Leading Real Change

Supporting employees during burnout leads to more loyal and productive teams with Jennifer Harris Kroll

This heart warming episode of the Leading Real Change podcast with Jennifer Harris Kroll talks about her burnout journey and how her company, Anthill, supported her through it. This led to her team becoming more focused and productive, and at the end of the day, Jennifer is a better leader following this experience.

Key take aways include:

1. Women’s health care: Jennifer found a functional nurse practitioner who could diagnose her adrenal fatigue.
2. Company support: As an over achiever, it was hard for Jennifer to reduce her workload and she didn’t really know what she needed. But her employer gave her the flexibility to alter her schedule and work with her team to find solutions.
3. Experiment: Jennifer had to develop a whole new way of working for herself and with her team. They didn’t know what would work best, but they communicated openly and many of her team had opportunities to advance their skills through additional tasks.
4. Compassion: Jennifer has much more awareness now of her employees’ needs because she was able to take more time to recognize her own needs and take care of them.
5. A system of caring for everyone’s needs: Jennifer’s company, Anthill, provides a communication platform for desk-less employees. It allows them to access resources from their phone, instead of being dependent on computer software etc. Employees who are in the field are able to check in and get their needs met without having to be in an office or wait to be serviced by a call center. On average employees use the system 22 times a month, meaning there are a lot of unmet needs that are being attended to.
6. Be kinder to frontline employees: Jennifer describes the challenges faced by employees who are customer facing and not working from home or in an office. They are stressed and facing burnout too. As customers, we can have more empathy for such workers by being patient and kind when we need our needs met.

Addressing Toxicity: A Simple Solution for Complex Workplace Dynamics with Jared Pope of Work Shield

This week’s thought provoking episode of the Leading Real Change podcast discusses the problem of work place toxicity with CEO Jared Pope. Work Shield provides an end to end solution to worker misconduct issues, handling the issue with speed and care, while also not expecting internal staff to be experts in navigating these complex waters. Here are key takeaways that left me inspired and thinking deeply:

Root Cause Analysis: Jared identified the root cause of workplace issues, including harassment and discrimination, pointing to the role of attorneys and compliance policies that often fall short. He as an attorney at the time and recognized his role in these problems.

Anonymous Reporting Challenges: Traditional anonymous reporting systems often lead to issues being swept under the rug, and 75% of problems go unreported due to fear of retaliation.

Bold Mission: Work Shield's mission is to transform workplace cultures by creating environments of integrity and trust that protect and empower employees, the culture, and the company. Burnout and mental health issues often stem from toxic workplace cultures. Work Shield tackles toxicity head-on, leading to improved employee well-being.

Fast Resolution: Work Shield aims to resolve workplace misconduct issues within a week, addressing harassment, discrimination, safety concerns, and more. In 2023, Work Shield completed nearly 800 investigations with an average resolution time of 3.7 days, significantly faster than the national average of 25-30 days.

Upstander Culture: Work Shield promotes upstander reporting, with 77% of anonymous reports coming from individuals standing up against misconduct they witnessed.

Human Element: Work Shield emphasizes the human element, providing live support for individuals reporting incidents, ensuring a safe and secure environment for employees. It also supports the resolution process with communication skills and suggested actions.

Building a Future-Focused Workplace: HR Innovations in a Remote World with COO Melissa Cooper

This week’s exciting episode of the Leading Real Change podcast includes insights from Melissa Cooper on her career journey and the evolving landscape of global employment led by Globalization Partners. Here are 10 key takeaways:

1️⃣ Passion for Account Management: Melissa discovered her love for account management and international business, finding her place in the work world.

2️⃣ Pioneering the Employer of Record Industry: Melissa joined GP, led by Nicole Sahin, who founded the employer of record industry in 2012, enabling global hiring without setting up individual entities.

3️⃣ Balancing Motherhood and Career: Melissa emphasizes the positive impact of supportive management during maternity leaves, leading to elevated roles upon return.

4️⃣ The Power of Working Mothers: Melissa applauds the hard work and time management skills of working mothers, highlighting their contributions to the workforce.

5️⃣ Results-Oriented Approach: GP values outcomes over hours worked, encouraging productivity and discouraging the outdated nine-to-five mindset.

6️⃣ Triple Bottom Line Philosophy: GP's values are rooted in treating employees well, resulting in excellent customer service and positive shareholder impact.

7️⃣ Remote Work Strategies: GP adopts a remote-first approach with collaboration hubs, emphasizing meaningful breaks, and implementing flexible time-off policies.

8️⃣ Employee Choice and Well-being: GP focuses on employee well-being with golden hours, minimal meeting Mondays, and conscious connections, promoting work-life balance.

9️⃣ Circles of Care: GP introduces supportive circles of care, providing a safe space for employees to discuss challenges, ensuring a sense of community and support.

