Executive Spotlight: How To Improve Talent Acquisition

Executive Spotlight: How To Improve Talent Acquisition

An effective talent acquisition strategy focuses on the organization’s long-term goals and a good candidate experience. Improving talent acquisition is crucial in order to attract, assess, and recruit top talent, all while creating an inclusive and diverse hiring process. So, what are the best talent acquisition practices to ensure the future success of an organization?

We recently asked our leading executives for their best tips on how to improve talent acquisition.

Here are their responses…

Kirsten Yurich, Executive Coach & Vistage Chair

​Acquiring talent is on the minds of every executive. If not on their minds, it’s on the minds of their immediate team. Having employees that turn your strategic vision into operational excellence is one of the most critical priorities for any leader.

That said, according to a recent report, 84% of leaders feel their strategic recruitment efforts are failing. Why?

In analyzing the data from experts, it comes down to one thing: impression.

We’ve all heard you don’t remember what people say, but you remember how people make you feel. It’s no different when it comes to talent acquisition, onboarding, and employee retention.

Why is your company failing at talent acquisition? You are leaving candidates with a bad impression.

  • If your company’s reputation is poor – your potential applicants are left with a bad impression.
  • If your hiring team is unprofessional, inexperienced, or using antiquated methods – your potential applicants are left with a bad impression.
  • If your internal culture is toxic or behind the times – your potential applicants are left with a bad impression.
  • If you provide barely a glimpse of what the job entails – your potential applicants are left with a bad impression.

Leaders who struggle with talent acquisition need to evaluate a few key areas:

  • Does the recruiting team first embody and second infuse the company’s core values into the talent acquisition process?
  • Does the recruiting team have the skills and knowledge needed for today’s job market?
  • Does the recruiting team have the resources needed to produce the outcomes expected by the executive team?
  • Does recruiting have the same at your leadership table as sales and marketing? Their need to outsell the competition is no different.

When the recruiting team has the same level of expectations as sales and marketing, why do companies treat them as less than?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

John Schembari, Senior Education Executive

Talent strategy, acquisition concept

First, the hiring process has become ridiculously elongated. We lose candidates to other organizations with processes that are more efficient. Can some of these stages be combined? Impression, as Kirsten says above, matters. If you don’t value my time as a candidate during the hiring process, how will you value me when I work for you?

Hiring is biased. We all have implicit biases so it stands to reason that the more ways one is similar to those interviewing them the more likely a connection is to follow. While it might be more fun or easy to work with those like us, the organization itself might need different talents to succeed. There are many ways to reduce, if not eliminate, these biases.

Then, once hired, what are we doing to help our new employees succeed? After all, if employees leave too soon, we are back at the hiring table—and this is costly! Yes, many organizations encourage ongoing feedback meetings between supervisor and subordinate—these should continue. However, a supervisor is not an impartial mentor. We can do better in offering coaching programs to our staff. An ounce of prevention is worth a pound of cure.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Talent acquisition, hiring concept

Enhancing talent acquisition and unleashing the power of human connection. I’m excited about this key topic and will share some ideas on how organizations can elevate their talent acquisition strategies to attract and retain top talent. In today’s competitive job market, companies must adopt a holistic approach that embraces both technological advancements and the power of human connection. Let’s explore some key strategies for improving talent acquisition.

1. Embrace Innovative Technologies: Leverage the potential of cutting-edge technologies to streamline your talent acquisition process. From AI-driven applicant tracking systems to video interviews, these tools can help save time, enhance efficiency, and ensure a seamless candidate experience. By automating repetitive tasks, recruiters can focus on building meaningful connections with candidates and making data-driven decisions.

2. Personalize the Candidate Experience: Treat candidates as individuals, not just resumes. Tailor your communication and engagement strategies to resonate with each candidate. Personalized emails, engaging content, and thoughtful interactions throughout the recruitment process can significantly enhance the candidate experience and showcase your company’s commitment to its success.

3. Cultivate an Employer Brand: A strong employer brand is essential for attracting top talent. Showcase your company’s values, mission, and culture through compelling storytelling. Leverage social media, employee testimonials, and thought leadership content to create an authentic brand narrative that resonates with potential candidates. Highlight the unique opportunities and growth prospects your organization offers.

4. Develop Strong Talent Pipelines: Talent acquisition should not be limited to immediate needs. Build and nurture talent pipelines to tap into a pool of qualified candidates for future roles. Engage with potential candidates through talent communities, networking events, and professional development initiatives. By fostering long-term relationships, you can quickly fill positions with top talent when the time is right.

5. Prioritize Diversity and Inclusion: Embrace diversity and inclusion as a core value in your talent acquisition efforts. Create a hiring process that eliminates bias and fosters equal opportunities for all candidates. Proactively source candidates from diverse backgrounds and promote inclusive hiring practices. By cultivating a diverse workforce, you’ll not only enhance innovation but also appeal to a broader range of candidates.

6. Invest in Employee Referrals: Tap into the power of your existing employees by implementing a robust employee referral program. Encourage and incentivize employees to refer qualified candidates who align with your company’s culture and values. Employee referrals often result in higher-quality hires and a smoother onboarding process, as candidates already have a connection within the organization.

7. Continuous Learning and Development: Foster a culture of continuous learning and development within your organization. Demonstrate your commitment to employee growth by offering training programs, mentorship opportunities, and career advancement initiatives. Emphasize the potential for personal and professional growth as part of your talent acquisition strategy to attract ambitious candidates seeking long-term career prospects.

Remember, talent acquisition is not a one-size-fits-all approach. Continuously monitor and assess the effectiveness of your strategies, leveraging analytics and feedback loops to refine and optimize your processes. The key lies in balancing technological innovation with human touchpoints to create a meaningful and engaging candidate experience.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

Talent management, acquisition concept

Talent acquisition should be viewed on the same timeline as the organization’s growth plan. The vision of the company should be looked at in terms of decades. So should the hiring and retention plans.

Employee branding is what we want our teams to look like in ways of education, experience, culture, and readiness. The labor market needs to catch up to the talent acquisition processes. It might seem unfair, but we must realize it’s the employer’s choice. Employers have the right to retain their best by offering certain employees the latest training in their field, offering management training.

Level up the quality of employees by offering existing employees referral awards for recommending “high performs.” This practice allows companies to hire the best at low costs.

  • Make Recruiting a Priority – Build an outside talent pool of positions that might be needed within the company and build a relationship with these individuals to pull from when the need presents itself. This will be a great way to have talent ready when there is an immediate need to shorten the hiring process.
  • Build a Strong Management Program – Build a program that recognizes strong hires for additional management training. I think these types of programs should be transparent so that they are available to all that fit the criteria. These types of programs are where your vice presidents and future C-suite executives are born.
  • Train HR – Lastly, HR should build a database that includes every employee. This database should include the service date, promotions, awards, and performance. Non-promoted employees should be flagged and discuss with their managers why they are stagnant in their progression.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Happy employees build the company's employer brand to improve talent acquisition

​In today’s competitive job market, attracting and retaining top talent has become a priority for organizations across industries. Employer brand marketing is a powerful tool that can significantly improve talent acquisition efforts. Remember, talent acquisition is not just about finding suitable candidates; it’s about attracting individuals who align with your company’s values, culture, and long-term goals. Here are several ways employer brand marketing can improve talent acquisition and secure the best candidates.

Define Your Employer Brand

To improve talent acquisition, developing a strong and authentic employer brand is crucial. Start by defining your company’s core values, mission, and culture. Conduct internal surveys and interviews to understand employee perceptions and experiences. Use this feedback to define and articulate your employer brand proposition, highlighting what sets your organization apart. Ensure that your employer brand aligns with your company’s overall brand image and resonates with your target talent pool.

Craft Compelling Employer Brand Messages

Once you have defined your employer brand, craft compelling messages that effectively communicate your unique value proposition. Develop a consistent narrative that showcases the employee experience, career growth opportunities, and the positive impact individuals can make within your organization. Tailor your messaging to resonate with different target audiences—experienced professionals, recent graduates, or specific industry segments. Highlight testimonials and success stories from current employees to add credibility and authenticity to your brand messages.

Leverage Digital & Social Media

Digital and social media platforms offer immense opportunities to showcase your employer brand and engage with potential candidates. Establish a strong online presence by optimizing your careers website and creating engaging content that reflects your employer brand. Leverage social media channels to share employee stories and company news and showcase your company culture. Encourage employees to become brand ambassadors by sharing their experiences on social media platforms. Engage with candidates and respond to their inquiries promptly, creating a positive and interactive online experience.

Enhance Candidate Experience

Improving talent acquisition involves providing candidates with a seamless and positive experience throughout recruitment. Ensure that your application process is user-friendly and mobile-responsive. Communicate job expectations, responsibilities, and career progression opportunities to set realistic candidate expectations. Regularly update candidates on the status of their applications and provide constructive feedback, even if they are not selected. A positive candidate experience, regardless of the outcome, can enhance your employer brand reputation and attract future talent.

Nurture Relationships With Passive Candidates

Employer brand marketing isn’t limited to active job seekers. Develop strategies to engage and nurture relationships with passive candidates who may not be actively looking for a job but could be valuable assets to your organization. Identify and connect with potential candidates through networking events, industry conferences, and professional online communities. Share through leadership content, provide insights into your company’s achievements, and create opportunities for passive candidates to learn about your organization’s culture and career opportunities.

Engage Employees as Brand Advocates

Your employees are your strongest brand ambassadors. Engage and empower them to share their experiences and promote your employer brand. Encourage employees to create and share content on their social media channels, participate in employee referral programs, and contribute to employer brand storytelling initiatives. Recognize and celebrate employee achievements to foster a positive work environment and enhance employee advocacy.

