Podcast

056 – Becoming A Leader Worth Following | Jeremie Kubicek

What gets YOU fired up?

Today on Gut+Science, we’re talking to Jeremie Kubicek (@jeremiekubicek) CEO of GiANT TV, Co-Founder of GiANT, keynote speaker, and author of 100X Leader: How to Become Someone Worth Following

Tired of being overproductive but under present when it comes to your relationships? In this episode, you’ll hear how you can shift your life from ‘accidental’ to ‘intentional.’

Truth You Can Act On:

  1. 70/30. 70 percent of our time should be spent on what fires us up, and 30 percent of our time can be spent on ‘the other stuff.’ Review your calendar and make it a practice. 
  2. People want to follow relational, trusting CEOs. It’s all about our ability to communicate and build relationships with our people. If you truly get to know your people, this will ultimately drive trust. 
  3. Know yourself and lead yourself. Take time to reflect and determine opportunities to make yourself a better person and leader. It’s important to research and find tools that can help you with feedback and self-awareness. 

Book Recommendation:

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055 – If You Want to See It, Be It: How Leaders Can Model Excellence | Max Yoder

Max Yoder (@maxyoder), is the Co-Founder and CEO of Lessonly, a team training software company. He’s also the author of Do Better Work, a foundational book for any leader that focuses on the whole human approach.

In this episode, you’ll hear Max’s advice on how YOU can model excellence for your employees. As leaders, we have to ‘walk the walk’ – a walk that inspires the rest of our crew to greatness. As Max says, if we learn to love ourselves and to think of ourselves as someone who can make an impact on others simply by existing and behaving in certain ways, the whole world gets better.

Truth You Can Act On:

  1. We’re all human. We have to model the behaviors we want to see, but we also have to realize that we aren’t going to be perfect models. We are going to fall down; we are going to make mistakes.
  2. Share before you’re ready. Iterate early and often. Instead of doing something and perfecting it in a vacuum, draft up a bulleted outline or a rough idea of where you want to go with a project, and then share it with the people who will ultimately benefit from these ideas in the end.
  3. Get agreements. It’s difficult to communicate clearly sometimes. Either we don’t want to put in the effort or we assume the other person knows what we need. If you get an agreement, you’re not leaving things up for assumption. So, if you want somebody to do something, make it clear what you want. Ask them if they can agree to that and if they say ‘yes,’ now you have a common ground to stand on.
  4. What fires you up on Mondays? For Max, his purpose in life is to inspire and motivate people in a loving way. Check out your schedule and see what opportunities you have throughout your day, week, and month to get your people excited.

Book Recommendation:

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054 – Father’s Day Special Episode: Creating a Unified Language of Leadership | Krister Ungerböck

In this special Father’s Day episode, we’re talking to Krister Ungerböck (@MeetKrister), father, author, award-winning CEO, leadership expert, and national keynote speaker.

Krister is breaking down his book “Language of Leadership,” which digs into a new, powerful language that drives emotional intelligence and better relationships at work and at home.

You’ll also hear about Krister’s Father’s Creed Challenge, an exercise that has the potential to transform relationships between fathers and their children. (It’s also an excellent exercise to do this Father’s Day).

Listen in as Krister explains how our language and relationships impact our children and their future relationships.

Truth You Can Act On:

  1. 360 Feedback. This is a process that helps us understand how others see or experience us. Get an audience of 20 people or more for a larger sample size, and make it an annual habit.
  2. Focus on the difficult relationships around you. Most of us do the opposite, but with the process we learned in this episode, it can be simple (maybe not easy, but that will make us grow).
  3. Powerful next steps from feedback have 3 parts: Write down what you are going to do; make a commitment; have a date to check in.

Book Recommendation:

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.

053 – Optimizing Productivity Through Health | Erica Ballard

What do top performers eat? How do they exercise? How much do they sleep? And most importantly, how do they squeeze all this in?

Erica Ballard  (@ericaballardhealth) is a Healthy Living Expert and Coach, and Founder of Erica Ballard Health and The B Method, a corporate wellness program designed to boost employees’ productivity, impact, and loyalty.

In this episode, you’ll hear why when we take care of ourselves, we can be more engaged in our workplace.

Truth You Can Act On:

  1. Our 5-9 affects our 9-5. This mindset reminds us, as leaders, to take the whole person approach to the way we see our employees.
  2. Health: It’s 80% food and 20% movement. When we look at our meal, it should be 75% vegetables and 25% protein and fat. When we think about movement, working out is good, but it is only one of the six ways we need to move.
  3. Energy equals money. Let that sink in. So, what are we feeding our people? How do we encourage them to rest? What education are we providing to help them maximize their health and energy?

Book Recommendation:

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.

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052 – Diversity and Inclusion: Stop Checking the Box | Jessica Gendron

Jessica Gendron (@JessGendron) is the President of the Center For Leadership Excellence. In this episode, you’ll hear Jessica explain why it’s time for leaders to step up and build a culture where people are respected and embraced for their differences.

Truth You Can Act On:

  1. Ask for feedback. You need to know what’s going on in your company. As a leader, it’s your responsibility to make sure your employees feel safe enough to provide feedback.
  2. Diversity and inclusion should be tied to business outcomes. If we can tie inclusion into overall business strategy and important KPIs, there will be more buy-in from everyone. Tie it to the bigger picture.
  3. Unconcious bias. Teach your people about what this term means. It’s all about awareness.
  4. Stop checking the box. It all starts with us, as leaders, to encourage diversity and inclusion.

Book Recommendation:

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.

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051 – Developing Processes to Promote Growth in Your Organization | Dane DeLozier

Dane DeLozier is a problem solver. As the Co-Founder of Enable, he helps companies and leaders unlock their employees’ potential by crafting problem-solving processes.

