ou’ve gotten the talent in the door – people who are skilled, have a values alignment with your company, and are a great cultural add – but how do you keep them around? Most employees want room to grow within a company, and see that as a strong reason to stay long term. But we’re not just talking about promotions and title changes; for many Small Giants companies who have a small team or a flat structure, that’s not always possible. So, what are some other ways to help your employees grow, and give them a sense of development that they can be proud of?
Join us for our next virtual event to dig into the topic of employee development. We’ll talk toJennifer Trakhtenberg, Senior Talent Leader of ClearVision Optical,Missy Light, Training & Development Facilitator of Pegasus Logistics Group, andDoug Kueker, Co-Founder & Chief Learning Solutions Officer of Vivayic. The panel will cover:
Internship programs and how they can be strategic in building your talent pipeline
Building Individual Development Plans to encourage learning in both hard and soft skills.
The benefits of curating a Skills Inventory.
Developing employees to become trainers and mentors.
The concept of “lattice learning” and how growth doesn’t have to be a straight line.
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2022-12-02 20:06:272022-12-02 20:06:27Strive to Thrive: Employee Development Opportunities the Small Giants Way
When it comes to marketing and branding, many companies create internal documents touting their culture to employees (ie the classic ‘mission, vision, values’ poster), and then separately produce external messaging of what they think the outside world wants to see and hear. In reality, these are two content streams that should have little to no divergence at all.
As Small Giants Community leaders, many of you may inherently understand this, but the execution side can be easier said than done. For our next virtual event, Jim Hume, founder ofPhire Group, will guide us through his company’s proven process of practical ways to bring these two worlds together and create one cohesive brand that spotlights your culture authentically.
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2022-04-11 15:36:522022-09-26 19:58:00Inside Out: How to Market Your Cultural Story Consistently
It’s no secret that companies and employees across the globe have experienced a lot of change in the last couple of years. The pandemic has turned many of our notions about work on their heads, but it doesn’t all have to be viewed as insurmountable challenges. Here to help us navigate this new working world is Steve Cadigan.
Steve is a sought-after speaker and talent advisor, and he has worked with some of the world’s leading organizations across a span of industries. Through research and years of experience, Steve emphasizes the adaptability of organizations around their people, and finding quality, aligned talent to build the best teams possible.
Last year, Steve published his first book, Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Rather than focusing on the persistent language that human skills will be increasingly replaced by automation and AI, Steve wants to change the conversation. In Workquake, he talks about how being human has never been more critical and how we have more agency in applying our talents than any other time in history. He dives deep into this topic, which has been accelerated by COVID-19, through case studies, stories, and his own experiences.
Join us as Small Giants Community Co-Founder, Paul Spiegelman moderates an interactive conversation with Steve Cadigan about his book, his projections for the future of work, and more.
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2022-02-24 17:18:402022-09-26 20:02:32The Future of Work with Steve Cadigan
Sonia Funk is a registered Nutritional Therapist, as well as a Corporate Wellness Strategist and the owner of The Whole Avocado. She’s traveled the world as a teacher and student, and has learned a lot about wellness through her many adventures (she describes her life as “Eat Pray Love” meets “Forrest Gump”). Her work with The Whole Avocado is a culmination of over 15 years of work and research.
Taking care of your physical and mental health (and that of your employees) isn’t just good for yourself – it makes perfect business sense.
Invest in your business by investing in your employees. Attend our next virtual event with Wellness Strategist and Registered Nutritional Therapist, Sonia Funk, and learn from her the three aspects of health to incorporate into your strategy.
Sonia will present the reality of human experience, turn it into biology and timelines, and then right back into numbers, explaining the impact on your business’s bottom line. By applying an evolved perspective to problems in your company, you’ll be able to answer old questions from a new angle, and see the long-term ROI for you and your employees.
Watch this virtual event for these takeaways:
Three new questions to use that will give you an advantageous shift in perspective on company issues such as mental health, culture, benefit costs and stress leave.