Measure & Iterate

Continuous measurement and analysis are vital to improving your employer brand marketing efforts. Use analytics to track the impact of your employer brand marketing campaigns, such as website traffic, application rates, and candidate quality. Collect feedback from candidates and employees to identify areas for improvement and fine-tune your strategies. Regularly review and update your employer brand messaging to ensure it remains relevant and resonates with your target audience.

Investing in employer brand marketing can attract top talent and establish your organization as an employer of choice.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for improving talent acquisition? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: What AI Means For The Future Of Work

Executive Spotlight: What AI Means For The Future Of Work

Artificial intelligence (AI) is intelligence (such as learning, reasoning, and inferring information) demonstrated by computers that mimics human intelligence. In the workplace, it can be used to perform cognitive abilities and tasks with reduced human error and cost. But this is just the tip of the iceberg of the transformative potential of artificial intelligence for the future of work.

We recently asked our leading executives what they think AI means for the future of work.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

In continuation of our exploration of artificial intelligence (AI) and its impact on the future of work, this aims to shed light on the potential drawbacks and challenges associated with the integration of AI in the workplace. While AI offers tremendous opportunities, it is essential to acknowledge and address the concerns that arise alongside its implementation. Let us delve into the cons of AI and foster a comprehensive understanding of its implications.

  1. Job Displacement and Transition: As AI technology advances, there is a legitimate concern regarding job displacement. Tasks and roles that can be automated may lead to workforce reduction or shifts in job requirements. Professionals in industries heavily affected by automation may need to navigate transitions and acquire new skills to adapt to changing job market demands. It is vital to implement effective reskilling and upskilling programs to support individuals in successfully transitioning to new roles.
  2. Ethical Considerations and Bias: AI systems rely on large amounts of data, and if this data carries inherent biases or reflects societal inequalities, it can perpetuate discriminatory outcomes. Algorithmic bias can impact hiring practices, decision-making processes, and access to opportunities. Ethical considerations surrounding AI, such as privacy concerns and data security, must be addressed to ensure fairness, transparency, and accountability in the workplace.
  3. Overreliance on AI and Lack of Human Judgment: While AI excels at processing vast amounts of data and making predictions, it may lack the ability to understand complex contexts and exercise human judgment. Overreliance on AI systems without human oversight can lead to errors, misinterpretations, or flawed decision-making. Maintaining a balance between AI automation and human expertise is crucial to mitigate risks and ensure the responsible use of AI technologies.
  4. Workforce Adaptability and Learning Curves: Implementing AI technologies often requires a learning curve and adaptation for the existing workforce. Not all employees may be technologically adept or comfortable with AI integration. Organizations must invest in comprehensive training programs and provide ongoing support to help employees navigate the changes effectively. Overcoming resistance to change and fostering a culture of continuous learning are essential for successful AI implementation.
  5. Job Satisfaction and Work-Life Balance: AI’s ability to automate certain tasks may inadvertently increase workloads and expectations for employees. As AI takes over repetitive and mundane tasks, professionals may find themselves handling more complex responsibilities, potentially leading to increased stress levels and a compromise in work-life balance. Organizations must proactively address these concerns to ensure that AI implementation enhances employee well-being and job satisfaction.

While artificial intelligence presents remarkable opportunities for the future of work, it is crucial to recognize and address the associated challenges. By acknowledging the potential drawbacks of AI, such as job displacement, bias, ethical considerations, and workforce adaptability, organizations can proactively navigate these concerns. Striking a balance between AI integration and human judgment is key to harnessing AI’s potential while safeguarding the well-being and success of the workforce.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

Man uses artificial intelligence (AI) technology at work

I want to look at AI from the standpoint of leadership selling the concept to C-suite executives.

Selling Up:

1. Understanding C-Suites Destination

These executives are visionaries who look at things in the time and space of decades into the future. Their foundation is mission, vision, and purpose.

It would be best to build a narrative; be a good storyteller, a master at telling their story.

You must show them where they are now and where they want to go. The progress of everything in the middle will get their attention.

If Henry Ford had asked the public if he could help them with something to improve their lives, the day’s response might have been we’re good; all I need is a faster horse.

2. Articulate the Value

You might see the value in AI and all that it can bring to the sports world. But your task is to articulate what’s important to them and concerned about every day.

Tell them something that they are not aware of.

You need to understand the observable group behavior of the culture of the C-suites. The essence of a person’s culture is a group of behaviors that you can measure, see, and experience. So, the C-suite will have a culture associated with it.

And there are individual cultures that influence their behaviors and decisions. Still, then there’s the group culture that affects the group and, therefore, the individual’s decisions to have a unanimous decision to buy into what you’re recommending.

So that’s why it’s essential to understand how and what areas their culture influences.

3. Trust

What is the C-suite modus operandi concerning trusting? For them to trust your pitch on AI, they must trust it and you.

Once you have articulated the three steps in the order that I have laid out from their perspective, from their lens, you’re on your way.

Finally, you must evoke the right emotions. Emotions will have the final say. It’s not the idea they’re buying into—not the thing itself. It’s the meaning behind it that’s important to them.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Artificial intelligence (AI) technology concept

As a brand marketer, I cannot ignore the profound impact that rapid advancements in artificial intelligence (AI) have had on various industries, and my industry is certainly no exception. AI technology is revolutionizing how companies engage with their audiences, streamlining processes and making data-driven decisions. Here are four ways AI is changing the future of work in brand marketing and how businesses can leverage this transformative technology to gain a competitive edge:

Automating Routine & Repetitive Tasks

AI technology offers the potential to automate routine and repetitive tasks, freeing up valuable time for brand marketers to focus on strategic initiatives. Chatbots, for example, can handle customer inquiries, providing instant responses, personalized recommendations, and support around the clock, enhancing customer satisfaction and allowing marketers to allocate their time and energy towards creative endeavors and relationship-building efforts. Additionally, AI-powered tools can automate social media posting, content generation, and campaign optimization, increasing efficiency and productivity.

Enhanced Data Analytics & Consumer Insights

One of the most significant advantages of AI for brand marketers is its ability to process vast amounts of data and unlock valuable consumer insights. AI-powered analytics tools can analyze consumer behavior, preferences, and patterns, enabling marketers to create more targeted and personalized campaigns. By leveraging AI algorithms, marketers can segment their audience more effectively, tailor content, and optimize marketing strategies based on real-time feedback, resulting in higher engagement and conversion rates.

Predictive Analytics & Forecasting

AI’s analytical capabilities enable brand marketers to predict future trends and make data-driven decisions more accurately. By leveraging machine learning algorithms, marketers can analyze historical data to forecast market demands and consumer behavior and identify emerging opportunities. This empowers them to anticipate shifts in the market, refine marketing strategies, and optimize resource allocation. With AI-driven predictive analytics, brand marketers can stay ahead of the competition and adapt proactively to changing market dynamics.

Hyper-Personalization

AI empowers brand marketers to deliver hyper-personalized experiences to consumers. By leveraging AI algorithms and machine learning, marketers can analyze user data to understand individual preferences, purchase history, and behavior patterns. With this knowledge, brands can create highly targeted marketing campaigns, personalized product recommendations, and tailored messaging that resonates with each customer on a deeper level. This level of personalization fosters stronger customer relationships, boosts customer loyalty, and ultimately drives revenue growth.

Artificial intelligence is transforming the future of work in brand marketing, offering many opportunities to increase efficiency, improve customer engagement, and drive business growth.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What do you think AI means for the future of work? Join the conversation inside Work It Daily’s Executive Program.

Tactical vs. Adaptive: CEOs Need To See Through The Current Issue For The REAL Challenge To Solve

Tactical vs. Adaptive: CEOs Need To See Through The Current Issue For The REAL Challenge To Solve

Companies often face tactical issues and adaptive challenges, and leaders are responsible for figuring out how to solve them effectively. The biggest mistakes occur when leaders focus solely on tactical issues instead of taking the time to solve adaptive challenges.

In this article, Work It Daily experts from Vistage discuss and offer insights into how CEOs can identify the root cause of a problem while providing actionable strategies to become more adaptive in their decision-making, cultivate a culture of innovation and continuous improvement, and drive sustainable growth and success. Read on to discover the key differences between tactical and adaptive solutions.

Kirsten Yurich

Vistage Chairs live event

The single biggest error I see in leadership today is leaders solving tactical issues instead of taking the time to identify and address adaptive challenges. Tactical issues are solved for “faster, cheaper, better.” The questions consultants and experts help us solve. Whereas adaptive challenges are the underlying systemic root causes that often have us looking at ourselves. And this doesn’t come easy. We need time, space, and different perspectives to identify and address adaptive challenges.

How do you know if you have an adaptive challenge? Adaptive challenges are complex, last over time, and often present as ambiguous in nature. Frequently, they will surprise you—and once uncovered, produce the “oh…yeah… that is what’s happening” response. Implementing solutions to adaptive challenges will force leaders and others to learn new ways of doing things; often we will have to look inward at our own ways of being in order to bring about adaptive solutions.

Let’s look at some examples. A leader has several direct reports. Most are performing well. One is an outlier. We could quickly scan that this outlier does not have the same training or experience as the others. Ah! There it is. He/she needs more training or experience to perform better. Problem solved. Um…not so fast. After some deeper investigation and (painful reflection) we come to find out that this outlier is often kept out of the leader’s “inner circle” of thinking and planning. He/she is treated differently by the leader. The result? With less knowledge about what the leader is thinking and expecting this leader cannot perform. And what presents as a tactical performance issue is a more adaptive challenge of bias on the part of the leader.

Adaptive challenges require adaptive leadership. Adaptive leadership is based on the principles of shared responsibility, self-reflection, and continuous learning.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mike Thorne

Business leader is adaptive instead of tactical during a work meeting

Learning to ask the extra question as owner/CEO matters. You will expand or shrink the business by being adaptable vs. transactional/tactical. What is that question? I believe it starts with: “What problem are we actually trying to solve?”

