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5 Traits Of People Who Are Respected At Work (And Get The Most Career Opportunities)

5 Traits Of People Who Are Respected At Work (And Get The Most Career Opportunities)

I had a sad career coaching call with an extremely successful woman recently. When she told me her career story, which I have all my clients do, her story was riddled with a highway of situations where she was taken advantage of, where she wasn't given the respect that she deserved.

As a career coach, I have each person tell me their career story because I can always tell, based on the story, where your sticking points and roadblocks are. And for this woman, it clearly was getting herself into situations where they wouldn't respect her. She was almost in tears while telling me this, but she was still so professional, and then she said, "What is it going to take, JT? What is it going to take for me to get into one of these environments and not be taken advantage of?"

I didn't want to give her a pat answer, so I said I was going to sleep on it and then come back and tell her the traits I see in people who are respected at work and, therefore, get the best career opportunities. I want to share those five traits with you because I think it's important that everyone hear them.

1. They See Themselves As A Business-Of-One.


The first trait I see in people who are respected at work is they always see themselves as a business-of-one. They don't work for a company. They work with them. They partner with them. Therefore, right out of the gate, there's mutual respect. Then, if they start disrespecting you, you can have a conversation and tell them that they're either going to get this right or you're going to go find a new partner because you're not going to be treated that way. You're not going to allow yourself to be treated that way. It's about setting boundaries and addressing the disrespect before it gets out of hand. Respected employees are able to communicate these boundaries without being harsh.

2. They Aren't Complainers; They're Curious.


Professionals listen to a friend talk to help him through a career challenge

The second trait is they aren't complainers; they're curious. Nobody likes to work with complainers. The people who are respected at work don't walk in and dump a problem on a manager's desk. Instead, when they see a problem, they meet with people and they get curious. They ask questions. They try to understand. In fact, one of their favorite phrases to use is "help me understand." They ask clarifying questions to get to the source of the problem so that hopefully the people they're talking to can realize the problem, but if not, it gives them permission to then point it out and have a conversation.

3. They Ask Questions Instead Of Bossing People Around.


Woman asks her boss for a raise

The third trait is they get really good at "ask, don't tell." They don't boss everyone around. They don't tell everyone what to do. They know how to ask questions so that things become other people's ideas and they get permission to then share their points of view, their ideas, and their perspectives. It's how they get buy-in. It's how they get consensus. And, again, it's how they gain and keep people's respect.

4. They Talk About Their Results, Not Their Character.


CMO talks to his marketing team during a meeting

The fourth trait is they talk about their results. They don't talk about their character. You know that you have to be your biggest self-advocate in the workplace, and you're hired to save or make money. You're hired to solve problems and alleviate pain, so when you're talking about the results that you were able to get, when you're talking about what's actually valued, not that you were a great team player, etc., you'll stand out and be respected for the value that you create on the job. You're going to have to find strategic ways to talk about your results without bragging or sounding like a narcissist to make sure that people understand the quantifiable impact that you've had on the company, and the people who are respected at work do this well.

5. They Never Initially Disagree With Someone.


Coworkers talk to each other in the office

Lastly, the people who are respected at work never initially disagree with someone. This might be a hot take, but whenever they clearly disagree with someone, they don't say "I disagree." That's not how they lead the conversation. What they do instead is they find a commonality with the person, something they can agree on, and then they talk about that. These people know how to disarm somebody by talking about what they agree upon first before they discuss where they have differences or disagreements.

I'm sure there are more traits you could add to this list, but when I really looked at the people who are the most respected at work, who are incredibly successful and seem to get all the opportunities they want, they're doing these five things consistently in their careers. They have these five traits. And it's having an incredible impact on their brand.

If you're struggling with getting respect at work, I can help. Sign up for a Work It DAILY membership today (FREE for 7 days!).

Good luck, and go get 'em!

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5 Traits Of People Who Are Respected …

The 3 Types Of Work Everyone Should Know



There are only three types of work. You either have a job, a career, or a calling. I have been a career coach for over 20 years and I can tell you that after working with thousands of people what you do for work falls into one of these three categories.

What To Know About The 3 Types Of Work


@j.t.odonnell

THE 3 TYPES OF WORK ##IKnowWhatYouDid ##jobsearch ##job ##career ##calling ##careerdecoder ##careeradvice ##careertiktok ##joblife ##careertok ##work ##1

♬ original sound - J.T. O'Donnell

As a professional, you either have:

  1. A job – it just pays the bills and doesn't bring you a lot of satisfaction other than the fact that it's taking care of you financially.
  2. A career – not only does it pay the bills, but you feel like you're leveraging some of your strengths, so it makes you feel a little satisfied.
  3. A calling – you're leveraging your strengths, and it feels like it's what you were meant to do, and you're getting paid for it.

