Gut + Science (Nikki Lewallen Gregory)

Nikki Lewallen Gregory delves into the world of Collaborative Team Development (CTD) with special guest Projjal Ghatak, the CEO of Onloop. Together, they explore this innovative model that promotes clarity, enhances employee engagement, and delivers remarkable results within teams. They discuss the essence of high-performance teams and the pursuit of sustainably optimized performance. Join them as they dive into the visual representation of CTD, offering listeners a comprehensive understanding of this transformative approach to team development. Get ready to unlock the secrets of thoughtful and productive leadership, all in the name of advancing people at work and achieving business excellence.

Additional Resources:
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Connect with Projjal on LinkedIn
Learn about the CTD Framework
Learn more about OnLoop 

Chris Howald is the CEO at Tweet/Garot Mechanical, Inc. and is a fourth generation leader where he believes he is a steward to his employees and the business instead of just an owner.

In this subseries, Nikki has partnered with Performa, a purpose-driven, fully integrated architecture, engineering, and design firm that gives people (and purpose) the space to thrive. In this episode, Chris, Nikki, and co-host Brian Netzel of Performa discuss what it looks like to surrender control to empower your people to perform at their best.

Book Recommendations

• The Fountainhead by Ayn Rand
• Catch 22 by Joseph Heller
• Mind of a Leader by Rasmus Hougaard and Jaqueline Carter

Additional Resources

• Learn more about Performa: https://www.performainc.com/
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Abbey Johnston is a passionate and enthusiastic individual who is dedicated to helping people realize the power they hold in making a positive impact. She believes that everyone has the ability to make a significant impact at any given moment, and she aims to inspire others to recognize and value their own potential. Through her work, Abbey hopes to empower individuals to harness their positive charge and make a lasting difference in the world. Abbey joins the latest episode of Gut+Science to share wisdom on the value of being intentional, embracing our unique styles of leadership, and the underestimated influence we have on others. We'll hear stories that highlight the power of awareness, the significance of feedback, and the importance of being present in the moment. Let's jump into this inspiring conversation on being a better leader and making a purposeful impact!

Additional Resources

• Connect with Nikki on LinkedIn
• Follow PeopleForward Network on LinkedIn
• Connect with Abbey on LinkedIn
• Learn more about AG Collaborative
• Learn more about PeopleForward Network

Stephen Shedletzky is a Keynote Speaker and the Author of Speak-Up Culture: When Leaders Truly Listen, People Step Up. He joins Nikki Lewallen Gregory to share why leaders should ask themselves two vital questions: "Is it safe?" and "Is it worth it?" to build an environment where open communication thrives. He also reveals the pillars of creating a speak-up culture: psychological safety and the perception that speaking up is worthwhile. Together, they will explore the impact of leadership on organizational culture and discover practical strategies to encourage and reward speaking up. Stay tuned for a captivating conversation that will inspire you to foster a culture of open communication and empower those around you to find their voice.

Additional Resources:
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Connect with Stephen (Shed) Shedletzky on LinkedIn
How to Create A Speak-Up Culture Episode
Speak-Up Culture: When Leaders Truly Listen, People Step Up
Learn more about Shed Inspires

Truth You Can Act On: 

1. Take Time Out to Team Build. Spend time getting to know the people you work with.  
2. Purpose is the Core of a Business. Reiterate the purpose of the company regularly and pour into the purpose of your people. What is their personal purpose? How does your business help that come alive?
3. Leaders Are Doers. Jump in more often! 

Full Show Notes:

• https://gutplusscience.com/don-brown

Book Recommendation: 

• Exponential Organizations by Salim Ismail

Sponsor:

• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Burnout is a condition that arises from prolonged and excessive stress, leading to emotional, physical, and mental exhaustion. It is characterized by feelings of being overwhelmed, emotionally drained, and unable to cope with constant demands. While the awareness of burnout has increased in recent times, prevention efforts are still ongoing, and there is still a long way to go.

In this episode, Andrea Coyle, Chief Clinical and Innovation Officer of SE Healthcare, explains the nature of burnout and offers insights on how we can contribute to preventing it.

Additional Resources:

Check out this Nurse Burnout Prevention Program

Connect with PeopleForward Network

The countdown to 100 is on at Gut+Science! As we build up to our 100th episode, we’re revisiting our 9 most popular episodes to get a refresher on how these leaders have built people-forward companies. This episode is jam-packed with Truth You Can Act On so grab a notebook and listen in!

Today we’re hearing Truth You Can Act On from our conversations with Tom Jackson, Jethro Lloyd, and Mike Baer. Listen in for the full rundown (and you might want your notebooks handy).

Truth You Can Act On:

1. The entire work environment has permanently changed. Your business has to change in order to survive and thrive. This is a must to understand and embrace as a leader.
   • [00:08:45]from an opportunity perspective, if a business is able to adapt and work from home, I think there's a tremendous amount of opportunity maybe to even create a competitive advantage.[00:08:55]
     [00:08:11] The problem is when they need to develop or grow into a new role and change. So employee development and a work from home environment is much more difficult than it is in the office. And that challenge is even greater for new employees who are trying to adapt to a new culture and to learn new tasks for the very first time. Doing that from a home office is much more difficult. [00:08:39]
2. Be incredibly transparent with great communication. Communicate more and share more.
   • [00:03:07]I think what's really important for organizations as they open back up is first of all, they need to ensure that they are being incredibly transparent about the policies that they're putting in place and communicating well with their employees. And there's a lot of things that they'll have to do differently as they bring people back into the office or onto the production floor. [00:03:28]
3. Think through the policies you need to add and what you need to reiterate. Now is the time to make sure employees know them very clearly.
   • [00:06:56] So normal practices that I mentioned earlier about, uh, taking your temperature to help ensure that you don't have a fever is a really great way to help isolate people who have sickness. Communicating with people who have been exposed to people who may have had a fever in the past so that they have an opportunity to self isolate, changing the way you do business so that employees can operate at a social distance from each other of six or more feet. And then also ensuring that all employees have the appropriate amount of protective equipment, like face masks and gloves, access to hand sanitizer, and the ability to wash their hands on a regular basis. All of those things are incredibly important for businesses that have to return to work. Many businesses though, are functioning in a new normal where they're able to work from home. [00:07:48]
4. Be cognizant of employees' apprehension to the changes and returning to work. Take time to address them in group forums and encourage managers of all levels to have 1-1 conversations.
   • [00:05:16] There is a lot of fear in the society right now around COVID-19 and it's impacting people's opinions and their willingness to return to work. [00:05:24]
   • [00:04:21] Probably the best way to do that is to just simply ask. I know with my employer Ascentis we were very, very quick to provide a work from home environment for those that were still in the office. And now for more than a month, we've been taking a weekly survey, gaging our opinions and our concerns and our fears as pertains to return to work. So even as policy is allowing businesses to open back up and return to the office, our organization is taking a cautious approach and ensuring that the employees are ready to return to work while they also think about their profitability and their ongoing business. [00:05:01]

Full Notes:

• https://gutplusscience.com/matt-hassler/

Nikki’s Book Recommendation:

• John Adams by David McCullough

Sponsor:

• Ascentis –  As we transition into the new normal at work, it’s time to start creating a safer work environment for employees. Ascentis is making the transition easier for businesses that use time clocks with CarePoint–a completely touchless time clock experience with configurable prompts and voice command capabilities. To learn more about how CarePoint can create a safer environment for your workforce, visit https://www.asenctis.com/carepoint

Josh Jones is passionate about leveraging technology to enhance recruitment processes. With expertise in AI-powered candidate sourcing and robust recruitment marketing, Josh has been at the forefront of implementing innovative tools that support diversity and inclusion initiatives within companies.

He joins Nikki Lewallen Gregory to share valuable insights on the future of work and the overwhelming options technology offers. They dive into the importance of consistency in the application process and how technology can enhance the candidate experience. Get ready to be inspired as we delve into the necessity of embracing technology in the rapidly evolving AI landscape. Stay tuned as they discuss how technology can be a solution to problems, build capacity through automation, and support diversity, equity, and inclusion.

Additional Resources

• Connect with Nikki on LinkedIn
• Connect with Josh on LinkedIn
• Follow PeopleForward Network on LinkedIn
• Learn more about PeopleForward Network

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. This episode is getting taken over by Liesel Mertes, Founder of Handle with Care Consulting and host of the Handle with Care: Empathy at Work podcast.  

In this episode she explains why the phrase "Let me know how I can help" isn't the best way to support a friend or coworker.

Follow to get your Monday Fired up.