Actual experienced example – A sales leader gets a request from a large customer to change the case pack of product X and shares that with operations. Operations pushes back and says, “That isn’t how we do things.” The customer continues to pressure sales and threatens to stop buying product X, and sales and operations go round and round and nothing gets resolved. Given the hybrid/Zoom world we are in, this can become an explosive issue because it is hard to read the body language, nuances, and actual understanding of this situation.

Not asking the extra question goes like this:

Tactical answer – business shrink – loss of volume, customer, stress through the system, management time wasted, and potentially business layoffs as the customer goes elsewhere because not only is this opportunity lost, the customer sees you less as a solution partner and more as a “got to have” only vendor.

Adaptive answer – business expansion – team (customer, sales for client, operations experts, and key decision-makers) meet “live” or get on a call to discuss, “What is the problem we are trying to actually solve?” It gets explained that the customer is trying to manage inventory so they want a smaller case pack (say three vs. six) and the company says we are automated and it is in rows of two so we need even multiples to make it work. The company produces short videos of how the manufacturing process works and then lays out the complexities, adding costs to manually get to three. The customer says, “I get it and I don’t want to spend more and add issues on your end. Can you do a four-pack instead?” Answer: yes.

Benefit – It is a value-added complexity decision by the company to increase revenue/profit exponentially, increase relationships with customers, and present future growth ideas through collaboration. Customers feel heard and appreciated, employees in the “trenches” see the value of adaptive thinking, and, over time, decisions flow to the keys to relationships vs. those with the titles. Employee empowerment.

An adaptive mindset allows you as a leader and your organization to rapidly take advantage of or mitigate risk in an ever-changing landscape. It will transform your strategies, processes, and culture and keep you competitive. Reality matters, always. Ask: “What is the actual problem we are solving for?”

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

Mark Fackler

Leader talks to his team members

Tactical vs. adaptive; symptom vs. disease; surface vs. core; fixing problems vs. changing systems. I don’t care what you call it, the problem with many CEOs is they solve too many problems and often the wrong problems.

It is sort of funny to think that as your company grows, the number of problems increases, and yet the CEO needs to learn how not to solve the majority of problems. The CEO needs to learn how to focus on root causes—the disease, not the symptoms.

There were two concepts that I was taught as I ran my company: 1) getting problems off your desk, and 2) always work toward the root cause.

Getting problems off your desk is a mandatory skill to learn. I am not talking about critical problems or emergencies. It’s the day-to-day problems that CEOs are so good at solving. These problems have to be pushed down to the staff. Make them think. Make them work. Tell them how much faith you have in their abilities. Tell them that you want them to grow. By doing this you are not only training your staff but giving them pride. And as we all know prideful employees are long-term employees.

Finding root causes is the second mandatory skill to learn. I use the “5 Why Technique,” very simple and very effective. When someone presents a problem or even a solution, ask them, “Why, tell me more?” Let the question hang, don’t save them. Make them think. Make them work. Keep repeating the question until you feel you have gotten to the core.

For example, your head of customer service asks to hire an additional customer service rep:

Why, tell me more.
Calls are taking longer to answer.
Why, tell me more.
The pumps are failing more often.
Why, tell me more.
Seems that two gaskets are leaking more.
Why, tell me more.
We have a new supplier.
Why, tell me more.
The buyer wanted to save money.

Now we are getting closer to the core problem. It could be process or siloed communication. It could be training. It could be the wrong buyer. It could be the wrong hiring manager. By asking “why,” you peel the onion, you go from the symptom to the disease.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

What’s your experience being tactical vs. adaptive as a leader? Join the conversation inside Work It Daily’s Executive Program.


Executive Spotlight: How To Manage Change In An Organization

Executive Spotlight: How To Manage Change In An Organization

Great leaders are experts at managing change within organizations. They have the tools and skills necessary to navigate the complexities of organizational change, including effective communication, stakeholder engagement, and resilience-building. So, how can new or seasoned leaders become better at managing change within their organization? What are the best tips for leading successful change initiatives and driving positive transformation?

We recently asked our leading executives how they manage change in an organization.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

In today’s fast-paced and dynamic business environment, organizations must be adept at managing and sustaining change to stay competitive and thrive. However, navigating the complexities of change can be daunting without a structured approach. I want to offer a comprehensive framework that will guide folks through the process of managing and sustaining (also critical) change in your organization, ensuring long-term success and growth.

  1. Establish a Clear Vision: The first step in managing change is to establish a clear vision. Clearly articulate why change is necessary and how it aligns with your organization’s strategic objectives. Develop a compelling vision statement that communicates the benefits and expected outcomes of the proposed changes. This will serve as a guiding light for your change initiatives.
  2. Develop a Change Management Plan: A well-structured change management plan is crucial for success. Conduct a thorough assessment of your organization’s current state, identifying areas that require change and potential obstacles. Based on this assessment, create a detailed plan that outlines specific objectives, milestones, timelines, resource requirements, and key performance indicators (KPIs) to measure progress. A solid plan will provide a roadmap for your change journey.
  3. Secure Leadership Commitment: Change initiatives require strong leadership commitment. Engage and secure a commitment from top leadership to drive the change process actively. Establish a dedicated change management team with clear roles and responsibilities, ensuring representation from various departments and levels within the organization. Strong leadership support will inspire and motivate employees throughout the change process.
  4. Engage and Empower Employees: Successful change management relies on the active involvement and empowerment of employees. Foster a culture of collaboration by engaging employees at all stages of the change process. Communicate transparently, providing opportunities for employees to voice their concerns, ask questions, and contribute their ideas. This involvement will foster a sense of ownership and commitment among employees.
  5. Communicate, Communicate, and Communicate Effectively: Effective and recurrent communication is vital for change management. Develop a comprehensive communication plan that ensures consistent messaging and transparency throughout the change journey. Utilize various channels such as town halls, emails, newsletters, and the company intranet to disseminate information, address concerns, and celebrate successes. Open and transparent communication builds trust and buy-in from employees.
  6. Build Change Capability: To sustain change, organizations must build change management capability. Invest in training and development programs to enhance employees’ change management skills and build their resilience to adapt to future changes. Establish feedback mechanisms to capture lessons learned and continuously improve the change management process. Building change capability ensures that your organization remains agile and ready to embrace future transformations.
  7. Monitor and Measure Progress: Regularly monitor and measure the progress of your change initiatives against the established KPIs. This will help you assess the effectiveness of your strategies and identify areas that require adjustments. Be open to feedback and lessons learned and be willing to adapt your change management plan accordingly. Continuous evaluation and improvement are crucial for long-term success.
  8. Reinforce and Celebrate Success: Recognize and celebrate individual and team achievements throughout the change journey. Reinforce positive behavior by integrating change initiatives into the organization’s performance management system. By recognizing and rewarding employees’ contributions, you create a culture that values and sustains change over the long term.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

Group of professionals talk about change management

Working at the NFL for 22 ½ years, I see management going about change in two different ways.

Scenario 1 – Sometimes C-suite executives will need the company to change direction to fit a new business model being developed.

As a result of this new business model, a new executive-level position is created to oversee the company pivot. The hire will be sworn to secrecy as their job is to go in a different direction without immediately giving all the details to the staff. Further instructions might be to terminate anyone resistant to the change. This is a way for a company to eliminate team members that want to keep everything the same. New hires aren’t connected to the past and are less reluctant to change.

Scenario 2 – This is a way that we expect change to happen.

  • Make a Plan – Before bringing a proposed change to the team, you must ensure that your plan covers the who, why, when, and where on a timeline to keep the project in focus.
  • Transparency – As the company changes unfold, sometimes parts of the planning might have to remain private. But everything else is open for questions and answers. Discuss what you can discuss. Explain the vision of the company.
  • Tell the Truth – When there is negative feedback, and the team’s long-term vision seems doubtful, you must keep the group together with the possibility of setbacks and chatter for other areas.
  • Communicate – Keep the lines of communication open between you and your team. Allow them to ask questions. Make the employees feel part of the process. And the solutions.
  • Provide Training and Testing – Before you launch or implement the change, allow for hands-on training or run a mock testing period. Invite participation and feedback. Don’t expect success to happen quickly. You must figure out what works and what doesn’t work.
  • Leadership – This is where your leadership skills will be needed front and center. This is your test. You are responsible for everything. Good or bad. What works and what doesn’t work. You own it. Did you create a good plan? Did you explain it right? Execute it right?

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

John Schembari, Senior Education Executive

Change management concept

Managing change in an organization can go off the rails no matter how well thought out or planned. My colleagues Ana and Michael have provided sound advice on how to make a change process “likely” go smoothly.

However, change efforts can fail for many reasons and these elephants in the room need to be addressed if the C-suite executive charged with implementing change will live to see another day:

  1. Who is leading the change is often as important as what the change is: someone who is new/brought into an organization to lead change as opposed to someone on the inside will need to proceed with both caution and clarity. Get allies to commit to the change leader and the change process before inevitable political conflict arises.
  2. Despite even the best laid-out rationale, some staff will not get on board with change. Personal goals will always triumph over collective ones. How will these staff members be addressed with compassion without undermining the change process?
  3. Both of my colleagues addressed the need for inclusivity and multiple voices in any change process. This is imperative if people are indeed to be vested in the success of any change plan. It also helps undermine the blame game when things go wrong because everyone is complicit.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Kathryn Marshburn, Artist & Label Partnerships

Employees work together to manage change in their organization

As a result of working for companies like Electronic Arts (EA), Spotify, and Atlantic Records, I have experienced effective plans for change. Many companies enjoy the title as an “industry disruptor” but does that have to come at a cost? Strategies for rapid change, including technology announcements with little structure or planning for roll-outs and corporate advancement initiatives that include new standards, can cause stress and pushback. The technology race has caused organizations to operate differently from using automation for physical goods to AI, or even data analytics and cloud computing. All of these technological innovations have caused significant change and at times can be stressful to initiate.