The Problem


Professional man works from home

Now, the problem with this is that over the years, society has convinced all of us that the only thing we should be striving for is the calling—that we should be in love with our work. Everything we do should feel effortless and we should get a big paycheck for it. And that's not how it works.

Your life is forever changing. There are times in your life when a job is the only thing you need. It's the only thing you can handle. It pays the bills, and that's good enough. And every job is temporary.

Then, there's the career. There are times in your life when you feel like you're doing satisfying work and you're getting the paycheck.

Then, sometimes, people reach the calling; they find exactly what they want to do in life. But the thing about the calling is that you need to be willing to sacrifice—you need to be willing to do it even if you can't get a paycheck. Most people don't have the strength or the resources to go after the calling.

Stop Looking For A Calling And Do This Instead...


Professional women smile as they work

As a career coach, I want to manage people's expectations and I want them to be as happy as they possibly can be in the situation they're in. But to do that, everyone needs to understand that it's not one-size-fits-all.

Stop searching for the perfect calling in the big paycheck. Learn to assess where you are today. Understand what's currently going on in your life. Let's make a conscious decision about what type of work—a job, a career, and (maybe) a calling—you need right now. And then let's work to improve that step by step.

They didn't teach us this in school. And, candidly, employers don't want you to know this because they want you to be forever stuck in a job, don't they? But there are good employers out there.

Good employers want you to feel fulfilled and satisfied. They can take you to the career level and maybe even the calling level. But they don't just grow on trees and they don't just fall in front of you. There's no magic fairy godmother to give you that calling or career. You have to figure out who you are and what your strengths are, and then we start to work with that and, like a puzzle, we piece it together—a beautiful, unique puzzle that is all you.

So, stop looking for a calling and simply focus on growing your career. If you "work it daily," you'll get to where you want to be in your professional life. I promise.

Want Help Finding Your Next Job, Career, Or Calling? 


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This article was originally published at an earlier date.

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The 3 Types Of Work Everyone Should …

5 Operational Challenges That Could Derail Your Business In 2024



In the dynamic world of business, real challenges demand decisive actions and a willingness to drive change. My experience in reviving a business serves as a vivid example of this.

When I took the helm of a company that was losing $20,000 a month, the situation was critical. The previous owner was on the verge of not making payroll, a crisis averted by my owners' timely intervention and investment. From there, I focused on transforming five key operational areas, turning a dire situation into a thriving success story. This effort catapulted our profits to nearly $100,000 a month, culminating in the successful sale of the business.

This article is a journey through that transformation. It's about sharing the strategies and insights that helped navigate and reshape a struggling business into a profitable venture. For business leaders facing challenges or looking to preempt them, these lessons are about fostering resilience and guiding your business toward a path of prosperity. Here, I combine practical advice with the wisdom gained from experience, aiming to empower others in their quest for business success.

Team Alignment: Ensuring The Right Fit For Success


Team members talk during a work meeting

The Team Evaluation: When I took over the struggling business, the first step was a critical evaluation of our existing team. Understanding each member's strengths and weaknesses was key to our turnaround strategy. In this process, I found that many talented team members were simply in roles that didn't suit them; and, regrettably, there were a few who didn't fit with the upcoming changes, leading us to make the tough decision to part ways.

Strategically Expanding the Team: Following our team evaluation, our hiring strategy centered on finding individuals who were not just right for the roles but would also elevate our team's overall dynamics. We sought people characterized by their passion, determination, and a consistent track record of excelling in almost everything they undertook.

Solution: Begin by thoroughly assessing your existing team. Identify not just the strengths and weaknesses of each member, but also consider if they are in the right roles where their talents can be best utilized. This evaluation can reveal hidden potential and opportunities for internal role adjustments. When expanding your team, look for candidates who not only have the necessary skills but also demonstrate desire, drive, and a history of excellence in their endeavors. This approach ensures that new hires not only fill the required roles but also contribute positively to the team's dynamics, driving collective success. The goal is to create a team environment where collaboration, passion, and high performance are the norms, fostering a dynamic and effective work culture.

Consistent Customer Experience: Streamlining Consistency Across Operations


Man in call center talks to a customer

The Comprehensive Overhaul: A major breakthrough in transforming the business came from addressing the inconsistencies in our customer experience. We looked at every aspect of our operations to ensure a uniform and positive experience for every customer. Addressing this required a holistic approach, streamlining processes not just in customer service, but across all operational facets of our business.