Truth You Can Act On:

1. Know people’s motivation: We can't treat all of our people the same. Everyone's motivated in different ways and we have to know what's there why. We have to spend time listening and understanding how your employees are motivated.
2. Employees first: Customer service should be a top priority but it can’t take precedence over your employees. When you help your employees win they’ll walk through fire for you and your customers.
3. Build on their strengths: Always look for the good in people and acknowledge what they’re doing well. You can build loyalty by leading with positivity. When we have a strong relationship with people they stop expecting you to be perfect and start focusing on how they can help bring the company’s vision to life.
4.  

Nikki’s Book Recommendation:

• What It Takes by Stephen Schwarzman
• What You Do Is Who You Are by Ben Horowitz
• rEvolution: Turn Crisis Into Clarity And Ignite Growth by Tim Leman

Sponsors:

• The Zone – The Zone is the space where happiness and high performance coexist. We believe in making organizations more human and for this to happen we should not have to trade one for the other. We’re offering 10 free coaching sessions to Gut+Science listeners. Visit https://thezone.co/gutscience/coaching to get started.

Estrella Parker is the Chief Human Resources Officer at Satellite Healthcare / WellBound where she aims to create a great patient experience by inspiring employees and team members. 

In this episode, you’ll hear Estrella speak on the importance of building workplaces where employees experience meaning and how the first step to achieving that goal begins with listening and inspiration. 

Book Recommendation

• 365 Days by Rumi

Sponsor Resources: 

• The Resilience Workbook - Strengthen your organizational resilience and align team goals with The Resilience Workbook,  a free 12-page resource to mitigate clinician burnout. Download it here: https://wambi.org/building-culture-of-resilience-workbook/
• Interested in continuing the discussion? Sign up to receive Wambi's newsletter: https://mailchi.mp/wambi/mailinglist-signup

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Tim Spiker is taking over this episode with a message of how to be more inwardly sound and others focused. 

Follow to get your Monday Fired up and hear more from Tim as he launches his own podcast on the PeopleForward Network.

As leaders, it's important for us to model behavior that is healthy for our people. 

Listen in as Gut+Science host Nikki Lewallen (@nikkilewallen) and Nicole MacLean (@nicolemmaclean), Director of Marketing Relationships at Emplify, discuss the importance of rest - and how it directly impacts employee engagement. 

If you haven't scheduled that vacation yet, maybe this episode will give you some inspiration!

Full Shownotes:

• https://gutplusscience.com/nicole-maclean/

Sponsors:

• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Tim Winders is a performance coach and host of the podcast SeekGoCreate. He has an overcomer journey, having faced the struggles of finding himself and his purpose.. 

Tim Says, “Leadership is being a steward over the people, places and things that you have been gifted with.” Listen as Nikki and Tim dive deep into finding our assignment in the world and how to be a servant to others. 

Book Recommendations

• Greatest Salesman in the World by Og Mandino

Additional Resources

• Listen to Tim’s podcast SeekGoCreate: https://seekgocreate.com/
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

“Listening well is one of the easiest and most effective ways of making people feel seen and heard.”

Michael Piperno, a Principal and Communications Expert at Comvia, helps organizations understand how to communicate clearly so they can build and maintain healthy business relationships.

In this episode, Michael shares his insights on effective listening, a skill he calls an underutilized superpower. Listen in for practices on mastering it along with tips for using body language and tone of voice to make people feel like they’re the only person in the room. Along the way, you’ll learn how to be more intentional when listening, allow for pauses, and avoid judgments.

Book Recommendation:

• Stand Out by Carol Kinsey Goman
• You According to Them by Sara Canaday

Additional Resources:

• Connect with Michael on his website or Twitter
• Check out Michael’s blog and his podcast The Leadership Communication Show
• Subscribe to the Communication Matters Newsletter
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Truth You Can Act On:

1. Millennials are now the largest population in the workplace. They want two things most: Regular feedback and an employer that stands behind them.
2. Communications platforms need to be easily accessible from all devices. Whatever you’re doing to communicate now – increase the cadence.
3. Reminder – Reject the generational stereotypes that you hear. The only exception is your own experience.
4. Your application process must be simple. If it’s not, you’ll be missing out on recruiting younger talent.

Full Notes:

• https://gutplusscience.com/bob-greene/

Nikki’s Book Recommendation:

• Generations, Inc: From Boomers to Linksters by Meagan Johnson

Sponsors:

• Ascentis –  Ascentis is a SaaS-based Human Capital Management software that offers easy-to-use HCM, HRIS, online payroll, talent management, recruiting, and timekeeping solutions. Request a complimentary review of your processes and policies at https://www.ascentis.com/gutscience/

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

Who can help push you to reach your goals?

Subscribe to get your Monday Fired up.

In this episode, Nikki is joined by Kristi Skutvik, Co-Founder & Chief Vibe Officer at workvibes to chat about creating positive work vibes and simplifying work for a more fulfilling experience. Kristi defines workplace culture as a collective energy and emphasizes the importance of connecting with others through simplified communication tactics like video messaging and real-time feedback. Listen in to uncover the importance of understanding one's own purpose and values for finding fulfilling work, as well as creating positive work environments through factors like connection, autonomy, flexibility, and recognition.

Additional Resources:

• Connect with Nikki on LinkedIn
• Follow PeopleForward Network on LinkedIn
• Learn more about PeopleForward Network
• Connect with Kristi on LinkedIn
• Learn more about workvibes

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Oscar and Kiya Frazier bring the fire today with a discussion around how to get through the forming, storming, norming, performing phases to reach high-performing status for your team(s).

Follow to get your Monday fired up.

Mona Veiseh, the CEO of NuWest Healthcare, has been instrumental in the company's 500% growth year-over-year for the last three years. What’s helped drive their success is Mona’s passion for helping her team members find and develop what she calls their individual superpowers.

In this episode, Mona and Brandon Miller, CEO of 34 Strong, share how they’ve worked closely to build a strengths-based foundation for NuWest Healthcare. Listen in to learn where strong values factor into the equation and hear how to build an effective team using a common language and a resilience-rooted mindset.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

Who are you today?

Subscribe to get your Monday Fired up.

Is traditional employment... dead? Bold claim, right? But that's exactly what our guest, Josh Drean, is here to unpack.

Josh isn’t just tossing around buzzwords—he’s a talent management and people analytics expert who’s been deep in the trenches of workforce innovation. He’s also the co-founder of Work3 Institute, where he’s actively rethinking how we work, why we work, and (most importantly) how we should work in this new digital-first world.

In this episode, we dive into what "non-traditional work" really looks like—spoiler: it's way beyond remote work and freelancing.

Together, we explore why today’s workforce is demanding more flexibility, autonomy, and purpose—and what leaders need to do right now to attract the next generation of talent (hint: it’s not just about offering snacks in the breakroom).

Additional Resources:

Josh Drean on LinkedIn
Work3 Institute 
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Andrea Butcher, President of HRD Advisory Group, takes over this episode to remind us to first lead ourselves before we can lead others. Here we go!

To hear more from Andrea, check out her podcast Being [at Work] and listen to the Daily Dose episodes.

Jenna Spencer knows first-hand that delegation is the gateway to growth and impact. In this episode, she tells Nikki how delegation can give us more time, capacity, and energy, ultimately leading to business growth and personal resilience. As the Founder and Visionary at AssistPro®, a fractional executive assistant agency, she’s sharing her proprietary DASH Method™ for effective delegation, emphasizing the importance of ownership over tasks with us.

Additional Resources:
Connect with Nikki on LinkedIn

Follow Jenna on LinkedIn

Dash Method

Key Responsibility Clarifier

Launch Guide (Time Maximizer included)

Learn more about AssistPro

AssistPro on Facebook

Follow AssistPro on LinkedIn

AssistPro on LinkedIn

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

Tiffany Sauder, CEO of Element Three and host of the Scared Confident podcast, joins host Nikki Lewallen Gregory to share her journey from fear to freedom, and how she balances her role as a leader with a family life. Tiffany discusses her evolution from processing emotions through her podcast to embracing a life of "And," where she integrates family, career, and personal growth. She offers practical tools for two-career families, revealing her systems for household management, such as using the Felt app, Instacart, and a color-coded laundry system. Learn about transforming fear into empowerment, creating work-life harmony, and building systems that support a life of proactive engagement.

Additional Resources:
Connect with Nikki on LinkedIn
Connect with Tiffany on LinkedIn
Learn about Element Three
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Truth You Can Act On:

1. Make a Diagnosis: Diagnose why people stay and why they leave. It’s important to have data to help truly understand the reality in your organization and stop relying on guesswork. There are so many different tools out there to help you gain that data and understanding.
2. Beef Up Your HR Team: Don’t skimp on your HR team. Also, make sure they have a seat at the executive table. Think about it. Most executives agree working on turnover should be one of the top priorities in any organization. If that’s the case, we need to treat the workforce who manages this with super high priority as well
3. Get to Know Your People: Try to understand the reality of the team members you’re leading and managing. One of the greatest training topics for your leaders should be helping them understand how to connect. Truly connecting with direct reports means building relationships and learning to listen and really understand what they need. Doing this effectively can help bring programs and solutions to life based on the needs of your individual workforce.
4. Focus on High-Risk Employees: Turnover is especially prevalent among new hires. Knowing this, it’s essential to ensure your onboarding is constantly being innovated on. You should be clear in your expectations from the beginning and help new hires find a mentor to help them through the process. Consider giving tours so every new employee is crystal clear on how the organization works, who is who, and how to communicate with all of the different levels in the organization.