I’ve seen leadership emerge from these crucial points of company growth in a positive way and some have failed. From my experiences, I’ll share best practices that seem to be successful and may be helpful if experiencing workplace changes.

1. Companies should develop a digital transformation strategy: This includes a well-defined digital plan that aligns with overall business objectives, where the organization can effectively communicate the vision for the change and set the stage.

2. Cultural intelligence: All companies have a cultural essence within their organization that includes cultivating a mindset that embraces different perspectives like innovation adaptability, technology advancements, and more. These areas should be cultivated and supported to encourage experimentation collaboration and risk-taking.

3. Engage and empower employees: Employees at all levels should be contributing to the overall focus in the process of goals within a company. This can be achieved by effective communication, providing training/professional development opportunities, and support involving stakeholders in decision-making processes by making all active participants. These best practices advocate for digital transformation and organizations can minimize resistance and create a sense of ownership and enthusiasm for the change.

4. Address areas and skill gaps: New technology often requires new training for organizations and this must be identified and addressed if there are any skill gaps. This involves providing targeted training programs, mentoring, and upscaling opportunities by investing in employee professional development.

5. Constantly adapting and innovating: The entertainment and music industry landscape is characterized by constant evolution and disruption. Seems to me that there can be no other vertical that changes more than the music industry! Stakeholders and employees will learn to adapt and innovate regularly, evaluating the impact of new technology and creating a culture of acceptance of change if thought and effective communication are put into the change plan.

I hope these best practices help you if change is happening in your company and I hope you can use these ideas as reference points for change management!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive

Change management concept

Change is inevitable in today’s fast-paced business world, and organizations must embrace it to stay competitive and relevant. As a brand marketer, I’ve played a crucial role in managing change and ensuring its successful implementation within Fortune 100 companies and emerging growth start-ups. Here are seven strategies that have benefitted me as I’ve helped companies navigate the complexities of change management:

1. Develop a Strategy

Before embarking on any change initiative, developing a strategy to drive business objectives is essential, aligning you and your team to the overall organization’s vision. A strategy can provide a shared vision for the organization, providing a purpose for everyone to embrace and rally around.

2. Empower & Involve Employees

Change is not a one-person show; it requires collective effort. Empower and support your employees by involving them in the change process and giving them the tools and knowledge they need to make and act upon their own decisions. When individuals feel valued and have a sense of ownership, they become active participants in driving change. Foster a culture of collaboration, innovation, and continuous learning, where employees feel encouraged to embrace new working methods.

3. Establish Priorities & Gain Alignment

Change initiatives often involve multiple moving parts and competing priorities. To ensure successful implementation, it is essential to establish clear priorities, gain alignment across the organization, and regularly evaluate progress to ensure that resources are allocated effectively and efforts are focused on the most impactful changes to achieve business results.

4. Provide Adequate Resources & Training

Change often requires acquiring new skills, knowledge, and tools. Ensure your team and other stakeholders have the necessary resources and training to adapt to the change. Identify any skill gaps and provide targeted training programs. Offer ongoing support to help individuals overcome challenges and develop the competencies required for the new environment. Equipping your team with the right tools and knowledge sets the stage for successful change implementation.

5. Monitor Progress & Celebrate Milestones

Change is a journey, and monitoring progress along the way is crucial. Establish key performance indicators (KPIs) to measure the impact of the change initiative. Regularly assess the outcomes and make necessary adjustments. Celebrate milestones and recognize the efforts and achievements of individuals and teams. Positive reinforcement reinforces the idea that change brings progress and encourages further engagement.

6. Address Resistance & Overcome Challenges

Change often faces resistance, and it’s essential to address it proactively. Identify potential sources of resistance and develop strategies to overcome them. Communicate the benefits of the change, address concerns, and provide support to those who may be struggling to adapt. Encourage a growth mindset and foster a culture that embraces change as an opportunity for growth and improvement.

7. Lead by Example

Your actions speak louder than words! Lead by example and demonstrate your commitment to change. Embrace new processes, technologies, and strategies yourself. Show enthusiasm and optimism, even in the face of obstacles. Your behavior and attitude will inspire others to follow suit. Be a role model for resilience, adaptability, and continuous growth, setting the tone for a change-ready organization.

Remember, change starts with you. Embrace change as an opportunity for growth and, together, you and your organization can thrive in an ever-evolving business landscape.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you manage change in your organization? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: The Importance Of Sustainable Business Practices

Executive Spotlight: The Importance Of Sustainable Business Practices

Sustainability is important in every aspect of life, including business. It’s no secret that sustainable business practices can increase efficiency, drive long-term success, and create a better future for all. How are you incorporating sustainability into your organization’s strategy, operations, and culture? How can you align environmental and social responsibility with business goals while making a positive impact on the planet and society?

We recently asked our leading executives for their advice on how to incorporate sustainability into an organization’s business practices.

Here are their responses…

Michael Willis, Sports Business Operations Executive

Sustainability is more than a buzzword; it’s a business imperative. The world faces environmental and social crises, and consumers demand that companies take responsibility and action. For companies to stay competitive and relevant, they must commit to sustainability.

For example, the office manager at the NFL came down to my floor to discuss plastics with the department. We all were given an additional trash receptacle. One was for trash, and the other was for recycled plastics. City officials are working around New York City businesses to explain new initiatives the city is taking concerning recycling for the environment.

For every plastic water bottle found in the regular trash, there was a $100 fine to the NFL.

As a powerful platform for change, sports have an opportunity to be at the forefront of the global movement toward a more sustainable future.

League-Wide Fundraisers – sports leagues, teams, and athletes are developing creative ways to meet sustainability goals, such as One Tree Planted.

One Tree Planted is an environmental organization that partners with several sports organizations to support sustainability in sports. For example:

  • Major League Soccer – 2022 MLS planted 28,000 trees in the US and Canada—one thousand trees for each of Major League Soccer’s 28 teams.
  • Major League Baseball – 2022 MLB planted 5,000 trees in California—for the post-restoration project for the home runs hit in the 2022 MLB Home Run Derby.

Consumers and company stakeholders value sustainability and expect businesses to care too. As consumers become increasingly aware of the impact of their everyday choices, they are looking for brands and products that do good for people and the planet.

More than 90% of global consumers surveyed say they want companies to address social and environmental issues.

Many NFL stadiums maintain that all food served to fans during the game comes in compostable containers.

The sports industry has a long way to go in sustainability, but the processes are in place to make this initiative a mainstay in current and future operations.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Employee works at a company with sustainable business practices

In today’s rapidly changing world, sustainability has become a key focus for businesses across industries. Gone are the days when profit was the sole metric of success. Consumers, employees, and stakeholders demand more from companies, urging them to embrace sustainable business practices. Here are some ways to incorporate sustainability into your business strategies and examples of companies leading the way.

Environmental Stewardship:

Consumers are drawn to companies that actively reduce their carbon footprint, conserve energy, and minimize waste. Companies like Patagonia have long been at the forefront of environmental stewardship. Patagonia uses recycled and organic materials in its products and actively advocates for environmental causes. It launched the “Worn Wear” program, encouraging customers to repair and reuse their clothing, reducing waste, and promoting a culture of sustainability. Patagonia’s founder recently donated the company worth $3 billion to fight climate change.

Meeting Consumer Expectations:

Today’s consumers are more informed and socially conscious than ever before. They seek brands that align with their values and support the causes they care about. Sustainable practices have become a key consideration for consumers when making purchasing decisions. Unilever has made sustainable practices a cornerstone of its business strategy. The company’s Sustainable Living Plan focuses on reducing its environmental impact, enhancing social equity, and improving health and well-being. Unilever’s commitment to sustainability resonates with consumers, boosting its brands like Dove and Ben & Jerry’s, known for their ethical and socially responsible initiatives. By integrating sustainability into their business operations, companies can attract and retain customers who prioritize ethical consumption.

Enhancing Brand Reputation:

Sustainability is no longer an optional add-on for businesses; it has become a critical component of brand reputation management. Telsa has revolutionized the automotive industry with its commitment to sustainability. By developing innovative electric vehicles that reduce greenhouse gas emissions, Tesla has built a strong brand reputation as a pioneer in clean transportation. The company’s dedication to sustainability has attracted a loyal customer base and positioned it as a leader in transitioning to a low-carbon future. In a competitive market, a strong brand reputation can be a significant differentiator and a catalyst for growth.

Cost Savings and Efficiency:

Contrary to popular belief, sustainable practices can lead to cost savings and increased operational efficiency. Companies can cut expenses, improve their bottom line, adopt energy-efficient technologies, optimize supply chains, and reduce waste. IKEA, the global furniture retailer, has integrated sustainability into its operations to achieve cost savings and efficiency. The company has invested in renewable energy sources, such as solar and wind power, to reduce its carbon footprint. Additionally, IKEA focuses on designing products that are durable, recyclable, and made from sustainable materials. These practices align with the company’s values and drive operational efficiency and cost savings. Embracing sustainability benefits the planet and drives business success in the long run.

Regulatory Compliance and Risk Mitigation:

Adopting a proactive approach to sustainability minimizes business risks and creates a resilient foundation for future growth. Walmart has made significant strides in integrating sustainability into its business practices to ensure regulatory compliance and mitigate risks. The company has implemented various sustainability initiatives, such as reducing greenhouse gas emissions, improving energy efficiency, and promoting responsible sourcing. Walmart aims to operate with 100% renewable energy and actively engages with suppliers to improve sustainability throughout its supply chain. By prioritizing sustainability, Walmart meets regulatory requirements and reduces potential risks associated with environmental and social issues, enhancing its long-term resilience and reputation. Walmart’s commitment to sustainability has influenced the entire retail industry, encouraging other companies to follow suit and embrace sustainable practices to meet regulatory standards and mitigate associated risks.