Solution: To improve customer experience, it's crucial to establish consistency in all operational processes. Review each interaction point within your business, from the initial contact to post-service or post-sale follow-up, and strive to make these experiences uniformly positive and engaging. By delivering consistently excellent service at every touchpoint, you build trust and encourage customer loyalty, which is essential for any business.

Goal Alignment: Harmonizing Team Performance With Business Vision


Business strategy, vision, team, development concept

Setting the Business Compass: The first step in addressing our team's inconsistent performance was to define clear, overarching goals for the business. These goals served as our compass, guiding the direction of every strategy and decision. It was crucial that these goals were not just ambitious but also resonated with the vision we had for the company's future.

Translating Vision into Action: With the business goals in place, we then developed specific team and individual goals that aligned with these broader objectives. This alignment was key to ensuring that every effort and achievement at the team level contributed directly to the business's overall success.

Solution: Start by setting clear and inspiring goals for your business as a whole. Then, break these down into specific, measurable goals for each team and individual. This approach ensures that everyone's efforts are not only aligned but also contributing to the bigger picture. Embrace a coaching mentality in driving accountability, focusing on guiding your team toward these goals and fostering their growth. This strategy transforms accountability into a powerful tool for development, aligning team members' efforts with the company's overarching objectives. By doing so, you create a culture where each person understands and plays a vital role in the collective success of the business, leading to a more consistent and effective team performance.

Sales Process Inefficiency: Creating A Blueprint For Sales Success


Professional on laptop works on business operations/technology

The Sales Process Overhaul: A key challenge in the business's revival was the lack of a defined sales process. Developing and documenting a clear sales strategy was essential for bringing consistency and growth to our sales efforts. Each salesperson had their own approach—or no approach at all—which made it difficult to identify areas needing improvement.

Implementing a Structured Approach: To address this, we developed and documented a clear sales process. This became our blueprint for sales success. By retraining our existing team and using this process for training new salespeople, we achieved a level of consistency in our sales approach. This not only improved our overall sales performance but also allowed us to pinpoint specific areas where additional training was needed.

Solution: For any business struggling with sales consistency, the key is to develop a well-defined sales process. Document this process and use it as a foundation for training both new and existing sales staff. This ensures that everyone is on the same page, making it easier to deliver consistent results and identify areas for further training and improvement. A structured sales process is a powerful tool for driving sales growth and efficiency.

Managing Online Reputation: Turning Feedback Into Fortunes


Customer leaves a review online

The Proactive Review Strategy: During this transformational business journey, I learned that overcoming negative reviews isn't just about damage control; it's about taking a proactive stance. People are quick to share their bad experiences online, and these can spread like wildfire on social media and review sites. The first step in combating this is to ensure your customer experience is top-notch, as discussed earlier. A solid customer experience naturally reduces the likelihood of negative reviews.

Engaging with Reviews: It's also crucial to actively engage with all reviews, both positive and negative. Responding to reviews shows that your business cares and is committed to resolving any issues. This visibility in handling feedback can turn a negative review into a positive impression for potential customers reading these reviews.

Encouraging Positive Reviews: Furthermore, we started encouraging our customers to leave reviews. While it's important to steer clear of offering incentives for reviews, simply asking customers to share their experiences can lead to an increase in positive feedback. Incorporating this request into our follow-up processes ensured it became a natural part of our customer interaction, subtly boosting our online reputation.

Solution: To effectively manage online reviews, ensure your customer experience is consistently excellent. Engage with all reviews in a constructive manner, showing responsiveness and a commitment to improvement. Encourage customers to leave reviews as part of your regular follow-up process. This approach not only helps mitigate negative feedback but also builds a stronger, more positive online presence for your business.

Final Thoughts: Lessons From A Turnaround Journey


Business success, team, puzzle pieces, strategy, process concept

This journey of transforming a struggling business wasn't just a professional milestone; it profoundly impacted me personally. It was more than just reviving a company; it was about saving jobs, creating new opportunities, and expanding horizons. We didn't just turn the business around; we expanded it, reaching into multiple states and opening new locations. Each step of this journey didn't just contribute to our business's growth; it created countless opportunities for others, bringing jobs and prosperity to communities.

The experience taught me invaluable lessons about resilience, innovation, and the power of a well-executed strategy. It showed me firsthand how focusing on key operational areas can not only save a business but can set it on a path of expansive growth. These strategies became the cornerstone of our expansion, proving their worth time and again.

As I share these insights, I do so with the hope that they will inspire and guide you in your own business endeavors. Remember, every challenge is an opportunity in disguise. Embrace them, learn from them, and use them to fuel your journey to success. The road might be tough, but the rewards of perseverance and strategic thinking are immeasurable.

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5 Operational Challenges That Could Derail Your …



Who isn't a little curious about what a successful professional does differently than the average person? It's not about what they do with their money. It's how they approach their careers.

