Michael willis

39 posts



The pressures of meeting deadlines, achieving goals, navigating office politics, and maintaining a healthy work-life balance can often lead to overwhelming levels of stress. However, it's crucial to remember that managing stress at work is not only essential for our mental and physical well-being but also for our overall job performance and satisfaction. So, how can we effectively manage stress at work? What stress management tips actually help?

We recently asked our leading executives for their best tips on how to manage stress at work.

Here are their responses...

Michael Willis, Sports Business Operations Executive


In this argument, we will explore how embracing tension with a calculated risk-taking approach can not only make you a better manager of stress but also propel your career to new heights.

1. Stress as a Natural Byproduct of Ambition: Consider this: Stress often arises when we push our boundaries, take on challenging projects, or strive for ambitious goals. In such scenarios, stress is not a sign of failure but rather evidence of our commitment to growth and excellence. By accepting stress as a natural byproduct of ambition, we can shift our perspective and view it as an opportunity rather than an obstacle.

2. Stress as a Source of Motivation: Stress, when managed effectively, can serve as a powerful motivator. It can push us to think creatively, find innovative solutions, and unlock hidden reserves of resilience. By reframing stress as a motivator, individuals can channel their energy into productive endeavors, ultimately increasing their chances of achieving their goals.

3. Calculated Risk-Taking: Embracing stress involves calculated risk-taking. Rather than shying away from challenging situations, consider them as opportunities to grow. When you take calculated risks at work, you open the door to innovation and transformation. Remember, some of the greatest success stories in business were born out of taking risks in high-stress environments.

4. Stress-Resilience as a Skill: Managing stress at work is not about eliminating it but developing resilience to handle it effectively. Like any other skill, stress resilience can be cultivated through experience and learning. By approaching stressful situations as opportunities to sharpen your strength, you not only manage stress better but also build a valuable skill set that can be applied throughout your career.

5. The Competitive Advantage of Stress-Embracers: In a world where competition is fierce, those who can effectively manage stress while embracing calculated risks often stand out. They demonstrate their ability to adapt to challenging circumstances, inspire team confidence, and lead resiliently. This competitive advantage can lead to career advancements, greater responsibilities, and increased recognition.

In conclusion, stress at work should not be viewed as an enemy to be defeated but as a companion on your journey to success.

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


Woman meditates/calms herself down at work to manage stress

Can you relate to this? You work in a fast-paced company with tight deadlines, long hours, and multiple project setbacks. You miss deadlines, and your co-workers are constantly catching up on shared assignments. If any of this sounds familiar, you probably know what it feels like to be stressed on the job. Here are five tips for how to manage stress at work:

Self-Awareness: The first step is to recognize the signs of stress, which starts with self-awareness. Stress can manifest differently, but common symptoms include irritability, fatigue, headaches, or stomach pains. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how it's affecting us and how others truly perceive us. Why is this important? Because when you become self-aware, it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.

Mindfulness & Meditation: Taking just a few minutes daily to focus on your breath, clear your mind, and be present can significantly reduce stress levels. As a type A person who struggles to unwind during high-stress situations, taking a moment to count slowly to 20 can be quite therapeutic. Identify tools (i.e., deep breathing exercises, guided meditation, mindfulness apps) to integrate into your day that aid in stress reduction and promote being present.

Self-Care Matters: Prioritize a well-rounded approach, including a balanced diet, regular exercise, and sufficient sleep. Your food choices can influence stress levels; avoid excessive caffeine and sugar as they can contribute to anxiety. Opt for nutrient-rich foods like fruits, vegetables, and whole grains. Eating balanced meals helps stabilize mood and energy levels. Regular physical activity offers various benefits, one being stress reduction. Exercise triggers the release of endorphins, natural stress relievers. Quick walks during breaks or desk stretches can significantly improve your well-being. Strive for seven to nine hours of sleep per night, as recommended by the National Heart, Lung, and Blood Institute (NHLBI). Sleep deficiency can impair productivity, focus, and decision-making. High-quality sleep is crucial for effective stress management.

Stay Calm: Amid conflict, maintaining composure is vital. By staying calm and removing emotion, you can take an objective step back to evaluate the situation effectively and find constructive solutions. Most importantly, it will make the people around you feel safe, secure, and confident in your leadership.

Maintain Control Over Your Reactions: There are things in life that are out of our control, like an angry co-worker reacting to your project. What you can control is your response, handling the situation, and managing your emotions, which ultimately reduces stress. When faced with someone's unhappiness or criticism, adopt a curious and empathetic approach:

  • Ask, "What makes you feel that way?"
  • Express understanding, "It sounds like something I said was offensive to you."
  • Replace defensiveness with curiosity.
  • Stay inquisitive and keep asking questions.

By implementing these five tips, you can transform a stressful work environment into a place of balance, productivity, and well-being. If you found this helpful, I invite you to explore my book How to Develop a Brand Strategy and insightful brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you manage stress at work? Join the conversation inside Work It DAILY's Elite Program.

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Executive Spotlight: How To Manage Stress At …

Executive Spotlight: How To Be A Better Boss



Whether you're a seasoned manager looking to hone your leadership skills or an aspiring leader focused on developing a strong foundation, the journey to becoming a more effective and empathetic boss is a continuous process of self-improvement. Being a better boss is not only about increasing productivity and profitability; it's about fostering a positive and productive work environment, nurturing the growth of your team, and, ultimately, achieving success collectively. So what strategies can help you become the kind of boss your team looks up to and respects?

We recently asked our leading executives for their best tips on how to be a better boss.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


Being a better boss isn't just about holding a position of authority; it's about inspiring and guiding your team towards success. Effective leadership is a skill that can be developed over time, and it's essential for creating a positive work environment and achieving outstanding results. If you want to become a better boss, consider implementing these 10 strategies:

1. Lead by Example:

Great leaders set the standard for their team. Demonstrate the work ethic, attitude, and behavior you expect from your employees. If you want your team to be punctual, dedicated, and collaborative, show them that you are all those things and more.

2. Communicate Effectively:

Open, honest, and clear communication is at the heart of good leadership. Be approachable and listen actively to your employees. Share your expectations, provide feedback, and keep your team informed about company goals and progress.

3. Empower Your Team:

Trust your team to make decisions and take ownership of their work. Encourage creativity and problem-solving. When employees feel empowered, they become more engaged and committed to their tasks.

4. Provide Constructive Feedback:

Offer both praise and constructive criticism. Acknowledge your employees' achievements and, when necessary, offer guidance for improvement. A balance of positive and negative feedback fosters growth and development.

5. Set Clear Expectations:

Ensure that your team understands their roles and responsibilities. Clearly define goals, objectives, and performance metrics. Clarity in expectations reduces confusion and enhances productivity.

6. Foster a Positive Work Environment:

Create a workplace culture that values respect, inclusivity, and teamwork. Recognize and celebrate individual and team achievements, and encourage a healthy work-life balance.

7. Lead with Empathy:

Understand your employees' needs and challenges. Be empathetic to their personal and professional situations. This will build trust and strengthen your relationships.

8. Develop Your Team:

Invest in your employees' professional development. Offer training opportunities, mentorship, and guidance to help them grow and advance in their careers. When your team thrives, your organization does too.

9. Manage Conflict Effectively:

Conflict is a natural part of any workplace. A better boss can manage conflict by addressing issues promptly, remaining neutral, and facilitating constructive resolutions.

10. Be Adaptable:

In today's ever-changing world, adaptability is a vital trait for leaders. Be open to new ideas, technologies, and approaches. Embrace change and guide your team through transitions with confidence.

Being a better boss is an ongoing journey that involves continuous self-improvement and a commitment to creating a positive and productive work environment. By leading by example, communicating effectively, empowering your team, and fostering a positive culture, you can become a leader that inspires and motivates others to reach their full potential.

Remember, leadership is not just about the title you hold; it's about the impact you have on the people you lead. By applying these strategies, you can become the kind of boss that people respect, admire, and are eager to follow.

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


Coworkers listen to their boss

Here are some ways to embrace being a better boss.

1. Lead by Example: The most effective leaders are those who don't just talk but walk the walk. Be the change you want to see in your team. Demonstrate the qualities you expect from your employees, such as dedication, punctuality, and a strong work ethic. Your actions will inspire others to follow suit.

2. Effective Communication: Communication is the cornerstone of effective leadership. Make an effort to be a better communicator. Listen actively to your team members, provide clear instructions, and offer constructive feedback. When your team feels heard and understood, they'll be more motivated to perform at their best.

3. Empower Your Team: Great bosses empower their employees. Trust your team to make decisions and take ownership of their work. Provide opportunities for growth and development and encourage them to take on new challenges. When your team feels valued and trusted, they'll be more engaged and motivated.

4. Recognition and Appreciation: Never underestimate the power of appreciation. Recognize and celebrate the achievements and efforts of your team members. A simple "thank you" or a public acknowledgment can significantly boost morale and motivation.

5. Continuous Learning: A better boss is one who never stops learning. Stay updated on industry trends, leadership best practices, and management techniques. Invest in your personal development, and your commitment to growth will inspire others to do the same.

6. Conflict Resolution: Conflicts are inevitable in any workplace. As a better boss, learn to handle conflicts with tact and empathy. Encourage open and respectful communication among your team members. Use conflicts as opportunities for growth and improvement.

7. Work-Life Balance: Show that you care about your team's well-being by promoting work-life balance. Encourage employees to take breaks, use their vacation days, and maintain a healthy work-life equilibrium. When your team is well-rested and happy, they'll be more productive and motivated.

8. Set Clear Goals: Ensure your team understands their roles and responsibilities by setting achievable goals. When your team knows what's expected of them and sees a clear path forward, they'll be more motivated to work towards those goals.

9. Lead with Empathy: Understand that your team members have their own needs, ambitions, and challenges. Show empathy and compassion towards their personal and professional struggles. Your empathy will foster a supportive and motivating work environment.

10. Inspire a Shared Vision: Paint a compelling picture of the future for your team. Share your vision and goals, and rally your team around a common purpose. When your team believes in the mission and sees how they contribute, their motivation and dedication will soar.