Sustainable business practices are no longer a mere option; they have become imperatives for companies aiming to thrive in today’s world.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How is your organization incorporating sustainability into its business practices? Join the conversation inside Work It Daily’s Executive Program.

5 Tips For Developing Good Leadership Skills

5 Tips For Developing Good Leadership Skills

Perhaps the most intimidating aspect of leadership is knowing that, in addition to playing an important role in a team’s success, leaders are held responsible for their team’s failures. In order to obtain great results from their teams, leaders must be able to consistently motivate their team members.

As a new manager, the implementation of a positive work environment will not only yield great results from your team members but will help you build confidence in your leadership skills.

To help you excel in your new position, here are five tips that will transform your new job from a daunting uphill battle into an exciting opportunity:

1. Focus On Communication

Female boss uses her leadership skills during a work meeting

Clear communication is an important part of any successful relationship, and the relationship between leader and team member is no different.

Express your ideas clearly, making sure employees understand what you’re asking of them. Create a conversation-friendly environment, and give employees the freedom to express their thoughts and concerns. Team members are more willing to trust a leader with whom they are able to openly communicate.

Want to learn more about your communication style in the workplace? This free quiz will help you out.

2. Understand That Wrong Can Be Right

Male leader uses his leadership skills by giving constructive feedback to a member of his team during a work meeting

Encourage creativity by allowing team members to be wrong.

Making mistakes is an inherent part of the creative process. If employees know they won’t be punished for coming up with an atypical idea or solution, they will be inspired to think outside the box and take more chances, leading to the creation of better, more innovative ideas.

3. Look Into The Future

Man uses his leadership skills during work meeting/presentation

Express your exceptional and positive vision for the future.

A leader with a plan is the easiest leader to follow. Once aware of the team’s goal, each member will strive to do his/her part to aid in the completion of the objective, thus ensuring not only the motivation of each individual but the unification of your team as well.

4. Realize Passion Is Contagious

Young leader showing passion and further developing his leadership skills in the office during a work meeting

Share your passion for your work with your team members.

If a leader is enthusiastic and believes in the work, while recognizing the hurdles that the team will encounter, employees will continue to do the same.

This is especially true in an environment rife with obstacles and results that aren’t easily quantifiable, such as a school. As a principal, the constant reiteration of a strong belief in the school’s role in impacting the lives of young people can both unite and inspire the school’s faculty and staff, even when faced with challenges.

5. Know Yourself

Female boss displaying her leadership skills at the office while talking to an employee

Identify your strengths and weaknesses.

One helpful approach to this is feedback analysis, as outlined by Peter Drucker in “Managing Oneself” in the Harvard Business Review. Feedback analysis consists of writing down your expectations after making an important decision and, after nine or 12 months have passed, comparing what actually happened with your expectations.

This helps leaders pinpoint exactly where they excelled and where they fell short, so they can improve upon their shortcomings in the future.

Devising an effective leadership strategy is an incredibly intimidating yet important part of being a new manager. By following these tips, you’ll be able to stop obsessing over your efficacy as a leader and focus on the team’s collective success.

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This article was originally published at an earlier date.

Executive Spotlight: What Automation Means For The Future Of Work

Executive Spotlight: What Automation Means For The Future Of Work

Automation will shape the way we work and thrive in the years to come. The technological landscape is constantly evolving, and keeping up with that evolution is necessary for professionals, executives, and businesses if they want to stay relevant and competitive. So, how will automation transform employment, skills, and job market trends? How will it impact different industries and jobs?

We recently asked our leading executives what they think automation means for the future of work in their respective industries.

Here are their responses…

Lisa Perry, Global Marketing Executive

Automation is already here and impacting businesses every day. As a brand marketer, automation has been a game changer from chatbots to ChatGPT. In 2023, global marketing automation spending will reach $25 billion. At this point, it’s in your best interest to embrace these transformative technologies. Here’s why.

Customer Insights and Personalization:

Automation platforms such as Salesforce Marketing Cloud, Adobe Analytics, Google Analytics, and Tableau enable brand marketers to gather and analyze vast customer data in real time. This wealth of insights into customer behavior, preferences, and trends enables marketers to create highly targeted and personalized messaging, content, offers, and marketing campaigns. By leveraging tools that harness this data, marketers can deliver the right message to the right audience at the right time. This allows for continuous optimization and agility in adapting to changing market dynamics, ultimately driving better results, including increased engagement, conversion rates, ROI, and improved customer experiences.

Streamlined Processes and Efficiency:

Automation can streamline many routine, repetitive, and time-consuming tasks. Marketers can focus their efforts on strategic planning and creative thinking by automating data analysis, content creation, scheduling, responding to inquiries, product recommendations, campaign management, and even chatbot interactions with customers. Automation tools like HubSpot and Marketo allow for greater productivity and the delivery of personalized brand experiences at scale.

Improved Content Creation and Delivery:

Automation helps optimize content creation. Tools like Canva and ChatGPT simplify content creation and distribution for brand marketers. Platforms like Canva provide easy-to-use templates, intelligent image selection, and automated scheduling capabilities. Platforms like ChatGPT use cutting-edge AI technology to produce high-quality content at scale, saving time and resources. A study by Gartner predicts that by 2024, AI-generated content will account for 30% of the total content produced by enterprises. Automation streamlines content creation processes, increases productivity, and allows agile responses to market trends and consumer demands.

Human-Centric Creativity:

Marketers can harness the power of automation to streamline repetitive tasks and dedicate more time to creative thinking and ideation. Tools such as Adobe Creative Cloud and Hootsuite offer a wealth of inspiration, creative resources, and collaboration features that ignite innovation. Marketers can craft unique and emotionally impactful brand experiences by combining creativity with automation-driven insights.

Automation has the power to revolutionize the future of work for brand marketers. It’s important to ensure that automation enhances rather than replaces human creativity and empathy, creating an impactful and authentic brand experience.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Lynn Holland, VP Sales & Business Development

Automation software concept

As a tech seller, I have found in recent years that traditional corporate decision-makers have been fairly slow to understand, cost justify, or embrace digital transformation even when presented with a clear business case. This has limited automation’s threat to the human workforce.

However, as decision-making has started falling to younger executives facing greater pressures to increase productivity and profitability in an app-for-everything world, NOT investing to automate low-value activities when there is a fairly rapid payback has become increasingly difficult to refuse and justify.

Fast forward to 2023 as artificial intelligence and machine learning models are coming out of the shadows of expensive, engineer-intensive, heavy applications into readily available, open-source everyday tech. I believe automation represents both an opportunity and a challenge for the modern workforce, determined through a worker’s initiative to stay relevant by learning about and embracing new technology in their industry and role.

A few measures will help workers proactively position themselves to coexist with technology in the workplace:

  • Acknowledge that low-value, repetitive tasks and jobs will be eliminated.
  • Seek out opportunities to be an early user of new technology in your organization.
  • Reduce personal expenses to withstand a job transition if needed and enable proactive investment into ongoing education.
  • Become a perpetual learner. Commit to learning about emerging technology applicable to your industry and your role. Invest also in upskilling essential human skills like communication, building influence, problem-solving, creativity, critical thinking, and emotional intelligence.

Whether learning from trusted content on YouTube, a masterclass, a paid course with a community of peers, a respected business book, or college coursework, make learning and personal development a priority.

  • Think like an entrepreneur by looking for unmet needs around you to innovate a product, service, or even a new app to solve the problem. With many tech tools and open APIs available with low/no code, it is a great time to start a business or side gig to create a new revenue source.
  • Join a community of peers to be challenged and supported in your personal development.
  • Prioritize building your personal brand with a content strategy and perpetual content distribution to gain visibility, improve your image, document and share your expertise, and expand your network and opportunities.

Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.

Michael Willis, Sports Business Operations Executive

Automation in the NFL concept

Workplace automation uses systems to perform predictable and repetitive tasks without human input.

Does this mean people will lose their jobs? Will automation further shrink the workforce?

I use automation all the time at the NFL in working in finance operations. I create macros in my Excel spreadsheets to grab data in one cell to use it in another cell to tell a story. I further use macros in budgeting and forecast modeling.

On the football field, automation monitors the game for many purposes:

  1. The broadcast center uses various camera feeds to call the game with play-by-play precision. Sports journalism is big business when it comes to covering statistics and data.
  2. The on-field game officials and replay officials use camera shots that show various angles so that the coaches can challenge the split decisions made by the game officials. Cameras are placed in the end zones to cover precision views for scoring. Every game is highly competitive, and every call can make a difference between winning and losing.
  3. Game officials on the field are graded using automation systems to track the calls they make on the field. Good calls, bad calls, no calls. This grading is employed to place officials in postseason games.
  4. The coaching staff uses sideline tablets on the sidelines to review the playbook for upcoming plays and formations.
  5. Scouting and recruitment uses automation to get play-by-play stats and activity on every player. Tracking injuries. Time off the field. Player performances. Health and safety reporting.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Leadership Development & Learning Strategist

Automation in manufacturing concept

In an era defined by technological advancements, automation has emerged as a transformative force shaping the landscape of work. As industries embrace intelligent machines and algorithms, the future of work is undergoing a profound revolution. I would like to delve into some key pros and cons of automation to navigate this transformative shift.

Some key pros of automation:

  1. Increased Efficiency: Automation eliminates repetitive and mundane tasks, allowing workers to focus on higher-value, creative, and strategic work. This leads to increased productivity and efficiency in various industries.
  2. Enhanced Safety: Robots and machines can perform dangerous or hazardous tasks, reducing the risk of workplace accidents and injuries. This is particularly beneficial in industries such as manufacturing, mining, and construction.
  3. Cost Savings: Automation can lead to significant cost savings for businesses, as machines do not require wages, benefits, or breaks. It streamlines operations, reduces errors, and optimizes resource allocation.
  4. Improved Quality: Automated systems can consistently produce high-quality outputs, minimizing errors and variations. This is particularly valuable in sectors such as healthcare, where precision and accuracy are critical.
  5. Job Creation: Contrary to popular belief, automation has the potential to create new jobs which do not exist today. As technology advances, new roles emerge that require skills in programming, robotics, data analysis, and maintenance of automated systems.

