we talk about ownership, is how many people tell us they just needed permission to own it. They needed permission from their boss, that, hey, you know what, Ed, you're doing a great job. I believe in you. I want you to own it. Like take it on. I don't want to be babysitting you. I don't want to feel like I've got to be checking in on you all the time. I want you to take it on. I want you to own it and then let me know what I can do to support you or what questions you have because I want to help you win. And that's a conversation that so many times people assume they don't need to have. They just expect you to own it. But that person needs that confidence and that, you know, encouragement really to to take that on. Ed Heil [00:30:39] Absolutely. And, you know, the way we always stick to it and it's okay if you make a mistake and if you do have that leeway. Right. And one of my favorite sayings is don't deprive someone the opportunity to make a mistake. Yeah. Because they learn so much. Right. Jackie Carpenter [00:30:53] And it really comes down to how do people respond when a mistake happens, too. Right. Yeah. Yeah, exactly. Ed Heil [00:31:00] Absolutely. Let's break that down just a little bit more. I'm not a math guy, but plus, plus signs and equal signs with words. I actually think I can do that. So maybe just some quick thoughts around each one. And this is sort of building that commitment. Confidence plus comfort equals contribution. What does that mean? Jackie Carpenter [00:31:18] Well, people really want to contribute, but they're not going to contribute if they're not confident or comfortable to do that. Right. And again, we literally just made. The case is if they're not confident and comfortable enough to try or to put themselves out there or to take ownership of it, guess what? They're not going to do that. They're not going to contribute at their best. But when a club is thriving is really when everybody's contributing their best, right, they're giving their all and contributing. So we have to instill those things in people. Ed Heil [00:31:47] All right. Devotion plus daring equals determination. Jackie Carpenter [00:31:50] Yeah. So a little bit of challenge is good. And, you know, we want to spark people's passion and help them see beyond just sweeping the floor. Right. Three Carpenter [00:32:01] We love creating new ways, thinking outside the box, like all those things all take a little courage, a little bit of daring, right? So I think that's a big piece of it. Jackie Carpenter [00:32:09] Yeah, absolutely. Three Carpenter [00:32:10] And when they care about it enough, I mean, that devotion piece and then they go take that little bit of a risk. And you really see those big, big, big results. Ed Heil [00:32:19] Yeah, Interesting. You put those two together when they care enough that they say, what if we tried this? Right. Energized. Plus, encouragement equals empowerment. Jackie Carpenter [00:32:31] Yeah. And again, kind of comes back to giving people permission, right? Energizing people and encouraging them. That is where we see, you know, people succeed. And I think so often we say this a lot is we assume people are getting encouraged outside of their, you know, in their daily lives or not at work. We make assumptions about that. And what if we stop and think about at work is really probably the the place people are encouraged the most. And so what an opportunity to, you know, really energize people, get them excited about it and really empower them to to own it. Right. Empower them to take it on and to show us, you know, give us their best. Three Carpenter [00:33:13] Yeah. Well, I think that energy thing, you know, you talk a lot about being an energy giver as opposed to an energy sucker. And we think about it from a leadership perspective, being an energy giver, that is that energized thing. Yeah. No matter how I feel as a leader, I do my very, very, very best to always be in a very high energy sort of mode because I believe that's a little bit contagious Jackie Carpenter [00:33:36] Positive. Three Carpenter [00:33:36] In changes. And I think that's really what energize. I'm trying to energize others. Right? Jackie Carpenter [00:33:41] Yeah. Ed Heil [00:33:42] Interesting. Foss Swim Schools. Local based swim school. And they have this thing when they hire new swim instructors, they say they look for the light bulb. Can they be a light bulb for their kids? So when some kid comes to the pool, "Oh Three is here today! High Five!" And that's you know, the way I always think about that is just in people's light. Do they have a light bulb? Do they light up, you know, putting them all together, contribution plus determination plus empowerment, which is the outcome of the others, equals bold achievement. What is that like? Help Help put some context around that. Jackie Carpenter [00:34:18] Yeah. Bold achievement is really what, you know, another name for thriving. I mean, ultimately, it's where everybody is doing their best. They're caring about it. They're contributing at a high level. You know, when people are disengaged, Ed, you know, there's a gazillion studies about how that negatively impacts an organization when people are disengaged or they're just clicking, the mouse is just working, right. They're punching a clock. Right. And when we can truly get people who are engaged and they're caring about it and they're looking for solutions and they're asking questions that aren't being asked yet and they're inventing and creating. Well, that's the secret sauce right there. That's where the magic happens. But it all those other formulas. Right. Kind of have to be in play because they all add up and they're all sort of stair steps or building blocks to get to that result. Ed Heil [00:35:12] Yeah. Got it. Let's let's bring this home with with kind of how we started, which is care and caring. And one of my it, one of my favorite sayings is that people don't care about what you know until they know you care. Right. It's just a huge thing. Jackie Carpenter [00:35:27] Yeah. And caring is really what it is. But it's evident in all the other steps. The four steps prior is you have to show that you genuinely care about your employees, that you are willing to invest in them. It comes down to really this and this might freak some people out, but it comes down to really loving your employees. And we know love in business freaks people out. It's you know, we run from it because we've been trained, you know, by our four years that like, no love in business. Right. Ed Heil [00:35:57] Right. Exactly. Jackie Carpenter [00:35:58] But really, think about it this way. Love is loyalty, ownership, value and excellence. And it comes down to we show that we're loyal to them and we're going to help them succeed so that they can be loyal to us. It's ownership that we want to give them permission to own it and help them have the resources and everything they need so they can own it and feel comfortable in their jobs so that they can own their jobs. And then value is really about where you're seeing their value as a human being and a contributor in our workforce so that they can produce value. And then the E comes down to excellence, and it's where we give them an employee experience that is excellent so they can produce excellence for our members. And what we haven't talked about yet is, Ed. What care really is and what people first really is, is a focus on how our employees feel. And that's a warm and fuzzy, touchy feely thing. We get it. But when we are paying attention to how we're making our employees feel, whether that is overwhelmed, frustrated, micromanaged, or whether that's empowered and energized and comfortable and confident, those are the things we have to be noticing. Because when people don't feel good at work, guess what? They're not contributing. They're not engaged. And they may or may not come back the next day. That's the reality of the world we're living in right now. Ed Heil [00:37:26] Yeah. It's so interesting, you know? And who doesn't like it when someone asks, How are you doing? Yeah. You know, and I do. Jackie Carpenter [00:37:34] What can I do to help you and. Ed Heil [00:37:35] Right. Jackie Carpenter [00:37:36] The day. Ed Heil [00:37:37] And, you know, we talk about this sometimes a storyteller when someone says, I'm doing all right, you know what prevents you from saying just all right? Jackie Carpenter [00:37:45] Yeah. Ed Heil [00:37:45] You know, like, how do I get you from being all right to, like, amazing, right? And maybe you can. Maybe you can't put that level of of concern and interest in someone goes such a long way. Jackie Carpenter [00:37:57] Absolutely. Ed Heil [00:37:58] Yeah. So, I mean, you just said this is a touchy feely stuff. We don't like talking about love and business, that's for sure. Right. Which is so true. I mean, and it doesn't. It doesn't really make sense to me. But how do you what do you recommend? What do you recommend for club leaders that hear this? And go, "Yeah. I can't do that at my club. I'm not you know, we're not really that's not the type of team we are. It's not the type of club we are." How do you how do you help people take that first step? What is the what is the hardest. How do you get them to push through that? Three Carpenter [00:38:36] Well, a couple of quick things. One, we think that, you know, since Covid, Jackie and I will tell you that for, you know, 20 years prior, this was always a competitive advantage that the clubs that we worked at, we were having success with sort of this modeling. Right. And and it was it was kind of winning on the other side of that, being honest. Now, after Covid and the pandemic, it's no longer a competitive advantage. It's an absolute must for everybody. So even those clubs are like, gosh, you know, we're more prim and proper than that or, you know, whatever it is. The reality is today you've got to build this strong foundation of culture, you know, before you can get the other things, because. Jackie Carpenter [00:39:15] It's an expectation of the workforce today. They expect that the people first mindset is going to be in play. Three Carpenter [00:39:22] And if not, they're going to leave. Jackie Carpenter [00:39:23] They're not going to stick around. Ed Heil [00:39:25] That's right. Right. Yeah. Three Carpenter [00:39:27] So go ahead. Ed Heil [00:39:29] No, you go. Three Carpenter [00:39:30] So just the idea, however, that maybe you as the main leader are not that touchy feely person. That's okay. Go hire somebody who is. Very frankly, make sure you have that sort of culture keeper. It doesn't have to be the general manager. Just as a note. Yeah. Ed Heil [00:39:50] That's so big. I mean, even just for a general manager to know that I. I recognize this being really important. It's not who I am. But I get that I have. You know, I love that. And so it's so important to. Gosh, is going to mention one other thing around the culture stuff and but it's it's escaped me. Jackie Carpenter [00:40:09] Or if it comes back just say so I have a recommendation to add here. Here's what I would say. If a club is struggling with this or that's not who we are or, you know, that's the belief. It's really small things make a big difference. And so some simple changes, some little adjustments. It could maybe simply start with an employee survey. Ask your employees what do they want? What how do they feel about working at the club? What do they wish they could change? What is it that could be very insightful and not that you're going to be able to implement every single thing or change every single thing on that list. But that is a very insightful piece of information that club leaders can look at and then make the decision, Hey, do we need to make some changes? Because our employees say, hey, it sucks working here. Ed Heil [00:41:03] Right, Right, right.   Jackie Carpenter [00:41:04] Or we don't like it here. I'm only here because it's a paycheck and I worked here for ten years or I'm hoping to get my bonus or whatever it might be, but that that can be a very telling resource. If club managers or board members are brave enough to ask those questions. Ed Heil [00:41:20] Right. And it is one of those things where be ready to do something. Because there's the other thing that we know too, is that ask people what they think and then don't do anything about. It is it's really tough to remember what I was going to mention about the hiring and caring about your team and having the right culture, which is that, you know, we talk about this quite a bit. You know in some of my my talks is just that how the younger generation wants experiences and part of the experience is having a staff that really cares about you. And you talk about this in the book. If you don't have the right people, they're not going to provide the right experience for your members. And in this time where younger, this younger generations got a lot of options and private clubs might not be their thing. You're not It's just it's yes, it's about attracting the right people, but it's also about creating the right culture for your employees so that your club can grow and be and be healthy as well. So, so many parts that are so valuable. Well, it's a big mountain to climb in for some people. But the book is terrific and so, so needed in not just in the club space, but in all businesses especially, I think. Well, you see it in all sizes. But so often small, medium sized businesses that are really struggling with how to create the right culture. Boy, I know I've had my challenges and this is great information. Thanks so much for your time today. Jackie Carpenter [00:42:48] Thanks, Ed, We appreciate it. Three Carpenter [00:42:50] Well, thanks for all you're doing for the industry and we really appreciate being on today. Thank you so much. Ed Heil [00:42:57] Thank you for listening. If you find this podcast helpful, be sure to subscribe on iTunes, Google Play, Spotify or wherever you get your podcasts. Until next time, keep crushing your club marketing.