In conclusion, becoming a better boss is not just about managing people; it's about inspiring and motivating them to reach their full potential. Committing to being a better boss creates a positive and empowering work environment where everyone can thrive. Remember, leadership is not about being in charge; it's about caring for those in your account.

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


Leader/executive/manager/boss talks to her employees during a work meeting

I worked for a company where, upon joining, I swiftly realized that my direct reports were experiencing profound frustration. They expressed a strong sense of being undervalued, not only by the previous boss but also throughout the marketing organization and with senior leadership. To be an effective leader and align efforts with business objectives, I recognized the need to identify and rectify the underlying issues swiftly. Here are five key strategies I used to enhance my leadership and become a better boss for my team:

  • Foster Effective Communication: Create open channels for communication and actively encourage attentive listening. Cultivate a culture of transparency where team members are at ease sharing their ideas, concerns, and feedback, even if they differ from your perspective. Establishing trust may require time, especially if there has been a history of mistrust. Building trust with your team involves assuring them that it is acceptable and welcome to hold differing viewpoints. Emphasize that diverse perspectives and ideas are valued, even when passionately presented. It is essential to establish this environment swiftly to provide a safe space for driving ideas and achieving business objectives without fear.
  • Don’t Be a Know-It-All: As a boss, it’s not about being an expert and knowing all the answers. It’s quite the opposite. When managers must provide all the answers, they stifle their employees’ opportunities for critical thinking and growth. When faced with a situation beyond your expertise, ask questions that spark a dialogue and creativity. This strengthens the team’s trust but also sets a valuable example of humility.
  • Be Generous: It is about how you interact and treat people. A good boss focuses on:
    • Proactive Problem Solving: Fixing issues before they become significant problems.
    • Celebrating Wins: Recognizing employee achievements.
    • Taking Responsibility: Accepting accountability when things go wrong.

Employees value bosses who are generous with information, time, praise, and coaching to help them excel at their jobs. It’s about fostering a supportive and motivating work environment.

  • Don’t Talk, Listen: Your team comprises talented individuals with unique perspectives. Actively listening and offering your undivided attention is how you foster trust and teamwork and gain an understanding of their needs and expectations. Through attentive listening, you comprehend their messages and ideas effectively and show that you value their input and respect their voices.
  • Create a Positive Work Environment: Alleviate workplace stress by allowing your team to have fun and embrace a positive, inclusive team culture. Motivate with positivity, valuing diversity, respecting individual contributions, and celebrating achievements to promote employee happiness and productivity.
Being a better boss is not about holding a position of authority; it’s about leading with empathy, effectiveness, and inspiration. If you found this helpful, I invite you to explore my book How to Develop a Brand Strategy and insightful brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

What are your best tips for being a better boss? Join the conversation inside Work It DAILY's Elite Program.

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Executive Spotlight: How To Be A Better …

Executive Spotlight: How To Develop A Training Plan For New Employees



As new employees join your team, providing them with a well-structured and comprehensive training plan is essential for their success and the long-term growth of your business. Crafting a thoughtful and effective training program not only accelerates the onboarding process but also sets the stage for new hires to excel in their roles. How can you create a training plan that equips your new talent with the knowledge and skills they need to thrive?

We recently asked our leading executives for their best tips on how to develop a training plan for new employees.

Here are their responses...

Melodie Turk, Learning Experience Executive


New employees are excited and eager to jump in and it’s important to give them the opportunity to do so. Providing a solid training plan over their first year will provide a strong foundation to help with their success.

As new employees generally have more time than any other employee, I recommend building a training plan they can control and lead. This means building a guided framework they can easily navigate while they build their knowledge pool. This framework should not overwhelm the new employee, but build upon itself so their knowledge gets deeper as the year progresses.

Here’s an example.

When setting up training regarding the organization, you might set it up this way:

  • In their first week, search the intranet and internet to find out the organization’s mission, vision, and core values.
  • In their first month, search the intranet and internet to find out the organization’s mission, vision, and core values and bookmark key links you can use for later reference.
  • At the 90-day check-in, review your bookmarked links and ask your supervisor how the organization’s mission, vision, and core values drive the department’s priorities.
  • At the 6-month check-in, review your bookmarked links and prepare to share with your supervisor how the organization’s mission, vision, and core values drive your own work and discuss how other priorities may impact that work.
  • At the annual check-in, review your bookmarked links and prepare to share suggestions on how to further support the organization’s mission, vision, and core values in your own work and what support you may need to make that happen.

In each instance, the employee is given a task that starts out relatively small and increases in thought and knowledge.

Each training plan should cover compliance training and then organizational, departmental, and personal areas.

Organizational areas may include the history of the organization, its mission, vision, and values. Learning about them may be as easy as searching the intranet or it may be scheduling time with a few key people who have been with the organization for some time. It may even include a visit to an archive location.

Departmental areas may include strategic goals, dashboards, and reports—not just where they are located, but the context behind them, as well as how to interpret them. This may include guiding the new employee to schedule time with certain people or to watch a video to gain this knowledge. This area may also include certain training to help employees learn how to actually input and navigate different systems they will use.

Personal areas might include cultural norms and behaviors. This may look like a scheduled meet and greet with other employees (with guided questions) to discover how the culture of the organization looks and works. It may include reading through a company blog or watching CEO town halls. It may even be as simple as a PowerPoint sharing key aspects of the culture.

Developing a training plan for new employees is best done with other employees. They will help give you the best insight into what they wish they had known and when.

Melodie Turk is a learning experience executive with a unique background in the learning and development arena as well as change management. She is passionate about bringing change to the workplace—change that is meaningful and change that will last.

Michael Willis, Sports Business Operations Executive


Manager/leaders trains new employees at work

Step 1: Identify Training Needs

  • Begin by conducting a thorough assessment of your organization's needs. Determine what skills and knowledge are essential for new employees to excel.

Step 2: Set Clear Objectives

  • Define specific, measurable objectives for the training plan. What should new employees achieve by the end of their training? Ensure these objectives align with your business goals.

Step 3: Design the Curriculum

  • Create a detailed curriculum that covers all necessary topics and skills. Divide it into modules or sections for clarity. Each module should contribute to achieving the defined objectives.

Step 4: Choose Training Methods

  • Select the most appropriate training methods for each module. Options include classroom training, e-learning modules, hands-on workshops, and mentorship programs. Tailor your choices to suit your employees' content and learning styles.

Step 5: Develop Training Materials

  • Create or source training materials such as presentations, manuals, videos, or online resources. Ensure these materials are well-structured and engaging to facilitate effective learning.

Step 6: Assign Trainers or Facilitators

  • Appoint experienced trainers or facilitators who can effectively convey the training content. These individuals should have expertise in the subject matter and possess strong communication skills.

Step 7: Schedule Training Sessions

  • Plan the training schedule, considering the availability of trainers and new employees. Ensure that the timeline aligns with business needs and employee onboarding processes.

Step 8: Implement Training

  • Execute the training plan as scheduled. Provide employees with access to training materials and resources. Encourage active participation and engagement throughout the training.

Step 9: Assess Progress

  • Regularly assess the progress of new employees through quizzes, assignments, or practical assessments. Use feedback to identify areas needing additional attention or modifications to the training plan.

Step 10: Provide Feedback and Support

  • Offer constructive feedback to employees to help them improve. Create a supportive environment where questions are encouraged and challenges are promptly addressed.

Step 11: Monitor and Adjust

  • Continuously monitor the effectiveness of the training plan. Analyze the impact on employee performance and adjust the program to address gaps or changing business needs.

Step 12: Measure ROI

  • After completing the training, measure the return on investment (ROI) by evaluating how well the new employees contribute to the organization. Assess their performance against the initial objectives.

Step 13: Iterate and Improve

  • Use the insights gained from the training process to improve future training plans. Learning is an ongoing process, and each iteration should be better than the last.

Developing a comprehensive training plan for new employees is a strategic investment in your organization's success. By following these steps, you can ensure your employees are well-equipped to excel in their roles, contribute to business growth, and drive overall success.

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


Woman trains new employees at work

Crafting an effective training program for new employees is key for retaining talent. In today's dynamic workplace, ensuring that your team is well-prepared from day one is crucial for their success and your organization's growth. A well-structured training program not only accelerates the onboarding process but also sets the stage for long-term productivity and job satisfaction. In this blog post, we will walk you through the essential steps to create an effective training program that empowers your new hires to thrive.

1. Define Your Objectives

Before you can start building a training program, it's essential to clearly define your objectives. Ask yourself:

  • What specific skills and knowledge do new employees need to excel in their roles?
  • What are the key performance indicators (KPIs) that will indicate a successful onboarding process?
  • How will this training program align with the company's goals and values?

Defining these objectives will serve as a roadmap for designing your training program.

2. Identify Target Audiences

Not all employees have the same needs or roles within your organization. Segment your new hires based on their job functions, experience levels, and backgrounds. This allows you to tailor the training content and delivery methods to meet each group's unique requirements. For example, a salesperson's training will differ significantly from that of a software developer.

3. Create an Engaging Curriculum

Once you know your objectives and your audience, it's time to develop the curriculum. Here's how:

  • Determine Learning Outcomes: Clearly outline what employees should know or be able to do after completing the training program.
  • Content Creation: Design the content around these learning outcomes. Use a mix of formats such as videos, written materials, interactive modules, and hands-on exercises to keep the training engaging.
  • Sequencing: Arrange the content logically, starting with foundational concepts and gradually moving to more complex topics.
  • Assessment: Include assessments, quizzes, or assignments to evaluate employees' understanding and progress.

4. Choose the Right Delivery Methods

Consider the most effective methods for delivering your training content:

  • Instructor-Led Training (ILT): Ideal for hands-on or complex training, ILT involves a live instructor leading a class.
  • E-Learning: This method includes web-based training, videos, and interactive modules that employees can complete at their own pace.
  • On-the-Job Training (OJT): For roles that require practical skills, OJT involves new employees shadowing experienced colleagues.
  • Blended Learning: Combines multiple delivery methods for a holistic learning experience.

Select the methods that align with your objectives and audience needs.

