employee retention

Corporate CPR Episode 119: How Your Meetings Might Be Killing Your Company

/ Jana

On today’s episode we are talking about how your meetings might be killing your company.

Stefanie Krievins, President of The Change Architects since 2014, thrives on dynamic change. Rejecting stagnant plans, she champions continuous learning and organizational strategies, fostering workplace innovation and joy. Her brainchild, The Change Architecture Framework, guides companies through transformation, emerging stronger. Stefanie, an Indiana University alumna, holds a Master’s and undergrad degree. Certified as a solution-focused coach by Erickson International and a member of the International Coach Federation, she’s renowned for her disruptive approach. A self-proclaimed Pro Troublemaker, Stefanie challenges leaders to embrace discomfort and drive impactful change. As host of the “Hot Mess Hotline” podcast, she offers a platform for ambitious leaders seeking genuine transformation.                

Episode Highlights:

  • Schedule virtual coffee breaks or informal chat sessions for team members to engage in casual conversation and foster rapport.
  • Utilize collaboration tools like Slack or Microsoft Teams to facilitate spontaneous communication and open channels for discussion.
  • Emphasize the need for meetings to deliver substantial value, measured against the collective cost of attendees, and encouraging self-reflection on meeting participation and leadership behaviors.
  • Encourage transparency and knowledge sharing by documenting work and sharing updates regularly using shared documents, wikis, or project management tools.
  • Recognize the importance of physical gatherings for building relationships and facilitating informal learning and idea exchange.
  • Promote cross-team communication by creating opportunities for serendipitous interactions and idea exchange, even in a remote work environment.
  • Start meetings with informal icebreakers or personal check-ins to foster rapport and create a sense of community among team members.

Top 3 Takeaways for the Audience:

  1. Say no to more meetings: Challenge the status quo by being selective about attending or scheduling meetings, prioritizing those where you can contribute value.
  2. Commit to active participation and leadership: Take ownership of meetings by actively engaging, sharing ideas, and fostering an environment of open communication and honesty.
  3. Focus on building trust and psychological safety: Recognize the importance of creating an environment where team members feel comfortable expressing their thoughts and opinions, ultimately contributing to organizational success.

How to Connect with Stefanie & The Change Architects:

Website: http://www.thechangearchitects.com

Navigating Project Management Waters: Challenges and Solutions for Small Businesses

/ Jana

In the dynamic world of small businesses, project management often becomes a juggling act. While big corporations may have dedicated teams and sophisticated tools, small businesses face unique challenges in managing projects effectively. Let’s dive into the hurdles and discover tailored solutions to keep the ship sailing smoothly.

 The Challenge of Limited Resources

Small businesses are often strapped for resources, both human and financial. This can lead to overburdened teams wearing multiple hats, making it challenging to allocate time and expertise to project management.

Solution: Embrace simplicity. Utilize user-friendly project management tools that streamline processes without overwhelming your team. Prioritize tasks and focus on key project elements to maximize efficiency within constraints.

Communication Hurdles in Small Teams

In a smaller setting, the lines of communication should be clear, but the reality is often different. With fewer team members, miscommunication can have a significant impact on project outcomes.

Solution: Foster open communication channels. Regular check-ins, concise updates, and utilizing collaboration platforms can enhance team communication. Create a culture where team members feel comfortable expressing concerns or asking for clarification.

 Adapting to Change

Small businesses are agile by nature, but adapting to unexpected changes in a project can be a stumbling block. Lack of established processes may lead to chaos when the unexpected arises.

Solution: Embrace flexibility. Establish a framework that allows for adjustments without derailing the entire project. Encourage a mindset that views change as an opportunity for improvement rather than a roadblock.

 Balancing Act: Quality vs. Speed

Small businesses often find themselves torn between delivering projects quickly and maintaining high-quality standards. The pressure to compete can compromise the quality of work.

Solution: Find the sweet spot. Clearly define project goals and set realistic timelines. Prioritize tasks based on importance and potential impact, allowing your team to focus on delivering quality results within achievable timeframes.

Building a Project-Centric Culture

Unlike larger corporations, small businesses may not have a well-defined project management culture. This lack of a structured approach can lead to projects losing direction.

Solution: Cultivate a project mindset. Invest in project management training for your team and encourage the adoption of best practices. Establish a project-centric culture where everyone understands their role in contributing to successful project outcomes.

While small businesses face unique project management challenges, they also possess the agility to overcome them. By implementing tailored solutions that align with the company’s size and resources, small businesses can turn project management into a strategic advantage, driving growth and success.