Welcome to the Mills Knows Bills Podcast! Host Mills Bender, founder and CEO of Mills Knows Bills, discusses strategies for variable income earners to manage their finances effectively. Let's get to those burning financial questions! In this episode, Mills is joined by Jill Healey, a Realtor with Park Life Group at Keller Williams Winter Park in Florida. The conversation delves into budgeting for a Realtor's variable income, planning for business growth, and the potential for using software or hiring an operations person to alleviate non-revenue generating tasks. Jill shares insights from her journey in real estate, her business structure, and the exciting opportunities for growth. If you're looking for advice on managing fluctuating income and boosting your financial stability, this episode is for you! Don't miss Jill's valuable insights on buying, selling, and investing in real estate. Tune in now! To connect with Jill: https://parklifeorlando.com Look for her on social media: Jill Healey, Park Life Orlando Do you have your own burning financial question for Mills? Contact her here: Email: info@MillsKnowsBills.com Website: https://MillsKnowsBills.com Instagram: https://instagram.com/@millsknowsbills LinkedIn: https://www.linkedin.com/company/mills-knows-bills Subscribe on YouTube for the latest from  @MillsKnowsBills  Link to video episode: https://youtu.be/hxsTDZ9sTiA  00:00 Introduction to Mills Knows Bills 00:53 Welcome Back and Episode Overview 01:16 Meet Jill Healey 02:31 Jill's Business and Challenges 04:06 Budgeting and Financial Strategy 07:00 Metrics and Performance Tracking 11:41 Hiring and Management Tips 15:42 Jill's Real Estate Journey 16:46 Conclusion and Contact Information #financialpodcast #millsknowsbills #entrepreneurfinances #variableincome #floridarealtors

CONQUER SHYNESS

In this episode, we explore the world of benefits selection, offering practical advice for those choosing their employee benefits for the first time. Adam Dellaneva, customer service business partner here at WEX, joins us to share his tips on how to make informed decisions that align with your needs and future goals.

Welcome to Episode 7 of Melting Mummas! This week we sit with ourselves and the massive couple of weeks we have had- wedding planning, juggling life and the chaos of children, and something is bothering Ash: the concept of Mum guilt in todays society! We're Tahlia and Ash, two first time mums navigating the beautiful chaos of motherhood and all of life's perks! From working government jobs to the exciting plunge into small business ownership, we are juggling it all with our young babies in tow. Join us on this incredible journey as we share our stories, tips, and raw unfiltered realities of balancing work, life, motherhood and everything in-between! Join our tribe and let's melt those challenges together! #meltingmummas

Sponsored by SafeStart. Safety training is an essential part of onboarding employees.Larry Pearlman, senior safety consultant at SafeStart, joins our latest episode to share how you can bring new team members up to speed on the safety and health protocols at your workplace.

