Inspired and Intentional Business Podcast - Open Book Management, Business Vision, Employee Engagement, Balancing Profit and Social Impact – Détails, épisodes et analyse

Last week I conducted my drawing for the giveaway of Ari Weinzweig's pamphlet entitled "Bottom Line Change: A Recipe for Effective Organizational Change." My winner appears to be out of pocket and I won't hear from them until later this week. In the meantime, I've been reading the book and listening to the previous episodes to prepare for a big project at my work.

Please rate the show. Also, go comment and join the email group at http://inspiredandintentional.com/episode140

This is an interview with Anne Claire Broughton, owner of Broughton Consulting, LLC.

In this 2016 interview we talk about ingenuity of all people, transparency, healing, purpose, and Open Book Management vs open book reporting.

Go to http://inspiredandintentional.com/episode139 and Remember to leave comments. Also join the email group. I will be drawing for a booklet on Bottom Line Change by Ari Weinzweig. I will draw from all those who are a part of the email group as of March 6, 2018.

In the previous episode we talked about giving your employees the best present, your best self. Now let’s look at helping them start the new year on the right foot.

This episode is focused on that manager or owner who are wanting to begin to move their organization to one that balances profit and people. One that begins to engage their people at a new level.

Join us over at http://inspiredandintentional.com/episode130 to comment, join the community, and find links and resources.

Remember to rate and subscribe

In part 2 of my series with Kevin Jones, I asked for details on his company viaPing and the work he’s doing around employee feedback. We’ve all seen the yearly, or in one case every 3 year, employee feedback surveys. We take them and very rarely see any results or actions taken as a result. Kevin’s thought of another method that he’s helped companies implement and it’s called viaPing and it’s a methodology of daily employee feedback. Yes, daily.

This talk is not just about his company it’s about loosening up control, giving employees more room to take chances, and creating opportunities for conversations to begin among all levels and departments of  your company.

Kevin Jones works with companies to help them reimagine and change the way they work, operate, and how they engage their employees.  The only way to do this is to challenge the status quo.

Kevin is an advisor, international speaker, and videographer, his expertise lies in organizational strategy, Enterprise Social Networks (ESNs), initiative adoption, and bringing the best out of employees.  He focuses on the human side of business and technology. Kevin’s clients include NASA, Lowes, JCPenny, Dell, and many other well known companies.  He’s authored two e-books, and produces videos that help communicate how we can challenge the status quo.

Questions -

How can you create communication methods so people who don’t know each other to meet and share ideas to create solutions?

Like the invoicing team at the consultants, what departments could start asking questions to the users to improve how they operate?

Resources

Kevin Jones at vinjones.com - https://vinjones.com/

Employee Engagement measurement tools at viaPing - https://viaping.com/

Kevin Jones interview on the Switch and Shift podcast The Rebel Leader, Our Complicated Fascination with Employee Engagement - http://switchandshift.com/fascination-employee-engagement

http://www.xplane.com/

Q 2423 We don’t care what our employees think.

Engagement and employee feedback can be more effective if it’s more grassroots.

Employee feedback should be more often than once a year. It should also be shared with each other to begin conversations.

Don’t assume management needs to solve the problems. Create something insourced management - let it come from the bottom/inside up.

Employee feedback needs to be the beginning of the conversation.

Be more open and let employees know the obstacles to change.

Initiative Adoption - how do you get your teams to adopt initiatives?  

One thing - does it align with how your team works?

With a robust employee feedback mechanism, you may see better adoption of new initiatives because they come from the people they affect and not from “on high”.

Portrait Artist - I discovered Meredith Binnette at her school’s senior art show. She's recently graduated high school and is pursuing art in college. Meredith, good luck in your pursuits.

The Inspired and Intentional business show is about those at the vanguard of a movement of business, government, and nonprofit leaders who believe work can be better...different.

You can run a business or organization that:

Affirms people

Is financially solid

Inspires your community

Operates openly with excellence

And

Communicates a clear, consistent vision

Now let’s be inspired.

The Inspired and Intentional podcast/business show is copyright 2016 by it's owner.  The music is Funk Game Loop, Kevin MacLeod Royalty Free from Incompatech.

Kevin Jones is the featured guest for the next 3 episodes. In this episode we talk about:

Working through the balance of technology and human side of business and how we cap employees potential.

Even though we have the best intentions employees are still  disengaged.

The importance of designing our business for the employees not just the customers.

And one “simple” solution that can help move your organization to more collaboration and engagement.