Full Shownotes:

• https://gutplusscience.com/cara-silletto

Book Recommendation:

• The 7 Habits of Highly Effective People by Stephen Covey

Sponsors:

• Custom Concrete - Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does. 
• Emplify - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

In the ongoing conversation around creating diverse, equitable, and inclusive workplaces, many are working to define inclusive leadership. In this episode, Brian shares some of the ways he approaches being an inclusive leader and offers his perspective on the importance of both learning and unlearning as leaders and managers work to deliver on their commitment to being inclusive.

Changes are coming to Gut+Science and we’re so excited to share them with you! But first, a reminder of what’s NOT changing–the WHY of this show: increasing the impact of employee engagement in your organizations. 

In this bonus episode, host Nikki Lewallen outlines some of the exciting things coming to Gut+Science along with three questions that we would love to get our listeners’ feedback on. 

Listen in to get the full rundown, then send your thoughts and suggestions to Nikki at nikki@mondayfire.com

Renée Smith believes that when leaders embrace love, they can create meaningful and transformative work experiences. In this episode, she takes us on a journey into the concept of courageous leadership and its impact on organizational well-being. Renée shares valuable insights on creating a safe, courageous, and vulnerable work environment that fosters growth and fulfillment. She offers actionable advice to leaders on appreciating and supporting courage in the workplace, and the profound connection between courage and organizational performance.

Additional Resources:

Connect with Renée on LinkedIn
Learn more about a Human Workplace
7 Steps to Lead With Love Even When Your Organization Isn't Ready To Yet
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Happy Monday! We love Mondays; We love helping others love Mondays. So every Monday we'll be dropping some Monday Fire for you to help you get excited about your week. Here we go!

Here's our question for you today, leader:

What's your superpower?

Subscribe to get your Monday Fired up.

Subscribe to Gut+Science

Renée Smith believes leaders can create meaningful and transformative work experiences when they embrace love. In this episode of the "To Work with Love" series on Gut + Science, she takes us on a journey to explore the concept of wholeness, defining it as being complete and authentic. She introduces the INSPIRE model (Identities, Intuition, Spirit, Physical body, Intellect, Relationships, and Emotions) as a guide to achieving holistic well-being at work. Renée explains how embracing all parts of oneself and fostering psychological safety can improve work processes and outcomes.

Additional Resources:

Connect with Renée on LinkedIn
Learn more about a Human Workplace
7 Steps to Lead With Love Even When Your Organization Isn't Ready To Yet
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Nikki interviews Karina Lam, a global leader at Mercer, about the importance of advocating for oneself and how to lead others in doing the same.

Karina shares her passion for problem-solving and building deep relationships in HR tech. She emphasizes the significance of setting expectations and spending time and energy in the right places. Karina also discusses the challenges she has faced as a young leader, navigating different cultures, and being a female in the workplace.

Get a reliable perspective on how leaders can help others advocate for themselves and create a positive work environment.

Additional Resources 
Connect with Nikki on LinkedIn
Connect with Corina Lam on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Rachel Druckenmiller is the founder of UNMUTED, where she works with leaders and their teams to build resilience and better relationships. When this throwback episode was first released Rachel was the Director of Wellbeing at SIG, where she acted as a catalyst in releasing possibilities for her people.

Many people think a healthy company means promoting healthy food, standing desks, and yoga programs, but these important initiatives only scratch the surface. For Rachel, a true healthy culture is one with underlying values that give employees the opportunity to grow, learn, and contribute to something bigger than themselves.

Truth You Can Act On:

1. Authenticity and vulnerability are key. It’s important as leaders to take off the ‘suit and tie’ and be authentic. Connect with your employees as human being to human being. It’s really hard to do because it's this balancing act. I think for a lot of us in leadership roles we want to make sure to walk the fine line on keeping things professional. However, the more authentic you are as a leader the better.
2. Check-In often. Checking in and spending time with your team members talking through their personal growth journey as much as their professional growth. If you have a two-hour meeting, break it in half by spending time helping your people develop individually, which is as important as growing professionally and meeting the goals of your business. In addition, figure out how to be present on a regular basis. Go and see your people out in the field and go travel to new locations to see just see people outside of your office
3. Personal recognition. The power of personal recognition even in the smallest forms can make the greatest impact. So writing out a note on a notecard can go such a long way. Think about how you can add more personal recognition with simple touches can make such an impact.

Sponsors:

• EMPLIFY - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data. To see their latest research on employee engagement, visit emplify.com.
• TITUS - In our conversations with CEOs and hiring managers, we hear they are frustrated with traditional recruiting... From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance. Oh, did we mention they guarantee the PERFORMANCE of their candidates for 12 months? If you want to learn how they’re disrupting the recruitment space head over to titustalent.com.
• PurpleInk - Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you. Check out purpleinkllc.com, to find out how they can help your business.
• LHD Benefits - LHD is a full-service employee benefits firm, that empowers their clients to make the best possible decisions for their employees -- to define optimal objectives, monitor outcomes, improve health, and engage and advocate for employees and their loved ones. Visit lhdbenefits.com.

Gut+Science is expanding into the healthcare sector with a specific subseries to impact employee engagement in the healthcare industry.

In partnership with Wambi, we’re bringing you the best influencers and leaders in healthcare to share best practices, stories, and lessons to build stronger people-first healthcare institutions.

The series officially launched with Secretary David Shulkin, but we need your feedback! Send us an email at nikki@mondayfire.com and tell us who we should feature in this subseries.

Sponsors:

• Wambi.org – Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way
• Carepostcard.com is launching soon and we would love to partner with you! Here are two ways you can get involved: 1) You can personally use this tool to recognize the great workers in this world; 2) Your company can use this tool to “give back” – especially at a time like this. Email nikki@wambi.org to learn how!

Throughout this season of #Insights, we’ve made an effort to go beyond the buzzwords, digging deep to understand how to truly build a winning employee engagement strategy. Along the way, we talked with industry experts about how to deconstruct these buzzwords and get to the root of the issues.

Now, it’s time to break down the buzzwords. What do we do once we’ve identified them? How do new understandings help transform our organizations? 

You’ve heard Emplify CEO and Co-Founder Santiago Jaramillo (@santiagojara) sprinkle in his ‘insights’ when it comes to employee engagement. Now, listen in as we tie our findings together.

• Download the first chapter of Santiago’s book, Agile Engagement
• Connect with Santiago
• Connect with Nicole 
• Learn more about Emplify 

Having conversations on sensitive, complex, and emotional topics can be difficult. Learn how to lean in gracefully to sensitive conversations in a way that acknowledges our humanity and celebrates our differences.

Brian McComak, CEO + Founder of Hummingbird Humanity shares tools and tips that allow you to comfortably lean in as a coworker, a leader, an ally or an employee to be part of the change that needs to happen to create workplaces where humans thrive.

Nick Smarrelli, CEO of Gadellnet, is committed to living a full life while encouraging his employees to do the same. He lives out this mentality as the host of his podcast, Zero Excuses. Nick is a strong believer in growth, responsibility, and making an impact, all of which help him towards his ultimate goal of life without excuse. In this episode, you will hear how his values shape his leadership style and why he believes training is crucial to the success of any organization.

Truth You Can Act On: 

1. What habits do you have that help you live with “zero excuses?” ? 

Supporting Quote: 

Nick Smarrelli: “There's this kind of obligation, and that's really where zero excuses comes from, this obligation to use those skills to truly be impactful, both to myself and to be the best version of myself, but then also be able to use that to impact lives of others. And so for me that's the driving force.”

2. What training or development programs do you have for your employees that are making an impact?

Supporting Quote: 

Nick Smarrelli: “I think one of our strongest retention tools is this focus on training and development and becoming a better person. And it's not just skills around, can I fix the computer faster? It's a lot of soft skills. It's everything from, how do I give better presentations to email management, to, how do I set goals and how do I create a better mindset? Or, how do I handle stress better? Or even through more strategic technical training.”

3. How do you celebrate the “right” things?

Supporting Quote: 

Nick Smarrelli: “I literally talk about the people that got additional certifications or completed training. And so they get a little badge that goes onto their wall. So, I guess technically that's gamification that kind of really reinforces, ‘Hey, look at your peers, achieving so much. You should too.”