Suicune is coming soon to Pokémon Sleep. Pokémon Masters EX has a gem rework to the game. Netflix gets more episodes of Pokémon Horizons. Game Freak is hiring new people for both Pokémon and non-Pokémon games. We talk about the pros and cons of Snacksworth and how catching has evolved in recent games. 00:00:00-Introduction 00:02:15-Pokémon Sleep News00:14:15-Masters EX Rework 00:18:00-No Pokémon Presents00:26:30-Break00:26:30-New Horizons Episodes00:46:40-Summer Outbreaks in SV00:53:50-Break00:54:00-Snacksworth Legends01:23:10-Pokémon GO News01:32:00-Post Credits  LINKS

Edye Edens, a consultant and attorney with a background in regulatory affairs, shared insights into her unexpected yet exciting role at Weave, a rapidly growing startup specializing in AI-driven solutions for regulatory content creation. Edye discussed her journey from freelance consultancy to joining Weave, highlighting the unique challenges and opportunities this transition presented.We discuss:1.  Edye shares her journey of joining Weave2. Leading the charge in hiring new talent3. Dealing with competitors like Veeva4. Building a culture of innovation at Weave5. Managing Non-competition concernsSupport the Show.

Welcome back to another episode of VHMA Manager 2 Manager podcast. Today we're discussing a crucial topic: onboarding new hires in a way that feels good. We all know how important it is to make new team members feel welcome and part of the team early on. But sometimes, despite all the time and energy spent hiring people, we end up leaving them to sink or swim. It is important to remember that people want to work with people they like and can grow with. That's why those first few days and weeks in a new hire's role are so critical to ensuring they want to stay. Joining us today is Addie Blair, a Certified Veterinary Practice Manager (CVPM) and Chief Operating Officer for Veterinary Management, Inc., overseeing eight different practices. Addie's journey in this industry began back in high school, driven by her passion for helping animals and their owners. Over the years, this passion has evolved into helping others in the industry realize their dreams. Addie is dedicated to fostering growth in others, and she's here to share her insights on effective onboarding. So, what makes a great onboarding experience? Let's break it down.   Show Notes: [2:32] - When someone new is hired, there are always different dynamics to navigate with existing team members. [3:35] - Being welcoming has to be a part of your culture. [5:50] - The team should be involved in training. It is not a one person job. New hires should be given the opportunity to acclimate into the environment before working with patients. [7:47] - Not everyone is innately friendly. Addie some things we can do to help new hires feel welcome. [10:04] - No matter the level of experience, new hires should have an observation period so they can see how the practice flows. [14:02] - Addie also likes to learn about a new hire's previous experiences in the industry. Managers must be open to different ways people learn and complete tasks. [17:18] - We need training in different modalities for the different learning styles and personality types. [19:54] - Addie shares some of the signs that indicate a problem with a new hire. [24:15] - There is always going to be someone with a really strong personality in the practice. We need to know how to manage the dynamic. [25:33] - Trainers need forms to fill out daily in the early days to make sure things are going smoothly. Sometimes 30 days before a check-in is too long to wait. Habits have set in.  [26:49] - An “About Me” form is beneficial in pairing team members up with compatible trainers and can help them feel comfortable in their new environment. [28:03] - Being open to hearing what other people have to say is only going to improve the industry. Those new hires may have some good ideas for the team. [29:55] - When it comes to onboarding, it all boils down to how the new team member feels after the first few days. [31:24] - It is okay to over communicate, especially in the beginning. So many things are going on, that just saying something once is not likely to take hold.    Thank you for listening. Remember you are not in this alone. Visit our website for more resources.   Links and Resources: VHMA Web Page VHMA Coronavirus Resources VHMA Facebook VHMA Twitter VHMA on Linkedin  

In this episode of 'Creating the Vision', I welcome guest Carl Staib, owner of SOP Guide, who shares his insights into developing effective Standard Operating Procedures (SOPs) for both corporate entities and entrepreneurs.  Carl emphasizes the importance of SOPs in saving time and money, streamlining processes, and reducing friction in business operations. He explains how simple, focused SOPs can empower team members by providing clear expectations and guidelines, leading to improved business outcomes and personal growth.  Our discussion covers topics from the significance of habits and systems in achieving goals, to the benefits of setting clear communication standards within teams. He also touches on his personal journey from running a consulting company to becoming an advocate for systematic improvement in businesses through his work with SOPs. Additionally, the episode explores the broader implications of implementing SOPs in personal life management and overall leadership effectiveness.   We talk about: 00:00 Intro 00:22 The Importance of SOPs in Business Success 02:44 Carl's Journey: From Work Happy Now to SOP Guy 04:23 The Power of One-Page Documents for New Employees 08:17 Implementing SOPs for Efficiency and Growth 12:50 The Role of Appreciation in Leadership and Productivity 14:53 Creating Systems for Regular Employee Appreciation 21:17 The Challenge of Habit Formation and Goal Setting 22:28 Simplifying Goals: The Key to Achieving More 24:48 Navigating Friction in Business and Personal Dynamics 25:13 The Importance of Self-Awareness in Overcoming Challenges 26:52 Experimenting with SOPs for Better Sales Handoffs 28:57 Creating a Roadmap for Business Improvement 34:07 The Power of Planning, Time Management, and Communication 35:58 Introducing the Friction Assessment Tool 40:40 Do the Dang Goal Resources: Workbook: https://a.co/d/9GpwurV Connect with Carl Instagram: https://www.instagram.com/sop.guide?igshid=NTc4MTIwNjQ2YQ%3D%3D Facebook: https://www.facebook.com/sopwritingguide https://sopguide.com/   Connect with me Instagram: https://www.instagram.com/mariamaldonadosmith/ Facebook: https://www.facebook.com/confessionsofacorporatemom LinkedIn: https://www.linkedin.com/in/maria-maldonado-smith-a506805/ Website: https://mmsconsultingfirm.com/    

In this episode, we had the pleasure of chatting with the "Cabinet Queen" Corrie Leister, owner of Inspired By U. We dived into what she considers the 4 essential steps to make sure your employees love working with you. This episode it's all about building a fantastic team - a key ingredient for any successful business. Join us as we uncover the secrets to creating a work environment where your employees truly love to be. Download our podcast-exclusive toolkit of templates for your painting company: ⁠⁠www.paintergrowth.com/podcast/⁠⁠ Learn how to grow your painting company NOW: ⁠⁠go.paintergrowth.com?el=podcast⁠ ⁠ Free business breakthrough session with my team: ⁠⁠go.paintergrowth.com/schedule?el=podcast⁠ ⁠ Free training series on Youtube: ⁠⁠https://www.youtube.com/@paintergrowthblueprint⁠⁠ Painter Growth Secrets Facebook group: ⁠⁠https://www.facebook.com/groups/paintergrowth

