Podcast

088 – Evolving Work Environments Post-Pandemic | Matt Hassler

Matt Hassler is a top-performing Account Executive at Ascentis, a human capital management firm that uses technology to help organizations improve their profitability and efficiency. 

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]

Nikki’s Book Recommendation:

Sponsors:

  • 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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Monday Fire – Tap Your Superpowers

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.

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087 – What’s Your Culture DNA? | Jason Cochran

Jason Cochran is the co-founder of iAspire Business, an employee development firm that helps executives build a culture of growth in their organization.

Truth You Can Act On:

  1. Have clarity. Get clear on the why, the how, and the what, the values and the traits to create the core of your culture.
    • [00:03:38] Jason: There has to be clarity within the organization as to what the actual culture values and traits are.[00:03:45]
    • [00:04:32] Jason: Unfortunately, we often think culture and we treat it like it’s something that can just happen organically, but there has to be a clear plan with it. One of the questions I often ask is, what would it look like if you didn’t have a product strategy with clarity. What if you didn’t have a revenue strategy that had any clarity to it? Or how about a leadership development strategy? Without clarity, if you don’t have clarity for a culture strategy, there’s going to be a lot of uncertainty and expectations [00:04:57]
  2. To sustain, we have to create and implement a system to consistently execute proactive activities to drive our culture.
    • [00:03:47] Jason: we’ve got to sustain. The reinforcement of those values and traits to everyone in the organization. And that’s going to be through specific kinds of employee experiences that are designed around those values and traits. [00:04:01]
  3. Measure. It’s so important to have data and to regularly measure so you can look at the ways you’re evolving and find areas to hone in on.
    • [00:04:03] Jason: we’ve actually got to measure what people are doing. So the things that they are learning is their transfer is their application of these things. They’re learning from the experiences that are dripping with the values and traits. We’ve actually got to have a way to measure their growth, engagement, and activity. With those pieces of what we call culture DNA. [00:04:27]
  4. Consider a key champion to own the culture strategy for execution in your organization.
    • [00:14:24] Jason: officer or someone not running your sales or marketing teams, if we want to get serious about culture and reap all the benefits that it has, then there has to be someone who’s leading the charge with that within the organization. There has to be that ownership. That accountability and that person person that’s not only leading the way, but as the key person that has their finger on the pulse of the actual metrics of how things are going. [00:14:44]

Nikki’s Book Recommendation:

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

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Healthcare Series – Employee Engagement In Healthcare | Vicki Hess

Vicki Hess is an engagement expert, author, thought-leader, and speaker, and she is passionate about inspiring healthcare leaders to take action and transform engagement. 

Listen in as she and Nikki reveal the tools you need to create the environment you want to work in.

Truth You Can Act On:

  1. Employee engagement has to be part of the organization’s strategy. It’s not a tactical thing–Stop the flavor-of-the-month surveys and choose a survey that equips you with data and insights.
  2. Take Action. Weave engagement into every single thing you do as an organization.
  3. Manager engagement skills are huge. Communication and employee-engagement training is a must for managers of all levels.
  4. You must have the right mindset and belief for the strategy to work. Be intentional with how you equip your leaders to understand the engagement initiatives.

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.

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Monday Fire – The ‘Why’ Behind the ‘What’

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 unlocks your meaning and fulfillment?

Subscribe to get your Monday Fired up.

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086 – Fast Track Team Performance with Vulnerability | Emma Matthews

How do you humanize the workplace? On today’s Gut+Science, we’re diving into the topic of vulnerability with our guest, Emma Matthews.

Emma is the Culture and Performance Architect at The Zone, and she is passionate about coaching people and organizations into a new level of performance.

How can you use vulnerability as a leader to humanize your workplace and improve team performance? Listen in as Emma and Nikki break down what you should be doing.

Truth You Can Act On:

    1. Own your fears and deficits – we all have them. Know what they are and embrace them, and go at your own pace to work through them.
    2. Ask your people for feedback. Don’t just check the box, but have authentic conversations illustrating you want the feedback and you’ve heard it.
    3. Words and actions create trust. Watch what you say and do closely and be intentional with your efforts.

Nikki’s Book Recommendation:

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.

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Monday Fire – Core Values

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.

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085 – A “How-To” Guide for Gender Pay Equality | Teresa Levis

How do you assess gender pay equality? On today’s episode, we’re diving into this topic with our guest Teresa Levis

Teresa is the Vice President of Pre-Sales at Ascentis and her three decades of experience in the Human Resources industry have equipped her with a unique perspective on this issue. 

How can you intervene to improve gender pay equality? Listen in as we break it down.

Truth You Can Act On:

  1. Analyze your payroll details stats on gender. Have a database in place that can capture the data and give you a baseline. 
  2. Be aware of the reality of how you pay male vs female. Unconscious bias is very real and we all do it. 
  3. Put policies in place to encourage employee engagement. Pay-for-performance and 9-boxing are great places to start. 
  4. Equality is directly correlated to employee engagement levels. It’s not just about the amounts, though.

Nikki’s Book Recommendation:

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

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Healthcare Series – Uniting Culture with a Higher Purpose | Dennis Murphy

Being smart and healthy is essential to running a successful organization.

For this episode in our healthcare subseries, we’re revisiting our conversation with Dennis Murphy (@dennismurphy340), President and CEO of IU Health.

IU Health is a healthcare mecca with 35,000 employees, 17 hospitals, and 400 locations statewide. Their culture is driven by one uniting mission: to make Indiana the healthiest state in the country.

Over the last 30 years, Dennis has amassed a wide range of leadership experience in organizations of all sizes. Along the way, he’s learned the building blocks for a healthy culture remain the same, whether you have 40 employees or 40,000.

How do you diagnose and improve your organizational health? Listen in as Dennis and Nikki break it down.

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:

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

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Monday Fire: Practicing 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:

Are you expressing gratitude to your team members in a way that meets their needs?

Subscribe to get your Monday Fired up.

Subscribe to Gut+Science