Book Recommendation

• Traction by Gino Wickman

Sponsor:

• Ascentis –  Ascentis is a SaaS-based Human Capital Management software that offers easy-to-use HCM, HRIS, online payroll, talent management, recruiting, and timekeeping solutions. Request a complimentary review of your processes and policies at https://www.ascentis.com/gutscience

Truth You Can Act On:

1. Feedback: The ability to give useful feedback is a skill all leaders need to learn and master. Sometimes those critical conversations aren’t the easiest to have, but with practice, you’ll be able to have them more comfortably. It’s not always fun, but it’s what ultimately leads to growth.
2. Personal Board of Directors: Mentoring is not about one relationship; it’s multifaceted. It’s all based on the many different leadership skills you’re looking to develop. The key is having multiple mentors who serve as your board of directors for all areas you desire to grow in.
3. Leader Participation: If we want to see engagement being driven throughout the organization by mentoring, we as leaders need to be mentors as well as mentees. We need to be sharing our experiences. If we’re looking for our employees to become more savvy in personal and professional development then we need to share with them the resources we used. It’s the same thing with mentoring. We need to share our participation, share our key takeaways, and walk the walk.
4. Measuring Impact Through Intentionality: It’s essential to focus on why you’re mentoring in the first place. For example, if you want to improve diversity, you must first understand where your baseline is, where your numbers are, and where you want to go. Understanding this allows you to monitor specific trends, measure the impact your mentorship program is having on diversity, and make any necessary adjustments.

Full Shownotes:

• https://gutplusscience.com/alison-martin-books

Book Recommendation:

• Own the Day, Own Your Life: Optimized Practices for Waking, Working, Learning, Eating, Training, Playing, Sleeping, and Sex by Aubrey Marcus

Sponsors:

• Emplify - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. • Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.
• Titus - In our conversations with CEOs and hiring managers, we hear they are frustrated with traditional recruiting... From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance. Oh, did we mention they guarantee the PERFORMANCE of their candidates for 12 months?

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Today, employee engagement expert Vicki Hess takes over to give some advice. Here we go!

Our question for you today:

How can you incorporate rounding in your routine?

Subscribe to get your Monday Fired up.

In this episode, Katherine Coble highlights a disconnect with executive transparency and stresses the overlooked but crucial role of managers as communicators. She unravels the challenges that managers face when striving to be effective communicators and how this disconnect can hinder a company's success. Katherine explores the reasons why managers might need to realize the critical nature of their role as communicators and provides actionable tips to elevate their skills in this area. Katherine is a communication expert and partner at Borshoff, a prominent integrated marketing communications agency. Recognizing the power of effective dialogue in organizational success, she spearheads this monthly series on Gut+Science, "In the Loop: Communicating for Maximum Leadership Impact.”

Additional Resources:
Connect with Katherine Coble on LinkedIn
Learn more about Borshoff
’Mushroom Management’ Research Report
The Future of the Office Has Arrived: It’s Hybrid
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

Truth You Can Act On:

1. Hire the right people. The key to hiring is to focus on selecting individuals with strong character, attitude, and aptitude. These traits are hard, if not impossible, to teach. Technical skills, on the other hand, can easily be trained.
2. Track goals and progress. Create accountability by implementing a system to break down objectives into measurable steps. In Steve’s system, every leader has a visible metrics board for their team, and each team has unique goals and a 90-day action plan. This action-plan is broken down further into the KPIs that track for individual and team clarity. Adopt a similar system for your organization to ensure everyone is clear on their role and how it fits into the goals of the company.
3. Build employee ownership. Take some time in a quiet place to think about ways you can help employees feel like owners in your organization. After individual reflection, block time to brainstorm ideas with the entire leadership team. Then, actually put your ideas into action and measure the impact regularly. The more ownership employees feel, the higher the engagement and the stronger the culture will be.

Full Shownotes:

• https://gutplusscience.com/steve-long

Book Recommendation:

• Launching a Leadership Revolution by Orrin Woodward and Chris Brady

Sponsors:

• Emplify - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.
• Purple Ink - Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you. And look for The JoyPowered Workspace Podcast wherever you listen to podcasts!

Truth You Can Act On: 

1. Purpose unlocks engagement. On your spiritual growth journey, understanding your purpose is key. As leaders, make sure you know your team members’ individual purpose. Help them help you understand their purpose.
2. The mental game is huge. We choose our attitude, and you can’t be negative and in gratitude at the same time. Try shifting your attitude with the ‘cancel-cancel’ approach Tommy discusses in this episode.
3. Physical development journey. Physical activity can help immensely with stress management, energy, and confidence. Whether it’s going for a daily walk or lifting weights, make sure your employees are getting the physical activity they need. 
4. Social and emotional development journey. Don’t live in isolation - it’s important to build relationships and meet new people. Spend time listening to and understanding others. 
5. Embrace feedback daily. Having a culture of feedback on your team can embrace transparency. 
6. The importance of reading. What are you consistently doing to develop yourself as a leader? Try having a book going at all times to further develop your growth journey. 

Full Show Notes:

• https://gutplusscience.com/Tommy-Richardson-part2

Book Recommendation: 

• Bringing Out the Best in Others by Thomas Connellan

Sponsors:

• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Chris Allaire is the Founder and CEO of Averity, a staffing company, where his vision is to build the best company to work for in the United States. And they’re already making huge strides towards accomplishing that goal.

In this episode, Nikki and Chris dig deep into the way he leads their nationally renowned culture and brand, as well as some of their standout practices you can take into your organization.

Book Recommendation:

• Raving Fans by Ken Blanchard and Sheldon Bowles

Additional Resources:

• Subscribe to Chris’s newsletter: https://chrisallaire.substack.com/ 
• Search for candidates with Averity: https://www.averityteam.com/human/
• Schedule your Motivosity Demo ($25 on us!): motivosity.com/pfn 
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Jim Bishop is particularly intrigued by the concept of reactive leadership, which he describes as a "playing not to lose" mentality. Jim talks Nikki through leaders can do more leading and less reacting as they create more good in the world. Jim's expertise in leadership theories and human behavior makes him a captivating figure for those eager to delve into the nuances of personal and organizational leadership styles.

Additional Resources:

 
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Jim Bishop on LinkedIn
Conjunction Leadership Website
Mistakes Were Made (But Not by Me) Book

Truth You Can Act On:

1. Relationship skills are essential skills. They’re not optional and they’re not “soft” skills
2. Make sure your mindset is locked-in to the endgame. This helps us fast track and innovate faster and helps our people feel safe. 
3. Deliberately recruit diversity and on-board uniquely. Stop cloning. Every human needs a unique experience to help them unlock their potential. 
4. Walk the talk. Integrity in leadership is not perfection, it’s showing up and displaying the courage to be vulnerable as a leader.

Full Notes

• https://gutplusscience.com/corina-roobeck/

Nikki’s Book Recommendation:

• Mindset by Carol S. Dweck

Sponsor:

• The Zone – The Zone is the space where happiness and high performance coexist. We believe in making organizations more human and for this to happen we should not have to trade one for the other. We’re offering 10 free coaching sessions to Gut+Science listeners. Visit https://thezone.co/gutscience/coaching to get started.

Steve Shauck, Chief Revenue Officer at Data Clymer, knows the importance of trust, transparency, and empathy when leading people. It all boils down to understanding his team on a more personal level. After taking the time to truly get to know his people, he’s able to lift them up and make a lasting, positive impact on their lives.

In this episode, Steve discusses the power of focusing on a person’s “why” and finding out what drives their passion inside and outside of the workplace. Listen in to hear what you can do to start trusting your gut and always have your team’s best interests in mind.

Book Recommendation:

• The Five Dysfunctions of a Team by Patrick Lencioni

Additional Resources:

• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com 

Ever feel like you're stuck on autopilot as a leader?

In this episode of To Work: With Love, host Renee Smith shares a deeply personal and insightful reflection on leadership through the lens of her recent trip to Mount Rainier.

She highlights how, as leaders, we often get caught up in the daily grind without pausing to assess the bigger picture. Drawing parallels from her hike, Renee emphasizes the need for spaciousness — a time to reflect, observe, and make intentional decisions.

Tune in to learn how to navigate decision biases, embrace loving leadership, and cultivate a workplace where people feel truly seen and valued

Additional Resources:

Sign up for my new Loving Leaders email
Connect with Renée on LinkedIn
Learn more about a Human Workplace
7 Steps to Lead With Love Even When Your Organization Isn't Ready To Yet
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn

Questions for Reflection inspired by the Institute for Cultural Affairs:
• What do you see? What stands out from the last year? What is happening now? What does it feel like? What are people saying about what’s going on right now? What data do you have about this? What actions or reactions stand out? • What does all this remind you of? What is exciting, joyful, or inspiring? What is boring, worrisome, or confusing? What makes you concerned? What gives you hope? What would be the soundtrack? • What is important about all this? What new view does this give you? What difference might this make? What options are open to you? What is emerging? What changes might be needed? What values are you living? • What could this be about? What does this mean to you? What have you learned? What will you do differently? What should remain the same? What is your resolve now?