“...it can be done in inductions, but they're still moving to that portal because a lot of organisations are now either hybrid or remote. And so, it's not as easy as just kind of raising your hand or watching what you know Tom does and how he that he fills out a procedure or whatever it is. People need to be able to be empowered to work independently, as our businesses are evolving and still kind of adapting to what you know, the pandemic put us in. So, they need to have that independence, we can't learn in the same way that we used to learn just by osmosis and just observing other people. That's not an easy thing to do. Over zoom, so more and more businesses are moving towards that Greg DeVore Top Five Tips For Training New Employees Without Pulling Your Hair Out 1. Understand what they need to answer, do, and solve2. Separate actionable from foundational knowledge3. Build checklists, how-to guides, and decision trees (if you can) for all actionable knowledge4. Teach them foundational knowledge, have them practice following guides for actionable knowledge5. Never answer a "How do I?" question with your mouth TIME STAMP SUMMARY 01:48    Start with the end in mind when training employees, focusing on what they need to know       and do.06:04    Training new employees without overwhelming them with information. 11:08    Creating and using checklists, decision trees, and guides in business processes. 15:54    Avoid answering "how do i" questions without pointing to a reference, empowering employees to improve resources and processes. Where to find Greg?Website                             http://www.screensteps.com/ LinkedIn                             https://www.linkedin.com/in/gregdevore  Greg DeVore Bio Greg is not like most CEOs you have met. While he attended both Harvard and Berklee in Boston and California, Harvard was his middle school in Los Angeles, and Berklee was the Berklee College of Music in Boston.In 2003 he co-founded his company ScreenSteps along with his brother. ScreenSteps is a company dedicated to helping businesses transfer knowledge to their employees faster. They do this through a combination of a software platform and a framework that guides organizations in reducing their reliance on tribal knowledge. This has resulted in onboarding programs that cut new hire times to proficiency from 12 months to less then 30 days. Greg is the co-author of the book, Find & Follow: Reduce Supervisor Burnout & Improve Employee Performance by Transferring Knowledge Faster.Greg holds a degree in Composition and Film Scoring from the Berklee College of Music. He resides in McLean, Virginia, with his wife and four boys, which explains the abundance of broken items in their home.

Jim Versweyvld, UW-Extension Farm Management Specialist says farms need to slow down and think about how they introduce new employees to their farming duties.  Clear communications about duties and policies like cell phone use are key.It's all about the numbers.  The latest Census of Agriculture painted a pretty bleak picture if you looked at the cumulative trend for Wisconsin farms.  Stephanie Hoff tries to get a grasp on the trends with the help of Jeff Hadacheck, ag economist, who explains the influences behind the trends.Curt Larson, President and CEO of Equity Cooperative Livestock Sales Association says they're months away from reopening an idle livestock facility in Maquoketa, Iowa.  Larson says the building was erected back in the 60's and was state-of-the-art at the time.  Now, they're repairing fences and replacing scales.  He said their hope is to have it fully operational by late summer, early fall.  He explains the situation to Pam Jahnke. MMore jobs than graduates!  That's the story for the graduating class at UW-Platteville's ag school this spring.  Charitee Seebecker discusses numbers and high demand areas with Dr. Tera Montgomery.See omnystudio.com/listener for privacy information.

Advice for new employees entering a new work environment

Episode 45: Top Five Mistakes New Employees Make In Corporate America Welcome to Career Coaching Xs and Os, the podcast that helps you navigate the challenges of working with extraordinary people. I'm your host, Mark Anthony Peterson, and today we discuss the “Top Five Mistakes New Employees Make In Corporate America.” The top mistakes are: Not Asking Questions At Weekly Corporate Teams Meetings.Talking Too Much at Weekly Corporate Teams Meetings.Not Taking Notes When Your Boss Assigns You A Project.Not Taking InitiativeBeing Too Informal With Senior ExecutivesWant to improve your negotiation skills? Take the 100 Days of Rejection Therapy Challenge. The goal of the 100 Days of Rejection Therapy Challenge is to desensitize yourself to the pain of rejection and to overcome fear. Check out the website at https://www.rejectiontherapy.com/100-days-of-rejection-therapy. I took several challenges. Click the links to see if I got rejected during my negotiations: (1) Rejection 7: Speak Over Costco's Intercom - https://youtu.be/AycKKgP21fQ (2) Rejection 43: Hug a Walmart Greeter - https://youtu.be/GSjyly_C8pM Subscribe to Ceyero Consulting's YouTube Channel. Track my progress as I complete all 100 Challenges.https://www.youtube.com/channel/UC7lxMSEtBOAgNBOPrmA9O_w Need help to develop a business pitch for your startup or small business? Check out my online course "How To Develop A Winning Business Pitch" https://ceyero-consulting-eschool.thinkific.com/courses/how-to-develop-a-winning-business-pitch. The course is only $139.00. Are you thinking of launching a business? Please check out my book, #Guerrillapreneur: Small Business Strategy for Davids Wanting to Defeat Goliath, available on Amazon, Barnes & Noble, and iTunes - shorturl.at/tvLM9 If you like this episode, please subscribe to this podcast and leave us a comment. Please share this episode with your colleagues. Follow us on Twitter @ceyeroconsltg, Instagram, and Facebook @ceyeroconsulting. Please find us on the web at https://www.ceyero.com. If you like Career Coaching Xs and Os, then you might also like my other two business podcasts, #Guerrillapreneur: The Art of Waging Small Business Warfare (Mastermind Interviews with Entrepreneurs, Consultants, and Business Mavericks) and #Gigging: Everything and Sharing Economy (news and predictions about the Sharing Economy).

Who doesn't want to give a new team member the very best chance of success?!Today, we're tackling a crucial part of building a successful team and giving you the perfect 90 day onboarding plan. CONNECT WITH US Claim Your Weekly EDGE Newsletter to Boost Your Productivity. It's FREE!Over 24,225 listeners and counting!-> https://edge.ck.page/bea5b3fda6 If you have an amazing productivity tool or app that will make people more productive please reach out to us at b at brandon c white dot com OTHER GREAT PODCASTS ON THE BEST PODCASTS NETWORK How to Write a Business Plan Podcasthttps://businessplan.buzzsprout.com Owning a Business Podcasthttps://owningabusiness.buzzsprout.com MARKETING Podcast https://PodcastOnMarketing.com The Brandon White Showhttps://myedgepodcast.com Thanks for listening to the productivity podcast!

Text me "commercial" to 208-213-8809 Agency Launch Master Program --- Send in a voice message: https://podcasters.spotify.com/pod/show/agencylaunch/message

Entrepreneur Podcasts | How to Train & On-Board New Employees + How to Create a Winning Culture (Culture Is What You Allow to Grow ) + "Before Success Comes In Any Man's Life, He's Sure to Meet with Much Temporary Failure." - Napoleon Hill Learn More About BunklieLife.com At: https://bunkielife.com/ Business | Learn the SPECIFIC Systems, Proven Processes and Best-Practices Strategies That You Need to Use to Grow Your Business By 10X | Learn How Clay Clark Coached www.PMHOKC.com and www.DelrichtResearch.com Into 10X Growth Business | "Since Working With Clay I've Learned Everything About Business. The Experience Working Here Has Been LIFE CHANGING. I've Not Only Learned New Things, But I've Gained a Whole New Mindset." - Robert Redmond Business | Learn How to Hire, Inspire, Train and Retain High Quality Employees | Learn How Clay Clark Has Helped Multi Clean to Experience EPIC Growth Year Over Year While Building an Incredible Team Business | How to Use Search Engine Optimization to DRAMATICALLY GROW YOUR BUSINESS + How Clay Clark Helped BarbeeCookies.com to DOUBLE the SIZE of Her Business Within Just 12 Months!!! Learn More About the Success Stories Below: www.LivingWaterIrrigationOK.com www.BarbeeCookies.com www.PMHOKC.com www.DelrichtResearch.com www.OXIFresh.com www.PeakBusinessValuation.com www.TipTopK9.com Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About How Clay Has Taught Doctor Joe Lai And His Team Orthodontic Team How to Achieve Massive Success Today At: www.KLOrtho.com Learn How to Grow Your Business Full THROTTLE NOW!!! Learn How to Turn Your Ideas Into A REAL Successful Company + Learn How Clay Clark Coached Bob Healy Into the Success Of His www.GrillBlazer.com Products Learn More About the Grill Blazer Product Today At: www.GrillBlazer.com Learn More About the Actual Client Success Stories Referenced In Today's Video Including: www.ShawHomes.com www.SteveCurrington.com www.TheGarageBA.com www.TipTopK9.com Learn More About How Clay Clark Has Helped Roy Coggeshall to TRIPLE the Size of His Businesses for Less Money That It Costs to Even Hire One Full-Time Minimum Wage Employee Today At: www.ThrivetimeShow.com To Learn More About Roy Coggeshall And His Real Businesses Today Visit: https://TheGarageBA.com/ https://RCAutospecialists.com/ Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/ 75% of Employees Steal from the Workplace - https://www.forbes.com/sites/ivywalker/2018/12/28/your-employees-are-probably-stealing-from-you-here-are-five-ways-to-put-an-end-to-it/ 85% of Employees Lie On Resumes - https://www.inc.com/jt-odonnell/staggering-85-of-job-applicants-lying-on-resumes-.html 96% of Businesses Fail - https://www.inc.com/bill-carmody/why-96-of-businesses-fail-within-10-years.html Learn More About BunkieLife.com Today At: https://bunkielife.com/CLAY