🔟 Progressive Parental Leave: GP offers a minimum of 16 weeks of maternity leave globally, complemented by 10 weeks of parental leave, showcasing a commitment to supporting new parents.

Melissa expresses excitement about the future, foreseeing opportunities to influence best practices in global employment, and emphasizes the importance of progress over perfection in the constant juggling act of being a working mom.

 

Breaking Barriers: How Virtual Reality Transforms Psychological Safety for Healthcare Professionals with Dr JB

In this week’s eye opening episode of Leading Real Change podcast, Dr. JB, an Emergency Medicine Doctor, shares insights on how Virtual Reality is becoming a game-changer in fostering psychological safety for healthcare heroes.

Key Takeaways include:

1. Healthcare Professional Burnout: Burnout among healthcare professionals is a significant issue, with a mental health crisis leading to high suicide rates among doctors.
2. Impact of COVID-19: The pandemic has exacerbated the mental health challenges faced by healthcare professionals, potentially increasing suicide rates.
3. Personal Journey into Wellness: The podcast host, Dr. JB, shares their journey into the wellness sphere, starting with an experience in social wellness during their time as an emergency medicine doctor.
4. Transformative Social Engagement: Dr. JB emphasizes the need for healthcare professionals to engage socially beyond work-related interactions, fostering better relationships and support networks.
5. Hope for Med Podcast: The launch of the "Hope for Med" podcast aimed at providing a platform for healthcare professionals to share their real and unfiltered stories, promoting connection through shared experiences.
6. Metaverse Introduction: Dr. JB delves into the concept of the metaverse, using it as a platform to address the challenges faced by healthcare professionals and provide a space for group connections.
7. Anonymity and Choice: The metaverse platform allows for anonymity, offering healthcare professionals the choice to share their stories without revealing their identity, promoting a safe space for open communication.
8. Holistic Wellness Approach: Dr. JB expands the wellness initiatives beyond the podcast by introducing game nights, educational series, and an all-day wellness retreat within the metaverse.
9. Representation in the Metaverse: The metaverse provides an opportunity for diverse representation, allowing individuals to engage without preconceived biases based on appearance.
10. Psychological Safety: Dr. JB emphasizes the importance of creating environments with psychological safety in healthcare settings, encouraging open communication about mistakes and concerns to foster continuous improvement.

Building a People-First Organization from Top to Bottom with Kim Rohrer and Tony Jamous of Oyster

This week’s engaging episode of the Leading Real Change podcast brings a dynamic conversation with Kim Rohrer and Tony Jamous of Oyster who spill the beans on "Building a People-First Organization from Top to Bottom." 🌐✨

🚀 Key Nuggets of Wisdom:

1️⃣ Beyond Fixing, Impact Building: Tony highlights the goal isn't just fixing one company but creating a ripple effect to teach others how to do it right.

2️⃣ Leadership Evolution: Tony shares his experience, emphasizing the shift from solely focusing on numbers to embracing a balance between caring for employees and business success.

3️⃣ Trust and Dispensability: Trusting your team during crucial times like parental leave is key. Great leaders make themselves dispensable and trust their teams to step up.

4️⃣ No More Career vs. Family Dilemma: Kim stresses the importance of creating a world where caregivers don't have to choose between their career and family.

5️⃣ Human-Centric Strategy: Tony emphasizes the need for a human-centric approach in business strategies. It's not just nice, it directly impacts performance and engagement."

6️⃣ Mission-Driven Culture: Aligning the organization's mission with daily objectives brings meaning to work.

7️⃣ Mental Health Normalization: Kim talks about operationalizing mental health by implementing regular check-ins and fostering open discussions.

8️⃣ Non-Linear Workdays: Kim's on a mission to explore the beauty of non-linear workdays for knowledge workers.

9️⃣ Future of Work: Tony envisions a future where work adapts to individual lifestyles.

🎧 Ready for a workplace revolution? Tune in for more insights. Let's build a people-first workplace together!

Investing in HR Rituals: How to Create a Low Turnover Culture with Psychologist Roza Szafranek

In this week's enthralling episode of the Leading Real Change podcast, I am thrilled to share insights from the incredible Roza Szafranek, a psychologist and expert in transforming startup cultures plagued by high turnover. Key takeaways include:

1. Universal Human Needs: Roza emphasizes that, while every company is unique, there are common patterns in human needs that can be harnessed to create replicable solutions.
2. Internal Transformation: Creating a low turnover culture in startups starts from within. Roza shares key processes to enhance communication, clarify purpose, and manage expectations effectively.
3. Feedback for Improvement: Reduce turnover by providing constructive feedback. Avoid assumptions about laziness and instead focus on guiding individuals on how to improve.
4. Skip-Level Management Conversations: These conversations empower leaders to share their vision and gain alternative perspectives from employees, fostering a more inclusive and engaged workplace.
5. Quality Over Quantity: Instead of assuming overwork equals better output, Roza suggests assessing metrics that truly make a difference. Setting boundaries not only prevents burnout but also improves productivity.
6. Culture of Learning: Foster a culture of continuous learning and growth. Understanding human psychology plays a pivotal role in building a resilient and adaptive team.
7. Open Conversations: Create a safe space for discussions on burnout, mistakes, and challenging situations. Open dialogue contributes to a supportive and understanding work environment.
8. Crafting Employee Value Propositions: Roza advises creating employee value propositions based on supported behaviors and positive interactions, reinforcing a culture that aligns with the company's values.

Creating a culture of connection: how to foster employee engagement with Director Aaron Tabacco

This week’s amazing episode of the Leading Real Change podcast features Aaron Tabacco, Director of Staff Experience at the University of California San Francisco Department of Medicine. He shares how despite being at the center of the pandemic from a medical, public health, and educational standpoint, his department has shown increased employee engagement year after year. Aaron’s examples of how to create connections in a hybrid workplace are phenomenal.  Key take aways include:

1. Strong Foundation for Success: The success in fostering employee engagement was rooted in a positive and person-centered healing culture within the Department of Medicine.
2. Proactive Response to Pandemic Challenges: Despite the challenges of the pandemic, the department proactively leveraged its holistic culture, identifying the potential for positive change and growth in operational and relationship aspects.
3. Strategic Positioning of Director Role: The creation of a dedicated director-level position focusing on staff experience, engagement, culture, diversity, equity, inclusion, belonging, and accessibility highlighted a forward-thinking approach to employee well-being.
4. Prolonged Pandemic Perspective: Recognizing the prolonged nature of the pandemic, the department shifted focus from immediate crisis response to strategically planning for a permanently hybrid work environment.
5. Leadership Competencies for a Hybrid Workplace: The department identified and addressed the leadership needs, competencies, skills, beliefs, and values essential for thriving in a permanently hybrid workplace.
6. Early Recognition of Burnout: Early acknowledgment of burnout concerns among frontline staff, senior leadership and division managers prompted a proactive shift towards taking a breath and leaving room between meetings.
7. Holistic Approach to Employee Well-being: The department prioritized mental health programming, wellness initiatives, and support mechanisms, acknowledging the diverse needs of employees and their families.
8. Innovative Engagement Initiatives: Embracing the virtual environment, the department initiated creative initiatives such as a poetry and art blog and a Covid cooking contest, fostering a sense of community and connection.
9. Life Continuity Resource Page: The creation of a life continuity resource page reflected a holistic approach to support employees, addressing not only health concerns but also the broader needs of families.
10. Reimagining Meetings and Social Interactions: The department redefined meetings by introducing huddle models focused on relational interactions and encouraged staff-led initiatives, creating meaningful connections and learning opportunities. Additionally, the meetup model facilitated geographical proximity-based events, fostering connections among employees with different roles and in different divisions.

Finding Purpose in Creating a Safe Haven for Employees and Customers with SVP Rachel Shemirani

This week’s heart-warming episode of the Leading Real Change podcast, features SVP of Baron’s Market Rachel Shemirani who shares how her company managed change through the pandemic and beyond, setting a new standard of employee care. Key takeaways include:

1. Family Business Success: Rachel shared that working with family requires learning boundaries, but maintaining success is measured by still enjoying Thanksgiving together.
2. Proactive Pandemic Response: In the face of the pandemic, the business proactively stocked up on inventory, adapting swiftly to meet the community's needs.
3. Rapid Decision-Making: The pandemic forced quick decision-making, and despite the challenges, the focus remained on keeping shelves stocked and communities supported.
4. Customer Stress Management: As mask mandates created tensions, the business prioritized the safety of employees, adapting to unusual customer behaviors with a focus on maintaining a safe environment.
5. Realization of Impact: A heartfelt email from a customer highlighted that the business was not just providing groceries but creating a safe haven for the community.
6. Employee-Centric Culture: Treating employees as a priority, offering flexibility, pay adjustments, and addressing individual needs demonstrated a commitment to a people-first culture.
7. Role modeling Well-being: Rachel started taking more vacation herself to help encourage workers to take theirs.
8. Adaptation and Empathy: Understanding individual circumstances, adjusting work hours, and providing vacation benefits showcased empathy and adaptation to the diverse needs of employees.
9. Industry Influence: By adding vacation benefits for clerks and challenging industry norms, the business aimed to redefine the perception of working in a grocery store, emphasizing its value.
10. Building Employee Confidence: Open communication, support for new ideas, and encouraging employees to vocalize values and priorities contribute to building confidence, making them not just good but excellent employees.