In this episode of Gut+Science, host Nikki Lewallen Gregory is joined by Ken Midgett, a seasoned expert in creating impactful training experiences. Ken's extensive background in the business world, entrepreneurship, and education has led him to passionately focus on the transformative power of training. Ken eloquently emphasizes the pivotal role training plays in building confidence and enhancing business outcomes. He highlights the imperative need for a shift in mindset among leaders, emphasizing the importance of culture, engagement, and alignment with the why behind training.

Additional Resources:
Connect with Nikki on LinkedIn
Connect with Ken on LinkedIn
Learn more about Interplay Learning
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

 Truth You Can Act On:

1. Narrow down your values. Can you list all your core values from memory? If not, you have too many. How can you expect to build a culture around these supposed “core” values if you as a leader can’t even remember them all? Cut them down to the few that describe the uniqueness of your organization the best.
2. Reinforce your culture. It’s one thing to create effective core values, it’s another to actually enforce them. The best way to do this is to establish systems and processes that uphold and promote your culture. What are ways you can reinforce real-life examples of people living out your core values?
3. Solve problems with creativity. Not all problems can be solved with money. Yet for some reason, many organizations seem to try. Instead of throwing money at your problems, give your people a chance to solve them using their creativity and imagination.

Full Shownotes:

• https://gutplusscience.com/matt-jung

Book Recommendation:

• Start with Why by Simon Sinek

“When we unmute our relationships, our jobs, our bodies, and our joy, we have fuller, more vibrant lives. We feel more fully ourselves so we can show up and do our best.”

Rachel Druckenmiller, CEO and Founder of Unmuted, is on a mission to help people move past the fear that blocks them so they can become “joyfully alive” and courageously expressed individuals.

In this episode, Rachel discusses the pain of hiding parts of yourself and the work it takes to overcome that. As you listen, you’ll learn steps you can take to help those you lead speak up and gain insight on continuing your own personal development of self-expression.

Book Recommendation:

• The Power of Regret by Daniel H. Pink 
• Immunity to Change by Lisa Lahey and Robert Kegan

Additional Resources:

• Access Rachel’s LinkedIn Newsletter: https://www.linkedin.com/newsletters/unmute-yourself-6862381507273605120/
• Explore Rachel’s website: https://unmutedlife.com/
• Follow Rachel on Instagram: https://www.instagram.com/unmutedlife/
• Attend Rachel’s online class: https://simonsinek.com/classes/
• Look into the concept of Ikigai
• Schedule your Motivosity Demo ($25 on us!): motivosity.com/pfn 
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

How can you continue to build relationships?

Subscribe to get your Monday Fired up.

70 percent of employees don’t feel engaged at work, which creates a big problem for companies not just across America but globally.

That staggering statistic is just one of the reasons why employee engagement is at the top of David Butler’s list. As the Founder of Spanvest International, David works alongside company executives to champion change through the people stuff – the stuff that really matters.

David knows that companies who excel at employee engagement communicate with employees. Not just as a mass group, but one-on-one as well.

However, high employee engagement usually comes after a lot of trial and error.

So, how can you make a conscious, proactive effort to increase engagement inside your company while helping your employees perform at their top potential? Listen in to find out.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Today, employee engagement expert Vicki Hess takes over to give some advice. Here we go!

Our question for you today:

How can you make your team meetings more valuable?

Subscribe to get your Monday Fired up.

Happy Monday! We love Mondays; We love helping others love Mondays. So every Monday we'll be dropping some Monday Fire for you to help you get excited about your week. Here we go!

Here's our question for you today, leader:

Who can you reach out to this week with a simple, "How are you"?

Subscribe to get your Monday Fired up.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Today's takeover is brought to you by Kate Volman. Your organization can only become the-best-version-of-itself to the extent their your people are becoming better-versions-of-themselves. In this segment, discover this simple, yet powerful way to help your people grow.

Follow to get your Monday Fired up.

Nigel Girgrah is the Chief Wellness Officer at Ochsner Health System where he strives to illustrate vulnerability and destigmatize mental health in the workplace.

During the pandemic, there was an increase in mental health needs. While mental health isn’t anything new, leaders are constantly having to adapt to new situations and environments.  In this episode, listen as Nigel shares how he and his team prioritize mental health awareness, destigmatization, and develop resources to help their employees perform at their best. 

Book Recommendations: 

• The Cider House Rules by John Irving

• 28 Summers by Elin Hilderbrand

Sponsor Resources

• Lead Authentically: Cultivate Trust Among Patients and Staff - As we begin to shift gears toward a post-pandemic world, how do we, as leaders, secure healthy solutions that strengthen healthcare workers’ resiliency? Here are five learnings from patient experience experts to support more authentic leadership in cultivating trust and improving patient experience outcomes: https://wambi.org/blog/lead-authentically-cultivate-trust-among-patients-and-staff/
• Interested in continuing the discussion? Sign up to receive Wambi's newsletter: https://mailchi.mp/wambi/mailinglist-signup

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Andrea Butcher, President of HRD Advisory Group, takes over this episode with a reminder to own your mindset and your day. Here we go!

To hear more from Andrea, check out her podcast Being [at Work] and listen to the Daily Dose episodes.

Jake Jacobs is the CEO and Founder of REAL TIME STRATEGIC CHANGE, a global consulting firm specializing in helping organizations create fast and lasting results. Jake is also a best-selling author of three books. The most recent release this year is called Leveraged: 8 Ways to Achieve Faster, Easier, Better Results.

In this episode Nikki and Jake discuss co-creation and its power to drive engagement and collaboration in workplaces that end up in producing excellent results.

Book Recommendations

• Leveraged: 8 Ways to Achieve Faster, Easier, Better Results by Jake Jacobs

• You Don't Have to Do It Alone: How to Involve Others to Get Things Done 

• Civil Disobedience by Henry David Thoreau

Additional Resources

Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

“A healthy culture is an inclusive, change ready, and joyful culture where team members feel like they belong, and they can deliver care and performance beyond expectations.”

Dr. Norma Tirado, Vice President of Culture and Associate Experience at Centura Health, is back on Gut + Science to discuss why organizations need to start with creating a space where people are comfortable showing up as their whole selves. She says once you’ve done that, then people can become the best version of themselves. Listen in to hear Norma and guest-host, David Black, break down how to take a personal approach to leadership. Along the way, you’ll hear the six key needs of today’s employees.

Additional Resources:

• Connect with Centura Health: https://www.linkedin.com/company/centura-health/
• Schedule your Motivosity Demo ($25 on us!): motivosity.com/pfn
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Kristen Hadeed is a living example of the power of finding alignment between what you do and what fuels you as a human. Kristen started her professional journey by creating a cleaning business. It wasn’t just any old cleaning business. It was one with the goal of developing its employees as leaders. Eventually, after some tough conversations and soul searching, Kristen understood her passion was in the development side of the business.

Today, Kristen’s title is Thought Leadership Leader, and she works with top organizations to help them become more human. In this episode, Kristen shares how to build a culture of caring and shared ownership that leads to better engagement and business outcomes. Listen in to learn where you can start leading with compassion and transparency in your organization.

Book Recommendation:

• Necessary Endings by Dr. Henry Cloud

Additional Resources:

• Check out Kristen’s book: https://www.kristenhadeed.com/book
• Connect with Kristen on: Instagram,Twitter, or Facebook
• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

In this episode, Rich Gassen passionately discusses transforming potential roadblocks into significant innovation opportunities, especially in workspace design and workflow efficiency. This is a behind-the-scenes look at the logistics and leadership strategies of moving his team to a brand-new facility. Host Nikki Lewallen Gregory helps unpack the wealth of insights Rich brings, from maintaining transparency to ensuring every team member is on board and feeling valued during transitions.

Additional Resources:
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Connect with Rich on LinkedIn
Learn more about the University of Wisconsin-Madison
Book: Switch

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

What's in your toolbox to help you recenter? 

Follow to get your Monday Fired up.

It’s a difficult time for so many of us as we navigate a surge in mass shootings, the ongoing impacts of COVID, war in Ukraine, talk of a recession, and much more. In this episode, you’ll receive tools for finding your center and focusing your energy. To do our best work and, more importantly, to be present for our loved ones, we must take care of ourselves first.

What’s the secret sauce to building a culture that sticks?

According to Amy Bayer, Global Director of DE&I, Employee Engagement & Culture, at Duck Creek Technologies, it’s not some magic bullet—it’s your people.

In this episode, recorded live at CultureCon 2024, Amy sits down with Nikki to talk about how Duck Creek has created a people-first culture that thrives in a fully remote world.

