Podcast

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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Monday Fire: Recommended Reading

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 have you read lately?

Subscribe to get your Monday Fired up.

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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

Subscribe to Gut+Science



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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