Podcast

Monday Fire: The Power of Affirmations

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 affirmations can you tell yourself?
Subscribe to get your Monday Fired up.

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096: Partner Plug + Episode Teaser

Since day one, Gut + Science has been on a mission to increase engagement at work. For the last two years, we have been equipping CEOs and people-forward leaders of all levels. As we approach episode one hundred, of our foundational show where CEOs and executives share their experiences, learnings, failures, and best practices to build highly engaged workplaces. We’re ready to celebrate and say, ‘thank you.’ 

Thank you to our partners who have collaborated with us on this journey: 

These organizations provide exceptional services that move the needle on engagement scores at work, and they’re excellent at what they do.

As we launch into our next 100, we’re looking for two other organizations to join us in partnership. We want organizations that serve mid-market to enterprise with human capital or talent management solutions or can specifically help leaders further develop their skills. We want to share your knowledge and help you help more organizations and leaders. If you want to explore this, we’d love to talk about it, email Nikki@mondayfire.com 

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Monday Fire: Thoughts>Feelings>Actions>Results

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 thoughts can you channel to accomplish your goals?

Subscribe to get your Monday Fired up.

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095: Whole Person Development | Todd Richardson

Todd Richardson is the CEO of EDGE Mentoring, a non-profit organization connecting generations in meaningful mentoring relationships.

In this episode, Todd and Nikki discuss the importance of developing the whole person–the professional, personal, and spiritual self–and the tremendous impact it has on engagement.

Truth You Can Act On

1. Spend half your one-on-one meetings having real conversations about the person’s well-being.
[00:07:43]I had a colleague, dear, dear friend, um, Les Gleaves, who was a lifelong professional development guru. And whenever. We would meet, he would take a deep breath before saying his first word and ask, how are you? And he asked it in a way required more than a one word answer. You know, I asked my kids every day when they come home from school, how was school? And the reality is. It’s more out of repetition and more out of kind of requirement and routine where I say, you know, have a school, I am expecting a good answer.[00:08:42]
2. Personally check in with your people frequently–at least every other day.
[17:37] I try to make it a point to reach out to each of my employees, at least every other day in daily. I can. And it doesn’t have to be anything more than a Hey, checking in on you. Hope all is well today. Let me know if I can be of assistance, but I think what happens is we all escape too. You know, the dark corners of our houses and apartments and condos, and it’s easy to get isolated into like your on an Island. [18:09]
3. Create space for employees to connect with each other.
[19:39] as leaders, one thing that we can really push on is create the space and the opportunity for employees to devise and come up with affinity groups that are important to them, and then allow them to play leadership roles. It allows them to. Show up to the office show up to the, you know, whether it’s live or, and to be able to ring others in the workplace together around topics that are important to them. [20:08]

Book Recommendations:

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.

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Healthcare Series: Recognizing Good Work | Terry Hamilton

Terry Hamilton, Executive Vice President and System Chief Operating Officer at Lakeland Regional Health, is a long time leader in healthcare. What stands out about Terry is how passionate he is about the people side of the business. For him, sharing gratitude and recognizing employees for the important work they do well is what being a leader in healthcare is all about. 

Truth You Can Act On

1. Say thank you and say it often.
[19:13] “The most fundamental thing you can do to demonstrate gratitude is to say, thank you. And then you have to know what you’re saying. Thank you for, so you have to be intentional about finding the things that your people are doing that are great and say, thanks for that specific thing.” [19:29]
2. Carve out one on one time.
[16:25] our standard tools are gone. So being there and saying the right thing and providing assurance and trying to enter into this as much as you can with them is the illustration to me of gratitude for workers at this particular time. [16:41]
3. Call people by name.
[25:06]I wanted to thank him, but I didn’t know his name. And I’ve always been nice to my housekeeper, but I didn’t know his name. And I resolved from that moment. I’m never not going to know. My housekeeper’s name because that’s a measure of gratitude as well. And a measure of recognition. [25:24]

Sponsor: 

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.

Book Recommendation:

 Thrift Store Saints by Jane Knuth

Announcing Gut + Science LIVE for Healthcare Leaders

MondayFire LIVE: The Leader’s Guide to Less Team Stress

As a healthcare leader, are you worried about your team members experiencing more stress and burnout than ever before? Could you benefit from learning a simple and proven structure to help employees manage their stress?

If you answered “Yes” to either of these questions, please join this special Gut+Science Healthcare LIVE session with Vicki Hess, RN, (www.VickiHess.com) Certified Trauma Professional and Top 5 Healthcare Speaker. Pulling tools from her newest book, SHIFT to Professional Paradise in Stormy & Uncertain Times, Vicki Hess, RN, shares specific ideas for how leaders can positively impact stress and right away. Join us!