5. Develop Training Materials

Create or curate the training materials. Ensure that they are well-organized, up to date, and easily accessible to employees. Consistency in formatting and style will enhance clarity and usability.

6. Establish a Training Schedule

Determine the timeline for the training program. Will it be a one-week intensive program or a longer, phased approach? Communicate this schedule to your new employees so they can plan accordingly.

7. Training Delivery and Evaluation

Now, it's time to roll out your training program. During this phase:

  • Training Delivery: Ensure that trainers are well-prepared and engaging. Make resources available for self-paced learning if applicable.
  • Feedback Mechanism: Collect feedback from both trainers and trainees to continuously improve the program.
  • Regular Assessments: Evaluate the effectiveness of the training program at predetermined intervals.

8. Monitor Progress and Adjust

Keep a close eye on your new employees' progress as they complete the training program. Adjust the program as needed to address any identified gaps or areas of improvement.

9. Gradual Integration

After completing the training, facilitate a smooth transition into employees' regular roles. Continue to offer support and mentorship as they apply their newfound knowledge and skills.

10. Continuous Learning Culture

Encourage a culture of continuous learning within your organization. Provide ongoing training opportunities and resources to help employees grow in their roles and stay up to date with industry trends.

In conclusion, developing a training program for new employees is a strategic investment that pays off in the long run. It not only equips your team with the skills they need but also fosters a sense of belonging and commitment to your organization. By following these steps and remaining adaptable to changing needs, you can create a training program that sets your employees up for success and helps your company thrive in today's competitive landscape.

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."

Lisa Perry, Global Marketing Executive


Man trains a new employee at work

I've had the privilege of experiencing one truly exceptional onboarding and new-hire training program in my career. It began with my future boss's welcoming email, excitement about my upcoming start, and her eagerness to have me join the team. Little did I know that this was just the beginning of an onboarding journey that would set the gold standard for welcoming new employees.

My first day was unlike any other. The office felt inviting, adorned with a beautiful plant, and a fun gift basket with company-branded goodies awaited me. My desk was thoughtfully arranged with everything I needed, from a computer to supplies. This warm reception left a lasting impression, marking the start of a well-structured process designed for my success.

The onboarding experience continued seamlessly with a structured two-day training program. I immersed myself in the company's culture, completed HR paperwork, and became familiar with essential organizational guidelines and processes. This comprehensive introduction laid a strong foundation for my journey with the company.

What truly made this onboarding exceptional was the people. My boss, who had sent that initial email, became my guide. She introduced me to the marketing team, fostering connections from day one. My journey continued with department visits, introductions to key stakeholders, and active participation in meetings and ongoing projects.

Reflecting on this extraordinary onboarding experience, it becomes evident why it left such an indelible mark. I felt genuinely welcomed and valued when I walked through the door. This positive and inclusive start set the stage for my confidence and subsequent success in my new role.

Here are five key strategies for developing a new hire training plan that goes beyond the basics, ensuring that new employees feel welcomed and equipped with the tools and knowledge needed to thrive:

  1. Set Expectations: Begin by defining the role and expectations from day one. A well-crafted job description and initial discussions with new employees about their responsibilities, goals, and 30-day expectations will help them understand their role.
  2. Introductions: Facilitate meaningful introductions to colleagues, teams, and key stakeholders. Organize team-building activities or events to help new hires forge connections, feel part of the team, and know who to contact. Highlight the importance of collaboration within the organization. Assign a mentor or buddy to help them navigate their initial days.
  3. Onboarding: Make the first few days memorable. Welcome new employees with a warm and organized orientation process. From administrative tasks such as filling out forms, setting up email accounts, and arranging direct deposit for paychecks, as well as the opportunity to immerse oneself in the company’s mission, vision, goals, culture, policies, and best workplace practices. This multifaceted approach ensures that new employees not only complete essential paperwork but also gain a deeper understanding of the organization.
  4. Training: Develop a structured training program that covers essential job skills, equipment usage, information access guidance, job shadowing, performance standards, and company processes. Offer in-person, online, and hands-on training to accommodate different learning styles. Encourage questions and feedback throughout the training process.
  5. Support System: Establish a strong support system for new employees. Encourage regular check-ins between managers and their team members to address questions and concerns. Create an open-door policy to foster open communication. Provide employees with readily accessible resources for ongoing inquiries.

By implementing these strategies, you can create an onboarding and training program that welcomes new hires and empowers them to excel within your organization. If you found this helpful, I invite you to explore my book How to Develop a Brand Strategy and insightful brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you successfully train new employees? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Develop A Training …

Executive Spotlight: How To Effectively Resolve Conflict At Work



Conflict is an inevitable part of any workplace. Whether it stems from differences in personalities, varying work styles, or competing interests, the ability to effectively resolve conflicts is a critical skill for maintaining a harmonious and productive work environment. What can managers and team members do to effectively resolve workplace conflicts and foster a culture of open communication and cooperation?

We recently asked our leading executives for their best tips on how to resolve conflict at work.

Here are their responses...

Melodie Turk, Learning Experience Executive


Here are a few of my tips for successful resolution:

  • Don’t wait to deal with conflict. Waiting creates the opportunity for passive-aggressive behavior (on both sides). It also creates the opportunity for the conflict to increase in its negative impact.
  • Reflect. Getting clarity with yourself on what you understand the conflict to be, the questions you may have for the other party, and the solutions that may help resolve the conflict will help ground the emotional side and prepare you for a resolution conversation.
  • Deal directly. Talk with the person or persons you are having conflict with. Talking with a colleague or supervisor may seem easier but can produce faulty interpretation and miscommunication. It also is an easy path to gossipy behavior.
  • Be accountable. Once you hopefully resolve the conflict with another party, give yourself reminders, acknowledge new behavior publicly, record yourself—do whatever it is that you need to do to show the other party that you are taking the resolution seriously.
Melodie Turk is a learning experience executive with a unique background in the learning and development arena as well as change management. She is passionate about bringing change to the workplace—change that is meaningful and change that will last.

John Schembari, Senior Education Academic And Operations Executive


Woman tries to resolve a conflict at work

In line with what Melodie is saying, communication is key in resolving conflict. Communication can come in many forms.

Did we first align our individual goals with an organization's through the development of a strategic vision? Do we need to reground ourselves around/remind ourselves of our common goals?

Do we have established norms of communication? Have we as a team considered how we will address conflict before it even happens?

Having formal organizational processes for discussing conflict can also be helpful in ensuring that we focus our disagreements on policy implementation rather than on people themselves.

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


Woman talks to a coworker to resolve a conflict

Resolving conflicts at work is crucial for maintaining a healthy and productive work environment. Here's a systematic approach to managing and resolving conflicts:

1. Acknowledge the Conflict:

Recognizing there's an issue is the first step. Ignoring or avoiding conflicts can exacerbate the situation.

2. Open Communication:

  • Initiate dialogue: Set up a meeting with the parties involved to discuss the issue.
  • Active listening: Ensure that each party feels heard. Listen without interrupting and ask open-ended questions to understand the core of the issue.

3. Identify the Root Cause:

Often the visible conflict is a symptom of a deeper issue. It could be related to:

  • Unmet needs
  • Differences in values or perceptions
  • Miscommunication or misunderstandings
  • External work pressures or stress

4. Stay Neutral and Objective:

If you're mediating the conflict, it's essential to remain neutral. Do not take sides, and avoid making judgments based on personalities or past incidents.

5. Focus on Interests, Not Positions:

  • Positions are what a person says they want.
  • Interests are the underlying needs, desires, and fears.
  • Focusing on interests can lead to more collaborative and creative solutions.

6. Generate Solutions:

Encourage the involved parties to suggest ways to solve the conflict. Brainstorming can often lead to a mutually acceptable solution.

7. Negotiate a Compromise:

It's rare that one side will get everything they want. Aim for a solution that addresses the most crucial concerns of all parties.

8. Document Agreements:

Once a resolution is reached, document the agreement. This serves as a reference and ensures accountability.

9. Follow Up:

Set a date to review how things are going after the resolution. It ensures the agreed-upon changes are being implemented and provides an opportunity to address new concerns.

10. Seek External Help:

If internal efforts fail, consider mediation or conflict resolution specialists. Sometimes, an external perspective can provide new insights or methods of resolution.

11. Establish Clear Boundaries and Expectations:

Ensure that job roles, responsibilities, and expectations are clear to prevent future conflicts.

12. Provide Training:

Offer conflict resolution training for employees and managers. This equips them with tools and techniques to manage and prevent conflicts proactively.

13. Promote a Positive Culture:

Foster a work environment based on respect, open communication, and collaboration. Regular team-building exercises can enhance team cohesion and reduce conflicts.

14. Personal Reflection:

If you're directly involved in the conflict, reflect on your own actions and behaviors. Self-awareness can help in recognizing and addressing personal triggers or biases.

15. Know When to Escalate:

Some conflicts may require intervention from higher-ups or HR. Recognize when an issue is beyond your capacity to resolve and escalate appropriately.

Remember, conflicts are a natural part of any workplace. The key lies in addressing them constructively and ensuring they lead to growth and understanding, rather than persistent issues or negative environments.

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


Woman yells at a coworker without trying to resolve the conflict

In the dynamic workplace environment, conflicts can arise from time to time. However, leaders must approach this topic with an optimistic and open mindset. There’s no one-size-fits-all here. Each conflict resolution must be met on a case-by-case basis. The first step in any solution is to identify the conflict.

1. Listen Actively:

  • Encourage open communication within your organization.
  • Create an environment where employees feel comfortable raising concerns.
  • Pay attention to what employees say and actively listen to their perspectives.

2. Review Complaints and Feedback:

  • Regularly review feedback channels such as suggestion boxes, surveys, or anonymous reporting systems.
  • Look for recurring themes or patterns in the complaints and feedback.

3. Meet with Key Stakeholders:

  • Schedule one-on-one meetings or group discussions with employees involved in or affected by the conflict.
  • Ask open-ended questions to understand their viewpoints, concerns, and emotions related to the conflict.