Kevin Jones works with companies to help them reimagine and change the way they work, operate, and how they engage their employees.  The only way to do this is to challenge the status quo.

Kevin is an advisor, international speaker, and videographer, his expertise lies in organizational strategy, Enterprise Social Networks (ESNs), initiative adoption, and bringing the best out of employees.  He focuses on the human side of business and technology. Kevin’s clients include NASA, Lowes, JCPenny, Dell, and many other well known companies.  He’s authored two e-books, and produces videos that help communicate how we can challenge the status quo.

Questions

Are your company processes, structure, and culture truly aligned to relinquish some control to allow your team to be more agile?

Do your employees understand the why of their work? The purpose?

What can you do to design your work so that you enable employees to give their best to provide the best product for the cusotmers?

Resources

Kevin Jones at vinjones.com - https://vinjones.com/

Employee Engagement measurement tools at viaPing - https://viaping.com/

Kevin Jones interview on the Switch and Shift podcast The Rebel Leader, Our Complicated Fascination with Employee Engagement - http://switchandshift.com/fascination-employee-engagement

http://www.xplane.com/

Notes Taken During Editing

Technology’s advanced but how we design our work hasn’t advanced as much.

Are humans in the workplace just resources simply to be managed?

We’re marginalizing our people and capping their potential because of how we design our work.

Do you want to move beyond corporate zombies and tap into the potential of your employees? Listen here.

How often are you shooting down the ideas of your team members without consideration for validity.

Employee Capping example: Senior leader who is so busy that he doesn’t have the time to respond to the feedback, so people stop providing feedback, next time he asked.

Is your company set up to put caps on people?

Employees, do you want to love your work?

Engagement is more of a personal thing. Does the employee understand the why of their work? The purpose?

The culture is how we work together. The unsaid things. How we interact. How things get done.

1420 Cost of disengagement and bad culture: mediocrity.

When starting a company we design it for customers. At some point, we need to also think how we design our company for the employees.

Q 2100+-  Design to enable employees to  give their best to provide the best product for the cusotmers.

Change means change in the company structure and processes as much as in people.

Change can come from a scary yet simple solution: give up some control.

Do you want your company to be more agile? Release some control and let your people be more agile.

Portrait Artist - I discovered Meredith Binnette at her school’s senior art show. She's recently graduated high school and is pursuing art in college. Meredith, good luck in your pursuits.

The Inspired and Intentional business show is about those at the vanguard of a movement of business, government, and nonprofit leaders who believe work can be better...different.

You can run a business or organization that:

Affirms people

Is financially solid

Inspires your community

Operates openly with excellence

And

Communicates a clear, consistent vision

Now let’s be inspired.

The Inspired and Intentional podcast/business show is copyright 2016 by it's owner.  The music is Funk Game Loop, Kevin MacLeod Royalty Free from Incompatech.

Show notes, comments, and to subscribe go to http://inspiredandintentional.com/episode36

Jamie Pritscher is an award-winning entrepreneur committed to excellence, professionalism, positive workplace culture and exceptional client experiences. In addition to positions as Director of Communications at full-service caterer Tasty Catering, Co-founder and Chief Brand Officer of creative marketing agency nuphoriq and Co-founder and CEO of socially-responsible high-end gift company That’s Caring, Jamie is also an active speaker and volunteer in the community.

Show notes, comments, and to subscribe go to http://inspiredandintentional.com/episode35

Jamie Pritscher is an award-winning entrepreneur committed to excellence, professionalism, positive workplace culture and exceptional client experiences. In addition to positions as Director of Communications at full-service caterer Tasty Catering, Co-founder and Chief Brand Officer of creative marketing agency nuphoriq and Co-founder and CEO of socially-responsible high-end gift company That’s Caring, Jamie is also an active speaker and volunteer in the community.

Show notes, comment, and subscribe at http://inspiredandintentional.com/episode34

Jamie Pritscher is an award-winning entrepreneur committed to excellence, professionalism, positive workplace culture and exceptional client experiences. In addition to positions as Director of Communications at full-service caterer Tasty Catering, Co-founder and Chief Brand Officer of creative marketing agency nuphoriq and Co-founder and CEO of socially-responsible high-end gift company That’s Caring, Jamie is also an active speaker and volunteer in the community.

No Question this week - simply buy Shawn's book, Optimistic Workplace and start working on the worksheets and questions he created at the back.

Notes taken during the editing of the show

Optimistic Workplace came about because of a terrible experience at a “Great Place to Work”.

Pay for classes that didn’t apply directly to their job.

“We’re not here to help people self-actualize.”