This episode, which is a recording of an Instagram Live I did on October 29, 2023, is part of our mid week release which are recorded Live on Instagram every Sunday at 8.30 EST and released as a podcast on Thursdays.In this episode I also answered questions such as:As a Landscaping Victoria judge, do you feel you learnt anything that will benefit InStyle?What's your favourite plant?What's something you've learnt from your inhouse designer?Do you think Garden Design is a growing industry?You can follow along with the projects we're currently working on via our Instagram page@instyle_gardens@thelandscapingpodcastYou can view each episode on our YouTube channel

There's a reason that onboarding is the very first thing we talk about inside my Ops Playbook. When we don't onboard our employees thoughtfully - both new and new to their role - we can accidentally prevent them from achieving the kind of success and creating the kind of impact they're capable of while working on our team. There are two common beliefs surrounding onboarding that I'm going to DEBUNK today. Because when we don't fully utilize onboarding to our advantage, it can cost us a lot of time, money, and stress through transitions that could actually be smooth, stress-free, and simple. Let's talk about why onboarding is so important to your team operations...and how to do it effectively. WORK WITH LIA: Want a checklist of things you can do THIS month to become a better manager? Check out my Thriving Team Scorecard for a list of quick actions you can take right away with your team: liagarvin.com/scorecard Book a FREE scaling strategy consultation with yours truly: calendly.com/liagarvin/scaleup-strategy?back=1&month=2023-08 Join the MANAGING MADE SIMPLE HUB, a membership community for team leaders and small business owners. This is your one-stop shop for building effective, motivated, & profitable teams: https://www.liagarvin.com/hub CONNECT WITH LIA: Website: https://www.liagarvin.com/ Instagram: https://www.instagram.com/lia.garvin/

SEASON 8 All New Episodes! Daily Leadership Tips and Discussions Paul is back in the recording studio and is bringing new challenges, discussions, leadership tips, and stories. Season 8 is going to be a little different, so be sure to give me feedback and comments by emailing me at Paul@CLCTeam.com  Lots of new stuff to come... please consider subscribing, sharing with a friend, and giving me a review.  while I work through the sound issues this first week back. Have a great day and Lead Well! “Run To Your Challenges!”

In this weeks episode, Sean and Catherine discuss their plan to find a new employee or two. Bringing new people in to your existing team can add some challenges, so picking the right people is crucial. Lets get in to it! Tune in!

Business Podcasts | How to On-Board New Employees + How to Become Organized In Route to Building a Successful Organization + Celebrating the EPIC GROWTH of Josh Spurrell CPA & Brian Wiggs Home Building!!! Learn More About OXI Fresh Franchising Today HERE: https://www.thrivetimeshow.com/oxifresh/ Learn More Today At: www.BunkieLife.com Business | Learn How to Build a Business And Not a Job. Discover How Clay Clark's Business Coaching Has Helped www.PeakBusinessValuation.com to Grow By 217%? | The Importance ofImplementing WEEKLY Proven Systems & Business Coaching Why Do 96% of Businesses Fail By Default? Why 96 Percent of Businesses Fail - https://www.inc.com/bill-carmody/why-96-of-businesses-fail-within-10-years.html Learn More About Opening a TipTopK9.com Franchise Today HERE: www.TipTopK9.com Schedule a FREE Consultation Today At: https://peakbusinessvaluation.com/ - Call 435-359-2684 Business | Learn the SPECIFIC Systems, Proven Processes and Best-Practices Strategies That You Need to Use to Grow Your Business By 10X | Learn How Clay Clark Coached www.PMHOKC.com and www.DelrichtResearch.com Into 10X Growth Business | "Since Working With Clay I've Learned Everything About Business. The Experience Working Here Has Been LIFE CHANGING. I've Not Only Learned New Things, But I've Gained a Whole New Mindset." - Robert Redmond Business | Learn How to Hire, Inspire, Train and Retain High Quality Employees | Learn How Clay Clark Has Helped Multi Clean to Experience EPIC Growth Year Over Year While Building an Incredible Team Business | How to Use Search Engine Optimization to DRAMATICALLY GROW YOUR BUSINESS + How Clay Clark Helped BarbeeCookies.com to DOUBLE the SIZE of Her Business Within Just 12 Months!!! Learn More About the Success Stories Below: www.LivingWaterIrrigationOK.com www.BarbeeCookies.com www.PMHOKC.com www.DelrichtResearch.com www.OXIFresh.com www.PeakBusinessValuation.com www.TipTopK9.com Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About How Clay Has Taught Doctor Joe Lai And His Team Orthodontic Team How to Achieve Massive Success Today At: www.KLOrtho.com Learn How to Grow Your Business Full THROTTLE NOW!!! Learn How to Turn Your Ideas Into A REAL Successful Company + Learn How Clay Clark Coached Bob Healy Into the Success Of His www.GrillBlazer.com Products Learn More About the Grill Blazer Product Today At: www.GrillBlazer.com Learn More About the Actual Client Success Stories Referenced In Today's Video Including: www.ShawHomes.com www.SteveCurrington.com www.TheGarageBA.com www.TipTopK9.com Learn More About How Clay Clark Has Helped Roy Coggeshall to TRIPLE the Size of His Businesses for Less Money That It Costs to Even Hire One Full-Time Minimum Wage Employee Today At: www.ThrivetimeShow.com To Learn More About Roy Coggeshall And His Real Businesses Today Visit: https://TheGarageBA.com/ https://RCAutospecialists.com/ Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/ 75% of Employees Steal from the Workplace - https://www.forbes.com/sites/ivywalker/2018/12/28/your-employees-are-probably-stealing-from-you-here-are-five-ways-to-put-an-end-to-it/ 85% of Employees Lie On Resumes - https://www.inc.com/jt-odonnell/staggering-85-of-job-applicants-lying-on-resumes-.html 96% of Businesses Fail - https://www.inc.com/bill-carmody/why-96-of-businesses-fail-within-10-years.html