Understanding how to take our biological health and use it for strategic metrics.
A map of the timelines operating in your company, the costs associated with them, and a vision for what a compassionate (empathy in action) intervention could look like.
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Beth Rivera: Beth Rivera is the Head of the People Team at UncommonGoods, an eCommerce company that offers remarkable designs by independent makers, with a positive impact on both people and our planet, since early 2018. Prior to joining UncommonGoods, Beth spent over 20 years at UBM, a global B2B events company, in various roles in HR (such as Divisional Head of HR, Learning and Organizational Development), starting her career at UBM and some of its’ subsidiaries since graduating from the University at Albany. Beth is a native New Yorker, born, raised, and still living in Queens, NY.
KO, Khalilah Olokunola:KO is VP of Human Resources for TRU Colors Brewing, a company that hires active and rival gang members. In this position, she is the force behind defining a company culture that drives both personal and professional growth. KO is a passionate advocate for workplace diversity, inclusion, and second-chance hiring. She is an accomplished author, speaker and coach.
How could your team thrive if you were all empowered to live a full and balanced life? Employee benefits can be life-changing for your team members and dramatically improve the financial, mental and overall well-being of themselves and their families.
Small Giants believe in building an organization that takes care of employees in the totality of their lives, knowing that when your team members thrive, business will too. At a time when many companies are reexamining and revising the benefits they offer, why not create great ones that better support and care for your employees?
In this one-hour panel, hear from two visionary leaders who are on the forefront of offering employee benefits that support the ability to live balanced, fulfilled lives in and out of work: Khalilah “KO” Olokunola, Chief People Officer of TRU Colors Brewing and Beth Rivera, Head of the People Team at UncommonGoods. Each leader will share specific examples of the most impactful benefits they offer, why, and the details you should know in order to bring them to your own organization. We’ll also answer your questions throughout the panel.
Watch this virtual panel to learn:
How top companies design family-friendly policies like generous and inclusive paid family leave to care for newborn or seriously ill family members
The most impactful policies for workers right now, like: pay equity, flexible working hours, mental health resources, job training, and professional development
The benefits each leader plans to add, remove, or adjust as a result of lessons learned the past year
Bob Glazer: Entrepreneur, Best-Selling Author and Speaker, Founder & CEO @ Acceleration Partners which is an international affiliate marketing company. Acceleration Partners was a Forbes SG. Bob has spoken at the summit and his colleagues have also taught in the Leadership Academy.
JeVon McCormick: He’s made millions in the stock market (even though he didn’t go to college), he was the President of a software company (even though he can’t code) and he’s currently the CEO of a publishing company (even though he can’t spell). JeVon is the President & CEO of Scribe Media – a publishing company. JeVon spoke at a previous summit.
There’s a wave of turnover coming your way – half of workers intend to look for a new job this year. Is your organization prepared to weather the turnover tsunami?
As the pandemic eases, many workers are resuming the job searches they put on pause during the pandemic, and they’re joined by droves of people who are burned out, disengaged, or simply seeking other options in the new remote landscape. We want to help you and your team prepare for the turnover that’s coming.
Watch this month’s virtual panel to learn how to:
Build and manage your talent pool to make hiring more efficient
Cultivate employee loyalty and engagement to boost retention
Navigate employee departures transparently in order to protect your culture
30-minute, facilitated breakouts at the end of the call to share best practices and discuss challenges with fellow purpose-driven leaders
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In a truly equitable and inclusive workplace, people of all backgrounds and identities feel valued and respected and have an equal opportunity to be successful. Organizations that cultivate an inclusive culture often earn deeper trust and loyalty from team members and enjoy more innovation and increased revenue growth. But what strategies actually work when it comes to racial equity in the workplace?