Spoiler alert: it’s not about big budgets or fancy tools. It’s about empowering employees to own culture—every single one of them.

Additional Resources:

Connect with Amy Bayer on LinkedIn
Connect with Nikki on LinkedIn 
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

 Key Takeaways: 

• Everyone Owns Culture: Culture isn’t just driven by HR or leadership—it thrives when everyone has a role and feels empowered to contribute.
• Flexible First Approach: Duck Creek’s ‘flexible first’ policy prioritizes trust and allows employees to work in ways that best suit their lives, which fosters engagement and balance.
• Programs Without Big Budgets: Building an engaged culture doesn’t require massive resources. Start small, stay intentional, and leverage the creativity of your team.

Truth You Can Act On:

1. Ask: Spend time asking employees for their feedback and practicing your listening skills. If you don't have a third-party tool helping you with this, it is highly recommended so you can gather honest and helpful feedback. This can truly help you solve problems and get better. Don’t forget to ensure you have a confidential tool your employees trust and to spend time truly reflecting on the data and feedback.
2. Analyze: When you discover areas needing more insight, ask deeper questions to understand not just where and who has challenges, but why as well as their input on how to solve it. Again, spend lots of time listening, but also think through that analyze portion to know what questions to ask, so you can then spend time prioritizing and building a strategy. Hopefully, you have data that can partner with your gut and emotion. Data tells a story, it's factual, and it helps leaders on your team get on board. So we need to stop guessing. We need to take the data, feedback, and our gut and put it all together to build an effective strategy.
3. Act: Take action on the strategy you lay out. This means communicating to your employees exactly what you are doing. When in doubt, over communicate it. As you take action, realize you may need some outside help with implementation - most organizations do. So, partner with rockstar recruiters, hire a coach for accountability or bring on a strategic HR consulting to hone your onboarding program. Do whatever you need to do. But make sure you’re taking action and regularly communicating the things you are doing to make the organization better. This means so much to employees.

Full Shownotes:

• https://gutplusscience.com/episode-25

Sponsors:

• Custom Concrete - Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does. 
• Emplify - Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify.  Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data. 

Truth You Can Act On: 

1. Empower Your Employees to Dream Big. Create a safe environment for your people to be themselves, and share their perspectives, strengths, and values. Psychological safety is a flagship driver for employee engagement. 
2. Paint a Vivid Vision. Make sure employees know where the company is going. Illustrate what the company looks like in the future, as clarity of the future helps employees gain confidence in their role.
3. Ask Powerful Questions. It’s easy to tell people what to do, but it doesn’t help your employees know that you trust then. If your employees know you’re listening, you’re empowering them. 

Full Show Notes:

• https://gutplusscience.com/chad-peterman

Book Recommendation: 

• The Dichotomy of Leadership by Jocko Willink 

In this first episode of Season 3 of Insights, we’re diving into managers and how we can invest in them. 

Managers have a hard job. They often don’t know where to go to get answers to hard questions. So, how can we empower our managers to grow and lead in a way that both captures the mission from the executive level while meeting the needs of our employees on the frontlines? That’s what this season of Insights is all about.

In this episode, you’ll hear from Emplify CEO and Co-Founder Santiago Jaramillo (@santiagojara) on why your best employees want to lean in, and be engaged, challenged, and developed. How can they do this? [Hint: They need managers who are also being engaged, challenged, and developed.]

You’ll also hear from Kevin Kruse (@kruse), Founder and CEO of Lead X, a company that offers AI-powered digital coaching for managers who are trying to improve employee engagement and the effectiveness of their teams.

Having a great relationship with a manager is certainly something that matters to employees, but it is far from the only thing. Hear why as we kick off Season 3 of Insights. 

• Download Emplify’s Manager Report here
• Connect with Santiago
• Connect with Nicole
• Learn more about Emplify 
• Connect with Kevin Kruse
• Learn more about Lead X

Are you a leader or a manager? You know they are not the same, right? Not at all. There are small, yet crucial differences in the skills and traits required to manage and lead a team of individuals. Humancentric Coach and Advisor Anne Bono distinguishes the differences and shares why it’s important (especially for new and emerging leaders) to focus on both skill sets to amplify impact.

Truth You Can Act On: 

1. Soft Skills Are Essential Skills. These skills are what make engagement and learning stick, and having relationships with coworkers is crucial when it comes to retention. 
2. Make Onboarding a Journey, Not an Event. Everyone has different learning styles. Onboarding is not a check-the-box thing, so it can’t be done in a few days. 
3. Be Intentional About Building Psychological Safety. Set the stage for everyone to share their thoughts and to be heard in meetings. Psychological safety is a key driver of employee engagement. 
4. Relationship Building. Make sure these relationship-building team events occur regularly. Bonus points if you have them offsite! 

Full Show Notes:

• https://gutplusscience.com/deseri-garcia

Book Recommendation: 

• Dare to Lead by Brené Brown

Sponsors:

• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Truth You Can Act On:

1. Behaviors Equal Culture: Your business’ mission statement and core values don’t create culture - you must put these ideas into practice. Promote an engaged workplace by hiring individuals that believe in the mission of your business and provide tangible steps for how they can live it from day one.
2. Enforce with Principles: Enforcing strict rules based solely on compliance limits the creativity and overall impact of your employees. Strive to empower your workplace by teaching guidelines, expectations, and principles of commitment that allow individualistic solutions to breed.
3. Know Why You Exist: A connected culture must be one that contains commonality and shared interests. Constantly revisit the “why” of your business, and share it often to rally your employees around the challenging mission you are trying to accomplish.
4. Own Your Culture: Top organizational leaders own company culture. When they set an example, the rest of the workforce will follow suit. Foster deep pride and ownership from your staff for the guiding principles of your company by living the mission of your business while outwardly communicating these ideals frequently.

Full Shownotes:

•  https://gutplusscience.com/dee-ann-turner/

Book Recommendation:

• It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture by Dee Ann Turner

Sponsors:

• Titus - in their conversations with CEOs and hiring managers, they hear frustration with traditional recruiting. From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance.
• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Oscar and Kiya Frazier bring the fire today with a discussion around creating the agility needed to adapt and adjust to market demands within your target market. 

Follow to get your Monday fired up.

Rob Catalano is tapping into the opportunity to help us sharpen our listening skills so that we can truly make an impact via feedback. He has navigated a dynamic career path focused on enhancing employee experiences across organizations. He is deeply invested in transforming workplace cultures through effective listening and structured feedback. In this episode, Rob discusses replacing blame with curiosity to foster psychological safety and enhance employee feedback mechanisms. He emphasizes the importance of frequent, structured listening and actionable responses to foster a culture of continuous improvement and genuine engagement with host Nikki Lewallen Gregory.

Additional Resources:
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Connect with Rob on LinkedIn
Learn more about WorkTango

Alex Tyink is the President of Fork Farms, a company that believes anybody can be a farmer. They deliver this message by engaging deeply with their customers to help them build strong relationships with fresh food.

While the focus of their company is meaningful connections with customers, Alex is committed to helping his people feel the company mission. 

In this episode Alex shares insights on getting team members to buy into the mission. It’s not easy, but he firmly believes the key to success is making sure everyone feels the impact of their own work.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. In this episode, CEO & Founder of Healthy Workforce Institute, Dr. Renee Thompson, takes over to give some advice. Here we go!

Our question for you today:

How can you redefine optimism?

Subscribe to get your Monday Fired up.

Truth You Can Act On:

1. Align yourself with a group of trusted advisors who are experts in all business areas to support the ESOP consideration and implementation process.
   • [00:19:50] I think having good advisors who can help support your process and think through what you're wanting to achieve, I think can help unearth whether an ESOP it should be on the table or not. [00:20:00]
2. Get to know the difference between partial ESOPs and full ESOPs.
   • [00:09:37] So a full ESOP transition would be one where 100% of the company shares are sold to the ESOP in a single transaction. [00:09:47]
   • [00:10:12] What's so interesting about a partial ESOP is they can be part of a a step by step process to become a hundred percent employee owned. Eventually if a seller wants to have a longer term process in place to accomplish that, but alternatively, they can also just be remain a minority ESOP where the purpose is to introduce an element of employee ownership into a company. [00:10:39]
3. Start communication with all employees as early as possible to tee up successful adoption. Allow employees to be part of the consideration process so they can truly take ownership of their role in both their job description and the culture.
   • [00:13:29] to be a true ownership culture and ESOP culture. I think you have to involve people in earlier in the process than maybe one would otherwise. [00:13:38]
   • [00:16:46]  just trying to keep everyone in the loop on a consistent basis about what's going on and in the business, or on a day to day basis has been really helpful for us. [00:16:56]
4. Know your endgame with business ownership and future transition. The ESOP can play a big role in helping you accomplish your ideal scenario.
   • [00:06:50] do you want to do a partial or a full ESOP as an end result? Or, you know, another question is what does the owner want their role to be post-transaction cause there's different options around those things. So that's the first step is just for the owner and the ownership team to figure out what they're wanting to accomplish. [00:07:12]