PRO TIP – Send your New employees to your next Trade ShowThis secret will help your brand new employees and team members get up to speed quicker than ever! Shorten the learning curve! You'll hear this only on Trade Show University!*** WATCH this episode on YouTube! https://www.youtube.com/watch?v=QFivUR63ITg&t=173sIn this episode, I give you 4 reasons why you need to send your brand new employees to visit and even work at your next trade show, and 5 tips to get your new people as effective and efficient as possible at the event! Let's go!The 4 Reasons Why... Allows them to learn all about your industry and get up to speed quickly. If they are brand new to the industry there's nothing better! Seeing all the types of companies that are involved, learning about trends, and seeing how your company is positioned. If they're familiar with the industry, gets them to see things from a new vantage point!Allows them to do amazing market research by talking one on one with customers, prospects and vendors. Nothing like a new person to ask great questions!Breaks up the routines for that new person. We've all been there – like drinking out of a firehose trying to get our bearings in a new job. Getting out of the office or the usual workplace can be such a great thing for a new person.Accelerate the bonding and brings them into your team quickly. Nothing like spending a couple of days together to allow them to get to know you and you get to know them.5 TIPS to get New Team Members as effective and efficient as possible at the event:Give them specific tasks to do, set meetings for them with customers or vendors especially those they'll be interacting with in the position.When they're in the booth, have them observe conversations with your team to learn.Get them outside the booth to walk the show and gather info. And go have them do some research on the competition!Have them attend workshops and breakout sessions on your behalf to take notes. Duplicate your time!Make sure you take the time to watch them as well – how are they talking with prospects? How are they blending with your team? How are they socially? Mentioned in this episode:Exhibitor Expert Review - exclusively from Trade Show UniversityReady to exhibit at your next Show? Don't make the mistake of waiting until you get to the show to learn lessons on what you can do better and tweaks you can make for next time. You can do that BEFORE this next show and accelerate your results! I can help you get locked in for Success with an Expert Review! • Having a professional set of outside "eyes" is important because You Don't Know what You Don't Know! • 30+ year Trade Show expert will review: o Design o Messaging o Goals & Metrics o Engagement Questions o Attendee journey • Identify the Gaps and Opportunities you don't even know exist! • And get you capturing more Qualified Leads than ever before • Visit Tradeshowu.biz/services

Today Andy welcomes another stellar roundtable with guests Nabeil Alazzam, founder and CEO at Forma.ai, Frank Cespedes, author and Senior Lecturer at Harvard Business School, and Drew Neisser, Founder of CMO Huddles, and was Founder and CEO of Renegade Marketing.They start out today discussing the fact that many companies are neglecting simple yet crucial steps to foster success among their new hires. and give examples of strategies that companies can implement to ensure their new sales representatives are set up for success.They get into various topics including accurate quota setting, the role of incentives in driving desired behaviors, the need for clear process guidelines, and the evolving role of the account executive. They also shed light on the cultural challenges surrounding sales effectiveness and the critical importance of having confidence in winning sales opportunities.They continue talking about how data and technology are shaping the sales landscape and discuss the disconnect between the speed at which businesses are evolving and the slow adaptation of incentives. They emphasize the need for collecting and analyzing data to inform compensation structures, particularly in onboarding new sales reps.Additionally, the group tackles the role of marketing in the buyer journey and the potential impact on sales processes. They question the separation of demand generation from demand capture, highlight the pitfalls of focusing solely on filling the sales funnel.Connect with Nabeil, Frank, and Drew on LinkedInHost Andy Paul is the expert on modern B2B selling and author of three best-selling, award-winning sales books, including his latest Sell Without Selling Out. Visit andypaul.com to subscribe to his newsletter for even more strategies and tips to accelerate your win rate!Thank you to our sponsors:AllegoClozdCognismEpisode highlights:Incentives prioritize customer journey and sales process.Incentive adjustments lagging behind business changes. Managing change in sales during a pandemic.Quota: justification, motivation, human psychology, unforeseen effects.Separating demand generation from demand capture.Marketing myths: buyers need guidance, not pitches.Overqualifying opportunities may lead to loss. Specialization in go-to-market functions. Quarterback role in sales process. Possible evolution in qualification processes.

Michael Levitt of Breakfast Leadership helps you onboard new employees more effectively Episode 1044: Onboard New Employees More Effectively With These Tips by Michael Levitt of Breakfast Leadership on Hiring New Company Members Michael Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout media firm. He is a Certified NLP and CBT Therapist, and is one of the world's leading authorities in burnout recovery and prevention. He is also a Fortune 500 consultant, #1 bestselling author, and host of the Breakfast Leadership Show, a top 200 podcast on iTunes. He is a 2x Top 20 Global Thought Leader on Culture with Thinkers360. He is a former Healthcare executive, CIO, and CFO overseeing $ 2 Billion budgets, so he's seen and done it all. The original post is located here: https://www.breakfastleadership.com/blog/onboard-new-employees-more-effectively-with-these-tips  Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

You are who your surround yourself with. The 3 traits to look out for... Follow the podcast to elevate yourselves with Luke Belmar's Data Sets

In this engaging episode of "Cloud Talk," host Jeff DeVerter sits down with Josh Prewitt and Travis Runty, esteemed senior leaders at Rackspace. Prepare to be inspired as they share their remarkable journeys, starting from entry-level positions and ascending to influential leadership roles within the company. Get ready to uncover the strategies and insights they acquired along the way. Together, they reveal what they look for in new employees, offering valuable perspectives on the qualities and attributes that distinguish exceptional candidates in the tech industry. With a focus on empowering the next wave of employees, Josh and Travis provide invaluable advice that can shape careers and drive professional growth. Discover how they caught the attention of their peers and superiors in those early years, and gain practical tips for maintaining visibility and seizing opportunities throughout your own career path. Moreover, explore the intriguing aspect of formal education and its role in the technologists' journey. Josh and Travis share their personal experiences, highlighting how they leveraged hands-on experience and continuous learning to excel in the ever-evolving tech landscape, proving that success is not solely determined by formal education. Join Jeff, Josh, and Travis in this thought-provoking conversation as they discuss the real-life stories behind their rise to senior leadership positions. Whether you're an aspiring professional seeking guidance or a seasoned veteran seeking new perspectives, this episode offers a wealth of inspiration and practical insights. Tune in to "Rising to the Challenge: Success Stories of Senior Leaders at Rackspace" and discover the compelling narratives of these exceptional leaders who epitomize what it means to thrive and make an impact in the world of cloud technology.

Host Chris Jennings is joined by Linda Powell, director of media relations for Mossberg. The pair talk about Powell's 27-year career in media relations in the outdoor industry. Powell offers guidance for anyone wanting to work in the outdoor/gun industry and how she prioritizes relationships to improve her business. They also discuss several exciting new offerings for waterfowl hunters in 2023 from Mossberg.