4. Communication Conflicts:

Conflicts can arise when team members misinterpret messages or fail to communicate effectively. Optimistically, these conflicts can encourage improved communication skills, better understanding among colleagues, and the development of more robust relationships.

5. Task Conflicts:

Disagreements about how tasks should be completed or allocating responsibilities can occur. Such conflicts can lead to creative problem-solving, innovative task approaches, and a stronger sense of teamwork as individuals work together to find solutions.

6. Personality Conflicts:

Differences in personalities, working styles, or values can lead to tensions. When handled constructively, these conflicts can foster diversity of thought and perspective, resulting in more well-rounded decision-making and innovative problem-solving.

7. Resource Conflicts:

Disputes over resource allocation, such as budget or equipment, can arise. These conflicts can prompt organizations to reassess their resource management strategies, potentially leading to more efficient and equitable allocation of resources.

8. Leadership Conflicts:

Conflicts related to leadership decisions or management styles can allow leaders to engage in open dialogue with their teams. This can lead to improved leadership practices and a more engaged and motivated workforce.

By following these steps, you'll understand the conflict's nature, causes, and context comprehensively. This information will be a solid foundation for developing strategies to resolve conflict effectively and create a more harmonious workplace environment. Remember that open and empathetic communication is critical to resolving disputes successfully.

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.

Lynn Holland, GTM & Rev Gen Consultant


Man listens to his coworker during a meeting and tries to resolve a conflict

Conflict in the workplace is the worst! Despite wearing a team player’s jersey, we can find ourselves experiencing sleepless nights, dreading Monday mornings, and feeling exhausted by stress, anxiety, and emotional turmoil due to an office disagreement that we didn’t go looking for.

Rather than letting it linger, drawing in co-workers to take sides, or blowing it up with management, I’ve found four steps to be helpful to proactively pursue and achieve a resolution:

  1. Acknowledge that you are in a disagreement or conflict in your workplace.
  2. Pursue a conversation with the person who disagrees, stepping back from your position and asking for them to share their viewpoint on the process or project in question while genuinely listening with an open mind to where they are coming from.
  3. Recognize that you want what’s best for the organization and assume they do as well.
  4. Ask yourself how you can put their ideas and your ideas together and present them for execution to get an even better result.

Following these steps can help resolve the disagreement without drama, make the co-worker feel heard, and achieve a better outcome that is in the best interest of the company.

Lynn Holland is a business development, enterprise sales, and marketing executive with 18+ years of experience, the last five years in technology, developing, taking to market, and selling directly and through partnerships, B2B technology solutions, technical products, and services for companies up to $5 billion.

Lisa Perry, Global Marketing Executive


Woman listens to a horrible coworker without trying to resolve the conflict

I recently worked at a start-up where an individual was so upset with a colleague and felt justified to let them know by screaming at them in the hallway, where everyone could hear until they stormed out of the building. This incident taught me several valuable lessons about conflict resolution in the workplace.

Stay Calm: In the midst of conflict, maintaining composure is vital. By staying calm and removing emotion, you can take an objective step back to evaluate the situation effectively and find constructive solutions. Most importantly, it will make the people around you feel safe, secure, and confident in your leadership.

Be a Great Listener: Why is this so important? Eighty-six percent of employees and executives cite workplace failures for ineffective collaboration and communication. Listening is critical for conflict resolution because people want to be heard. Let them talk and allow them to express their frustrations. Understanding their perspective is essential. Here are several questions to help you seek to understand the driving motivations behind the issues, whether you are directly involved in the conflict or not:

  • Can you tell me more about your perspective?
  • What would you like to see happen, and what does success look like for you?
  • What steps are necessary to move forward, and how can we achieve them?
  • Consider your involvement in the conflict and how you can improve the relationships and communications through changes in your actions.

Foster Collaboration: Promote a collaborative problem-solving approach to demonstrate that you have their best interest at heart. Once the underlying issues have been identified, bring everyone together to brainstorm the best path forward. This approach encourages collective ownership, enhancing the likelihood of successful solutions.

By staying calm, actively listening, and fostering collaboration, organizations can transform conflicts into opportunities for growth, creating a harmonious and productive work environment for all. If you found this helpful, I invite you to explore my book How to Develop a Brand Strategy and insightful brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you effectively resolve conflict at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Effectively Resolve Conflict …

Executive Spotlight: How To Effectively Resolve Conflict At Work



With increasing emphasis on productivity and performance in the workplace, it's easy for professionals to feel overwhelmed and stressed in their jobs. Happiness at work can be elusive, and we all know that the quality of our professional lives directly impacts our overall well-being. However, the good news is that there are practical and effective strategies that can significantly boost happiness at work.

We recently asked our leading executives for their best tips on how to boost happiness at work.

Here are their responses...

John Schembari, Senior Education Academic And Operations Executive


Boosting happiness at work depends on many factors, some of which will be in your control and some not. However, the following are some strategies I would use for boosting happiness at work.

Have regular sit-downs with your supervisor. Be clear on both success to date and clear next steps for your work. Base this on organizational strategic plans as well as on personal/professional development plans.

If your leadership has not provided this, consider how you and other team members might develop a professional learning community that studies and acts upon problems of practice. Grow both your own professional knowledge and the number of opportunities for collaboration with colleagues.

Also, join relevant outside networks related to your job/profession. How might you show leadership in your industry as well as in your office?

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


Happy employees huddle up and celebrate at work

The neuroscience of happiness offers valuable insights that can be applied to create happier work environments. Here's a summary of how to boost happiness at work considering the neurological foundations:

1. Neurochemicals of Happiness:

There are four primary neurochemicals associated with happiness and well-being: dopamine, oxytocin, serotonin, and endorphins. Understanding and harnessing these chemicals can foster happiness:

  • Dopamine: Often referred to as the "reward chemical." It's released when we achieve goals.
    • Tip: Break tasks into smaller milestones and celebrate small achievements. This constant release of dopamine from frequent achievements can foster more sustained happiness.
  • Oxytocin: Sometimes called the "love hormone" or "social bond hormone." It's associated with trust and bonding.
    • Tip: Encourage teamwork, appreciation, and constructive feedback. Building trust and connections between team members releases oxytocin.
  • Serotonin: This mood stabilizer is linked with well-being and feelings of significance.
    • Tip: Recognize and appreciate employees' contributions. Mentorship programs can also elevate serotonin levels, making individuals feel valued.
  • Endorphins: These act as natural painkillers and are released in response to stress or discomfort.
    • Tip: Promote physical activity. Things like group exercises, stretching sessions, or even short walks can trigger endorphin release.

2. Positive Reinforcement:

Using positive reinforcement can stimulate the release of dopamine. Regularly acknowledge and reward efforts, which in turn will encourage similar behavior in the future.

3. Social Connectivity:

The human brain is wired for social interaction. Encourage socializing, teamwork, and group activities. Spaces for casual interaction or team-building exercises can foster connections, contributing to happiness.

4. Learning and Growth:

Novel experiences and learning stimulate the brain and can result in the release of dopamine. Providing opportunities for personal development, training, or workshops can elevate mood and job satisfaction.

5. Mindfulness and Meditation:

Engaging in mindfulness activities strengthens the prefrontal cortex and reduces activity in the amygdala, the brain's stress center. Consider offering meditation or mindfulness sessions.

6. Autonomy and Mastery:

Allowing employees some level of autonomy can stimulate their intrinsic motivation, leading to greater job satisfaction. Let employees have a say in how they accomplish tasks.

7. Physical Environment:

Lighting, especially natural light, can affect mood and productivity. Serotonin production is influenced by the amount of sunlight you receive. Ensure workspaces are well-lit, preferably with natural light.

8. Work-Life Balance:

Constant stress or overworking can produce excessive cortisol, a stress hormone that hinders happiness. Encourage a balanced work-life dynamic, ensuring employees have time to recuperate.

9. Feedback Loops:

Regular constructive feedback can stimulate areas of the brain associated with learning and growth, fostering a sense of progression and development.

10. Purpose and Meaning:

The brain seeks meaning in activities. If employees understand the bigger picture and the impact of their work, it can boost their sense of purpose and happiness.

By understanding the neuroscience behind happiness, employers can create environments that not only enhance productivity but also cultivate a sense of well-being and satisfaction among employees.

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


Happy business woman/employee/professional smiles while working on her laptop

The good news about happiness—let’s say the kind that comes from building strong relationships—is further correlated with 10 years of additional longevity, lower cortisol levels, and a stronger immune response.

Happiness at work is likely unattainable as a goal and, in my opinion, not the responsibility of the employer. It is better thought of as a result. Therefore, there are some very important things that ARE the responsibility of the employer. And when leaders focus on those influencers, it can result in happiness.

Steve Nobel authored a book called Joy at Work. It is a concept that focuses on finding happiness and fulfillment in your job. It involves having a positive mindset, a sense of purpose, and finding daily satisfaction in your work. The common elements to highlight here for joy stem from the employee, not the employer.

That said, what can the employer do to (what I call) “enable conditions” for the employee to find joy? I believe there are many things they can do, falling into only a few select categories.

The top three categories I like to focus on include: "providing expectations and feedback," "selection and assignment," and "motives and preferences."

1. Expectations and feedback – workplaces are more likely to produce workers who experience happiness if…

  • They can connect day-to-day behavior to organizational results and purpose.
  • Managers set clear expectations for success.
  • Managers provide feedback based on agreed-upon criteria accomplishments.
  • Overall there is an environment of 5:1 of positive to negative feedback.

2. Selection and assignment – happiness will correlate with employees who…

  • Are hired into the right roles using clear and tight job descriptions.
  • Promotions are carefully orchestrated so as to not undo careful selection procedures.
  • Assign employees within a department to projects and tasks that match unique skills and talents.

3. Motives and preferences – the matching values and what motivates us. When workplaces can…

  • Communicate their values clearly and use them in hiring practices. Happiness results when you have people on your team who are generally motivated by the same things that align with your company’s ethos.
  • Discover what gets your people up out of bed each day. What drives them about life and work? Use this information to build individual development plans; find ways to build in their uniqueness as contributions to your overall culture.