Passenger Or Pilot: Which One Are You?

It's easy to think we are all doing what we can to take control of our careers. However, this article points out a misconception some people have: thinking they lack control over certain aspects of their career. Or worse, not even bothering to try to take control.

In our careers, we are either a:

A) Passenger - an employee held hostage by golden handcuffs.

B) Pilot - a business-of-one who is in charge of their destiny.

I can see why being a passenger in your career might be attractive. You get to leave the scary, intense work of navigating to the pilot. But is that what you really want? Currently, I'm seeing a shift in our workforce's mentality.

More and more people are seeking professional emancipation as part of the natural evolution of the employee. They are tired of being a passenger and want to learn how to become the pilot of their career. That being said, here are seven tips for those seeking to become an ultra-successful professional...

1. Realize You're A Business-Of-One


Successful professional man

Your career has equity. Recognize it and start to determine how to use it to your advantage.

Inventory your assets as a professional and determine who is willing to pay top dollar for them. If you don't have valuable skill sets that are in demand, start acquiring some.

2. Always Look To Gain An Advantage In Your Business Dealings


Successful professional woman talks to a work colleague

You must negotiate with employers. Don't take what is given to you without a discussion. An employer is a customer who is always looking for the best deal, and you're the business-of-one providing a service for them. You want to do business with a customer willing to pay for the quality of work you provide.

Learn to effectively negotiate salary, perks, and other benefits so you feel good about the partnership. You don't work "for" an employer. You work "with" an employer.

3. Do Things Well


Professional man on computer works hard to be successful

Remember that doing things well is more important than doing new things.

Get focused on building your expertise and understanding how you are the aspirin to an employer's pain. You must be great at a few things, rather than okay at a bunch of things. What is your specialty as a business-of-one?

4. Work With People Who Are Smarter Than You


Happy/successful woman claps after a presentation during a work meeting

Look for the smartest people you can work with. Find companies you admire and respect. Not for their pay and benefits package, but for the kind of products or services they deliver.

You must seek your professional tribe and partner with them to up your career game.

5. Get Clear On Your Employer's Goals, Needs, And Business Intentions


Successful professionals in a work meeting

Want to do better in your career? Don't be so self-centered. It's not about your needs and wants.

Instead, focus on the needs, wants, and business objectives of the people you are partnering with. You'll be able to offer more value and get more in return if you do. They are your customer. Exceed their expectations and you'll have them eating out of your hand.

6. Be In A Position To Walk Away When The Situation Isn't Right


Older professional woman thinking about her career success at work

Get yourself in a financial position that enables you to quit a job and survive without income for one year. Every job is temporary. You may lose a job. You may want to leave a job. In either case, having the security of savings will give you the power to make the best decisions for your business-of-one.

Who wants to stay in a bad situation just for the money? Ask anyone who held on to a life-sucking job only to get laid off how that worked for them. They'll tell you they wish they could have left at the first sign of trouble.

7. Realize You Need Experiences And Setbacks To Move Forward


Happy/successful professional man holding a tablet

There is no real failure. We experience, learn, and grow. Stop playing it safe and start embracing your fear. As the old saying goes, "Life begins where your comfort zone ends." You will not survive and thrive in your career if you don't constantly learn new things.

Making mistakes teaches us what not to do. That's a good thing! Stop worrying about what others think and start worrying about what will happen if you don't take control.

I hope these tips help you build good habits in your career so you can become an ultra-successful professional. How are you taking ownership of your career today?

Need more help with your career?

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This article was originally published at an earlier date.

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7 Vital Habits Of The Successful Professional

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 …



Recruiting top talent is essential for organizations looking to thrive and innovate. However, the recruitment process is not just about finding the right candidates; it's also about setting them up for success from the very beginning. To ensure that your newly recruited talent not only joins your team but also excels in their roles, it's essential to implement effective strategies and practices.

In this article, members of Duffy Group discuss practical strategies for creating a positive candidate experience, from crafting compelling job descriptions to conducting effective interviews and providing meaningful feedback. Read on to discover the best practices and actionable tips that will help you attract, engage, and retain top talent, ultimately setting candidates up for success in their new roles.

Colleen Neese


You’ve confirmed an interview for your next career move so the next thing to do is prepare for the upcoming interview! Prepping for an interview is one of the critical steps in the process but oftentimes candidates don’t know what to do. My recommendation is to review your resume and take time to reflect on your experiences and skills as they relate to the job you’re applying for. Write down some of your biggest accomplishments, deliverables, and outcomes.

Hiring leaders and HR professionals don’t just want to hear what your job responsibilities have been; they want to hear how you positively impacted the business. It’s important to come prepared with quantifiable results.