Today With Jessica Harling: Hi, welcome to Window Treatments for Profit. Today we have a very exciting episode, where we'll talk about some tips for training new employees effectively. For this I've asked my good friend Jessica Harling to join me on the show today.  Jessica is the founder of Behind the Design, a People Operations company that enthusiastically collaborates with leadership to build dream teams. Grab a pen and paper for this one! More About Jessica Harling With unwavering conviction, Jessica Harling can break down complex decisions to simplify an action plan. Her dynamic problem-solving can confront potential obstacles proactively and energize any team, making others feel valued to achieve their ambitious company goals. She is the founder of Behind the Design, a People Operations company that enthusiastically collaborates with leadership to build dream teams! From recruiting to training and process development, their intuition for creating strong emotional connections discovers and nurtures rockstar talent with established streamlined processes that impact the company's bottom line. Connect with Jessica Harling Website Instagram  Facebook  LinkedIn What's new with LuAnn Nigara LuAnn Live 2023 luannuniversity.com http://www.luannnigara.com/cob A Big Thank You to Our Keynote Sponsors: Nancy Ganzekaufer Traci Connell Duke Renders Get The Goodies! For checklists, resources, and extra goodies from A Well-Designed Business sign up for free here. To Get on LuAnn's Email List, text the word designbiz to 444999! Purchase LuAnn's Books Here: Book 1: The Making of A Well – Designed Business: Turn Inspiration into Action Audiobook: The Making of A Well – Designed Business: Turn Inspiration into Action Book 2: A Well-Designed Business – The Power Talk Friday Experts Pre-Order Book 3: A Well-Designed Business – The Power Talk Friday Experts Volume 2 Connect with LuAnn Nigara LuAnn's Website LuAnn's Blog Power Talk Friday Like Us: Facebook | Tweet Us: Twitter | Follow Us: Instagram | Listen Here: Podcast Other Shows Mentioned: #634: Power Talk Friday: Jessica Harling: A Specific Process for Onboarding a New Hire   #760: Jessica Harling: The 7 Step Sales Process for Interior Designers and Window Treatment Professionals   WTFP #84: Jessica Harling: Key Steps to Onboard & Train New Employees   WTFP #67: Jessica Harling: The Art of Decision Making   WTFP #61: Jessica Harling: The 7 Step Sales Process and 3 Proven Sales Techniques to be More Successful  

Today's solo REAL TALK episode is answering a question I get asked almost daily: Can I charge new employees training fees for the time I spend onboarding them? If I pay for an employee to be trained to do ___ in my business, can I require they stay? have them pay me back? hold them to a NDA or non-compete? How do I as a business owner educate + onboard a new employee without eating the entire cost? To answer this question, and everything you need to know about business growth and leadership, you do not want to miss out on ‘Your Hiring Guide' masterclass coming to you on the Golden Experience Guide education platform June 1. Enjoy! x, --- Support this podcast: https://podcasters.spotify.com/pod/show/danielle612/support

How do you feel about onboarding new employees?My goal with this episode of Design Your Wedding Business is to create some ease around the onboarding process because it tends to cause a lot of anxiety. We're going through everything you need to cover in your onboarding process start to finish, item by item. By the end of this episode, you'll have a complete plan to create your onboarding process from the interview and offer letter all the way through to the end of training. Topics covered in this episode include:Templates that will help you with the onboarding process What to put in your offer letter How to prepare for an interview How to help your new employee feel comfortable and supported If onboarding is intimidating to you and maybe even holding you back from growing your team, all you need is 12 minutes to listen to this episode and you'll be fully equipped with everything you need to know to set up your onboarding process. Tune in to get started now!I would love to connect on Facebook: www.facebook.com/DesignYourWeddingBusiness & Instagram: www.instagram.com/design_your_wedding_business/!Resources Mentioned:Join the Facebook Group: www.facebook.com/groups/designyourbusinessjentaylor Show notes available at jentaylorconsulting.com/episode54

Retirements and competitive hiring makes storytelling critical for staff retention. How can you introduce new team members to your culture and keep them happy? Kathryn Green shares her co-op's onboarding process, which turns the first few days on the job into memorable moments.

Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/

On this episode of eLABorate Topics, host Tywauna Wilson interviews past ASCP Forty under 40 award winners Stephanie Whitehead and Tiffany "Medical Lab Lady" Gill. They share their leadership tips and talk about their laboratory journeys. Tiffany talks about receiving the Forty Under 40 award and what she did to make her application stand out. She also talks about how she stumbled into the laboratory profession and found it fulfilling. Stephanie emphasizes the importance of not giving up and networking with fellow laboratory professionals. Listeners will learn about the non-traditional experiences that can lead to a career in the laboratory profession and the importance of advocating for the profession.Here are some key takeaways from the episode: Don't be discouraged if you don't get an award the first time you apply, as it's common to apply multiple times before receiving recognition. Networking and making your application stand out by highlighting your impact and accomplishments are important steps toward growth in laboratory medicine. Finding a professional support system is crucial for advancing one's career in laboratory medicine. Keep learning and growing. Connect with us on LinkedIn: eLABorate Topics Group and give us your feedback!Guest Bios:Tiffany Gill a tenured professor and MLT Program Coordinator at the College of Southern Maryland. She is also the YouTuber and internet personality known as Medical Lab Lady Gill. Through her brand she spreads awareness of the medical laboratory's role in the Healthcare team while providing resources and support for laboratory educators, students, and practicing professionals. Professor Gill is an ASCP 40 Under Forty Top Five honoree of the 2022 class. She is an ASCP mentor, Social Media committee member, Hematology BOC Exam committee member, and founder of the Cell Bowl.Stephanie Whitehead is the Executive Director of Pathology and Laboratory services, at a large health system in South Texas. Outside of this work, she is a passionate and active leader for several professional organizations. Stephanie currently serves as on the Board of DIrectors for the ASCP as the Chair Elect of the ASCP Council of Laboratory Professionals (CLP). She also serves on the  Mentorship, ELMC2 and Diversity Advocacy Committees for the ASCLS. She is a professional mentor through both the ASCP and ASCLS mentorship programs. Stephanie frequently presents at national and state conferences as an expert on advocacy and strategies relevant to the laboratory profession. Join Team #eLABorate and connect with us!Podcast Call to ActionWe would love to feature YOU!!!Share your favorite takeaway from today's episode: Video ReviewBe an eLABorate Supporter!1.     Listen on directimpactbroadcasting.com, Spotify, Apple Podcast, or your favorite podcast platform2.     Don't forget to subscribe to the show on your phone, tablet, or notebook so you never miss an episode!3.     Be sure to leave a comment, and share it with fellow medical laboratory professionals!4.     Join our eLABorate Topics Group on LinkedIn5.     Leave us a Video Review and we will feature you on our Social Media: Video ReviewBe a Guest on our show!If you have a leadership or laboratory message to share and would like to be a guest on the show, please reach out to us by completing the guest interest form or send us an e-mail us at elaboratetopics@directimpactbroadcasting.com. 