Happiness is often elusive, contextual, or temporal. Instead of focusing on happiness as a goal, arrange these influencers to improve the chances that your employees will experience happiness or joy at work more often!

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


Happy employees/professionals celebrate at work

As I reflect on my incredible journey of two decades with the NFL, I can't help but feel an overwhelming sense of joy and gratitude. My happiness draws from my experiences and the unique culture of the NFL.

1. Embrace the Passion for the Game

At the NFL, we understand that passion is the heartbeat of our organization. Encourage employees to find their passion within their roles, igniting a sense of purpose and happiness that fuels every task.

2. Cultivate a Winning Team Spirit

A jubilant workplace thrives on teamwork. At the NFL, we've seen that nothing can match the joy of celebrating victories together—fostering camaraderie, collaboration, and a shared sense of purpose among your team members. When you win together, happiness follows.

3. Celebrate Milestones and Achievements

The NFL celebrates touchdowns, and so should your organization celebrate achievements. Whether it's hitting sales targets, completing a project, or reaching a company milestone, revel in your victories. Recognizing success brings happiness and motivation.

4. Inspire Leadership with Enthusiasm

Leadership is more than just managing tasks; it's about inspiring with enthusiasm. At the NFL, our coaches and leaders lead with passion and drive. Infuse your leadership style with infectious enthusiasm, and you'll boost your team to be equally excited about their work.

5. Create a Fun Work Environment

In the NFL, we know that fun is a vital ingredient in our recipe for success. Organize team-building events, theme days, or friendly competitions. A fun work environment boosts morale, creativity, and happiness.

6. Acknowledge the Importance of Health and Wellness

The NFL strongly emphasizes the health and well-being of its players and employees. Encourage physical fitness, mental well-being, and work-life balance. A healthy workforce is a happy and productive one.

7. Promote Continuous Learning and Development

At the NFL, we never stop learning and improving. Invest in training and development programs to help your employees grow personally and professionally. A culture of learning and growth contributes significantly to happiness and job satisfaction.

8. Engage in Acts of Giving Back

One of the most triumphant experiences is giving back to the community. Encourage your team to participate in charitable activities or volunteer work. Kindness and philanthropy create a sense of fulfillment that extends to the workplace.

Conclusion

In my 20 years with the NFL, I've learned that happiness at work is not just an aspiration; it's a way of life. By embracing passion, fostering teamwork, celebrating achievements, inspiring with enthusiasm, empowering employees, creating a fun work environment, prioritizing well-being, promoting learning, giving back, and expressing gratitude, you can create a jubilant workplace where employees thrive and success becomes an everyday celebration.

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 talk to each other at work

Research has shown the impact of employee happiness on the bottom line. Organizations with happy employees outperform the competition by 20%, show a 12% boost in productivity, and happy sales teams close 37% more sales.

Being happy at work correlates with developing emotional intelligence and heightened self-awareness.

Self-awareness is a transformative trait that holds immense power both personally and professionally. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how others truly perceive us. As a result, we may unknowingly alienate our peers and inadvertently disengage those around us.

Consider this: What if your interpersonal weaknesses overshadowed your remarkable qualities and technical abilities, such as being a sales or coding dynamo? What if these weaknesses then caused others to lose motivation and become disengaged with you? Wouldn’t you want to know? Herein lies the power of self-awareness: it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.

The benefits of self-awareness can propel your career forward, foster success, nurture healthier relationships, contribute to better mental health, and ignite innate curiosity, leading you to ask more questions and seek continuous improvement.

To enhance your self-awareness, follow these practices:

  • Stay curious and ask questions. Embrace a curious mindset and actively seek knowledge.
  • Listen to opposing views and opinions. Be open to diverse perspectives, as they can broaden your understanding.
  • Don’t take things personally. Cultivate resilience and avoid letting criticism affect your self-worth.
  • Seek to understand and then be understood. Prioritize effective communication by truly comprehending others’ viewpoints.
  • Be a great listener. Practice active listening to hear what is said and discern what remains unsaid.

Focus on becoming the best version of yourself. Ask questions like, “Who is the person I aspire to be? What actions can I take right now to embody that ideal version of myself? How would the best ‘me’ handle this situation?”

Next, let’s explore emotional intelligence. Emotions are contagious, making it imperative for leaders to pay attention to their emotional intelligence. This awareness begins with you, whether you’re a manager or the CEO. Your emotional cues serve as guideposts for those around you, shaping how they should feel and picking up your feelings through subtle signals conveyed by your tone, body language, and demeanor.

Consider this scenario: You step into a meeting where everything appears harmonious, and there is a thick tension that hangs in the air, causing an unsettling discomfort. Your body registers something is amiss, even though there are no signs of conflict. This is a great example of the impact that emotional intelligence has on our workplace experiences.

Emotional intelligence ranks as one of the most vital leadership skills. It empowers individuals to comprehend and regulate their emotions at work. The workplace can be stressful and pressure-filled, with the occasional drama thrown in. It can also be exciting, joyful, and a source of contentment. How we navigate these emotions reflects our emotional intelligence.

Teams composed of emotionally intelligent individuals tend to outperform their peers, boost higher job satisfaction levels, and improve employee retention rates. This is because emotional intelligence helps you:

  • Interpret Nonverbal Cues: Discern subtle nonverbal signals that address potential issues before they escalate.
  • Be Self-Aware of Personal Emotions: Self-awareness of your emotions empowers you to control your behavior, preventing potential disruptions to relationships.
  • Improve Efficiencies: Emotional intelligence streamlines decision-making and task completion by fostering empathy and understanding of others’ emotions.
  • Advance Your Career: Emotional intelligence and leadership skills go hand in hand. Demonstrating qualities such as patience, active listening, positivity, and empathy can pave the way for career progression, promotions, and salary increases.
  • Inspire Strong Interpersonal Skills: By radiating motivation, empathy, responsibility, and teamwork, you set a contagious emotional tone that encourages your team to follow suit.

To enhance your emotional intelligence, consider these steps:

  • Prioritize Happiness: Reflect on what brings you joy and strive to incorporate it into your daily life.
  • Embrace the Present: Recognize that you are precisely where you need to be at this moment. Live in the present and savor the small, meaningful moments.
  • Adaptability: Cultivate adaptability in your approach to various emotional situations.
  • Cultivate Meaningful Relationships: Foster genuine connections with those around you, emphasizing empathy and understanding.
  • Acknowledge Your Feelings: Start by recognizing and acknowledging your own emotions.
  • Identify Weaknesses: Self-assessment is key to identifying areas for improvement.
  • Seek Feedback: Invite constructive feedback from colleagues and mentors to gain valuable insights.

You have the power to create and boost your own happiness at work by making intentional choices and having a positive mindset. If you’re eager to delve deeper into effective strategies, I invite you to explore my book "How to Develop a Brand Strategy" and brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you boost happiness at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Boost Happiness At …



Balancing the demands of a career while nurturing a family is a juggling act that countless parents face every day. The modern world presents working parents with a unique set of challenges, from managing time efficiently to maintaining a healthy work-life balance. What can busy working parents do to excel both professionally and personally? How can they effectively balance work and family?

We recently asked our leading executives for their best tips for working parents.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


Working parents in the digital age face unique challenges, but also have a plethora of opportunities and tools at their disposal. Here are some of the best tips for navigating this landscape:

1. Embrace Technology

  • Use digital tools for organization and productivity, such as digital calendars, to-do lists, or apps specifically designed for families like Cozi or Trello.
  • Engage in virtual telehealth appointments, parent-teacher conferences, or tutoring to save travel time.

2. Set Boundaries

  • Designate a specific workspace in your home. When you're in this space, your family knows you're "at work."
  • Set specific "digital-free" times to fully engage with your family, devoid of work emails or distractions.

3. Educate Yourself and Your Kids About Digital Safety

  • Discuss online privacy, cyberbullying, and the importance of strong, unique passwords.
  • Use parental controls when necessary, but also teach your children about responsible internet usage.

4. Prioritize Quality Time

  • Even if you're using technology together, such as watching a movie or playing an online game, ensure you’re engaging in ways that foster closeness.
  • Set aside tech-free zones or times in the home to ensure uninterrupted family moments.

5. Promote a Healthy Tech-Life Balance for Children

  • Limit screen time and encourage physical activities, hobbies, and reading.
  • Use tech as an educational tool, not just entertainment.

6. Stay Connected

  • With the convenience of video calls, working parents can remain connected with their children even when they're away. A quick midday call can work wonders.
  • Use technology to stay involved in your child's school life, such as accessing online grade portals or school communication apps.

7. Self-Care and Mental Health

  • Utilize digital platforms for self-care and mental health, such as meditation apps, online therapy, or digital fitness classes.
  • Recognize when you need a digital detox, and take short breaks away from screens.

8. Continuous Learning

  • Digital landscapes are constantly evolving. Dedicate some time to learn about new tools, apps, or platforms that can make your life easier as a working parent.

9. Outsource When Needed

  • Consider using digital services like grocery deliveries, virtual assistants, or online tutoring to help manage your time more effectively.

10. Maintain an Open Dialogue

  • As children grow, their relationship with technology will change. Keep the lines of communication open and encourage them to share their online experiences, concerns, and discoveries with you.

11. Lead by Example

  • Children often mimic the behavior of their parents. Model good digital habits and a healthy relationship with technology.

The digital age certainly presents challenges for working parents, but by leveraging the opportunities it offers and setting boundaries, you can promote a balanced and fulfilling family life.

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


Dad holds his baby while working from home

The NFL has always been committed to fostering a workplace that encourages work-life balance and supports the unique challenges faced by working parents. Here are some compassionate suggestions for navigating the demands of our dynamic industry while ensuring a healthy family life:

1. Flexible Scheduling: Encourage managers to embrace flexible work arrangements that allow parents to adjust their schedules when needed. This can significantly assist with managing family responsibilities and job commitments.

2. Parental Leave Policies: Ensure our policies are comprehensive and accommodating. Offering ample time off for new parents is vital in helping them transition into their new roles.

3. Remote Work Options: Consider allowing parents to work remotely, at least part of the time, as it can provide the flexibility they need to effectively balance their family and professional lives.