Who out there are creating great workplaces and how are they doing it.

Studs Terkel - Read him. “Often times our work is violent, to our spirit.”

You can continue to have a violent workplace or you can do something to make a more optimistic workplace. You don’t have to stay stuck there.

Management needs to evolve. Leadership and Stewardship. “Management” is about control and monitor and manipulate. People want to connect, want purpose, want freedom to get the job done, to be responsible. “Management” should steward and take care of the people and create an environment of success and creativity.

Not just people first. Purpose, meaningful work, and Extraordinary people to create an amazing work environment. The three work together as the origins of optimism.

Bob Chapman says that he’s yet to find someone disagree with him that “Everybody Matters”. What he does struggle to find, is the people willing to follow through and make the changes necessary to move the needle on human workplaces.

Somebody has to go first in creating a workplace where everybody matters. And they’re not sure what to do.

Shawn has created tools at the end of his book to help people, especially middle managers.

Optimism planner - 90 days. Personal values, meeting designs to get people on the same page on an optimistic workplace.

One on One format. Optimism One on Ones. Focus on work progress. Purpose and values alignment.

Are your managers, managers or stewards? What can you do to help this to change in your workplace?

Not a question: get his book and try those exercises at the end of the book. I don’t make any money from these purchases.

Shawn Murphy is the CEO and Founder of Switch & Shift, a boutique consultancy and advisory firm dedicated to developing and advancing positive organizational business and leadership practices.

He’s been recognized by Inc.com and The Huffington Post for his work on developing leaders for the future of the work. Shawn was hand picked to be part of IBM’s elite Futurist Group that advises and gives input on topics related to new ways to work.  You can listen to Shawn interview with his business partner business and thought leaders in their weekly podcast, The Rebel Leader.

Shawn holds a MBA from Drexel University, LeBow College of Business, and a Bachelor’s in Organizational Behavior from University of San Francisco.

Shawn’s debut book, The Optimistic Workplace: Creating an Environment that Energizes Everyone (AMACOM), shares path-breaking beliefs and simple techniques to help leaders at all levels positively shift how people not only perform but how they feel while at work. You can also read Shawn’s weekly column, “Positive Business,” on Inc.com.

Resources

Strengths Scope - http://www.strengthscope.com/

Strengths Finder from Gallup - https://www.gallupstrengthscenter.com/

Shawn’s company, Switch and Shift: http://www.switchandshift.com

Shawn’s podcast, The Rebel Leader: http://switchandshift.com/category/the-rebel-leader-podcst

Shawn Murphy on the INC. website: http://www.inc.com/author/shawn-murphy

Shawn’s Email: shawn@switchandshift.com

Unleash The Unlimited Potential of Your Team, Shawn Murphy, Part 2

Questions

Does your company have a set of values that all know to help them be on the same page on how you're going to succeed as a company?

Does your team feel free to contribute ideas?

Switch and Shift - what does the “human side of business” mean?

Notes taken during the editing of the episode

They’re employees are spread out all over the country.

Discussion of how Switch and Shift’s story might help my wife as she structures her business to be family friendly.

Gig economy - flexibility to go where the work is and to help a variety of people who are also working on your gigs.

What is be be do at Switch and Shift. Instead of the normal core values they decided to create this saying as driving values behind their company. Be inspirational. (You know I like that one.) Be Heretical. Do Good. Their guiding principles.

They shape their intentions and decisions. They are also upgrading their values as the company has grown and they believe they need to be more defined and universal.

Lots of companies have financial success without thinking about all this human worth stuff. So why think about it? You remove the lid on performance and make it unlimited. Lift the lid on your team’s potential. People will contribute more when they are valued and allowed to be creative.

Is all this just an attempt by The Man to stick it to employees to get more out of them without more pay or more benefits?

If we and our people are spending so much time at work, shouldn’t we create an atmosphere of positive vibes, solid productivity, and mindfulness about the work being done. You want them inspired so they are open when the cool ideas come at those off work times.

Is this all just a first world problem? No matter where you are in the world, you are working and you want to do something that is meaningful and contributes to a greater many and not just to a few.

Resources

Strengths Scope - http://www.strengthscope.com/

Strengths Finder from Gallup - https://www.gallupstrengthscenter.com/

Shawn’s company, Switch and Shift: http://www.switchandshift.com

Shawn’s podcast, The Rebel Leader: http://switchandshift.com/category/the-rebel-leader-podcst

Shawn Murphy on the INC. website: http://www.inc.com/author/shawn-murphy

Shawn’s Email: shawn@switchandshift.com