Some key cons of automation:

  1. Job Displacement: The rapid adoption of automation technologies can lead to job displacement for workers performing routine and repetitive tasks. Certain occupations may become obsolete, requiring individuals to reskill or upskill to remain relevant in the workforce.
  2. Income Inequality: The benefits of automation are not evenly distributed, potentially exacerbating income inequality. Workers who are displaced may struggle to find alternative employment, leading to socioeconomic disparities.
  3. Lack of Human Interaction: In industries where automation is prevalent, such as customer service or hospitality, the absence of human interaction can impact the quality of service and customer satisfaction.
  4. Ethical Considerations: Automation raises ethical concerns regarding privacy, data security, and algorithmic bias. Striking the right balance between technological advancements and ethical guidelines is crucial to ensure responsible automation.

The question for each one of us is how are we preparing for it.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

What do you think automation means for the future of work? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: How To Foster An Inclusive Workplace

Executive Spotlight: How To Foster An Inclusive Workplace

A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today’s world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I’ve led, and had been part of:

  1. Set the tone from the top: As a leader, it’s essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
  2. Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
  3. Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
  4. Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
  5. Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
  6. Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
  7. Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
  8. Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
  9. Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Kirsten Yurich, Executive Coach & Vistage Chair

Diverse team attends a meeting in their inclusive workplace

“Who and what is most important to you as a leader? Why does an ‘inclusive workplace’ matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?”

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don’t want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any program—especially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive

Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employee—from vast backgrounds and demographics—feels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

  1. Be Transparent – It’s tough to admit to their shortcomings regarding who should be included.
  2. Open Opportunity – Create a space where more than one person decides on promotions or opportunities for career training for advancement.
  3. Be More Empathetic – Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
  4. Communicate Regularly – Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
  5. Form a Diversity and Inclusion Team – Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the company’s commitment to inclusion.
  6. Give People a Voice – Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In today’s diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

  1. Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your department’s diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
  2. Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each member’s strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
  3. Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
  4. Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: How To Improve Business Etiquette

Executive Spotlight: How To Improve Business Etiquette

Business etiquette refers to the set of rules and expectations that employees are encouraged to follow in the workplace. It is the standard of behavior a person must uphold in a professional setting. For young and seasoned professionals alike, knowing the correct business etiquette can be difficult, especially when every work environment is different. How can you improve your business etiquette and stand out for your professionalism in any workplace?

We recently asked our leading executives for their best tips on how to improve business etiquette.

Here are their responses…

Michael Willis, Sports Business Operations Executive

Business etiquette is a set of manners accepted or required in a business setting that promotes a mutually respectful atmosphere and improves communication, which helps an office to remain productive and cohesive.

It’s often upheld by custom but should be enforced by the company’s HR department. HR should set the tone as to what is acceptable and what is not. A written policy should spell out what is good behavior in the office. Also, a mandatory, in-person, seminar-type meeting should focus on office business etiquette.

Improving your business etiquette can have a positive impact on your career.

Remember to use common courtesy and pleasantries such as:

  1. Use please and thank you.
  2. Addressing others such as Mr., Mrs., Miss, and Ms.
  3. Using a pleasant tone.
  4. Maintaining eye contact.
  5. Offering a firm and confident handshake.
  6. Watch your body language.
  7. Dress for success.
  8. Keep the conversation on track.

Violators of business etiquette are considered offensive and should be dealt with swiftly. Depending on the severity of the infraction, a punishment or termination of employment will be determined.

Unprofessional conduct could look like this:

  1. Being under the influence at work.
  2. Misusing company funds.
  3. Engaging in sexual harassment.
  4. Showing a lack of respect for superiors, peers, and subordinates.
  5. Using foul language.
  6. Publicly degrading the organization.
  7. Engaging in divisive gossip.
  8. Violating confidentiality.
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Leadership Development & Learning Strategist

Professionals in a meeting exhibit good business etiquette

In the fast-paced and interconnected global business landscape, executives play a pivotal role in shaping relationships, making critical decisions, and driving success. To thrive in this environment, it is essential that executives exhibit exemplary global business etiquette. Here are a few of the recommendations specifically tailored for executives which, in my experience, help ensure impactful leadership, successful international collaborations, and relationship building.

1. Cultivate Cultural Intelligence: Executives operating at a global level must possess cultural intelligence to navigate diverse markets and work effectively with international teams. In order to achieve this, some of the key considerations are:

  • Invest in cross-cultural training: Enroll in programs that provide insights into different cultures, customs, and business practices.
  • Embrace diversity in your team: Foster an inclusive work environment that encourages diversity of thought and perspective.
  • Develop strong listening skills: Actively listen and seek to understand different cultural viewpoints, adapting your leadership approach accordingly.

2. Communicate with Clarity and Sensitivity: Effective communication lies at the core of successful global business interactions. As an executive, you must prioritize clear and sensitive communication strategies. Consider the following:

  • Tailor your message: Adapt your communication style to suit the cultural background of your audience, employing appropriate language and tone.
  • Be mindful of non-verbal cues: Understand the impact of non-verbal communication, such as body language and gestures, which may vary across cultures.
  • Leverage technology effectively: Utilize communication tools that bridge geographical gaps and ensure smooth virtual interactions with global stakeholders.

3. Lead by Example in Ethical Conduct: Executives must exemplify strong ethical conduct to build trust and credibility in global business relationships. Upholding high ethical standards ensures sustainable success. I share these practices for your consideration:

  • Promote a culture of integrity: Embed ethical values within the organizational framework and encourage ethical decision-making at all levels.
  • Respect local regulations and laws: Familiarize yourself with the legal and regulatory frameworks of the countries you operate in, adhering to them rigorously.
  • Prioritize transparency: Communicate openly, honestly, and transparently with stakeholders, fostering trust and long-term partnerships.

4. Develop Global Networking and Relationship-Building Skills: Networking and relationship-building are crucial for executives to forge strong partnerships and seize international business opportunities. Here’s how you can enhance your networking skills:

  • Attend global industry events: Participate in conferences, seminars, and trade shows to connect with key influencers and decision-makers from around the world.
  • Cultivate personal connections: Build authentic relationships by demonstrating genuine interest in others’ work and seeking opportunities to collaborate and support one another.
  • Leverage digital platforms: Utilize social media and professional networking platforms to expand your global network, engage with thought leaders, and stay updated on industry trends.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Kathryn Marshburn, Artist & Label Partnerships

Professionals with good business etiquette attend a Zoom meeting

Improving and establishing your business etiquette can sometimes be tough to understand. Depending on what’s appropriate depends on the company’s culture. Additionally, meeting etiquette rules hold you to a high standard of behaving appropriately and in a way that is also matched by your team and your colleagues.

Maintaining a high standard of professional etiquette in all settings and exuding respect is the essence of amazing leadership. I’ve been known for a very kind, caring, thoughtful style of management that includes a few details when it comes to business interactions. Today I’d like to focus on Zoom etiquette and email etiquette.

Zoom Etiquette

Like many colleagues during the early days of the pandemic, there were huge adjustments happening to life on Zoom. Now working fully remote with much time behind us, you can now see there are a few things that we learned that will help us establish exceptional executive etiquette:

1. Keep your video on most of the time. It’s really nice to see everybody when you’re speaking as a team. That helps you to connect and it feels very collaborative. If other people are giving presentations or webinars, it’s definitely acceptable to turn off your camera, but otherwise try your very best to look nice and presentable and turn the camera on with the mic off.

2. Be on time. Especially if you are the host, try to get there early as no one else can get started until the host is in place.

3. When in doubt, mute. If you’d like to be a polite Zoomer, try to get used to the mute button. It’s easy to mute yourself when you attend the meeting as a guest. It’s just simply an amazing professional courtesy.

4. Find the camera. Best practices of effective face-to-face communication still apply on Zoom. For example, eye contact. Even though it’s virtual, it’s still an effective way to create a feeling of connection. The camera can be located by looking for a small green light at the top of your laptop or your monitor. Remind yourself to look at the green light and not at the pictures on the screen.

5. Prepare your setting. I am a fan of ring lights and proper lighting as it enhances your overall presentation. Most meetings are recorded and it’s a good idea to invest in great lighting.

Email Etiquette

It’s important for business or personal use to properly initiate a few simple tips to ensure effective and appropriate communication through email, as not all corporate cultures are the same.

I’ve had the opportunity to work for many modern companies such as EA, Spotify, and others, which each address their business culture differently. From explaining the tone and code of music industry communication styles when dealing with labels, artist teams, or third-party platforms to the usage of certain colors of font and style for types of written text. I’ve seen style guides for internal usage and company training slides for creative responses to the use of emojis and conservative formal environments that require a basic professional written style.

Here are a few tips for email professionalism:

1. Company Style & Culture: With a little bit of digging, you should be able to locate your company’s style guide and/or inner office communication standards. They should outline the formality for which your corporation chooses to execute email communications. This can range from companies that prefer for you to use emojis in the text of the email, to casual use of speaking styles, to making sure that all communication is in one specific font with no variations. Some companies can demand a more strict formality to emails and more formal greetings/closings, etc. You can quickly see how important it is to understand your company’s culture and how they prefer to communicate. It’s always a good idea to look at previous emails or department emails to see the flow and style of language used for each team.

2. Forwarding Emails: This should be handled with great care and caution. Asking the permission of the sender if you may forward the email is an amazing example of great business etiquette. Posting or forwarding private emails can be a copyright infringement, not to mention downright rude, so you do need to gain permission from the author first. When you are sending emails that may contain emotional content, be careful what is put in writing as sometimes picking up the phone or setting up a Zoom call is a much better option. A good rule of thumb, although somewhat formal, is to remember that emails can always end up in court. So while you’re typing them, keep in mind whatever you put in writing could end up in front of a judge. Think of your business email as though it was your business letterhead and you’ll never go wrong.