Navigating Project Risks: A Guide to Keeping It All Together

/ Jana

Picture this: you’re managing a project, and everything seems to be going smoothly. But then, out of nowhere, a major hiccup derails your carefully laid plans. If you’ve been in the world of project management, you know that risks are an integral part of the process. The key is not to eliminate risks but to identify, assess, and mitigate them effectively. Let’s explore some practical tips for managing project risks and ensuring your project stays on track.

1. Begin with a Risk Assessment

Start your project on the right foot by conducting a comprehensive risk assessment. This involves brainstorming with your team to identify potential risks. These could be anything from resource shortages to technical challenges or even external factors like market fluctuations. The goal is to create a list of all possible risks that could affect your project.

2. Prioritize Risks

Not all risks are created equal. Some have a higher probability of occurring and could have a more significant impact on your project. Prioritize your risks by considering their likelihood and potential consequences. Focus on the most critical risks to ensure your mitigation efforts are well-directed.

3. Develop a Risk Register

A risk register is your go-to document for tracking and managing risks throughout the project. It should include a description of the risk, its potential impact, its likelihood, and a plan for mitigation. Keep this register up-to-date and share it with your team so that everyone is aware of the potential pitfalls.

4. Plan for Risk Mitigation

Mitigating risks is where the magic happens. Develop a detailed plan for each identified risk. Consider what actions can be taken to reduce the likelihood of the risk occurring or lessen its impact if it does. Assign responsibilities for each mitigation strategy, so there’s no confusion about who’s accountable for managing specific risks.

5. Continuously Monitor Risks

Risk management is not a one-and-done activity. You must keep a vigilant eye on your risks throughout the project’s lifecycle. As the project progresses, new risks may emerge, and the impact or likelihood of existing risks may change. Regularly update your risk register and make adjustments to your mitigation plans as needed.

6. Encourage Open Communication

A culture of open communication can be a lifesaver when it comes to risk management. Encourage your team members to report potential risks or issues as soon as they arise. Timely identification allows for quicker responses and more effective risk mitigation.

7. Be Prepared with Contingency Plans

In some cases, despite your best efforts, risks may materialize. This is where contingency plans come into play. Develop backup plans that outline what steps to take if a risk becomes a reality. Being prepared will help you respond swiftly and minimize the impact on your project.

8. Learn from Past Projects

Your previous projects are a treasure trove of insights. Take the time to analyze what risks occurred and how they were managed in the past. Use this knowledge to improve your risk management strategies for future projects.

9. Seek Expert Input

Don’t hesitate to seek input from experts or experienced colleagues. They may have dealt with similar risks in the past and can offer valuable insights and advice on how to manage them effectively.

10. Embrace Adaptability

Finally, understand that not all risks can be predicted or prevented. In the world of project management, adaptability is a superpower. Be ready to pivot, adjust your plans, and keep your project on track, even in the face of unexpected risks.

Managing project risks is a critical skill for any project manager. It’s about being proactive, adaptable, and having a plan in place for whatever curveballs come your way. By identifying, assessing, and mitigating risks effectively, you can increase the chances of your project’s success and keep it on the path to completion, no matter what challenges arise.

Corporate CPR Episode 91: How Every Leader Can Influence A Company’s Employee Engagement 

/ Jana

On today’s episode we are talking about how every leader can influence a company’s employee engagement. 

Paul ter Wal is a seasoned consultant, speaker, author, and founder of ANDARE (now Ter Wal Beheer BV). His journey has evolved from sick leave reduction to transforming company culture, amplition, and engagement. Pioneering “Value-to-Profit,” he aligns core values with employees’ essentials for heightened profitability. His approach empowers organizations to implement innovative engagement, vitality, and sick leave strategies, guided by the 7 keys of Talent Management Engagement as ROI.

Paul is a guest lecturer at Maastricht University, Masters Work, Health and Career and is registered as a Certified Speaking Professional (CSP) with the organisation Professional Speakers Australia and a Fellow (FPSA) with the Professional Speaking Association in Great Britain and Ireland.