On this episode of Benefits Like a Boss, we are joined by a powerhouse in the nonprofit space, winner of the 2022 California Nonprofit of the Year Award, Richmond Area Multi-Services, Inc. (RAMS). Featuring RAMS leaders Trina de Joya (Director of Human Resources) and Erick Divina (Wellness and Engagement Manager), this latest conversation takes a deep look at some of the innovative projects which led to RAMS being selected as the 2022 California Nonprofit of the Year. De Joya walks us through her history with the San Francisco Health Care Accountability Ordinance (HCAO), and the work she and other committee members are doing to keep it up to date with the constantly changing landscape of healthcare and health insurance. We'll also hear from Divina about the ONE (Orientation of New Employees) program he helped implement, and how it helps new employees lean into RAMS' mission, and connect cross-functionally across the organization.Richmond Area Multi-Services (RAMS): https://ramsinc.org/Show edited by: Tim Pogo timpogo@timpogo.comTo learn more about Nonstop Health: nonstophealth.com

We continue this week to showcase all the wonderful people that were lucky enough to attend the Whip Mix (https://www.whipmix.com/)Digital Forum (https://www.whipmix.com/special-events/2022-digital-forum/) in Louisville, Kentucky last October. This time it's two conversations, each with a past podcast guest that brought a friend. First up is one of the co-founders of Ladies of the Mill (https://www.ladiesofthemill.com/) and owner of Oak Dental Designs (https://www.oaksdentaldesigns.com/), Jill Swafford. Jill brings along her first employee, Eiron Simmons who joined Jill with zero experience. They talk about working together, moving into the new facility, and what we might see at the next Ladies of the Mill Summit. Then we are joined by Todd Hydock from Zest Dental Solutions (https://www.zestdent.com/). Todd was at the show exhibiting and doing a hands-on course with Dr. Michael Scherer. Dr. Scherer talks about his practice, his love of overdentures, the new Locator Fixed solution, and everyone's favorite shade? Great stuff from Louisville! Two dynamic teams have joined forces to rock the intraoral scanning world! Whip Mix (https://www.whipmix.com/) has added the 3Shape TRIOS® (https://info.whipmix.com/en/3shape-trios-contact-us) line of scanners to its line of digital solutions for the dental office. Together, this dynamic duo can get your dentists scanning, providing you the reliable scans you need for your lab work. If you are interested in learning more about helping your dentists, go to: http://tinyurl.com/Whipmixtrios Special Guests: Dr. Michael Scherer, Eiron Simmons, Jillian Swafford, and Todd Hydock.

Dirty and Drivens main mission is to Gain, Train, and Retain new employees in the Blue Collar world. Today we are talking about the "Gain" part of that We have all heard a business owner say that they can't even get an application in their hands. So we ask, "where are you looking?" After we address this we break down several ways that employers are successfully finding new employees Are you needing new avenues to get new people in the door? Give this episode a listen!   Don't forget to give us a like, a follow, and a share! We are on faceook and instagram: @dirtyanddriven Email us: dirtyanddriven@gmail.com Sticker Giveaway: Send us a DM or an email and we will mail you and/or your crew stickers for FREE, you don't pay a dime

From Tallinn, Estonia... A tech tip about the joys and dangers of living on the bleeding-edge by trying new software and technology from sites like ProductHunt and using them in mission-critical applications before they're ready. Some concise advice about hiring - why it's cyclical, how the market can change quickly, and what you can do to make yourself and your practice more alluring to potential employees - specifically the idea of "async" work.

From Tallinn, Estonia - A tech tip about the joys and dangers of living on the bleeding-edge by trying new software and technology from sites like ProductHunt and using them in mission-critical applications before they're ready. Some concise advice about hiring - why it's cyclical, how the market can change quickly, and what you can do to make yourself and your practice more alluring to potential employees - specifically the idea of "async" work.

Brandon outlines eleven qualities to look for when hiring new employees. These are used in addition to the technicaal or knowledge required for the specific position. CONNECT WITH US Sign up for our NewsletterOver 17,200 listeners and countinghttps://edge.ck.page/bea5b3fda6 EPISODE LINKS: HELPFUL FREE RESOURCES: How to Write a Business Plan in 13 easy to Build Slides. FREE 30+ page ebook https://www.buildabusiness.io/guide-to-building-the-perfect-business-plan1600276207655 NOTE: If you would rather have someone build your business plan, pitch deck and financials for you, reach out to Brandon directly at B at BrandonCWhite.com  EDGE PODCAST INFO: Apple Podcasts https://podcasts.apple.com/us/podcast/edge/id1522407349 Spotify https://open.spotify.com/show/7a3WcnSn9PlvwwF5hn4p4S YouTube Channel: https://www.youtube.com/channel/UCabV9Rcw4MohWvTGr3OTzFw Website https://MyEDGEPodcast.com RSS Feed https://buildabusinesssuccesssecrets.libsyn.com/rss SUPPORT & CONNECT EDGE NEWSLETTEROver 17,200 listeners and countinghttps://edge.ck.page/bea5b3fda6   EDGE Podcast. A top podcast for entrepreneurs! https://myedgepodcast.com

Bill Falconer / Founder & Chief Executive of Live Oak Caregivers Bill Falconer is the Founder and Chief Executive of Live Oak Caregivers. He has over 30 years of business consulting and professional services experience, specializing in business strategy, customer relationship management and training teams of service providers. Live Oak Caregivers is dedicated to providing professional in-home care giving services that promote wellness, dignity, safety and quality of life while supporting the vital activities of daily living. We strive to deliver the level of care and compassion that we would insist on for our own family members. - Licensed in Georgia and Tennessee with offices in Atlanta and Chattanooga - Successfully completed over ONE MILLION hours of caregiving - 160+ of our active caregivers have logged more then 1,000 hours of care for us - 50 of our caregivers have completed 5,000 hours of caregiving Live Oak Caregivers is NOT a franchise. We are a privately held organization focused on serving families. Having delivered over half a million hours of elderly care to many different clients with varying health and cognitive challenges, we have the experience to care for your loved ones. As an effort to ensure the safety of our clients, we conduct comprehensive background checks on each of our 300+ caregivers. Our background screening includes criminal record history, motor vehicle history, employment references, education history, TB testing and sex offender registries.  Through a comprehensive hiring and training program, we ensure that each of our 300+ caregivers are highly qualified, and demonstrate patience, respect and encouragement with every client. Our mission is to provide the very best service in the home care industry, and help our clients enjoy as much independence as possible while remaining in their own homes. Prior to Live Oak Caregivers, Bill served as President of Summit Industries, a consumer and health care products manufacturing company and was the Co-Founder of Midtown Consulting Group, a strategic business management consultancy. He also serviced as Vice President at The North Highland Company, where he led their CRM and Business Intelligence practices in Atlanta and was a Sr. Manager in Accenture's Strategic Services practice.  Prior to attending business school, he served as a Sr. Engineer for Exxon. Bill grew up in Athens, Georgia, received his Bachelor of Science in Industrial Engineering from the Georgia Institute of Technology, and an MBA from the Kellogg Business School at Northwestern University. Bill and his wife, Sharon, have four children. https://youtu.be/LuZrlJnfKHM Ted Jenkin / Oxygen Financial (Host) Lee Heisman / Savant CTS (Host) Bill Falconer / Live Oak Caregivers (Guest)

In today's episode we talk about how to hire new employees. We talk about Indeed and other places to consider recruiting new employees. We also chat about the onboarding process and how to overall improve company culture to attract the best employees possible. Today's special guest James Manske is the owner of a Elkhorn Lawn Care, a multi-million dollar lawn care business in Nebraska.  Save 50% off Equip Exposition Registration GreenIndustryPodcast.com GetJobber.com/Paul Gulf Coast Bookkeeping Best Accounting Software: Quickbooks Online Recommended Website + Marketing Services: Pure Marketing Team Purchase Paul's Books on Amazon: Books Paul's Audiobooks: Cut That Grass and Make That Cash Best Business Practices for Landscapers 101 Proven Ways to Increase Efficiency and Make More Money in Lawn Care Follow us on Instagram: @greenindustrypodcast @pauljamison Follow us on Facebook: @greenindustrypodcast Follow us on YouTube: Green Industry Podcast