In this one-hour roundtable, we covered your most pressing challenges and questions around race and equity at work, including:
Practical ways to cultivate inclusion in all areas of the workplace
Common pitfalls that undermine your organization’s DE&I efforts
Tools and strategies to build understanding in your organization
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In this fireside chat, Jack Stack, father of the Great Game of Business and economist, speaks to the financial state of small businesses in America a year after the COVID-19 pandemic began. Facilitated by Small Giants Community co-founder Paul Spiegelman, this conversation helps leaders know what they can expect economically over the next 12 months, how to prepare, and how to get their whole team involved in helping businesses thrive.
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With companies facing the reality of ongoing virtual work, leaders are stepping up to the challenge of recruiting, hiring, and onboarding employees they’ve never met. In this roundtable, we facilitated a discussion among purpose-driven leaders about the best practical tips for hiring and onboarding employees in a virtual work world.
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Coming off the heels of a year of uncertainty, setting goals and a vision for the future is more important than ever. In this roundtable discussion, we facilitated a conversation with Small Giants leaders who are experts in organizational, individual, and personal goal setting. We discussed:
How to weave personal and organizational goes into daily conversations with employees
How to create a line of sight for employees between their day-to-day tasks and the company’s goals and vision
How to encourage and support employees’ personal goals and personal vision? – How do you set goals during uncertain times?
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Worried about the mental health of your employees? Struggling to genuinely connect with your team members while they work from home? Not sure how to have tough conversations with your team about the impact of current events?
In the midst of a global pandemic, nationwide protests for racial justice, multiple wildfires, economic uncertainty, and social isolation, there’s another crisis looming in the near future: our mental health. The events of this year are taking a toll on our mental health, and many business leaders are wondering how to support mental health in the workplace — especially with so many people working from home.
We opened up our Zoom room and brought leaders together for an informal, open roundtable discussion to share strategies for supporting employee mental health and advice for how to approach this topic with compassion, honesty, and openness.
How to start the conversation around mental health with employees
How to support varying experiences across your team
How leaders can model mental health and well-being
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Company culture is a squishy idea and notoriously tough to formalize. Carefully defining your culture is work, often hard work. Yet doing this work makes hundreds of future decisions much easier.
In this interactive workshop, Carl Erickson, founder and chairman of Atomic Object, shared his culture framework that’s eighteen years in the making, using Atomic’s culture at each level in the framework to illustrate each element.
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What does science have to say about leading high-performing teams? What are the driving behaviors and how can you encourage them within your own organization? In this interactive workshop, Amber Johnson, Ph.D., and Jim Ludema, Ph.D. brought evidence-based insights for leading high performing teams and shared strategies for implementing them with your team.
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Are you a parent with school-aged children at home? Or a leader with team members who have young children at home? Chances are you’re pretty stressed out right now — managing work and home life just got a whole lot harder, and with many schools switching to partial or fully remote learning, it’s a long road ahead.
We rolled out the welcome mat to our Zoom room and brought working parents and leaders together for a casual, open roundtable discussion to share strategies for managing work and family stress, supporting team members with children, and how to approach homeschooling as a working parent.
With so many (awesome!) parents in the Small Giants Community — leaders, emerging leaders, and employees alike — we want to do our part to tackle this challenge as a community. This was an idea-sharing session and open dialogue around your greatest challenges, strategies that are working for you, and how you think employers can support team members through this.
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In this workshop, Bill Flynn lead attendess through a exercise to get clear around job roles and employee expectations. This is a simple concept but challenging practice. Answering the question, “why does this person get paid,” and using it to build job descriptions, role expectations, and one-on-one meeting frameworks will create clarity and alignment throughout the organization.
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One of the best ways to instill your company’s values into its culture is to reward employees when they act in alignment with your company’s values.
In the strongest company cultures, core values aren’t just words on the wall — they’re the steadfast principles that guide everything from strategy to hiring and customer service. Employees at every level know them, connect with them, use them in their everyday language, and base decisions around them.
In this workshop, attendees learned:
The most meaningful ways to recognize and train employees around your core values
How to use your core values to energize your meetings
What you can do every month to celebrate your company values
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When teams have trust and psychological safety, they take the kind of social risks that transform organizations.