4. Childcare Support: Explore partnerships with local childcare providers to offer discounts or on-site daycare options. This can ease the burden on working parents and provide peace of mind.

5. Mentorship and Networking: Facilitate mentorship programs and networking opportunities for working parents within the organization. Connecting with colleagues who have faced similar challenges can be invaluable.

6. Employee Resource Groups: Promote and support employee resource groups (ERGs) focused on working parents. These groups can provide a sense of community and a platform to discuss shared experiences and solutions.

7. Wellness Initiatives: Emphasize the importance of mental and physical well-being by offering wellness programs, stress-management resources, and counseling services for parents dealing with the juggling act.

8. Clear Communication: Encourage open and transparent communication between employees and supervisors. This helps in setting realistic expectations and finding mutually beneficial solutions.

9. Professional Development: Ensure that career growth and development opportunities are accessible to all employees, regardless of their parental status. This encourages retention and motivation.

10. Recognition and Appreciation: Recognize working parents' hard work and dedication within the organization. Simple gestures of appreciation can go a long way in boosting morale.

Incorporating these strategies into our workplace culture demonstrates our commitment to supporting working parents and contributes to a more inclusive, empathetic, and motivated workforce. Together, we can create an environment where all employees, including working parents, can thrive in the fast-paced sports business industry.

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


Working mom helps her child with homework while working remotely

As a mother of two girls and a brand marketing executive, I know the intricacies of balancing work and family and the numerous challenges it brings. “Balance” often felt like an elusive concept as I constantly made sacrifices, for work, family time, or personal well-being. I’ve been through the extremes—working relentlessly, traveling extensively, and grappling with the guilt of being away from my children to declining work commitments to ensure I’m present for girls’ milestones and bedtime routines. Achieving harmonious work-life balance was a perpetual battle.

If you are a working parent, here are some tips that I’ve used that can help you make the balancing act a little easier:

  • Prioritize Family: Spend quality time with your family to strengthen bonds and nurture happy, healthy children. Make family time a non-negotiable priority.
  • Self-Care: As women, we often overlook self-care and end up stretched thin. Whether it’s a leisurely lunch with a friend, a spa day, regular exercise, or simply getting ample rest, taking care of yourself is crucial for mental well-being and resilience.
  • Delegate Family Responsibilities: Consider delegating tasks if you’ve shouldered most household chores as a working mom. It’s okay if things aren’t done your way; what matters is the quality time you gain with your family.
  • Set Boundaries: Learn to say no to unrealistic work expectations and establish clear boundaries. This not only helps you focus but also opens doors to new possibilities.
  • Open Communication: Maintain open communication with your boss and colleagues about your family responsibilities. A supportive work environment can make a significant difference in managing work and family life.
  • Time Management: Effectively managing your family’s time by creating synchronized schedules that balance work, family, and personalized activities. Coordination and alignment are key.
  • Flexible Work Arrangements: Explore flexible work options like remote work or adjusted hours, if your job permits. These alternatives empower parents to meet their needs within a traditional 9-5 workweek.

Finding the right balance between work and family life is an ongoing journey. Adjustments are okay as your family’s needs and work responsibilities change. If you’re eager to delve deeper into effective strategies, I invite you to explore my book How to Develop a Brand Strategy. Within its pages, you’ll discover a comprehensive step-by-step guide to crafting a robust brand strategy that aligns seamlessly with your business objectives.

Remember, you’re not alone! With the right strategies and mindset, you can navigate the challenges of being a working parent while fostering a fulfilling life for yourself and your family.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

What are your best tips for working parents? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: The Best Tips For Working …

Executive Spotlight: How To Develop Top Talent At Your Organization



In today's rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable asset—its people—empowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?

We recently asked our leading executives for their best tips on how to develop top talent at an organization.

Here are their responses...

John Schembari, Senior Education Academic And Operations Executive


To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areas—think "succession plan." After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.

Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.

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 development, identifying top talent concept

Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:

  1. Identify High-Potential Employees: First, identify employees with high potential and the desire to grow within the organization. Look for individuals who consistently excel in their roles, demonstrate leadership qualities, and show a willingness to take on new challenges.
  2. Create Individual Development Plans: Work with each high-potential employee to create personalized development plans tailored to their strengths, areas for improvement, and career aspirations. These plans should outline specific learning objectives, milestones, and timelines.
  3. Provide Challenging Opportunities: Offer top talent challenging assignments, projects, and stretch goals that allow them to develop new skills and capabilities. Exposure to diverse experiences will help them grow both professionally and personally.
  4. Offer Training and Development Programs: Invest in training and development programs that align with the organization's goals and the individual needs of top talent. These programs may include workshops, seminars, online courses, and leadership development initiatives.
  5. Encourage Mentoring and Coaching: Pair high-potential employees with experienced mentors or coaches who can provide guidance, support, and constructive feedback. Mentoring relationships can significantly enhance professional growth and knowledge transfer.
  6. Promote a Learning Culture: Foster a culture of continuous learning and improvement within the organization. Encourage employees at all levels to seek out learning opportunities and share knowledge with their colleagues.
  7. Provide Regular Feedback: Regularly provide feedback and performance evaluations to top talent. Offer constructive criticism and recognition for their achievements to motivate them to continue excelling.
  8. Encourage Collaboration and Networking: Promote collaboration among employees and encourage top talent to build relationships with peers, leaders, and professionals outside the organization. Networking can lead to new perspectives and opportunities for growth.
  9. Support Work-Life Balance: Recognize the importance of work-life balance in talent development. Encourage employees to take time for personal well-being, which can enhance their overall performance and productivity.
  10. Offer Growth Opportunities: Demonstrate the organization's commitment to the growth and advancement of top talent by offering opportunities for career progression, promotions, and lateral moves to expand their skill sets.
  11. Recognize and Reward Excellence: Recognize and reward top performers to reinforce their positive behavior and contributions. This recognition can be in the form of promotions, bonuses, public acknowledgments, or other forms of appreciation.
  12. Stay Current with Industry Trends: Encourage top talent to stay informed about industry trends, best practices, and emerging technologies. This knowledge will empower them to contribute innovative ideas and solutions to the organization.

By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization's long-term success and competitiveness.

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 development program concept

Developing top talent isn't about cookie-cutter plans or following the herd. It's about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organization—those unconventional thinkers who might not fit the mold but possess raw potential.

Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zone—throw them into the deep end with assignments that stretch their abilities and force them to innovate.

Unleash the mavericks! Developing top talent demands audacity; it's about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranks—they're the ones who shatter ceilings and obliterate limits.

But don't just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what's possible. Let them wrestle with complexity, for it's in those battles that innovation is forged.

Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guides—artists, scientists, anyone who can spark new neural connections. Disruption doesn't come from the familiar.

Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting "failure parties" to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.

  • Succession planning. Integrate top talent development into succession planning. Identify potential future leaders and groom them for leadership roles within the organization.
  • Create exposure. The C-suite demands holistic understanding. Rotate them through diverse departments and projects. Make them adaptable, agile thinkers.
  • Instill strategic thinking. The C-suite isn't just about operations; it's about shaping the future. Provide opportunities for crafting and executing strategies.
  • Leadership crucible. Assign high-pressure leadership roles. They'll hone their decision-making, crisis management, and people skills here.

Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees' growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.

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


Talent development, career growth concept

In today's competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let's delve into key strategies for developing top talent within your organization.

Cultivate a Learning Culture

A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.

Personalized Development Plans

I’ve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization's needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.

Dual Mentoring and Coaching for Holistic Growth

Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.

Stretch Assignments

Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.

Regular Feedback and Performance Reviews

Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.

Skill Development Workshops

Host workshops and training sessions that target specific skills relevant to the organization's objectives. Whether it's leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.

Recognition and Rewards

Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.

Opportunities for Career Progression

Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.

Collaborative Projects

Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptability—crucial skills for career advancement.

Empower Decision-Making

Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.

Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you're not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.

To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, "How to Develop a Brand Strategy," which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you develop top talent at your organization? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Develop Top Talent …



As businesses strive to create environments that foster diversity, inclusivity, and fairness, the imperative to understand and implement effective strategies for promoting gender equality in the workplace has never been more pressing. A workplace that promotes gender equality is a workplace where innovation and productivity flourish, driving long-term organizational success. What practical strategies can leaders implement to help create an inclusive and equitable work environment where everyone can thrive?

We recently asked our leading executives for their best tips on how to promote gender equality in the workplace.

Here are their responses...

Michael Willis, Sports Business Operations Executive


No more playing it safe with surface-level initiatives or empty gestures. It's time to unleash a storm of innovation and redefine what it means to truly champion gender equality in every corner of the professional realm.

Step 1: Shatter the Status Quo - Throw out those old-school gender roles and expectations. Men in leadership and nurturing roles? Absolutely. Women in traditionally male-dominated industries? You bet. Let's obliterate the barriers that have held us back for too long.

Step 2: Pay Parity or Bust - No more excuses. Audit those payrolls and fix the wage gap pronto. It's time to show that the value of your work has nothing to do with gender. Pay up or prepare to face some significant disruption.

Step 3: Fierce Flexibility - Flextime isn't just for show—it's for real. Allow everyone to craft their schedules around their lives. Parent-teacher meetings, gym time, creative pursuits—let's blend work and life in a way that makes sense for everyone.

Step 4: Gender-Blind Hiring - Resumes with no names, no gender indicators—just skills and experience. It's time to pick talent based on capability, not gender assumptions.

Step 5: Parental Leave for All - Parental leave that doesn't discriminate. Dads, moms, adoptive parents—everyone gets a chance to bond and support their families without fearing career repercussions.

Step 6: Mandatory Unconscious Bias Training - Nobody escapes this. Everyone, from the CEO to the intern, gets a reality check on their biases. It's time to level the playing field by leveling the mindset.

Step 7: Leadership Overhaul - Time to rewrite the leadership narrative. Promote women not just because it's trendy but because they're qualified. We need diverse voices at the top calling the shots.

Step 8: Transparency Talk - Publish diversity and inclusion data. Let everyone see precisely where your workplace stands.