All candidates should be prepared to answer basic interview questions such as "Why are you interested in this position?" or "What are your top accomplishments?" or "How would you describe your leadership style?" Many basic interview questions can be found on the internet and used for practice.

It’s also important to prepare for behavioral interview questions. These are usually multi-part questions that ask the candidate to share specific examples and outcomes. The more you reflect on your results, the better prepared you’ll be to answer these types of questions, also called "SAR" questions—situation, action, result.

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Kristin Pozen


Woman uses interview hacks during her job interview

When setting up the client interview, I ensure my candidate has the proper address, directions, any special parking or security instructions, and who they should ask for. I encourage them to arrive 15 minutes early and even encourage a practice drive to the location if time permits.

I always send over the job description again and ask them to read through it. They should develop questions based on the research they have done on the company and the job description.

I find out who will be on the interview panel and supply biographies and LinkedIn profiles to the candidate to review. I want them to have a good understanding of the organizational chart within the team they are interviewing.

I schedule a time to debrief with my candidate within 24 hours of their interview with the client. I need to know not only how they felt it went but also if the client had any missteps that need to be addressed.

Sometimes there are multiple client interviews. I repeat this process each time and stay in contact through any background and reference checks all the way to the offer stage. I pre-negotiate their offer so the client knows to make an attractive offer the first time. This helps expedite offer acceptance.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Sharon Grace


Man smiles during his interview with executives

If you've been in the job market the past few months and were in the market anytime between 2020 and early 2023, you might notice that the interview process has changed. The interview process is taking longer with multiple steps, the decision process is slower, and there are more candidates to compete with, depending on the industry and role.

The past few years were easy to get used to, with a high volume of open positions and rapid interview processes for most positions. If you changed jobs prior to 2020, then you know that the past few years were far from normal. If you are early in your career, you might not have much interview experience.

The market has been in a rebalancing cycle throughout the year. Most employers are still hiring, but not at the volume we've seen. Some companies are interviewing for positions that are nice to fill but not a must-have. I'll use the term selective hiring.

Here are some tips to give the employer a reason to hire you now, before you are no longer on the market:

  • Virtual interviews: Most first interviews are still virtual for office and hybrid roles. Make sure your background is neat and professional-looking.
  • Wardrobe: Always wear a professional outfit, including virtual interviews; it's no longer 2020! Dress varies by company and industry, but first impressions are important. The way you present yourself can be as important as what you say. This applies to both candidates and hiring leaders. The following is standard:
    • For a woman: Business attire is best. A suit or conservative dress is appropriate. Minimal amounts of jewelry and perfume. Stylish low-heel shoes are best.
    • For a man: A conservative blue or gray suit, long-sleeved shirt, and tie is still best. (Ties and maybe a jacket are usually optional in warm climates in the summer.) No jewelry other than a wedding ring and watch.
    • Take notice of the importance of fit, color, and age-appropriate. Wear something that complements your body type and nothing too loose or tight fitting, wear colors that flatter you and that you feel good in, and don't dress too old or too young.
  • Close: Because you are looking good and feeling confident in your outfit, you developed a good rapport with the hiring leader, and the questions and answers were smooth and more like a conversation; it's time to ask for the job! Tell them you are interested and why you are a fit.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify, and assess talent.

Need help recruiting talent for your organization? Check out Duffy Group today.


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Recruiting Tips: How To Set Your Candidate …

5 Operational Challenges That Could Derail Your Business In 2024



In a world where life's challenges seem to test us at every turn, I embarked on a transformative journey over five years ago—a journey that has led me to embrace the power of an abundance mindset. As a thirty-something striving to find my way in a fast-paced and demanding world, I've learned firsthand that progress is a product of practice, patience (not exactly my forte), and rewiring my thought patterns. Yet, amid this personal evolution, I stumbled upon a game-changer, a hidden gem that propelled my growth to astonishing heights: community.

I've experienced firsthand how building a strong network of like-minded individuals who support and challenge you can elevate both your career and personal trajectory. It's not just about having the right people in your network, but also knowing how to network effectively. Let's dive into the key elements that can help you foster a community for your career and personal success.

Surrounding Yourself With The Right People


Happy coworkers at work

I've learned the importance of surrounding myself with diverse individuals who share my passions and vision. Seeking out mentors, colleagues, and friends who can offer valuable insights and constructive feedback has been invaluable to my professional growth. Beyond traditional settings, I've engaged with people from various industries and backgrounds to gain fresh perspectives.