Especially in times of crisis, it’s important to know how to forge meaningful connections with your team members and offer the trust and support they need. Forbes calls Chad Littlefield, co-founder and Chief Experience Officer of We and Me, Inc., a “global expert on asking questions that build trust and connection in teams.” In this free, virtual workshop, leaders and entrepreneurs will connect, share current experiences and work together to learn how to adapt.
By the end of the workshop, attendees walked away with two concrete, actionable tools for amplifying connection, belonging, and trust in your own organization during these challenging times.
• Research and practical experience around building workplace relationships
• How to break down communication barriers, in-person and virtually
• Tools and strategies for sparking genuine connection and deeper conversation
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In response to the COVID-19 pandemic, teams across the country suddenly find themselves in virtual work situations. This can pose a challenge to culture-focused companies that want to care for their employees. The good news: the principles of a positive culture translate to sustainable virtual environments, too — and they offer exciting new ways to engage team members and do great work. In this workshop, we heard from Small Giants leader and CEO of Big Cartel, Anna Brozek, about how their entirely virtual team stays connected, productive, and culturally aligned.
• Building a positive culture with virtual teams
• The best tools to use to communicate with virtual and local employees
• Fun ways to surprise and engage employees from afar
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Learn how to create an employee onboarding program that sets new team members up for success and ensures you retain top talent. From the first handshake to the six-month mark, onboarding is an involved, dynamic process that demands time, attention, and resources.
In this workshop led by Connor Lynch of Rescue Agency, attendees learned how to create an employee onboarding program that sets new team members up for success and ensures you retain top talent.
Planning out a new hire’s most important first experiences on the job
Measuring a new hire’s progress in their first six months
Implementing feedback mechanisms for the new hire and your team
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Small Giants leaders know that hiring the wrong person is costly, time-consuming, and can do serious cultural damage. But even with the best intentions, without a strong hiring process, wrong hires can still sneak in.
In this Fishbowl (a.k.a. webinar!) we’ll learn from Vivian Lee, SVP of People Innovation at Arkadium about their process for hiring top candidates quickly and ensuring they’re culturally aligned.
Arkadium’s interview process is thoughtful and strategic: all hiring managers follow an interview guide that is anchored in the position’s scorecard and defines what success in the role looks like. In this Fishbowl, you’ll learn about:
The questions to ask to ensure cultural fit
Arkadium’s philosophy that finding top candidates is the manager’s priority, not HR’s
How to create your own interview guide for each role
How to use an interview guide to combat interview bias
How to remain disciplined in your recruiting and interview processes
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2019-11-26 18:15:172020-12-14 22:38:55How to Hire Culturally-Aligned A-Players
Having a great company culture doesn’t just happen — a great culture is built on processes and discipline in all areas of your organization.
In this Fishbowl (a.k.a. webinar!) we learned from Shawn Burcham, CEO of PFSbrands, about how his team has systematized their culture by integrating their core values into how they recruit, hire, fire, train, and review employees.
You’ll hear about how PFSbrands screens for culture fit, reinforces values, and creates a culture of feedback.
This Fishbowl will cover how to:
Be systematic in your hiring process
Hire for core values: your organization’s and the candidate’s
Use surveying, 360 reviews, and Net Promoter Score to create a culture of feedback
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Positive workplaces don’t happen by accident. Purpose-driven leaders know that behind the best company cultures, you’ll find leaders who put in consistent, intentional hard work to build this aspect of their organization.
But, what happens to the culture if you and your employees don’t see each other every day? What happens to the camaraderie and trust that make positive, successful companies? How do you build and maintain your culture with a virtual or distributed team?
In this webinar, attendees learned from 2019 Forbes Small Giants leader Behfar Jahanshahi on how InterWorks’ culture grew and flourished as its team became a distributed workforce.