3. Emotionally Charged Emails or Responses: Consider typing up your response and saving it as a draft and reviewing it the next day before you send it. It is never a good idea to appear emotional in emails, and while some soft openings such as “Hiya,” “Helloooo,” or “Hey” may be ok for casual cultures, it may not be ok for others. When responding to controversial emails, stay conservative and professional.

And finally, type unto others as you would have them type unto you!

Hope these tips are helpful and improve your professional etiquette!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive

Professional woman with good business etiquette shakes hands with a business partner

In today’s competitive business landscape, mastering proper business etiquette is essential for establishing strong professional relationships, fostering a positive corporate image, and achieving long-term success. Every interaction contributes to your professional presence, from effective communication to respectful conduct. Let’s look at some practical tips and strategies to enhance your business etiquette and ensure you leave a lasting impression in the corporate world.

Cultivate Active Listening Skills: One of the fundamental aspects of business etiquette is active listening. Practice attentive listening by maintaining eye contact, nodding to show engagement, and refraining from interrupting others. Truly hearing and understanding others’ perspectives fosters effective communication, promotes collaborative problem-solving, and demonstrates respect. You can build stronger relationships and foster a positive work environment by giving your undivided attention to colleagues, clients, and business partners.

Respect Personal and Cultural Differences: In today’s diverse workplaces, it is crucial to be mindful of personal and cultural differences. Treat everyone respectfully and sensitively, regardless of background, beliefs, or values. Avoid making assumptions or judgments based on stereotypes. Familiarize yourself with cultural norms and practices, especially when conducting business internationally. By embracing diversity and practicing inclusivity, you create an environment that values and respects everyone’s contributions, fostering creativity and collaboration.

Master Effective Communication: Clear and concise communication is vital for success in any professional setting. Pay attention to your verbal and written communication skills, ensuring your messages are articulate, professional, and easily understood. Tailor your communication style to suit the audience and the medium used: face-to-face conversations, email, or presentations. Practice professional email etiquette by using proper salutations, maintaining a polite tone, and proofreading for grammar and spelling errors. Effective communication helps avoid misunderstandings, builds credibility, and strengthens professional relationships.

Practice Professionalism in Appearance and Behavior: Your appearance and behavior play a significant role in projecting professionalism. Dress appropriately for your industry and work environment, reflecting the desired level of formality. Maintain proper hygiene and grooming standards, ensuring a clean and polished appearance. Be punctual for meetings and appointments, and respect others’ time by honoring deadlines. Maintain a positive attitude, remain calm under pressure, and handle conflicts gracefully and professionally. By consistently embodying professionalism, you inspire confidence in others and enhance your reputation.

Show Appreciation and Gratitude: Expressing gratitude and appreciation is a hallmark of excellent business etiquette. Acknowledge and recognize the contributions of colleagues, subordinates, and business partners. Offer sincere compliments, send thank-you notes, or express gratitude in person for their efforts and achievements. Celebrate milestones and successes as a team, fostering a positive and motivated work environment. Demonstrating gratitude strengthens professional relationships and fosters a culture of appreciation.

Improving business etiquette is a continuous journey that can significantly enhance your professional presence and contribute to your success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for improving business etiquette? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: How To Manage Change In An Organization

Executive Spotlight: How To Tell An Employee They’re Underperforming

In every company, there are usually overachievers and underperformers. For underperforming employees, managers need to figure out a way to tell these employees that they’re underperforming while also motivating them to work harder and meet their goals.

We recently asked our leading executives for their advice on how to tell an employee they’re underperforming.

Here are their responses…

Lisa Perry, Global Marketing Executive

As a marketing executive, one of the most challenging aspects of your role is addressing underperformance within your team. Delivering constructive feedback can be uncomfortable, but it is essential for the growth and success of both the employee and the organization. Throughout my career, I’ve used these seven effective strategies to communicate with an underperforming employee, ensuring a respectful and supportive approach that encourages improvement.

1. Preparation is Key: Before initiating a conversation about underperformance, gathering relevant data and facts to support your assessment is crucial. Review the employee’s job description, performance metrics, stakeholder feedback, and specific instances of subpar performance. Identify the areas in which they are falling short and the impact it has on the team and organizational goals. This preparation will help you approach the conversation objectively and ensure that your feedback is specific and constructive.

2. Understand Their Perspective: When addressing underperformance, it’s essential to consider the employee’s perspective. While you may believe they are not meeting expectations, they may have a different understanding of those expectations. Take the time to listen to their viewpoint and clarify any misalignments between their perception and the role, assignment, or job description. By fostering open communication and understanding, you can bridge the gap in expectations and ensure everyone is on the same page moving forward.

3. Focus on Behavior and Performance: When discussing underperformance, it is crucial to focus on specific behaviors and performance outcomes rather than personal characteristics. Avoid using judgmental language and provide objective feedback supported by evidence. Communicate the expectations that were not met and highlight the impact of their underperformance on the team or organization. Focusing on the actions and results can help the employee understand what they need to improve upon and avoid making it a personal attack.

4. Use the Feedback Sandwich Approach: The feedback sandwich technique starts and ends the conversation with positive and constructive points, with critical feedback sandwiched in between. Begin by acknowledging the employee’s strengths, achievements, and valuable contributions. Then, provide constructive feedback, emphasizing the areas where improvement is needed. Finally, conclude the conversation positively, offering support, guidance, and resources to help the employee succeed. This approach helps maintain the employee’s motivation and self-esteem while addressing the areas of concern.

5. Collaborative Goal Setting and Action Plan: To facilitate the employee’s improvement, involve them in setting goals and developing an action plan. Ask for their input on overcoming their performance challenges and achieving the desired results. This collaborative approach fosters ownership and engagement from the employee. Together, define specific, measurable, achievable, relevant, and time-bound (SMART) goals.

6. Regular Check-Ins and Tracking: Once you have set goals and developed an action plan with the employee, it’s important to establish regular check-ins to track their progress. These check-ins are opportunities to review their performance, provide guidance, address any questions or confusion, and offer further clarification. By maintaining ongoing communication and monitoring their progress, you can identify any potential obstacles or challenges early on. These check-ins also allow you to offer support and adjust the action plan if necessary, ensuring that the employee stays on track towards meeting their goals.

7. Documentation for Clarity, Alignment, & Accountability: Maintaining documentation throughout the performance improvement process serves as a means of accountability and a tool for clarity and alignment. Documenting the agreed-upon expectations, action plans, and next steps ensures that you and the employee have a clear record of what was discussed and agreed upon. This documentation helps avoid confusion or miscommunication and provides a reference point for future discussions. By keeping detailed records of conversations, goals, progress, and any adjustments made, you can ensure that both parties are aligned and on the same page, fostering a productive and transparent working relationship.

Remember, effectively addressing employee underperformance aims to inspire improvement and create a culture of continuous growth and development within your team.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Michael Willis, Sports Business Operations Executive

Manager talks to an underperforming employee during a meeting

My first thought is: what’s the temperature of what’s happening inside the company now? If the company is in a season of staff reductions, this could be the “perfect storm” for making the employee a candidate for dismissal.

If this is an employee I see as a valuable part of the team, then as a manager, I need to figure out how to get the employee back on track by investing time and energy into a fix.

  1. Start an investigation.
  2. What’s not meeting the standard? I need specifics.
  3. Meet one on one with the employee.
  4. Lead the conversation with the many good things that the employee is doing.
  5. Go into a detailed discussion on the item(s) not meeting the standard.
  6. Plan an action plan to correct the issue.
  7. After a short time, meet again with the employee to see the results of the corrected action.

In closing, managers need to act when the deficiency first occurs. That action could be an observation of the deficiency. Build your plan of action to be a resource to make the employee better.

If the deficiency is a resistance to change or company culture, it might be time to move on from this employee.

The window to fix underperformance might be short in a fast-paced, results-driven environment.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Talent Architect & Global Learning Strategist

Manager listens to an underperforming employee during a meeting

Addressing employee underperformance can be a very delicate task, but with a structured approach, you can effectively communicate the issue and help the employee sustain improved performance. Here’s a step-by-step process for handling this situation:

  1. Preparation and planning:
    a. Gather data: Collect objective performance metrics, feedback from colleagues, and any other relevant information to support your evaluation of the employee’s underperformance.
    b. Define expectations: Clarify the job responsibilities, performance standards, and specific areas where the employee is falling short. Identify the desired level of performance for each area.
  2. Choose an appropriate time and place:
    Schedule a private meeting with the employee at a mutually convenient time and select a quiet location where you can have an uninterrupted conversation.
  3. Open the conversation:
    a. Start on a positive note: Begin the meeting by acknowledging the employee’s strengths and past contributions. This sets a constructive tone and helps the employee feel more receptive to feedback.
    b. Express concern: Clearly communicate your concern regarding the employee’s current level of performance. Use specific examples and objective data to support your observations.
  4. Seek their perspective:
    Give the employee an opportunity to share their perspective on their performance. Ask open-ended questions to encourage them to reflect on the challenges they may be facing or any factors that might be impacting their performance.
  5. Provide clear feedback:
    a. Be specific: Clearly communicate the gaps between the expected and actual performance, focusing on behaviors and outcomes. Avoid generalizations or personal attacks.
    b. Use the SBI (Situation-Behavior-Impact) model: Describe the specific situation, highlight the observed behavior, and explain the impact of their actions on the team or organization.
    c. Active listening: Give the employee a chance to respond to your feedback, allowing them to express their thoughts or concerns. Listen actively and demonstrate empathy.
  6. Collaborative goal setting:
    Work together with the employee to develop a plan for improvement. Set specific, measurable, attainable, relevant, and time-bound (SMART) goals that address the areas of underperformance. Ensure the employee understands the expectations and the consequences of not meeting them.
  7. Provide support and resources:
    Identify any resources, training, or mentoring opportunities that can assist the employee in developing the necessary skills and knowledge. Offer your assistance in addressing any obstacles they may encounter.
  8. Regular check-ins and feedback:
    Schedule regular follow-up meetings to review progress, provide constructive feedback, and offer support. Recognize and acknowledge improvement, reinforcing positive behaviors.
  9. Offer training and development:
    Provide opportunities for professional development that target the specific areas where the employee needs improvement. This could include workshops, seminars, online courses, or mentoring programs.
  10. Recognize and reward progress:
    Celebrate milestones and achievements along the way. Acknowledge the employee’s efforts and progress publicly when appropriate, reinforcing their motivation to sustain improved performance.