Step 9: Speak Out, Stand Up - Foster an environment where calling out inequality isn't risky business. Encourage employees to speak up and back them up when they do.

Step 10: Disruptive Mentorship - Pair rising stars with seasoned pros from all walks of life. Gender, age, industry—mix it up. The wisdom doesn't just flow one way.

Step 11: Men as Allies - Men, it's time to join the fight for gender equality. Amplify women's voices, challenge the system, and acknowledge that when one of us rises, we all do.

Step 12: Fearless Flexing - Embrace employees who challenge the norms. Please encourage them to break boundaries and create initiatives that amplify gender equality like never before.

So, there you have it—a disruptive approach to gender equality in the workplace. It's time to shake things up, challenge the norms, and make equality more than just a buzzword. Let's create a workplace where everyone thrives, regardless of gender, because we're in this together for real change.

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.

Kathryn Marshburn, Artist & Label Partnerships


Gender equality concept

The music industry has experienced gender inequality for decades where women are still vastly under-represented. We have an outrageous gender gap that is improving but at a nominal rate and we need more equity leadership from all music entities.

Thirty percent of music artists identify as females on the Billboard Hot 100 today. Basically, this means that there are 3.5 men for every 1 woman represented in the music industry. We have to correct this inequity, but the question is how?

The runway for men from the top 100 position to the top 20 position is much easier than the mapping of females to a top 20 position. It is painfully obvious that it is harder for women to break into music and to make it into the top where 70% of men are making the breakthrough over a longer runaway. Women are expected to go straight to the top quickly and it’s just not realistic or fair.

What are the solutions to consider?

1. Music label initiatives to sign and seek more female artists, providing better budgets to support music production and distribution.

2. Rip the Band-Aid off the issue exposing the narrative about the inequities in the industry that exist with a lack of female music engineers, music, executives, and other parallel roles within the music industry. Provide opportunities to speak on the issue and to amplify the need to have better equality.

3. Demand that streaming platforms support marketing campaigns that feature women. An amazing example of this is the EQUAL campaign at Spotify, where major marketing dollars are put to the test behind international female artists, virtually unknown music artists, that include worldwide promotions such as Times Square billboards, live events, and other marketing activations. Spotify has successfully provided support for female music artists to tell their stories through music and increased fanbase growth and overall support of women in music.

4. Providing an educational track at the elementary school level encouraging more music programs targeted at females including writing, composing, and vocal training.

5. Become more transparent about pay inequity, and close the gap.

6. Move from a mentorship mentality to a sponsorship mindset.

With a huge gap in gender within the music industry, we must become better advocates for women and female artists.

The industry has always been difficult to break through, but it’s particularly harder for women who are struggling to map their journey through unfair territory. Please leave comments and thoughts and help us to create a more equitable environment in the music.

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


Group of coworkers/professionals in a meeting for a company that promotes gender equality

Gender inequality has been a hot topic of discussion and concern lately. While progress has been made in recent years, there are still areas where gender disparities exist.

  • Not a single country in the world has achieved gender equality. On a global level, there’s been little progress on gender equality since the Global Goals were signed in 2015. Source
  • Over 380 million women and girls are living in extreme poverty. That’s more than the entire population of the United States living on less than $1.90 a day. Source
  • Women shoulder billions of hours of unpaid childcare globally. And the pandemic just made it worse. Source
  • Women earn 82% of what men make in the same roles, and this gender gap has remained relatively stable over the past 20 years. Source
  • Less than 20% of the world’s landholders are women. Source
  • Women make up 10.4% of Fortune 500 CEOs and earn 75% less than their male counterparts. Source

In the face of these staggering statistics, it’s imperative to address gender inequality in all spheres of life, including the workplace. When there is a lack of diversity in decision-making, it eliminates the viewpoint of a huge percentage of the population. So, how can organizations take concrete steps to promote gender equality in the workplace?

  • Equal Pay for Equal Work: Ensure men and women are paid equally for the same roles and responsibilities. Regularly review salary structures and address any pay disparities.
  • Inclusive Hiring Practices: Implement unbiased and inclusive hiring practices that ensure equal opportunities for all candidates, regardless of gender. Use diverse hiring panels and consider blind recruitment techniques.
  • Flexible Work Policies: Offer flexible work arrangements that cater to the diverse needs of employees, particularly women who often juggle work and caregiving responsibilities.
  • Leadership Development: Develop programs that actively identify and nurture female talent within the organization. Encourage women to take on leadership roles and provide them with mentorship and guidance.
  • Education and Training: Conduct gender sensitivity training for all employees to create awareness about unconscious biases and stereotypes in the workplace.
  • Family-Friendly Policies: Provide comprehensive family-friendly policies, including parental leave, childcare facilities, and support for caregivers, to ensure a conducive environment for both men and women to balance work and family responsibilities.
  • Transparent Promotion Criteria: Clearly define and communicate promotion criteria to ensure that opportunities for growth and advancement are available to all employees based on merit.

Promoting a workplace culture of gender equality empowers organizations to harness their workforce’s full potential, fuel economic growth, and foster inclusivity. Embracing gender equality nurtures an environment where every voice matters, bolstering employee satisfaction and retention. Beyond a moral duty, it’s an investment in the future of organizations and societies, propelling progress.

For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you promote gender equality in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Promote Gender Equality …

Executive Spotlight: How Artificial Intelligence (AI) Will Transform Management



As organizations navigate an era characterized by rapid technological advancements, artificial intelligence (AI) emerges as a transformative force that promises to revolutionize the way management is conceptualized, executed, and optimized. While the benefits of integrating AI into management are numerous, from automating routine tasks to enabling data-driven decision-making of unprecedented accuracy, there are also various disadvantages and potential challenges that leaders need to be aware of during this transformative journey.

We recently asked our leading executives how they think AI will transform management.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


I can confidently say that AI is poised to transform management in numerous ways, revolutionizing how businesses operate and leaders make decisions. Here are some key ways AI will transform management:

  1. Data-Driven Decision Making: AI enables managers to make data-driven decisions by analyzing vast amounts of data quickly and accurately. AI-powered analytics can identify patterns, trends, and insights that human managers might miss, leading to more informed and effective decision-making processes.
  2. Automating Repetitive Tasks: AI can handle repetitive and mundane tasks, freeing up managers' time to focus on more strategic and creative aspects of their roles. This automation can lead to increased efficiency and productivity across the organization.
  3. Predictive Analytics: AI can predict future outcomes based on historical data, helping managers anticipate challenges and opportunities. This capability empowers leaders to be proactive in addressing potential issues and optimizing business strategies.
  4. Enhanced Customer Insights: AI can analyze customer data to provide deep insights into consumer behavior and preferences. This information enables managers to tailor products and services to better meet customer needs and drive customer satisfaction.
  5. Personalized Leadership Coaching: AI-powered coaching tools can provide personalized guidance to managers, helping them enhance their leadership skills and management capabilities. These tools can identify areas for improvement and offer actionable recommendations.
  6. Talent Management and HR: AI can streamline the talent acquisition process by screening resumes, conducting initial interviews, and matching candidates with suitable positions. Additionally, AI can analyze employee data to identify patterns that can inform HR decisions related to employee engagement, retention, and performance management.
  7. Virtual Assistants for Managers: AI-powered virtual assistants can help managers with scheduling, reminders, and organizing their daily tasks. These virtual assistants can provide valuable support to busy managers, keeping them organized and on track.
  8. Supply Chain Optimization: AI can optimize supply chain management by analyzing demand patterns, inventory levels, and logistics data. This can lead to improved inventory management, reduced costs, and better overall supply chain performance.
  9. Risk Management: AI can help identify and mitigate potential risks by continuously monitoring data and identifying anomalies. This proactive approach can enhance risk assessment and response strategies.
  10. Real-Time Insights: AI can provide real-time insights into various aspects of the business, allowing managers to monitor key performance indicators (KPIs) and react swiftly to changing market conditions.

It is crucial for managers and organizations to embrace AI and adapt to these transformations. Proper implementation and understanding of AI's capabilities can lead to improved decision-making, increased efficiency, and competitive advantage in the ever-evolving business landscape.

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


Artificial intelligence (AI) in football

I look at artificial intelligence (AI) as historical, technological breakthroughs like flying, the automobile, electric lights, and the telephone due to their transformative impact on society.

In comparing AI to these historical discoveries, it’s important to note that while these innovations brought about significant changes, AI’s impact is particularly noteworthy due to its potential to affect nearly every aspect of human life, from work and education to healthcare and entertainment.

Additionally, AI presents unique challenges and considerations, such as ethical concerns, potential job displacement, algorithm bias, and questions about how AI will integrate into our social fabric. As AI advances, its trajectory will likely be shaped by technological progress, societal adoption, regulatory frameworks, and ethical guidelines.

Artificial intelligence (AI) is already impacting various aspects of sports management, and its transformative effects are expected to continue growing. Here are some ways AI could transform management in sports:

Player Activities

  • Injury Prevention and Management
  • Nutrition and Conditioning
  • Scouting and Recruitment
  • Game Strategy and Analysis
  • Data-Driven Management Decisions
  • Sports Analytics and Insights

Game Day Activities

  • Fan Engagement
  • Ticket Pricing and Sales
  • Social Media and Branding
  • Referee and Umpire Decisions

Striking the right balance between technology and human expertise will be crucial to successfully harnessing AI’s benefits in the sports industry.

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.

Lynn Holland, GTM & Rev Gen Consultant


Artificial intelligence (AI) concept

Coming from a perspective of selling operational transformation through technology adoption for efficiency, increased capacity with the same assets, and financial gains, I am a proponent of advancement.

As such, I see impactful advantages for managers to get behind an initiative to infuse AI tools into their management process. At the same time, I caution executives of the potential downside and to anticipate several obstacles when seeking buy-in with their teams:

The Managerial Advantages of AI:

1. Balancing the skill sets, workloads, and availability of subordinates to ensure allocated tasks and resources maximize productivity.

2. Monitoring employee performance metrics in real time to provide immediate training and coaching rather than waiting for formal reviews.

3. Gaining actionable insights as AI spots historical trends and patterns and predicts future trends and outcomes to make better decisions, pivot quickly, and substantiate management decisions for subordinates.