How to build or maintain your company’s close-knit, positive culture among a virtual or distributed team
How InterWorks’ culture grew with them as they went from one physical office location to having employees in co-working spaces and home offices around the world
The software tools you can use to conduct meaningful, virtual meetings
How to proactively stay connected to employees you don’t see every day
How to cultivate trust and camaraderie among employees no matter where they are
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Learn how this agency became a ROWE – a Results Only Work Environment – and how this approach creates a culture of autonomy, flexibility, and results.
In a ROWE, meetings are optional and employees work when and where they’re most productive. Results and quality become the key drivers of success — resulting in higher employee engagement, more quality work, and better overall efficiency within your business. In this Fishbowl (a.k.a. webinar!) attendees heard from Ashton Adair, Director of People and Engagement at Mojo Media Labs about how Mojo became a ROWE and the impact this system has had on the business, its operations, and employees’ lives. We learned:
What it means to be a ROWE (Results Only Work Environment)
Why ROWE can be a good fit for purpose-driven businesses
How to prime your business for becoming a ROWE
Challenges to avoid and lessons learned in becoming a ROWE
How to use a results-focused environment to attract top talent
How to measure results and quality
What results-focused practices you can adopt even if you don’t become a full ROWE
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One in five US adults experiences a mental illness in a given year — and even more experience the struggles through a friend or family member. Despite its prevalence in our lives, the stigma associated with mental illness often prevents open discussion about it. Ultimately, this stigma delays diagnosis and treatment — and the conversation can be even harder to have in the workplace.
Opening the dialogue and creating a safe and accepting environment to talk about mental health is just another way purpose-driven leaders can care for employees in the totality of their lives, as well as, support them to do their best work.
In this Fishbowl, Meg Switala and Karen Nelson of TiER1 Performance shared their process for leveraging the workplace for starting the conversation about mental health. Attendees learned about their experience following this journey at TiER1 and the positive impact it has had on their employees’ lives and their company culture.
From this Fishbowl, attendees learned:
What you need to launch a successful Start the Conversation program
The specific communication schedule, themes, and messaging they used to encourage open communication around mental health
Simple-to-implement practices that will create a trusting space for employees
The direct results this program had on their organization and its individual employees
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What’s the secret to attracting and retaining millennial employees? It’s simpler than you might think — today’s workforce values an employer that cares for them in the totality of their lives. It sounds simple, but what does that approach look like in practice? In this Fishbowl, Chris Stakich, CEO of Rustic Pathways, will share the six-prong framework his company uses to attract, develop, and retain a workforce of more than 200 millennials across the globe. Based on Tony Robbins’ Six Core Human Needs, Rustic Pathways has cracked the code for engaging millennials.
Attendees learned how to create an environment where team members:
Everyone is talking about feedback and one-on-ones, but how do you make sure you’re truly adding value and not just checking a box? More to the point, how do you use feedback to help the team embody your company values in their day-to-day interactions. It turns out that it’s one-part mindset shift and one part tactical. In this fishbowl, attendees learned from Jonathan Raymond, author of Good Authority and CEO at Refound, on how to give feedback in a way that feels natural, acknowledges power imbalances, and brings your company values to life.
How to structure feedback using questions and observations
The mindset shift to become a great people manager
What to do when you feel like you’ve given feedback but nothing changes
How to take ownership of your contribution to a stuck situation
Why boundaries are the most critical — and most avoided — ingredient in effective feedback
How to use The Accountability Dial to give timely, thought provoking feedback
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-10-01 19:50:312020-12-15 01:36:45How to Use Feedback to Bring Your Company Values to Life
Deciding when an employee should receive a promotion or a raise can be difficult, especially when deciding how much. In this fishbowl, Karen Clark Cole, CEO & Founder of Blink UX, and Brigitt Rains, Director of Operations, shared how they developed an internal system to make career trajectory, promotions, and asking for raises transparent and easy in their organization.