Leveraging Social Media


Man uses social media to try to find the name of a hiring manager

In today's digital age, social media platforms have become powerful tools for networking. Platforms like LinkedIn, Twitter, and even TikTok have connected me with industry leaders, potential employers, and peers who share my interests. Engaging in meaningful conversations, sharing my expertise, and participating in relevant groups have allowed me to expand my reach and connect with like-minded professionals.

When utilizing social media, I can relate to those who are “over it.” However, branding yourself is imperative in this day and age, even in job search/career management. Here is a quick strategy I use to keep myself in check on my social media usage.

Think of this strategy like when you go to the grocery store. If you go in with a list, you give yourself guidelines to adhere to: get in, get what you need, get out! If you don’t go with a list, things are forgotten, too many snacks are purchased and you blew your budget, and you may have to go back (eek!).

Making a simple strategy for leveraging social media will keep you focused on managing your time, protecting your mental and physical health, and keeping your productivity intact. Follow the "get in, get what you need, get out" strategy—it will keep your social media usage under control.

1.) Get in.

Lead with your content, expertise, or value-add that you want to share with your network. This provides information to your network about you, your expertise, your experiences, etc.

2.) Get what you need (networking is about supporting/nurturing others).

Create a cadence every day or week on how many reach-outs you will make. Whether it's commenting, liking, or messaging other brands/connections, you are supporting another person’s efforts (also valuable to the trust, connection, and rapport of that individual/brand).

3.) Get out!

Log off or immediately swipe away the app on your phone so you aren’t tempted to scroll. Just don’t do it!

Attending Networking Events


Group of people at a networking event during the summer

Despite the digital era, face-to-face interactions remain crucial for building authentic connections. I've made it a point to attend conferences, seminars, workshops, and industry events to meet professionals in my field. Approaching these events with an open mind and a genuine interest in learning from others has helped me establish meaningful connections. Following up afterward to solidify those connections is essential.

Reciprocating And Offering Value


Manager talks to a colleague at work

Networking is a two-way street, and I've learned the importance of being willing to assist others in their professional pursuits. By offering insights and support, I've been able to build genuine relationships based on reciprocity and mutual trust. Giving back and nurturing my connections in my community has grown my confidence and has also strengthened my network.

Embracing Authenticity And Vulnerability


Woman talks to a colleague about community in her career

I have been inspired by so many different people across many industries. Why? Their authenticity and vulnerability. What you think it took to get where they are is only the tip of the iceberg on their true journey. Remember that for EVERY individual you encounter. Embracing my own journey, including the challenges I've faced and the lessons I've learned, has allowed me to foster genuine connections with others. Sharing my story has not only inspired others but also deepened the sense of community we share.

Adopting A Growth Mindset


Happy man at work adopts a growth mindset

Approaching networking with a growth mindset has been crucial for my development. Being open to new experiences, challenges, and opportunities and viewing setbacks as learning experiences rather than failures has helped me adapt and grow in my career. Can we just get rid of the word "failure"? (Asking for a friend!)

Elevating My Online Presence


Woman sends a message to a LinkedIn connection with her phone

I've taken steps to ensure that my online presence reflects my professional brand. Crafting a well-designed LinkedIn profile and curating content, practicing being on video (I prefer behind the camera but oh well), and maintaining consistent social media activity have enhanced my credibility and given me even more opportunities to connect with others.

Listening And Learning


Diverse group of professionals/coworkers listen and talk to each other during a work meeting

I've come to understand that effective networking involves active listening. STOP! Read that again! Taking the time to understand the perspectives and experiences of others and learning from their successes and challenges has enriched my own knowledge and understanding.

In conclusion, building a community for your career is about more than just collecting contacts; it's about creating meaningful connections that support your growth and elevate your trajectory. Surrounding myself with the right people, being authentic and vulnerable, and contributing value to my community has been the key to growth. I now understand that success is not a solitary journey but a collective effort toward mutual growth and prosperity.

Ready to take your career to new heights? Start by building a community that fuels your success. Connect with like-minded individuals, embrace authenticity, and make a difference.


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Building A Strong Community For Career Success: …

Beyond The Myth: Why Effective Branding Is Crucial For Business Success



In the ever-evolving business landscape, branding has been vital for long-term growth and success. While it is widely acknowledged that branding plays a crucial role in building recognition and reputation, there are instances where businesses have yet to experience initial success without extensive branding efforts.

This article delves into the notion that while branding may not always be a prerequisite for achieving initial success in certain scenarios, it becomes increasingly essential for sustained growth and establishing a strong foothold in the market. By exploring both sides of the argument, I aim to shed light on the nuanced relationship between branding and business success, highlighting the significance of branding in ensuring long-term prosperity and navigating the challenges of a competitive marketplace.