Nikki’s Book Recommendations:

• Good to Great by Jim Collins
• 7 Habits of Highly Effective People by Stephen Covey

Sponsor:

• Ascentis –  Ascentis is a SaaS-based Human Capital Management software that offers easy-to-use HCM, HRIS, online payroll, talent management, recruiting, and timekeeping solutions. Request a complimentary review of your processes and policies at https://www.ascentis.com/gutscience

Truth You Can Act On:

1. Set expectations with employees. When setting expectations, there’s a big difference between being “kind of clear” and being “very clear”. Employees want to know what’s expected of them. They want to know what it means to be successful, and they want to know when they’re falling short. Don’t let them down. Be crystal clear with your expectations—showing them exactly where the bar is set.
2. Care about employees as people. Be intentional about getting to know your people. Learn about their interests, their family, their dreams, and their fears. Be genuine. When you’re employees feel like you care about them beyond the scope of their job, that’s when real engagement begins.  
3. Lead with self-awareness. Develop an awareness of your gifts as well as your shortcomings. Show a desire and willingness to continue learning and growing. Don’t pretend to be perfect (you won’t fool anyone). Instead, be real. Be vulnerable. Doing so will foster intimacy with your team—the foundation for long-lasting engagement.

Full Shownotes:

• https://emplify.com/podcast

Book Recommendation:

• Necessary Endings by Henry Cloud

Truth You Can Act On:

1. Teams need safety and trust to truly enable and empower people to speak up.
2. Inspire curiosity of your team members and be a curious leader. Consider different perspectives and embrace diversity.
3. Have a mindset that embraces conflict. Challenge yourself: do you really believe it’s a powerful thing to fail forward?
4. Have a framework for feedback. Give feedback on behaviors coming from a place of care inspiring change.
5.  

Full Notes

• https://gutplusscience.com/sebastien-meyer

Nikki’s Book Recommendations:

• The Art of Facilitation by Dale Hunter
• Free eBook from The Zone: Who’s Polluting Your Water?

Sponsors:

• The Zone – The Zone is the space where happiness and high performance coexist. We believe in making organizations more human and for this to happen we should not have to trade one for the other. We’re offering 10 free coaching sessions to Gut+Science listeners. Visit https://thezone.co/gutscience/coaching to get started.

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Here we go!

Our question for you today:

How are you building relationships with your people, especially when it comes to driving their engagement levels at work?

Follow to get your Monday Fired up.

Truth You Can Act On:

1. Healthy Accountability. Too often we think of accountability as a negative term. Holding your team accountable doesn’t mean they’re in ‘trouble’. Instead, it should be viewed as an opportunity to achieve goals together. So when you think of accountability, first think of buy-in. What are the things that need to happen in order for us to achieve your goals? Once that’s answered, then your role as the leader is to help them reach their goals by holding them accountable for doing what they set out to accomplish.
2. What do you stand for? In order to foster an engaged team, you have to first know your company’s values. Otherwise, you won’t know if you’re hiring the right people. You want the people who join your team to be obsessed with your company’s purpose, mission, and goals. Starting with the right-minded people is half the battle.
3. Don't just have a meeting to have a meeting. In our conversation, Pete shares his insight on how to hold effective meetings so that time isn’t wasted and issues are addressed. The cadence of when you have meetings doesn’t have to be prescribed. It’s not about a right or wrong amount of meetings; it’s about effectiveness in those conversations. Regardless of when or how often you meet, Pete still encourages leaders to meet with their people once per quarter. Doing so allows you to identify potential issues and pivot for improvement rather than waiting for an annual review.

Full Shownotes:

• https://gutplusscience.com/pete-honsberger/

Sponsors:

• Custom Concrete – Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does.
• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data

Tevis Trower is the CEO of Balance Integration where they have had the same mission for fifteen years: to humanize the work experience. 

We all overlook getting to know ourselves better. In this episode, you’ll hear Tevis explain why connecting with yourself is the first step to engaging the people around you. To learn more about the role of introspection and how understanding the person you want to become helps an organization grow and permits others to do the same, listen to the full episode.

Energize and inspire others to sharpen themselves by being introspective. Ultimately to be the person you want to be and the person you want to become.

Book Recommendations

• The Bhagavad Gita

Additional Resources

• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Dr. Josh Plaskoff, named one of the Top 50 Most Influential People in Tacit Knowledge Management, has carved a niche in the field of employee experience, deeply impacting organizations' approaches to leadership. As principal and founder of interhuman group, he brings a holistic viewpoint to enhancing workplace dynamics. In this episode, Josh discusses the essential shifts from managing to leading, emphasizing the need for organizations to embrace uncertainty and focus on relational rather than structural views. Together, host Nikki Lewallen Gregory and Josh explore the deep connections, the importance of co-created environments, and the role of technology in fostering meaningful employee relationships. Josh’s insights offer a powerful framework for leaders looking to navigate the complexities of modern workspaces more effectively.

Additional Resources:
Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network
Connect with Josh on LinkedIn
Learn more about interhuman group

Truth You Can Act On:

1. Feel your culture. Clarity and consistency in messaging, a clear construct for leaders of all levels to make good decisions, and storytelling. Tell stories that reinforce the culture you’re trying to build. 
2. Build a healthy workplace. No matter the size of the organization, the steps are the same: Identify your goals, clearly communicate those goals, and empower and assist teams to work together to achieve them.
3. Shift your values. Move from constitutional values to values that embody who you are. Be able to share your values in 20 seconds or less (the human attention span is shorter than ever). Seek employee feedback on crafting your values. For larger organizations, consider having a sample size gives feedback versus the entire workforce. Lastly, make the change of values a movement and not a mandate.

Nikki’s Book Recommendation:

• When Breath Becomes Air by Paul Kalanithi

Sponsors:

• Wambi.org – Wambi is about human connections. We view feedback as the fuel for interpersonal growth and are always striving to achieve the highest versions of ourselves and to lift others up along the way. To learn more about partnerships at Wambi, email Nikki at nikki@wambi.org

Renée Smith believes love in the workplace can transform teams and leaders. In this episode of To Work: With Love, she shares insights on the impact of fear in the workplace and how love can be a powerful antidote. She highlights the importance of supporting team members through challenging personal moments and discusses the positive impact it can have on employee well-being and team dynamics. Renée also provides a glimpse into the upcoming 2024 podcast episodes, where she'll be exploring a loving organizational framework, bringing actionable insights and strategies for embedding love in workplace operations. So, get ready to learn and embrace the transformative power of love in the workplace.

Additional Resources:
Connect with Renée on LinkedIn
Learn more about a Human Workplace
7 Steps to Lead With Love Even When Your Organization Isn't Ready To Yet

Connect with Nikki on LinkedIn
Follow PeopleForward Network on LinkedIn
Learn more about PeopleForward Network

For the month of May, Gut + Science is highlighting leadership in the healthcare industry, and this episode features Dr. Ophelia Byers Chief Nurse Executive for Atlantic Health System.

Trust is key when it comes to working in a team. While everyone knows trust has to be earned, Ophelia is here to remind us it also has to be fortified and renewed.

As you listen to the conversation with Ophelia, you’ll gain a deeper understanding of how to lay foundations for trust and pick up best practices for nurturing relationships built on respect and understanding. You’ll also learn how to overcome wider issues around distrust in structures and systems.

Book Recommendation:

• You Are More Than Magic by Minda Harts

Additional Resources:

• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Happy Monday! We love Mondays; We love helping others love Mondays. So every Monday we'll be dropping some Monday Fire for you to help you get excited about your week. Here we go!

Here's our question for you today, leader:

Do you truly know your core values? 

Subscribe to get your Monday Fired up.

Subscribe to Gut+Science

Truth You Can Act On:

1. Regular Communication: Having the one-on-one cadence is great but tailor it to what that specific person needs. For some it might be every week for others it could be every other. Then keep track of what you discuss with your team through a shared document. This document keeps you both on track with development and communication.
2. Be a Role Model: Share your personal development journey with your team. The more they see you taking action, the more inspired they will be to take action on their own.
3. Show Weakness: Many leaders don’t do this for fear of losing their employees respect. In reality, showing this vulnerability elicits more respect and buy-in. When you show you’re human, you become more relatable as a leader generating a deeper level of understanding.
4. Write Notes: Acknowledge the wins either through a shared channel or take the time to write handwritten notes to your employees. Recognizing the effort and the outcome they created develops a layer of trust and appreciation between your employees and your leaders.