Learn how to develop a career trajectory path for employees
Learn how to develop a system for asking for raises
Learn about he GrowTool system, which Blink UX built to monitor both systems
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-06-05 20:06:002020-12-15 01:47:56How to Bring Transparency and Accountability to Career Trajectory and Raises
One key attribute that differentiates a Small Giant from other businesses is the devotion given to employee development. We know that when people feel valued in their workplace, they work harder. How much harder? 6 times, to be exact. Can you imagine walking in on Monday morning to the buzz of folks working hard and loving it because their Strengths are at work? Motivated employees results in motivated profits…and there’s nothing wrong with motivated profits.
Heidi Convery, a Gallup Certified Strengths Coach and founder of Flourish LLC, introduced attendees to the productivity and profitability effects of building a Strengths based organization.
An introduction to Gallup’s CliftonStrengths Assessment and Movement
Understanding Your Strengths and How to Leverage Them as a Leader
Ways to Incorporate Strengths into Your Everyday Culture
Introducing the Process of Claiming Our Strengths
Aiding Employees in Utilizing Their Strengths in Their Roles
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-05-01 14:46:052020-12-15 01:48:51A Strengths-Based Culture: Boosting Your People and Your Profits
Small Giants understand that culture dramatically drives and impacts profit. As the width of your team’s smiles expands, so does your bottom-line. In this energized fishbowl, Kris Boesch, CEO and Founder of Choose People, weaves valuable content, enlightening stories and tangible no-cost ways to help you improve the impact of your culture on your bottom-line. Participants were able to take her doable best practices and lessons learned and implement them within their organizations to see immediate results.
Key Takeaways Include:
The Bottom-Line Business Case for Happy Employees
How to Measure Your Company Culture’s ROI
The Role of Compensation, Incentives and Bonuses
The 3 Pillars to Creating and Keeping Happy Employees
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-04-03 17:22:362020-12-15 01:49:28How to Both Measure & Increase Your Company Culture’s ROI
Building culture in your company is a crucial component to being a Small Giant. What differentiates a Small Giant from others is their focus to embed culture into their business strategy. Culture of Good, a company that built an emotional operating system, teaches for-profit companies how to operate their business with the soul of a non-profit. How do we do this? By creating community programming that gets employees excited and passionate about their work. In this fishbowl, attendees learned from Culture of Good Co-founders Scott Moorehead and Ryan McCarty, on how to increase employee engagement and get better team results by letting your employees bring their souls to work.
How to start building a culture strategy to see the cultural results you hope to achieve
How to create community programming that drives employee engagement
How giving your employees permission to care is the secret to engaging them on a soul level
How to drive profits by investing in your people rather than seeing profit as evil
Introduction to 5 promises that if lived up to become pillars you can build your business on
Learn how to measure culture in ways that empower employees to lead your efforts in building a culture of good
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-02-28 23:14:042020-12-15 01:50:27How to Drive Business Results by Letting Your Employees Bring Their Souls to Work
Amy Whipple and Carrie Schochet of Purple Squirrel Advisors specialize in customized recruiting in the accounting, finance, human resources and operations functions for companies across industries and ranging from 8 million to 700 million in revenue. In this interactive Fishbowl, attendees learned about the aspects of recruiting and hiring that Amy and Carrie have identified as crucial to bringing exceptional candidates on board, including how to write comprehensive job descriptions, identifying and avoiding common discrepancies when writing job descriptions, and mastering behavioral interviewing.
In this Fishbowl, attendees learned the following key takeaways:
Learn about the Acumax assessment and how its results reveal candidates decision-making abilities
Learn about the most common disconnects when writing job descriptions and how you can avoid these pitfalls on your own leadership team
How and why companies should write comprehensive job descriptions which include company culture, history, tactical responsibilities, as well as a six-month trajectory plan (when possible)
How to use behavioral interview questions effectively in your job interviews – and walk away with a worksheet on behavioral questions as well!