Let's look at a few reasons why branding is not an absolute necessity for success, but its absence may limit long-term growth potential:

Short-Term Success


Long term and short term concept

Some companies can experience initial success without a well-developed brand strategy, leveraging word-of-mouth, viral marketing, fleeting trends, or unique circumstances. However, it’s important to note that this overnight success type is often short-lived and lacks sustainability without effective branding. While initial buzz or popularity can bring attention to a business, branding efforts help establish a solid foundation for long-term success by differentiating the business and building a strong customer base.

I had the opportunity to assist a nutritional start-up that experienced rapid growth in the first two years, with 130,000 customers and two million bottles sold globally for its hangover prevention product. Unfortunately, the company faced a downturn when sales began to stagnate. I conducted comprehensive analyses to understand the underlying causes, encompassing competitive and market evaluation, consumer trend assessments, and data analytics. Upon examination, it became apparent that the company had disrupted the market with its innovative product and had established dominance in its category, garnering significant attention and success. However, as competition emerged, it faced a challenge as its competitors easily replicated its offerings due to a lack of unique differentiation. This lack of distinctiveness proved detrimental to the business. Furthermore, the company's unclear value proposition, inadequate positioning, and inconsistent messaging further contributed to customer confusion and ultimately led to a decline in sales.

The absence of a well-defined branding strategy underscored the need for its development to overcome the challenges faced by the company, highlighting the crucial role of effective branding in achieving sustained success.

Niche Markets


Niche market concept

Businesses operating in certain niche markets or local communities can experience thriving success without heavily investing in branding efforts. Personal relationships, referrals, and local reputation can play a significant role in generating business, reducing the immediate need for branding efforts. However, it is crucial to acknowledge that the absence of branding can hinder revenue generation, profitability, and the creation of long-term value when faced with competition. Without a strong brand, businesses may struggle to adapt to market changes, expand their operations, and attract investment opportunities essential for sustained growth and success.

A compelling example of this is my experience working in the cannabis industry. As competition in the market increased, larger corporations entered the scene, and more states legalized recreational cannabis, it became increasingly challenging for niche brands to remain competitive. The cannabis company I worked for strategically pursued mergers, acquisitions, and brand licensing deals as part of its business strategy. Once these smaller niche brands were acquired, it became apparent that some had lost their competitive edge. To address this, I conducted a comprehensive business and financial analysis, competitive analysis, market trend mining, and internal capabilities audit. This allowed us to develop a strategic brand portfolio architecture strategy by evaluating each brand’s strategic role and determining whether to divest, invest, harvest, or maintain the brand. Implementing this brand strategy increased revenue and profitability, ultimately leading to the company’s acquisition.

Although businesses can experience initial success in niche markets without extensive branding efforts, it is crucial to consider the long-term benefits and strategic advantages of effective branding. In an evolving and competitive landscape, businesses need to recognize the value of branding to thrive and sustain their growth.

Established Brand Reputation


Brands concept

In the ever-evolving business landscape, some companies have relied on their established reputation for years, only to face declining sales when market dynamics, industry trends, and consumer preferences shift. As market competition intensifies and the importance of ROI in marketing efforts grows, effective branding has become a necessity for organizations.

While traditional reputation and word-of-mouth may have sufficed in the past, businesses now require a strategic approach to branding to differentiate themselves, communicate their unique value proposition, and establish trust with diverse stakeholders. By investing in branding initiatives, companies can position themselves strategically, target specific customer segments, and gain a distinct competitive advantage.

A case in point is my experience working for a private, non-profit business school in the highly competitive higher education landscape. Struggling with declining enrollment, we conducted a comprehensive analysis, uncovering a lack of differentiation compared to competitors. Through deep engagement with students, alumni, and faculty, the school's strength in equipping students to become world leaders emerged. Armed with these insights, a repositioning strategy was executed, reviving the school's brand identity after 22 years and launching an impactful marketing campaign, "Best for the World Leaders." The results were remarkable, with the highest enrollment in 13 years and a notable 30% increase in awareness.

This success exemplifies the transformative impact of effective branding, showcasing how identifying a unique point of differentiation and leveraging it through repositioning strategies can drive significant outcomes. In a changing market, organizations must embrace branding as a powerful tool to differentiate themselves, attract customers, and achieve long-term success.

In conclusion, while there may be instances where businesses experience initial success without extensive branding efforts, it is crucial to recognize the long-term benefits and strategic advantages of effective branding. Branding plays a vital role in building recognition, reputation, and differentiation in a competitive market. It helps businesses adapt to changes, expand operations, attract investments, and sustain growth. As the business landscape continues to evolve, investing in branding is increasingly necessary to thrive and establish a strong foothold. Whether it is developing a unique value proposition, cultivating customer relationships, or differentiating from competitors, branding is an essential component for long-term success in today's dynamic marketplace.