The Downsides & Obstacles:

1. Potential loss in empathetic support, understanding, and personal interaction between managers and their employees.

2. Erosion of managerial critical thinking and decision making without an AI tool.

3. Creating a vibe for employees that they are being surveilled by “Big Brother” with diminished autonomy, protections for personal information, and a sense of personal space.

4. Employee dependence upon turn-by-turn instructions, eroding the same critical thinking and decision making.

5. Employee fear of displacement or a skills gap to incorporate AI tools into their workflow.

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.

Lisa Perry, Global Marketing Executive


Artificial intelligence (AI) concept

One of the most significant disruptors in this era of rapid change is artificial intelligence (AI). Nowadays, 77% of businesses are using or exploring AI. Among them, 35% of companies are using AI, and 42% are exploring AI for its implementation in the future. AI is reshaping the landscape of organizational leadership and management in several ways.

  • Data-Driven Decision-Making: AI can process vast amounts of data in real-time, providing managers unparalleled insights into customer behaviors, preferences, and sentiments leading to higher engagement and strong brand loyalty.
  • Predictive Analytics: Leveraging predictive analytics, managers can anticipate market trends, customer preferences, and potential risks enabling organizations to adapt to changing circumstances and giving them a competitive advantage.
  • Enhanced Efficiency: Using AI-powered tools allows management to focus on high-level strategic thinking and fostering innovation.
  • Strategic Planning: AI can assist management in formulating well-informed strategic plans by analyzing market trends and competitive landscapes much faster rate.
  • Customer Insights: AI-powered analytics can process customer data from various sources, providing comprehensive insights into their preferences, behaviors, and sentiments. Management can tailor products, services, and marketing campaigns to meet customer expectations effectively.

AI is the most transformative technology we will see in this lifetime. We better integrate it into our skill set, leadership, and management practices quickly to add value and ROI to the bottom line.

For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.

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.

Duncan Prior, Digital Transformation Consultant


Artificial intelligence (AI) concept

Artificial intelligence has arrived and is here to stay and there are three areas where AI will transform management:

1. Managing the current emergence of AI

Robert Glazer devoted a "Friday Forward" weekly article to discussing the emergence of AI in the context of all other technology innovations and I reflect on parallels with the dot-com era. The article breaks down the steps in the innovation wave that engulfs us until things finally settle down and organizations can refocus on their objectives. For now, managers can expect the subject of AI to surface in most conversations so they will have to have a plan for dealing with the current hype.

2. Managing legacy

Perhaps the biggest challenge any organization faces is the delivery of digital transformation and change. From a technology perspective, the key reason is the legacy IT infrastructure that most companies continue to run. Cloud platforms and mobile devices offer the promise of supporting an agile business; however, getting there is rarely straightforward. Without that transformation, AI will not deliver any benefits and, if introduced on top of an aging business platform, will only introduce more complexity and chaos.

However, AI will deliver on that promise either for new business models or for organizations that have been able to transform, so the pressure on those managing a legacy business will increase over the coming years.

3. The day-to-day possibilities

For those running flexible IT systems, help is at hand that will enable managers to free up time to transform their organization. AI tools provide the opportunity to act as a "co-pilot" for staff. Take the example of submitting proposals for new business. This can be a time-consuming exercise with often a small chance of success. Most of the time is spent assembling the proposal response which takes up too much of the team’s time when it could be focussed on the true value of its offering. Using AI to assist with this work isn’t cheating. Rather, it is helping humans to perform their jobs as effectively as possible. And, in this example, AI can help people focus on opportunities that they have the most chance of winning!

Duncan Prior is a consultant specializing in digital transformation delivery and the host of the Making Things Work podcast series. He enjoys running, reading, and listening to music.

How do you think AI will transform management? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How Artificial Intelligence (AI) Will …

Executive Spotlight: How To Set Realistic Goals And Deadlines During The Summer



During the summer, it can be difficult to set realistic goals and deadlines in the workplace when most employees, including upper management, use their PTO to travel, spend time with family, and take a much-needed vacation. So, how can leaders build practical strategies for prioritizing tasks, managing expectations, and maintaining a healthy work-life balance to ensure successful goal attainment amidst the unique dynamics of the summer season?

We recently asked our leading executives for their best tips on how to set realistic goals and deadlines during the summer.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


Here are some tips on how to set realistic goals and deadlines during the summer:

  • Be specific. What exactly do you want to achieve? Instead of saying "I want to learn more," say "I want to read 10 books by the end of the summer."
  • Make them measurable. How will you know if you've achieved your goal? For example, if your goal is to read 10 books, you could track how many pages you read each day or week.
  • Make them achievable. Don't set yourself up for failure by setting goals that are too ambitious. Start with small, achievable goals and gradually increase them as you get closer to the end of the summer.
  • Set deadlines. Having deadlines will help you stay on track and avoid procrastination. When setting deadlines, be realistic and make sure you have enough time to complete your goals.
  • Break down large goals into smaller ones. If your goal is to learn a new language, you could break it down into smaller goals, such as learning 10 new words each week or being able to hold a simple conversation by the end of the summer.
  • Be flexible. Things don't always go according to plan, so it's important to be flexible with your goals and deadlines. If you have to miss a day or two of work, don't beat yourself up about it. Just pick up where you left off and keep moving forward.
  • Reward yourself. When you achieve a goal, be sure to reward yourself. This will help you stay motivated and on track.

Here are some examples of realistic goals and deadlines for the summer:

  • Read 10 books by the end of the summer.
  • Learn 10 new words in a new language each week.
  • Complete a summer internship.
  • Volunteer at a local animal shelter.
  • Take a summer class.
  • Travel to a new place.
  • Write a short story or poem.
  • Learn how to cook a new dish.
  • Start a new hobby.

No matter what your goals are, setting realistic deadlines and sticking to them will help you make the most of your summer break.

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


Setting/writing down goals, to-do list concept

​I love talking about how the NFL spends the summer season. A large chunk of the summer months in NFL football is known as the “dark period.” From right after the Super Bowl until the beginning of July, the NFL front office cannot communicate with the players, team staff, or game officials when they should be taking their time away from football.

1. Deep Planning

Following the Super Bowl, NFL league office executives, team owners, and select coaches meet as a competition committee to review the previous season. As a result of these meetings, new rules are born as part of player safety or ways to make the game more competitive and safer.

While working at the NFL, I have been trained to think and work as far into the future as possible. For example, the special events staff works on Super Bowls at least five years into the future. So, for me working in financial operations, budgets and other front office matters have been done for months. Game day staff have been hired for the upcoming season. I take my time off when pre-season is about to start (early August).

2. Execution and Forecasting

During the latter part of July and through August, I focus on setting up new files and Excel spreadsheets, getting ready for the kick-off.

My budget worksheets are set up for multiple years, so I begin to update the following year's budget with the information I know will change based on the already approved collective bargaining agreement (CBA). The deadline for the budget is late November.

3. In Closing – In football, the summer months are downtime mixed with energized excitement for kick-off.

  • Adapt and be flexible.
  • Prioritize and focus.
  • Getting ready to do what we all love.

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


Professional woman writes down her goals

Summer is a time for relaxation and enjoyment, but it can also be a productive season for setting and achieving personal and professional goals. Whether you're a student, a working professional, or simply looking to make the most of your summer months, setting realistic goals and deadlines can help you stay focused and make meaningful progress.

Here are some tips I've used this summer to set achievable goals and establish effective deadlines to ensure a productive and fulfilling summer:

  1. Take Time to Reflect: As the summer kicked off, I took some time to reflect on my aspirations, considering both short and long-term goals, as well as my ongoing projects and commitments for the upcoming months. This type of reflection empowered me to look at meaningful and motivating goals aligned with my values and ambitions.
  2. Define Specific & Measurable Goals: At the end of summer, I want to reflect on my accomplishments. Clear, specific, and measurable targets are essential for tracking progress. For instance, my goal of staying physically active involves engaging in 15-20 minutes of physical activity at least four times a week.
  3. Set Realistic Goals: While I desire to be physically fit, I acknowledge the risk of frustration and burnout with unrealistic expectations. To ensure success, I consider all factors impacting my goals, including current circumstances, time availability, resources, and mood. I’d rather achieve several realistic goals than struggle with one overly ambitious one.
  4. Break Down Goals Into Smaller Steps: I take my goals and divide them into manageable, bite-sized tasks on a weekly or even daily basis. This approach makes my goals more manageable and enables effective progress tracking. With a clear roadmap, I can stay focused and motivated on my journey to success.
  5. Set Deadlines: Deadlines are a powerful motivator to keep me on track toward achieving my goals. However, I recognize the importance of setting realistic deadlines to ensure commitment and avoid overwhelming myself. Striking the right balance empowers me to stay focused and driven throughout my journey.
  6. Prioritize Wisely: With my kids off school and numerous activities during the summer, I ruthlessly prioritize goals that truly make a difference. I cherish the time spent with my family, so I avoid overcommitting myself and spreading myself too thin. Focusing on what truly matters allows me to balance productivity and enjoying precious moments with my loved ones.
  7. Be Flexible & Kind to Yourself: Life is full of surprises and unpredictability. Embrace flexibility and avoid self-criticism if you can’t achieve your weekly goals. The bigger picture is your accomplishment over three or four months. Don’t let a bad day deter you, and then give up on your goal altogether. Instead, refocus and continue moving forward. The key is to be proud of your overall progress, appreciating the journey rather than fixating on occasion setbacks.
  8. Celebrate Achievements: Above all, take the time to celebrate even the seemingly minor accomplishments. Each milestone represents progress, and celebrating them fuels motivation to achieve, pursue, and do more. Embrace the joy of your achievements, for it is the essence of personal growth and fulfillment.

Summer presents a unique opportunity to set and achieve meaningful goals that bring you one step closer to your dreams and aspirations.

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 set realistic goals and deadlines during the summer? Join the conversation inside Work It Daily's Executive Program.

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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.

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Executive Spotlight: How To Improve Talent Acquisition

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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.

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Executive Spotlight: What AI Means For The …