Podcast

092 – Human First, Agenda Second | Sarah Froning Nodarse

Sarah Froning Nodarse is a facilitator and consultant at The Zone, a management consulting firm building better teams, leaders, and organizations. On today’s show, Sarah dives deep into the cultural strategy surrounding employee engagement and unpacks techniques for helping people bring their real whole self to work. 

Listen in for the full breakdown.

Truth You Can Act On:

  1. In order to make the best decisions on the HOW and WHAT you will do to move the needle on employee engagement, create a vivid vision of WHO you want to be.
    • [00:15:32] Take the time and invest the resources to work on who you want to be. What’s your mission, what’s your purpose? What’s your vision? And not only develop the strategies for how you’re going to achieve that vision–the what you’re going to do– but also the how you’re going to do it. [00:15:48]
  2. Make feedback a simple habit versus a check the box. Find opportunities to give the feedback right away and tie in how you felt and why it’s important.
    • [00:11:05] if you get into the habit of doing this and especially if leaders can get into the habit of accepting feedback from others, that becomes safer for people to sort of do it on a more regular basis. [00:11:15]
  3. Slow down. Human-first means building relationships and slowing down to truly connect. Be self-aware of what you know you can do better and be intentional to do it.
    • [00:08:03] You start off by making this human connection because once you do that, everything else will flow easier. So you slowed down a little but you sped up. [00:08:12]

Nikki’s Book Recommendation:

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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Monday Fire – “How Are You?” Goes a Long Way

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.

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091 – ESOPs Impact on Employee Engagement | Chris Fredericks

Chris Fredericks is the President of TVF, a leading international fabric supplier. On today’s show, Chris dives into the lessons he’s learned over the past decade of leading TVF through ESOP implementation, and the impact it’s had on employee engagement. 

Listen in as Chris shares the steps to determine if an ESOP can help your organization.

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:

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 – Eradicating Bullying in Healthcare | Renee Thompson

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

In this subseries, 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.

Renee Thompson is the CEO and Founder of Healthy Workforce Institute, and she is on a mission to create a world where bullying and incivility are immediately rejected and kindness, respect, and professionalism become the new norm.

Listen in as she and Nikki reveal the ways you can identify and address bullying in the workplace.

Truth You Can Act On:

  1. Know what bullying is:
    • There has to be a target.
      • [00:02:22] for a behavior to be considered bullying, There has to be three things.  First of all, there has to be a target.  It could be one person, or it could be a small group of people. [00:02:34]
    • The behavior has to be harmful.
      • [00:02:46] The second criteria is they, behavior has to be harmful in some way [00:02:51]
    • The behavior has to be repeated over time.
      • [00:03:29]the third criteria is that the behavior has to be repeated over time. It can’t be one time I get testy with you when I’m in a crisis situation, it has to be repeated. [00:03:40]
  2. Leaders need to be equipped both proactively and reactively on how to handle bullying. 
    • [00:17:11] What I have learned is that overall, I haven’t found one organization that does a good job, equipping their leaders with the skills and tools that they need to set behavioral expectations and hold their people accountable. It’s a skill that can be learned. [00:17:28]
  3. Reminder – Hire slow, fire fast.
    • [00:11:16] I had a manager who would say this, look, I can teach you to be a neuro nurse. I can teach you, you know, what you need to do to be successful here. But if, and this is what she would say, but what if God and your mother didn’t teach you how to be a nice person? I don’t want you here. [00:11:30]

Nikki’s Book Recommendation:

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.

Subscribe to Gut+Science



Monday Fire – Results vs Time

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:

Are you measuring results or are you measuring time?

Subscribe to get your Monday Fired up.

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090 – Back-to-the-Office Checklist | Steve Berry

Steve Berry is the Sales Manager at RDS Office Furniture. On today’s show, Steve hones in on the requirements and recommendations to set your office work environment up for today’s safety requirements success. 

For more information or resources, email Steve at steve@rdsoffice.com.

Truth You Can Act On:

Here’s a checklist of things to consider in shaping your workplace environment as you and your people return to working onsite:

      1. Panel walls minimum 50″.
      2. Six feet apart in our work stations.
      3. Staggering of workdays – that may look like different teams of people working opposite days of the week for less in-office attendance at one time.
      4. Strategically-placed sanitation stations all throughout the office.
      5. Limiting office tools that people share.
      6. Limiting the number of people allowed in conference rooms.
      7. Providing allowances for work from home equipment.

Nikki’s Book Recommendation:

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.

Subscribe to Gut+Science



Monday Fire – Share Gratitude

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:

How are you sharing gratitude with others?

Subscribe to get your Monday Fired up.

Subscribe to Gut+Science



089 – Helping Our People Rewire | Dan Lappin

Dan Lappin is the President and CEO of Lappin180, a high-performance sales consulting firm working to disrupt conventional sales norms. He’s also an international speaker and a member of the Forbes Coaches Council and a podcaster himself. 