You’ll walk away with…
1. New knowledge about the phases of disaster that your employees are experiencing.
2. Tips for managing your own stress and burnout.
3. Five steps to positively impact stress management.

Link to Join: 

094: Getting Stuff Done! | Mike Reynolds

Mike Reynolds is the CEO of Innovatemap, a digital product agency helping companies dream, design, and deliver digital products and services.

In this episode, Mike joins Nikki to share insights on how he’s built a culture that innovates constantly and moves fast to get things done. 

Listen in to hear the unique way team structure affects speed and relationship building.

Truth You Can Act On

1. Feed the prospective employee pipeline constantly, not just when you are ready to hire.
[00:05:33] I’m always and our team is always out looking for incredible talent, incredible people. You know, it’s almost like we’ve got maybe a potential pipeline in mind. And then candidly, when the business is at a point where we need to grow or possibly add a team member for a particular need or set of jobs to be done, who comes to mind that was wonderful at that, and that we’d love to work with? [00:05:57]
2. Build capacity in your calendar to think.
[00:11:51] The client work comes first. But that being said, we’re very comfortable when someone’s plate has a little capacity because capacity for service individuals will fluctuate. We encourage that capacity to be turned inward and to think about Innovatemap. And, you know, we’ll have individuals share new ideas all the time. [00:12:13][21.7]
3. Build cross-functional teams in your organization to move things fast and help your people bond.
[00:19:02] that’s how we get stuff done fast. And it’s as simple as I just described, which is, hey, we need to spin up a team. And this is happening in hours…we always are very nimble to rally around a business need. And if the business finds that it’s more permanent and needs a more solidified permanent team around it we will do that. [00:19:43][40.6]

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

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Monday Fire: Assess Yourself for Self-Reflection

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

Our question for you today:

Which assessment tools do you like best?

Subscribe to get your Monday Fired up.

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093: Powerful Cultural Norms | Brian Provost, Troy Thibodeau

Brian Provost and Troy Thibodeau are part of the executive team at Ascentis, a SaaS-based Human Capital Management company. In this episode, Brian and Troy join Nikki to discuss the cultural norms they have implemented to create an engaging workforce.  

Listen in as they share their business journey.

Truth You Can Act On

  1. Be intentional about creating cultural norms by first identifying your desired outcome
    [00:01:43] Troy: We define culture as a set of shared beliefs in how we want to behave at Ascentis and what we’ve found…is that when you can create a common set of beliefs amongst your team, it creates a great community and it creates strong engagement. [00:02:04]
  2. Make cultural norms memorable
    [00:04:50] Troy: A key ingredient to the creation of these cultural norms is how do you make them memorable so that when you walk up to folks any given day in an office, or you’d meet one of your teammates and you say, what are our cultural norms? They can easily rattle them off. [00:05:05]
  3. Create awards that recognize employees for modeling the norms
    [00:17:02] Troy: As you actually walk around the Ascentis offices, you will see the culture of excellence artifacts sitting on people’s desks, and it will indicate which of the cultural norms that they’ve been recognized for in that program. [00:17:15]
  4. Ensure your cultural norms are incorporated into your business strategy
    [00:24:55] Brian: By having strong leaders in the business, which ultimately incorporate the cultural norms, essentially you’ve got a true North you can count on. These folks are selfless. They hold a rudder that’s straight and regardless of things happening, no one’s jumping in their foxhole and people are just continuing to March forward. [00:25:19]

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

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Healthcare Series: Intentionally Building Relationships | Shane Carter

Shane Carter is the Chief Nursing Officer at Advocate Aurora Health, the 10th largest not-for-profit integrated health system in the United States.

Listen in as he and Nikki reveal the ways building relationships will impact your culture.

Truth You Can Act On:

    1. Know your individual employees beyond their job title and responsibilities: What are they excited about in life right now? What hobbies are they into?
      [00:12:47] I asked those questions, not because I feel obligated to, I ask those questions because I honestly care.[00:12:52]
    2. Make live personal connections as often as possible.
      [00:19:33] What I try to practice as much as I preach is really get out and make that connection. Have those conversations. My team knows, do not send me an email that goes past two sentences. I just won’t read it. Um, and maybe that’s a negative thing, but they know that you’re better served by coming and finding me walking through the concern, the situation following up that way.[00:19:55]
    3. Don’t assume how people are doing, rather, ASK then just listen
      [00:28:02] One thing that I will never do again is just assume that leaders are in a good spot. You need to check up on them and you need to get in their environment and really talk to them. [00:28:13]
    4. Lead by example to help others see the value of relationship building.
      [00:16:24] I always put a picture of either my family or one of my hobbies up there, let them know that I live in Amarillo, a small town just West of here, and really try to connect with them. [00:16:33]

Sponsor:

  • 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.

Book Recommendation:

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