Creating A Powerhouse Organization

Employee satisfaction is a necessary keystone for a productive workplace. What’s more, employees who enjoy their work tend to want a more tight-knit atmosphere between co-workers that is capable of handling any challenge that presents itself, which leads to a deeper meaning for the work they do and a stronger connection with peers. There can be many reasons why a company may be lacking in workplace connection. When The Shuler Group completed their Company Climate Inventory with a law firm, they found three areas that needed improvement: communication, acknowledgement of employee performance with appropriate feedback, and consistency in communication. The
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Episode 203 – What you don’t know about HR could hurt you – Interview with Edgar Ndjatou of Officium

Whoever said HR was boring?! I had an engaging conversation with Edgar Ndjatou, Principal of Officium, which was chock-full of great information.  In listening to this episode, you actually get a roadmap to successfully navigate HR and employment issues. We discussed: The biggest HR challenge facing small businesses The Great Resignation (yes, it’s real) What the healthiest organizations do Trends in hiring and retention The biggest mistake companies make in terms of HR The #1 thing companies can do to attract and retain great talent Make sure you listen in to help you create your hiring and retention roadmap. About
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What is the Removal and Replacement System and why do we care?

Simply put, the Removal and Replacement (R&R) system is designed to save us time and precious energy. Why we care is because in “this ever-changing world in which we’re livin’” (cue Paul McCartney), being able to save time and energy is critical for our ability to function efficiently. More importantly, it also has a positive effect on our overall well-being. I have loosely based the R&R system on Maslow’s Hierarchy of Needs.  If you look at the bottom of the pyramid above, humans must tend to their basic needs (food, shelter, security) before they can move up the pyramid.  As
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Episode 202 – Are you listening to respond or to understand?

We’ve recently been doing some training on active listening. What makes it “active”  instead of “passive” is the listener’s presence and intent. Active listening is listening to comprehend, understand, learn, and only respond when it’s appropriate. When we wrapped up the training, I found a quote that I really liked: “When we don’t push our agenda to feel competent, we can better listen to other person’s desires.”  I think this encapsulates active listening perfectly.  Listen in as Dawn discusses active listening and how listening to respond can be obstructive to effective communication. Other podcast episode referenced: Are you purpose driven?
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Episode 200 – Do you have an A Player organization for your A Player people? Interview with Doug Brown of Business Success Factors

I had a stimulating conversation with sales expert and author, Doug Brown of Business Success Factors. As someone who has been working in business since he was three years old (really!), Doug had some great insights.   Here are a few things we covered:  The need for alignment between A Players and A Player environments How you know if you have an A Player organization Biggest mistakes companies make when hiring How magical things happen when you have the ideal team The importance of systematic and strategic processes on an organization in general, even in sales The #1 thing salespeople and
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Episode 199 – Corporate Social Responsibility – Interview with Holly Copeland, senior director of CSR at Horizon Therapeutics

I had an engaging and lively conversation with Holly Copeland, senior director of Corporate Social Responsibility at Horizon Therapeutics. Many organizations believe in giving back to the community, but Horizon started their Corporate Social Responsibility program when the company was not yet profitable.  That’s how important they felt it was to thrive within their community ecosystem.  We discussed: Using Corporate Social Responsibility outcomes in conjunction with the goals of the company The creative lens to create a “buffet” of opportunities to get employees involved The correlation between CSR and employee engagement and positive company culture The importance of employees feeling
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Tell Me When I’ve Done a Good Job

Everyone wants to do a good job; furthermore, everyone wants to be told they are doing a good job. Everybody’s different, and people need different types of encouragement and acknowledgment. For some people, a kind word will go a long way and motivate them to keep performing well. For others, salary is an indicator of a job well done. However, even with a salary that acknowledges their good work, if they aren’t getting those verbal kudos from the manager, team leader, or CEO, they can feel disengaged, simply from not having their work appreciated. Now, this does not mean you
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Episode 197 – Making customer service a more tangible experience – Interview with Steven Van Belleghem

Great customer service is crucial to the sustainability of an organization, profit or nonprofit.  55% of customers would gladly pay extra to guarantee a better service, and the probability of selling to an existing customer is 60-70%, versus the probability of selling to a new customer is 5-20%.  So happy, returning customers are key, and an organization can’t rely on technology alone to serve and service their customers. As such, I had a great conversation with Steven Van Belleghem, author of multiple international best-selling books, including Customers the Day after Tomorrow and The Offer You Can’t Refuse. We discussed: Seeing
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Painting a Clear Picture of What Success Looks Like for Your Company

Dedicated employees want to know how their work fits into the big picture, how their contributions make a difference, and what they need to do to make leadership happy. Employees are hungry for feedback; they want to know where they are doing a good job and where they need to improve. Moreover, they want to know how they are benefiting the company. However, a problem can arise when managers do not accurately represent the CEO’s vision for the company, or if the message gets lost in translation or gets watered down. When this happens, employees lack a clear understanding of
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Episode 195 – Right person, wrong seat

Our focus at The Shuler Group is helping organizations achieve and sustain forward motion through people, processes, and performance. As for the people part, it’s all about ensuring that an organization has the right people for the right seat. You’ve probably heard me define it before; the right people are those whose goals, purpose, and values align with the organizations. The right seat is when someone is operating in his/her zone of genius.  Ideally, we work towards having the right people in the right seats. We generally recommend organizations focus on getting the right person first. Because if a person
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