Remember, it’s important to approach this process with empathy, fairness, and a genuine desire to help the employee succeed. Building a supportive environment and providing ongoing guidance can contribute to the employee’s long-term growth and improved performance.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

How do you tell an employee they’re underperforming? Join the conversation inside Work It Daily’s Executive Program.


Driving Revenue vs. Optimizing Profitability: How To Work Smarter For Business Growth

Driving Revenue vs. Optimizing Profitability: How To Work Smarter For Business Growth

When it comes to business growth, which is more important: driving revenue or optimizing profitability? The truth is that success lies in the balance of both. So how do you find the right balance between driving revenue and optimizing profitability for your business?

In this article, Work It Daily experts from Vistage will discuss the power of balancing revenue and optimizing profit for long-term success as it generates sustainable revenue while controlling costs. Read on to hear these Vistage Chairs explain how this balance allows you to work smarter, not harder, for business growth.

Kirsten Yurich

We’ve all heard the saying, “Revenue is vanity, profit is sanity, and cash is reality.” All three are vitally important. But they are also measures of things. Things in business. And it’s these things in our companies that require the attention of leaders. Things like what has changed in the last 30 days in our market landscape that alters our understanding of the future? Did we do what we said we were going to do in the last quarter? What was the numerical impact of the changes we made?

Numbers like revenue, profit, and cash flow help us evaluate the impact of our actions to either understand the past or, more importantly, shape the future.

Of vital importance for a leadership team is to find a common way to communicate about your numbers. Too often there is a disconnect between finance, operations, and strategic leadership. This disconnect will sub-optimize a company’s results.

How can you maximize what you are delivering to the market? Not all products and services are created equally. One basic strategy I have used is to simply make a 2×2 matrix that illustrates the relationship between new/existing customers and new/existing services or products. You then engage your team in a discussion about not only how the numbers bear out this decision, but other key factors such as the current contextual features of the customer market, supply issues, labor issues, and your current capacity to execute in any given quadrant.

Ask your team, “Do we want to provide more of the same services to the same customers? What is the advantage of finding new customers for our existing products?” Moving to another section on the diagram, “What have we been sitting on, waiting to unleash to the market? What new services can we offer our existing customers?”

Some of these answers are considered, shopping in your own closet. What opportunities do we have right in front of us? What are the needs of our current customers that if we meet them offer new revenue streams or increased profit margins?

Of vital importance, however, is knowing the costs and margins of every service and product that falls within each quadrant of that 2×2 matrix. If you don’t, you could select to double down on your least profitable service.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mike Thorne

Business growth, revenue growth, profit increase, sales increase/growth concept

I like defining what working smarter means to me. It requires a delicate balancing act of “driving revenue” (increasing the amount of money generated through sales and customer acquisition to increase top line and market share) and “optimizing profitability” (efficiency/effectiveness of operations—cost cutting, streamlining processes, and improving productivity).

Sustainable and working smarter businesses do a great job embedding these three disciplines in their businesses vs. applying them when a crisis hits or issues occur.

Cost Management – negotiating better deals with suppliers, optimizing inventory management, implementing energy-saving initiatives, or leveraging technology to automate tasks and improve operational efficiency.

Pricing Strategies – Analyze and adjust pricing strategies to ensure they are aligned with market conditions and customer value perception. Consider factors such as production costs, competitor pricing, customer demand, and perceived value. Implementing dynamic pricing, bundling products or services, or offering tiered pricing options can help optimize profitability while remaining competitive.

Enhance Customer Relationships – Focus on building and nurturing strong customer relationships to drive repeat business and increase customer lifetime value. Providing excellent customer service, personalizing interactions, and implementing loyalty programs can help retain existing customers and attract new ones. Additionally, understanding customer needs and preferences through market research and feedback can lead to targeted marketing efforts and product/service enhancements, ultimately boosting profitability.

These disciplines need to be embedded in your organization and take time. Once you have concrete processes in place for the core business, it is advantageous to explore what opportunities exist for either new customers, new channels, or new products and services. I refer to these as value-added complexity ideas. What is value-added complexity? These are opportunities to leverage existing capabilities and competencies that will stretch the organization but not “ask” it to build something new from scratch.

1. Customer Pain or Opportunity Points – What are your greatest ideas or challenges that they are looking for solutions to or to take advantage of their strengths? Are they core competencies that you have seen other customers solve or that you as an organization have dealt with before? They could be revenue drivers for you or simply ways for you to add value to the relationship. See yourself as a solution provider for your clients and watch opportunities come your way.

2. Partnerships/Licensing/Private-Public Partnerships – Staying with your expertise and studying your clients and seeing where you both could grow together. Instead of being a customer/supplier relationship, what would a partnership look like?

3. Retail 101 Techniques – Online and brick-and-mortar retailers alike think about three things all the time (driving our ticket, our traffic, and our conversion of that traffic). Look at your entire value chain and ask where could you drive more interest. Do your suppliers have customers you could do business with?

I am confident by reimagining your relationships and value equation you will prosper, build sustainability by diversifying, and, ultimately, working smarter will lead to improved profitability and stickiness with customers.

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

Nora Taylor

Financial team in a meeting about driving revenue and optimizing profitability

Driving revenue and optimizing profitability are both important aspects of working smarter for sustainable growth in business. For long-term sustainable growth, they should be worked in tandem. There is no right answer; it is a tricky balancing act, maybe more art than science. However, your highest probability of success is when you begin with defined goals and plans that the team understands.

Companies must focus on driving new opportunities and revenue growth if they want sustained growth—as long as costs are steady; it is difficult to sustain growth if costs are out of control. In my career, I admittedly would focus on profitability in the business development cycle upfront. I would ask the business development or sales team at the time considering an opportunity, “Why?”

  • Why this opportunity?
  • Is it aligned with our goals and strategic plan?
  • What value does it bring?
  • How is it helping us meet our objectives?

Unless there was a compelling business case for going outside the typical profitability parameters established for the business, I tended to err on the conservative side, however, my background is in a more regulated environment.

If there was a solid business case to drive revenue by taking a risk, then I believe you should be bold and take manageable risks. You will need to understand what your manageable risks are.

Remember, working smarter for business growth requires a balanced approach between revenue generation and profitability optimization. Continuously assess and adjust your strategies based on market dynamics, customer feedback, and financial insights to ensure sustainable growth for your business.

Nora Taylor helps CEOs and executives achieve success. As a Vistage Chair, she leads confidential peer advisory groups where the members work together to develop informed decision-making, improved judgment, and confident leadership.

Mark Fackler

Maximum revenue concept

I have a bias. Though there is a balance between driving revenue and optimizing profit, the priority between the two is straightforward: driving revenue far outweighs optimizing profit. Public companies aside, I see this as a stepped approach: drive revenue first and foremost, and optimize profit only after the revenue machine is well tuned.

But first, we must acknowledge that cash is everything. Cash is life. No cash. No company. Focusing on growing revenue is fine if you produce enough cash flow. Focusing on optimizing profit is fine if you produce enough cash flow.

Back to the question at hand, under most circumstances, I believe growing revenue should be the higher priority. Plow as much as you can into sales, marketing, and infrastructure to grow revenue. Let cash flow be your throttle. Growth takes investments. Just like a tree that needs water, nutrients, and sun, companies need sales, marketing, and infrastructure.

Though I stated that optimizing profit comes after the revenue machine is well tuned, that does not mean that money should be wasted in this effort. Be prudent in your employee compensation. Be prudent in your vendor negotiations. Be prudent in your marketing campaigns. Make your investment decisions based on if the investment supports revenue growth either directly or indirectly. Remember, back-office investments in things like accounting, IT, and HR are absolutely necessary to support revenue growth.

Because of my bias, I must conclude with this. Optimizing profit is important work as long as it does not jeopardize future revenue growth. Never stop growing.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

What’s your experience trying to balance driving revenue and optimizing profitability? Join the conversation inside Work It Daily’s Executive Program.


Executive Spotlight: How To Create A Healthy Work Environment

Executive Spotlight: How To Create A Healthy Work Environment

When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today’s world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

  • Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
  • Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
  • Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
  • Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
  • Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
  • Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

  • Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
  • Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
  • Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
  • Celebrate successes. It is important to recognize and celebrate employees’ successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Happy woman works in her home office

In creating a healthy work environment, I can’t ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awareness—adding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplace’s cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Debra Shannon, IT Executive

Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employee’s personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? It’s crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If it’s important to them, then it should be important to you too. Besides professional-focused development, make sure to include “personal” learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about what’s next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive

Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees’ physical, mental, and emotional health.

  1. Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
  2. Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
  3. Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
  4. Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
  5. Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
  6. Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
  7. Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Mark Taylor, Product & Operations Executive

Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

“How do you create a work environment where tasks get done in a manner that moves the business forward (that’s what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?”

Those feel independent of each other “scientifically,” but highly correlated on a day-to-day basis; the linkage being one’s manager.

For example, I’m sure most of us have had the “opportunity” to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more “healthy” experience for both the individual and the business.

From experience, a solid way of linking a company’s and individual’s needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employee’s values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He’s managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily’s Executive Program.