Key Takeaways:

  • Global Engagement Statistics: The engagement levels in the workforce vary across regions and cultures. About 15% of employees worldwide are fully engaged, showing energy and enthusiasm in their work. Regions like Europe have higher numbers of disengaged employees compared to fully engaged ones, while regions like South Asia, the US, and Canada have relatively higher engagement levels.
  • Generational Shifts: Different generations approach work differently. Older generations often valued duty and work to provide for their families, while younger generations focus more on personal fulfillment and purpose. This generational shift impacts the way leaders need to approach engagement and motivation.
  • Changing Leadership Roles: The role of a leader has evolved from simply being the best employee to being a facilitator and supporter of their team. Many leaders who were promoted due to their individual skills may lack the natural leadership skills required to effectively manage and engage their teams.
  • ABC of Engagement: Autonomy, Belonging, and Competencies are essential factors that influence engagement in the workforce. Leaders should provide employees with autonomy to make decisions and contribute, create a sense of belonging within the team or organization, and continually support employees in developing their competencies.
  • Non-Negotiable Values: Organizations should establish non-negotiable core values that define their purpose and mission. These values should guide hiring decisions, and employees should align with these values. A strong organizational purpose contributes to a sense of belonging and engagement among employees.
  • Leader’s Role in Engagement: Leaders play a critical role in driving engagement within their teams. Effective leadership involves understanding individual employee’s strengths and weaknesses, fostering a culture of continuous development, aligning individual purposes with the organization’s purpose, and maintaining open communication.
  • Personalized Conversations: Engaging with every employee through meaningful conversations is crucial. Leaders often focus on addressing issues with underperforming individuals, but it’s equally important to engage with high-performing employees. Valuable insights can be gained from these conversations, contributing to better team dynamics and performance.
  • Effective Communication: Building relationships requires leaders to communicate effectively with their team members. Engaging in open conversations and actively listening can foster trust and understanding. Opt for informal settings like walking meetings or coffee chats to create a relaxed environment conducive to candid discussions.
  • Recognition and Feedback: Recognition and feedback are powerful drivers of engagement. Celebrating successes and acknowledging contributions can boost morale. Feedback sessions should focus on strengths and areas for improvement, creating a positive impact and encouraging employees to take ownership of their growth.

Top 3 Takeaways:

  1. Stop talking about human resources. Nowadays we talk about human beings. 
  2. Change negative issues into a positive approach.
  3. Take your position as a leader seriously because you’re there to support and facilitate employees. 

How to connect with Paul:

YouTube: https://www.youtube.com/@PaulterWal

LinkedIn: https://www.linkedin.com/in/paulterwal/

Corporate CPR Episode 83: How To Have Staying Power

/ Jana

On today’s show we talk about how to have staying power with Steve Gaffney.

Steven Gaffney is the founder, president, and CEO of the Steven Gaffney Company, a leading specialist in internal communication tactics that help manage and maintain change. He works with top executives and leaders in industry and government, helping organizations like NASA and Citigroup increase morale and productivity to collaborate and succeed in their goals. Steven is the author of six books, including Be a Change Champion: 10 Factors for Sustaining the Boom and Avoiding the Bust of Change. He has been interviewed and quoted in a range of major news outlets including The Wall Street Journal, The Washington Post, CBS, NBC, FOX, and others, appearing regularly on “Let’s Talk Live.”

Key Takeaways:

  1. Unspoken Communication: Addressing the unsaid is crucial for improving communication and organizational dynamics. By encouraging open dialogue and addressing underlying issues, organizations can foster better understanding and collaboration among team members.
  2. Conditionally Powerful vs. Unconditionally Powerful: Being unconditionally powerful means focusing on what can be done to overcome challenges, regardless of existing conditions. It involves taking proactive actions and not letting external factors limit one’s capabilities and potential for success.
  3. Awareness and Responsibility: Making individuals aware of their conditional mindset empowers them to take 100% responsibility for their actions and reactions. By recognizing the influence, they have over their own lives, individuals can proactively make changes and take control of their outcomes.
  4. Controlling the Self: The only thing individuals can truly control is themselves. By focusing on their own behavior and reactions, individuals can positively influence the dynamics around them and contribute to a more positive and productive environment.
  5. Quitting vs. Persevering: The decision to quit or persevere is personal, but claiming to have tried everything can limit potential growth. It is important to remain open to new possibilities, solutions, and experiences, even when faced with challenges, in order to continue progressing and achieving goals.
  6. Learning from experiences: Analyzing past successes and failures helps identify what works and what doesn’t. By drawing lessons from experiences, individuals and organizations can improve their strategies and approaches in the future.
  7. Expanding the frame: Considering the bigger picture and ultimate goals when facing challenges allows for the exploration of new possibilities and alternative approaches. By broadening the perspective, individuals can find innovative solutions and make better decisions.
  8. Taking action and iterating: High-performing teams prioritize taking action and iterating quickly. They value progress over endless discussions, enabling them to test different approaches, gather feedback, and make adjustments for continuous improvement.
  9. Motivation through speed: Taking action and making progress, even if imperfect, creates momentum and a sense of achievement. Speed can inspire and energize individuals and teams, leading to improved quality and market responsiveness through faster feedback loops.
  10. Bias for action: Having a bias for action involves prioritizing tangible steps forward over excessive planning or indecision. It encourages a mindset of agility, adaptability, and continuous improvement, recognizing that action is necessary for progress and learning.