Full Shownotes:

• https://gutplusscience.com/casey-wright

Book Recommendations:

• Mastering the Rockefeller Habits: What You Must Do to Increase the Value of Your Growing Firm by Verne Harnish
• The Vortex: Where the Law of Attraction Assembles All Relationships by Esther Hicks
• Think and Grow Rich: The Original, an Official Publication of The Napoleon Hill Foundation by Napoleon Hill

Sponsors:

• LHD Benefits - LHD is a full-service employee benefits firm, that empowers their clients to make the best possible decisions for their employees -- to define optimal objectives, monitor outcomes, improve health, and engage and advocate for employees and their loved ones.
• PurpleInk - Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you.

Truth You Can Act On:

1. Master your communication process. How are you conducting your communication when it comes to both the masses and employee one-on-ones?
2. Build relationships with your people. It’s important to truly get to know your people. Understand your employees and what they want by building a human-to-human relationship.
3. Conduct alignment interviews. These interviews are an opportunity to build alignment between the employee and manager, and also between the employee and the company. Listen in for David’s three critical topics to cover in these alignment interviews.
4. Evaluate how David’s ‘5-Step Process’ can help you. Ask, listen, thank, and think. Then once you’ve thought about it, go back to that person and respond with an honest answer. Show your employees that you are truly listening and responding to their needs.

Full Shownotes:

• gutplusscience.com/david-butler

Book Recommendation:

• The Slight Edge by Jeff Olson

Truth You Can Act On: 

1. Know Why Your People Work. It’s a great exercise to do as a team or at your next one-on-one. You should also know why YOU work.
2. Understand the 17 Components of Employee Engagement. There are 17 different things that bring people to work. Email Nikki at nikki@emplify.com if you want to learn the definitions of all 17 components. 
3. Gain Data Quarterly. It’s important to be agile in your people strategy. Data will help you understand what’s working and what’s not. 
4. Build Relationships with Your People. Understand what's behind the hat they wear at work and truly get to know your employees.

Full Shownotes:

• https://gutplusscience.com/employee-engagement

Book Recommendation:

• Email Host Nikki Lewallen at nikki@emplify.com for a full list of book recommendations from our past guests.

Sponsors:

• Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

We ask a lot of our managers. But when we flip things around, are we delivering on our end of the deal? 

This week on #Insights, Emplify CEO and Co-Founder Santiago Jaramillo (@santiagojara) is digging into feedback. As he says, we often ask the wrong questions of our managers. So, how can we start asking the right ones?

You’ll also hear from Haley Aust, Vice President of Human Resources, and Carmen Price, Regional Property Manager, at Birge & Held. They are both keenly aware of how vital managers are to their organization, and you’ll hear why in this episode. 

Listening involves being proactive. What do we need to know in order to equip our managers with what they need? And tactically, how do we gather that information and then measure it to know if we are making progress?

If you want your people striving to be a ‘next level manager,’ you’ll want to tune in to this episode of #Insights. 

• Download Emplify’s Manager Report here
• Connect with Santiago
• Connect with Nicole
• Learn more about Emplify 
• Connect with Haley
• Learn more about Birge & Held

When Jason Lippert, CEO of Lippert Components, set out to evaluate and develop his company, he realized if he wanted to elevate their culture, he would need to dedicate resources to it. Instead of looking to HR to answer for the workplace environment, he chose to create an entire department focused on defining and growing the company’s culture.

In this episode, Jason discusses the importance of offering personal and professional development opportunities to employees and the impact they have on people’s work and home lives. Listen in to hear why Jason continues to be a strong advocate for servant leadership and how his commitment to culture has created an engaged team and improved retention.

Book Recommendation:

• Lead Like Jesus by Ken Blanchard and Phil Hodges
• The Purpose Driven Life by Rick Warren
• Everybody Matters by Bob Chapman and Raj Sisodia

Additional Resources:

• Learn more about the PeopleForward Network: www.peopleforwardnetwork.com 

Michael Crafton is the President and CEO of Nelbud Services Group. Founded in 2005, the company’s origins were humble to say the least, with only Michael’s pickup truck and $800 in hand. He has since grown the business into the largest self-performing kitchen exhaust hood cleaning company in the country and been recognized four times as an award-winning top workplace in Indiana. 

Michael strives to create a best-in-class employee experience and accomplishes this by creating sustainable careers that empower, attract, and promote an engaging culture.

In this throwback episode, you’ll hear Michael emphasize how the happiness and satisfaction of employees directly impacts customer experience. Michael also shares ways to integrate the mindsets and cultures of different regions, based on his experiences supervising numerous mergers.

Truth You Can Act On:

1. Happy Employees Create Happy Customers 

Supporting Quote: 

Micheal Crafton: “I may or may not have been accused of being survey happy, because I am.I absolutely love hearing how people are feeling and thinking. So we actually take legitimate and actionable steps when we do these surveys. And one of the things that we kind of preach is it's kind of like, you can't complain if you didn't vote, you know, please tell us what you're concerned with or what you're really happy with so we can make it better or we can continue doing it. We did a survey back in December of 2017, and the number one thing we got back was work-life balance, which was kind of expected. You know, you kind of expect it, but you also don't. I want to kind of realize it. And one thing we did from that survey, and I think it went a long way with the group, is we had two PTO days. We had a volunteer time, and then we kind of created this semi-flexible kind of emergency work time that they could use when they needed, and that was a direct reflection of that survey as a company.”

2. Rely on Employee Referrals When Hiring

Supporting Quote: 

Michael Crafton: “So there was a time in our business life cycle where 100% of our employees were employee referrals, and I really wish that kind of pace continued because it was kind of a self-policing kind of set the expectation for all, for all new hires, but also current employees, because everybody was a friend, but also a friend of a friend. It is absolutely critical to the success of our business. We estimate that it costs us between six and $10,000 to hire a person that leaves within the first hundred days. So for us, it's important that we make the right hiring decisions at the right time for the right person, and we have, not a hundred percent, but I would say eight out of 10 employee referrals stay longer than 100 days. And typically, you know, two to three or four years or so we actually pay $250 every 30 days up to the hundredth day. So it's a thousand dollars for the employee that referred the new person. And then we actually pay the new person 250 bucks dollars as well on their hundredth day as a kind of a reward for making it to that point. We kind of take a chance on, you know, in taking the referral from their friends, which I think is important.”

3. Dynamic Company Culture Must Adapt

Supporting Quote: 

Michael Crafton: “In January of 2015, we did a merger. It was actually the biggest merger we've ever done with a really large company on the East coast based out of Atlantic City. One of the things that we didn't anticipate, and especially I didn't anticipate, is both the East coast and the Midwest have really phenomenal, hardworking, passionate people who, I feel like are, you know, equals in the sense of characteristics, but on the East coast, the personalities are a lot different. The funny story I always tell is when I did the opening speech for the merger, you know, I'm from the Midwest born and raised and, you know, I'm typically really kind of flamboyant and I'm like happy and loud, and I like to hug people, and you know, on the East coast, it's a lot more guarded and people want to get to know you before they hopefully kind of reach in for the hug. It was just a really weird dynamic. And to be honest, the failure that we had is I just thought instantly everybody was just going to buy into the culture and kind of love the vision and the mission. And it wasn't like that. And it took us almost two entire calendar years to fully integrate and get that buy-in of especially the core values, which are in my opinion, the most important before we were able to kind of take that next step. And those first two years were very rocky. We went through a really unique time. Not that we performed poorly, we just didn't hit the growth targets that we had set for ourselves pre merger, and I think that a lot of it had to do with the culture. So it's been about three years now. We've beat budget every single month. We have more, our demand is so high that we're having a hard time with our supply, meaning we can't hire quick enough. Our customer service ratings are through the roof. We're integrating or innovating as fast as we humanly possibly can, and we've done multiple acquisitions in the last six months that we hadn't done in two years. So it's 100% a testament to complete and total company buy into what we're trying to accomplish as one team.”

4. Set Your Priorities

Supporting Quote: 

Michael Crafton: “For us, it's really, really important that we focus on culture, talent skill, and in that order, because it's not that there's a lack of talented people out there. I think that there's a lack of skilled people. And because we obviously, I said before, we have to train our people internally. So as long as we can find a culture fit  that is talented, we can teach the skill, whereas most companies, and where we were before, we would look for skilled people to fill roles, not paying any attention to the culture fit, or maybe the talent fit. To repeat, it’s culture, then talent, then skill third. So for us, as we continue to grow and as we focus on programs to not only teach that skill, but replicate the culture fit that they are to the team, it's just, again, it's really, really important that our senior managers stay engaged, and there has to be constant communication.”

Book Recommendation:

• The New Gold Standard: 5 Leadership Principles for Creating a Legendary Customer Experience Courtesy of the Ritz-Carlton Hotel Company, by Joseph Michelli