As a leader, you may be quick to jump in when there’s a problem or employee conflict. However, Dane believes you have to focus on the real issues of your business as opposed to getting sucked into all the issues of the business.

If your employees raise a serious concern or need to get ‘unstuck’ on bigger problems, that’s where you come in.

So, how can you develop your employees’ problem-solving skills?

Dane believes developing a collaborative process is essential for effective problem solving within any organization. Listen in to hear how you can develop a company culture that encourages collaborative problem solving and maximizes human potential.

Truth You Can Act On:

  1. We need commitment. Before building and executing a process, it’s imperative to have everyone on the leadership team on board.
  2. We need processes. Processes help us hold each other accountable. What processes do you have in place when it comes to developing your employees? How could they improve?
  3. Learn how to have tough conversations. Dane tells us the most important thing about these conversations is the timing. As a leader, decide democratically and execute autocratically.
  4. Focus on unlocking human potential. How? You have to master what makes people tick and tap into their strengths.
  5. People alignment is a must. It’s important to understand the person, the team they’re on, and the leader they’re working with, and then make sure the alignment is there.

Book Recommendation:

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050 – Mastering Communication to Boost Employee Engagement at Your Company | David Butler

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.

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.

Book Recommendation:

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049 – Seen. Heard. Valued: How to Increase Business Loyalty | Ali Cudby

Ali Cudby (@alicudby) founded Your Iconic Brand to help leaders increase business loyalty after gaining strategic marketing experience at The New York Times Company, Golf Digest Magazine, and Animal Planet TV Network to name a few. 

She is also the creator of the world’s leading bra fit training and certification program and is a bestselling author on the subject. Fusing her corporate background and her insights into consumers gained in the Intimates industry, Ali developed an innovative system for retention and growth. 

Bottom line, Ali believes your business grows when customers feel seen, heard and valued. Listen in to hear how you can foster this type of culture at your company. 

Truth You Can Act On:

  1. Employee engagement and customer loyalty are connected. A customer’s experience is almost always tied back to how your employees are engaging with them. So, think about it – if someone wakes up on Monday and they don’t feel connected to the purpose of their company or their boss, they probably won’t be super pleasant to customers. 
  2. Seen. Heard. Valued. Everyone wants to feel this way. And when people feel this way, they get excited about being a loyal customer. It’s not a huge shift, it’s accessible – and it happens one step at a time. 
  3. Steer clear of ‘flavor of the month’ initiatives. No executive wants to spend time, energy and resources thinking about how they can grow their organization only to have some big announcement and then have it fizzle out. Get everyone on board – aiming for the same bullseye – then reinforce it.

Book Recommendation:

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048 – Alleviating Stress Surrounding Student Loans | Joe Weldon

80% of millennials entering the workforce currently have some type of student debt, and with the average student loan amount coming in at around $40,000, debt is a massive stressor for employees today. 

On this week’s episode of Gut+Science, we’re talking about employee benefits with Joe Weldon, Area Vice President of Benefit Consulting Services, at Gallagher. 

Joe has spent a few decades in the benefits realm, making his rounds across the country speaking to human resources leaders and executives about key differentiators when it comes to employee benefits.

One of those key differentiators is student loan assistance. 

Alleviating stress surrounding debt is a hot topic, and Joe says it makes a huge impact on the lives of employees, especially with the attraction and retention challenges companies are facing right now. 

We need to evolve and change the way we do things, especially in the benefits space. Listen in as Joe explains options to turn this stressor into an employee engagement strategy that can help both employers and employees ‘win.’

Truth You Can Act On:

  1. Educate Your People on All the Options. Bring in live and virtual educational sessions to help your employees make the best decisions on alleviating their financial load. 
  2. Check Out Refinancing Options. Talk with trusted experts to give you options to share with your employees.
  3. Commit to Contributions. Think about the contributions you can make as an employer. Send your employees messages on how much you care about them – as a whole person – and explain why you’re bringing these contributions to the table. 
  4. Government Options for Loan. Look into these options, or reach out to Joe, as he is a true expert when it comes to government loan assistance. 

Book Recommendation:

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046 – Conscious Capitalism – The Movement | Nathan Bobay

Nathan Bobay (@nbobay27) is the Senior Manager of Customer Solutions at Delta Faucet, a leading innovator in water technology. He’s also the co-founder of the Conscious Capitalism chapter in Indianapolis where he teaches business owners how to do business consciously.

Nathan’s passion for Conscious Capitalism began after experiencing its power firsthand. It’s an interesting philosophy—by focusing on making the world a better place, you can actually produce better returns. It’s all about creating a win-win arrangement for all parties involved.

Unfortunately, traditional management practices and beliefs can hold us back from truly flourishing as intentionally conscious leaders – and Nathan believes it’s time to break those beliefs. Listen in to learn how to grow your company and culture by leaving a positive impact on the world.

Truth You Can Act On:

  1. What is your higher purpose as an organization? A conscious business is one that exists for a higher purpose beyond creating profits and shareholder value. It exists to make the world a better place.
  2. Do you have complete stakeholder integration? By stakeholders, we’re not just talking about employees, customers, and shareholders. We also need to remember our suppliers, the community, and the environment. So, what are you doing to create successes and wins for all stakeholders in your business?
  3. Is your leadership consciously aware and strategic in building your organization? Has your leadership bought into your mission? What specific steps are they taking to create wins for your stakeholders? If your company has a higher purpose, your leaders should be motivated by serving that higher purpose.
  4. Do you have a conscious culture? A conscious culture thrives beyond the individual founder or leadership team. It grows as the company grows and is based on your company’s core values coming to life

Book Recommendation:

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