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2018-01-25 19:30:452020-12-15 01:52:10Behind The Scenes: Mastering the Pre-work to Hire an Exceptional Candidate
How do you tell a top-performing employee something that they don’t want to hear? How do you take in feedback from your employees, without coming across as defensive? Giving and receiving feedback well are two of the most-valued – yet difficult to master – skills for any leader. Claire Lew, , has spent her working life studying 15,000+ leaders and employees in 25 countries to develop a methodology for The Feedback Loop: How to Give & Receive Feedback Well. After over three years of research across hundreds of companies, Claire will share a playbook for how the most effective leaders give and receive feedback.
A deep understanding of why we dismiss tough feedback
How to handle feedback you disagree with
Five techniques for receiving tough feedback well
Research on how receptive employees are to tough feedback
How to tell an employee that they are wrong or that they messed up
A proven four-step framework for giving tough feedback to employees
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2017-11-01 20:45:442020-12-15 01:52:51The Feedback Loop: How to Give and Receive
In 2014, Pegasus Logistics faced a crisis – employees were leaving, the culture was decimating, and sales were at a stall. So, when a group of dedicated longtime employees formed a “coup” and took to the leadership team about what needed to change: investing in employee development was one of the first on the agenda. Now, 3 years later, Pegasus’ sales and culture are thriving, including higher employee engagement levels, productivity, and overall retention. Candice Gouge, Talent and Culture Cultivator, at Pegasus Logistics discussed the employee development tools she designed and implemented to create a culture of leaders including Individual Development Plans and multi-level leadership tracks for all employees.
Learn what an Individual Development Plan (IDP) is and how it can be used to engage employees and help them achieve their goals
Learn how to create IDPs for employees and how to incorporate them into management one-one-ones and check-ins
Learn about the multi-level leadership tracks Pegasus has implemented, so that all employees have a clear destination to the leadership roles they are interested in
Receive samples of both Individual Development Plans and Leadership Track Materials to take back to your organization
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2017-08-03 17:49:552020-12-15 01:54:04From Me to We: Creating a Culture of Leaders
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2017-07-05 17:49:152020-12-15 01:54:34How Much to Spend on Company Culture to Truly Impact The Bottom Line
Values-driven leadership is something we all strive for as Small Giants leaders. But as Chris Hutchinson has discovered through his work with leaders and teams, it is not easy to get the right level of engagement from our teams. There really can be “too much of a good thing” when it comes to values-driven leadership. Through a short pre- questionnaire, participants will begin to evaluate how their leadership style is impacting employee engagement and positive conflict. During the interactive Leadership Fishbowl, Chris shared practical tools to help leaders generate positive conflict and employee participation.
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2017-03-28 17:47:162020-12-15 01:57:10Are You Leading in A Bubble? Challenges of Leading A Values-Driven Company
We all know that hiring for culture is key. But in order to attract the right talent, your brand has to accurately communicate your company culture. In this day and age of transparency and access to information, everything is interrelated: for example, if you’ve got a great customer-centric website, but no talk of employees, you’re dramatically limiting your candidate pool. Similarly, if you’ve got a great culture, but a weak external brand (bad website, limited social media, poor community engagement) you’ll miss out on great talent looking for something special.
In this interactive workshop, Shawn showed attendees how to identify shortfalls in their brand communications, bringing them closer to delivering a consistent message that accurately conveys your company culture.
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2017-03-14 17:46:362020-12-15 01:57:46So Your Culture is Great, but Does the Talent Pool Know That?
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2016-09-09 17:43:432020-12-14 22:14:14Culture Shock: Getting Your Team Onboard with a Culture Revamp
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2016-06-30 17:42:382020-12-14 22:16:04How to do Recognition Right (and for free)
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2015-09-08 17:07:052020-12-14 22:24:38Coaching to the Positive
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2015-09-08 17:04:182020-12-14 22:25:18Right Projects and Right People
https://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.png00Jason Armourhttps://smallgiants.org/wp-content/uploads/2021/06/Website-Logo.pngJason Armour2015-09-04 17:03:522020-12-15 02:02:27Mechanics of Value in the Workplace