For a step-by-step guide on how to develop a brand strategy, check out How To Develop a Brand Strategy by Lisa Perry. For more brand marketing insights, follow Lisa Perry.

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Beyond The Myth: Why Effective Branding Is …

5 Operational Challenges That Could Derail Your Business In 2024



As a career coach, I get asked all the time what the number one skill or trait is that people need most to be insanely successful—you know, what it takes to become the next Oprah or Richard Branson.

I've spent years working with thousands of people who have been deeply dissatisfied and unhappy with their career success level.

When I've compared them to people I've worked with who've become extremely successful, along with people like Oprah and Richard Branson, I've noticed that these people possess one very specific skill/trait.

It's something they've developed within themselves. It's not something they were born with.

This is good news for you because anyone can adopt this skill and learn how to execute on it. When you get really good at it, you'll be able to catapult—to quantum leap—your success.

So, what is this big thing?

#1 Career Skill: "Dropping The Rocks"


Professional man on computer finds career success after developing a key skill

If you want to be successful in your career, you need to learn a skill called "dropping the rocks."

What do I mean by that? Well, there is a process you go through in your career called "Experience + Learn = Grow." It's something I teach to all our Work It DAILY members. Every time you have an experience in your career, you process it, look at it, and learn from it.

When most people who stay dissatisfied and unsuccessful in their careers have an experience, they typically process it, attach emotion to it, and put this emotion into what we call their "career narrative." This is the story that runs in your head.

People take these experiences and put them into their career narrative like rocks. The problem I have with this is that while you've experienced something, and you've learned something from it, you actually haven't grown.

So, here's this "rock"—that failure that you had—that you haven't processed. Then you have another thing happen to you, and you don't really process it either. And then another.

And you keep going, going, and going. What I've found is that people who aren't successful, who are deeply dissatisfied in their career, have a pile of these rocks.

Imagine walking around with a bucket of rocks 24 hours a day, seven days a week.

That's what you're doing in your head. You've got nothing but a bunch of rocks dragging your career down. It crushes your confidence and holds you back from achieving things.

If you had all that extra weight to carry around, how fast (and far!) could you really go in your career?

Why "Dropping The Rocks" Brings Career Success


Successful people, on the other hand, process these "rocks" and actually grow. The sign that you've grown, and have thrown the rock away, is when you no longer attach any heavy emotion to a career experience.

Really successful people who you look at and say, "Gee, they've caught every break. They're so lucky," have had just as many challenges in their career as you—probably more—because they've been so much more aggressive in their career than you have.

But what they've really done is develop this incredible skill to process things and drop the rocks.

They experience it, they learn from it, but most importantly, they grow from it. They look at everything that's happened to them in a positive light because if it didn't ruin their career and it didn't kill them, they can do something with it.

When you get really good at this, you will be amazed at how much lighter you will feel. And when you're lighter and free of all that negativity, all those rocks that are in your head holding you back, you'll think differently about what you can do.

You stay curious, you stay creative, you take risks, and you move forward. And that's the very definition of those people—the Oprahs and Richard Bransons—that you aspire to be.

So, if you want to know the one skill that you should be developing in yourself right now so that you can take your career to new heights, it's learning to "drop the rocks." Because if you can do that, you can do anything.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

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The #1 Career Skill Every Professional Needs



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

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

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


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

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

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

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

Kirsten Yurich, Executive Coach & Vistage Chair


Diverse team attends a meeting in their inclusive workplace

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

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

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

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

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

Michael Willis, Sports Business Operations Executive


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

What does inclusion in the workplace mean?

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

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

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

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

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

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

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

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

Lisa Perry, Global Marketing Executive


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

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

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

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

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

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

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Executive Spotlight: How To Foster An Inclusive …



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

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

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist


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

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

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

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

Here are some additional tips for creating a healthy workplace:

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

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

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

Michael Willis, Sports Business Operations Executive


Happy woman works in her home office

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

My plan for a healthy work begins with the following:

1. The Physical Space

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

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

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

2. The Wellness Space

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

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

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

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

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

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

Debra Shannon, IT Executive


Happy employees on a successful team have a healthy work environment

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

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

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

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

Lisa Perry, Global Marketing Executive


Happy team members meet in a healthy work environment

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

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

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

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

Mark Taylor, Product & Operations Executive


Happy coworkers talk while meeting in a healthy work environment

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

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

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

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

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

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

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

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Executive Spotlight: How To Create A Healthy …



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Woman takes a career assessment quiz

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This FREE Career Assessment Quiz Will Help …