Truth You Can Act On:

  1. What are your internal self-limitations? We all have them, but awareness is the first step to overcoming.
    • [00:08:59] we have to become self-aware or cautious of them if we’re going to be able to move away from them and start listening to the other voices that we have, which are far more empowering. [00:09:13]
  2. What are your superpowers? Know them. Embrace them. Work on belief in you. Get rid of the assumptions and negative thoughts that hold you back from fully utilizing your superpowers.
    • [00:11:37] we tend to overestimate what we have in place and what we currently do. And we tend to underestimate what we could gain by doing something different. And we do that innately and it keeps us safe because if we can control and experience, we can give ourselves the illusion of being safe. [00:11:56]
    • [00:12:39] according to the research, we’re having 40,000 potentially negative thoughts, every single day of self doubt. Talking ourselves out of something. And then out of that 80 %, those negative thoughts, 95% of those are, are reoccurring. [00:12:56]
  3. Get good at asking uncomfortable questions to your people, and have a coach that does the same for you as well. Uncomfortable questions are a powerful technique to get to the real-deal issues.
    • [00:14:55] So if I have to ask a tough question, I have to remind myself, I have to ask this question, even though it’s going to make this individual uncomfortable, the results though will be, they might become more self-aware of what they’re doing, they might be able to take more ownership and a game plan to change what they’re doing. [00:15:16]
  4. Help your people see the blind spots they have on their own; you just lead them to it.
    • [00:14:37] if my goal is to truly help the person, and I know that in order to help this person, I have to help this person see things for what they are. I have to help this person become more self-aware, more conscious. What that means is I have to let my intent guide me.[00:14:55]
    • [00:17:37] That’s the power of changing our thinking. When we change our thinking about how do I help this person see. If this is something worth their time, or how do I help this person see their blind spots and help them ask questions. I asked them questions to help them see what their alternatives are. What we’re doing is we’re becoming true advisers or true leaders. We’re not dictating the terms of the conversation. What we’re doing is we’re helping the other person come to conclusions on their own. And sometimes they’re tough conclusions, but the cool thing is that the individual owns them because they came up with them. [00:18:11]

Nikki’s Book Recommendation:

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.ascentis.com/carepoint

 

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Healthcare Series – Leading with Gratitude from Within | Jill Kersh

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

In this subseries, 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.

Jill Kersh is a certified life and career coach, and she is passionate about helping people live and lead with gratitude.

Listen in as she and Nikki reveal the ways you can practice gratitude for a more joyful life.

And if you’d like to learn more about coaching sessions with Jill, send her an email at jill@thrive-unlimited.com 

Truth You Can Act On:

  1. Reminder: Focus on what you have, not what’s missing.
    • [00:01:39] When you have a leader, that’s grounded in gratitude. They’re focusing on what they have instead of what is missing. They make each employee feel seen and heard and appreciated, which leads to increased morale and decreased turnover. [00:01:53] 
    • [00:13:59] When they’re in those negative thoughts, The leader is focusing on what’s missing. Oftentimes they’re using comparison. Avoid comparison; comparison kills gratitude quicker than anything else. [00:14:11]
  2. Gratitude should not be an after-thought of as “nice to have”, or “I’ll try to get there this week.” It should be an intentional effort in a core practice and leadership.
    • [00:05:26] It’s a matter of choice. So the organization and a leader has to start from, you know, top down showing gratitude, and then it, honestly, it becomes contagious and everyone under them starts expressing heartfelt gratitude and that team comes together and it really has an incredible impact. [00:05:46]
  3. Gratitude-focused leaders see the gifts in situations and in people all the time. 
    • [00:07:35] These leaders have the ability to increase their success and  the success of those around them, they can see a gift in every negative situation. With their perspective of gratitude turned on and zoned in this often leads employees to flourish in the worst of times. [00:07:53]
    • [00:08:05] A leader that leads with gratitude instead of thinking, “Whoa is me” in that situation, –which the team follows their feeling, by the way– they have that ability to go, “Gosh, what is the gift in this experience? How can we come out stronger and better than we ever have?” And when they start doing that, they start a conversation with their team that leads to brainstorming and creativity so that the company comes out stronger and better than if the mishap hadn’t happened. They choose to learn from every experience. [00:08:38]
  4. Start each day and each conversation with intention.
    • [00:14:36] when we start coming from those places where we’re asking things like that, and we’re saying prayers, and we’re coming from appreciation  to start our days with intention, we instantly get to a better place. [00:14:48]
    • [00:15:46] And as soon as you start thinking about what you’re learning from the experience, you instantly start moving into a place of gratitude, [00:15:53]
  5. Adopt daily rituals or systems for your own gratitude practice.
    • [00:09:02] …people that have these gratitude practices daily, so those core leaders have a hundred percent of people feeling more joy around them. 84% felt reduced stress and depression, 80% experience more energy, and they were able to create optimism. [00:09:19]
    •  [00:09:40] Gratitude instantly connects you to everything else. So when they’re leading from gratitude, they’re more connected to their employees, their friends, their families, they’re very connected to their missions and their life purpose. [00:09:53]

Nikki’s Book Recommendation:

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.

Subscribe to Gut+Science



Monday Fire – Doing Better Work

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:

How do you do better work – work that is meaningful to you?

Subscribe to get your Monday Fired up.

Subscribe to Gut+Science