Top 3 Takeaways:

  1. Be unconditionally powerful – make the unaware, aware.
  2. Focus on honest communication – get the unsaid, said. 
  3. Create high achieving teams versus high performing teams. 

How to get in touch with Steven:

Email: info@stevengaffney.com

Website: https://www.stevengaffney.com/

LinkedIn: https://www.linkedin.com/in/stevengaffneycompany       

Corporate CPR Episode 51: Will the Labor Shortage Ever End?

/ Jana

On today’s show, we discuss the current labor shortage, and what we might expect moving forward.

If there is a crystal ball for what the future of jobs, work, and the workplace look like, it lies in the head of Ira S. Wolfe. Ira has emerged as one of the top 5 Global Thought Leaders in the Future of Work and HR. a visionary thinker in what happens When the Shift Hits Your Plan and How to Thrive on the Never-Normal Journey. 

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Corporate CPR Episode 49: How to Build a Bought-in Culture within Your Workforce

/ Jana

On today’s show, we discuss how to build a bought-in culture within your workforce.

Brandon Seigel is a published author, internationally recognized consultant, and serial entrepreneur. 

Seigel is the CEO of Fly High Business Builders, President of Wellness Works Management Partners, and COO of Every Child Achieves. Seigel brings nearly twenty years of executive leadership experience empowering workforces of all sizes in reaching new levels of engagement, empowerment, and success. Throughout his storied career, Seigel has empowered entrepreneurs throughout the United States to streamline operations, build winning teams, implement effective business models, and ultimately transform new ventures for optimum success. 

Seigel’s passion is working with purpose-driven enterprises in the health, wellness, and education sectors in which he has been featured by CBS, MSNBC, Wallstreet Journal, CEO Biz, and more. 

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Corporate CPR Episode 43: How to Operate in Tight Labor Markets with Cindy Klein

/ Jana

Corporate CPR Episode 43: How to Operate in Tight Labor Markets with Cindy Klein

On today’s show, we discuss how to operate in tight labor markets. We are certainly in what is called a “candidate’s market” right now. How can an organization compete for the best employees?

With over 20 years of experience in digital marketing, Cindy Klein has started her career working for top firms of the industry. After 15 years of experience in recruitment marketing and sales, she eventually became the SVP of Sales for Talent.com, overseeing the whole North American market.

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Corporate CPR Episode 37: How to Recruit Great Talent with Joe Mullings

/ Jana

On today’s show, we discuss how to breakthrough the noise to recruit great talent.

Joe Mullings has been building companies and careers for over 30 years. He founded and is Chairman & CEO of The Mullings Group, the world’s leading search firm in the medical device industry. His clients are Fortune 100 companies including Google, Johnson & Johnson, Medtronic, Abbott, and Siemens, as well as emerging startup companies that are bringing futuristic technologies like surgical robotics, tele-robotics, artificial intelligence and Deep Learning to the market.  

Joe is also the Chief Visionary Officer of MRI Networks, the 3rd largest executive recruitment firm with 400 offices worldwide. He is also President & CEO of Dragonfly Stories, which is the production company behind the award-winning docu-series, “TrueFuture” of which he is the host and producer. Joe is also the founder of the media platform TMG360, a medtech news and opinion website. 

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Corporate CPR Episode 33: Strategies for Improving Employee Retention with Richard Huffman

/ Jana

Richard Huffman is the CEO and Founder of Celebree School. He started Celebree School in 1994 and over the course of two decades, grew the brand from a single owned preschool into Maryland’s largest, privately held chain of childcare centers. In 2019, Huffman expanded the Celebree School brand into a franchise model and after just two years, he has been able to award 60 new franchise territories in that time. The franchise brand has already received numerous industry accolades, including the 2021 Fran-Tastic 500 Award by FranServe, and is on track to open to 100 new schools by 2025. 

On today’s show, we discuss how employee retention ties back to the bigger vision of the company.

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